Jobvite Hire: Tips, Tricks & Timesavers > Summit'16
•Download as PPTX, PDF•
1 like•1,280 views
This document provides tips and tricks for optimizing the use of Jobvite Hire, a recruiting software. Some key recommendations include customizing the dashboard by rearranging or adding widgets; optimizing profile and preference settings; using features for mass actions on candidates, emailing resumes, customizing candidate tabs, and quick viewing applications; integrating with LinkedIn and DocuSign; and utilizing delayed rejection notifications, candidate pipelines, templates, and field mapping. The document concludes by inviting users to share additional tips and asking if there are any questions.
Report
Share
Report
Share
Recommended
Jobvite
Jobvite is the applicant tracking system (ATS) used by Personified to manage recruiting processes like candidate sourcing, screening, and hiring. It provides a recruiting CRM, social recruiting tools, and a complete hiring solution. The document provides an overview of basic Jobvite functions like creating requisitions, sending job postings to candidates, tracking applications, and screening resumes. It also outlines how to access reports and contact support resources.
Summit14 S2: Background Screening Integration - Tenable & HireRight
Tenable is a cybersecurity company that provides continuous monitoring technology to secure devices from internet threats. They experienced rapid growth, increasing employees from 190 to 350 in the past 18 years. Previously, Tenable's recruiting efforts were reactive and led to long time-to-hire. They integrated with HireRight and Jobvite to streamline their background screening and recruiting processes. The integration allows single sign-on, automated workflows, reduced manual work, and ensures compliance. It helped Tenable improve their recruiting and onboarding efficiency.
Sector specialist training part one
This document provides guidance for becoming a sector specialist by focusing on developing relationships with employers, finding qualified job applicants, and obtaining placements. It emphasizes researching target employers and their job openings, building company profiles, developing trust through quality referrals, tracking metrics like job order coverage and time to fill, and ongoing relationship building. The overall goal is to work as an industry-specific recruiter to match applicants and employers efficiently in a particular sector.
Sector Specialist Training: Business Services
This document provides guidance for becoming a sector specialist by focusing on developing relationships with employers, finding qualified job applicants, and obtaining placements. It emphasizes researching target employers and their job openings, building company profiles, developing trust through quality referrals, tracking metrics like job order coverage and time to fill, and ongoing relationship building. The overall goal is to work as an industry-specific recruiter to match applicants and employers efficiently in a particular sector.
Created for IPN Global Webinar "Managing Your Professional Identity and Growt...
Created by ASK.Solutions for IPN Global this powerpoint guides you on the steps of how to look for jobs on LinkedIn, how to prepare your profile for your job search, how to ask for a recommendation and key tips on resumes/cover letters.
#Firmday 28 march 2014 TalentQ - high volume recruitment challenges
This document discusses common challenges in high-volume recruitment and provides solutions. It outlines Talent Q's assessment products and services to help address these challenges. It then describes a hypothetical example of recruiting for the UK's postal service, which needs to fill 10,000 roles annually from 170,000 applicants. The document proposes using validated competency and ability assessments throughout the hiring process to identify the right candidates in an efficient, fair and positive experience for all. It presents a sample recruitment funnel and discusses the benefits of this structured, assessment-based approach.
Classic vs New Hiring Process
The document compares the classic hiring process to the new hiring process. The classic process involves posting a job, receiving thousands of CVs by email, manually filtering and screening CVs, adding notes by hand, and interviewing shortlisted candidates. This process takes weeks and requires many HR resources. The new process allows candidates to apply online, filters and manages candidates through an online dashboard, allows searching through thousands of CVs in seconds, and changes candidate statuses online. This process takes hours and requires fewer HR resources. The document then describes an online recruitment solution called azProfile Recruiter that offers unlimited jobs and candidates, online career site customization, advanced CV searching, and performance reports.
Putting Your Career in Motion Through Goals and Actions by Kathryn Scahill, N...
Putting Your Career in Motion Through Goals and Actions by Kathryn Scahill, N...Western International University
Strategies for setting goals and creating a job search action plan. You’ll explore best practices for short- and long-term success, and learn how to develop and maintain your personal career plan.Recommended
Jobvite
Jobvite is the applicant tracking system (ATS) used by Personified to manage recruiting processes like candidate sourcing, screening, and hiring. It provides a recruiting CRM, social recruiting tools, and a complete hiring solution. The document provides an overview of basic Jobvite functions like creating requisitions, sending job postings to candidates, tracking applications, and screening resumes. It also outlines how to access reports and contact support resources.
Summit14 S2: Background Screening Integration - Tenable & HireRight
Tenable is a cybersecurity company that provides continuous monitoring technology to secure devices from internet threats. They experienced rapid growth, increasing employees from 190 to 350 in the past 18 years. Previously, Tenable's recruiting efforts were reactive and led to long time-to-hire. They integrated with HireRight and Jobvite to streamline their background screening and recruiting processes. The integration allows single sign-on, automated workflows, reduced manual work, and ensures compliance. It helped Tenable improve their recruiting and onboarding efficiency.
Sector specialist training part one
This document provides guidance for becoming a sector specialist by focusing on developing relationships with employers, finding qualified job applicants, and obtaining placements. It emphasizes researching target employers and their job openings, building company profiles, developing trust through quality referrals, tracking metrics like job order coverage and time to fill, and ongoing relationship building. The overall goal is to work as an industry-specific recruiter to match applicants and employers efficiently in a particular sector.
Sector Specialist Training: Business Services
This document provides guidance for becoming a sector specialist by focusing on developing relationships with employers, finding qualified job applicants, and obtaining placements. It emphasizes researching target employers and their job openings, building company profiles, developing trust through quality referrals, tracking metrics like job order coverage and time to fill, and ongoing relationship building. The overall goal is to work as an industry-specific recruiter to match applicants and employers efficiently in a particular sector.
Created for IPN Global Webinar "Managing Your Professional Identity and Growt...
Created by ASK.Solutions for IPN Global this powerpoint guides you on the steps of how to look for jobs on LinkedIn, how to prepare your profile for your job search, how to ask for a recommendation and key tips on resumes/cover letters.
#Firmday 28 march 2014 TalentQ - high volume recruitment challenges
This document discusses common challenges in high-volume recruitment and provides solutions. It outlines Talent Q's assessment products and services to help address these challenges. It then describes a hypothetical example of recruiting for the UK's postal service, which needs to fill 10,000 roles annually from 170,000 applicants. The document proposes using validated competency and ability assessments throughout the hiring process to identify the right candidates in an efficient, fair and positive experience for all. It presents a sample recruitment funnel and discusses the benefits of this structured, assessment-based approach.
Classic vs New Hiring Process
The document compares the classic hiring process to the new hiring process. The classic process involves posting a job, receiving thousands of CVs by email, manually filtering and screening CVs, adding notes by hand, and interviewing shortlisted candidates. This process takes weeks and requires many HR resources. The new process allows candidates to apply online, filters and manages candidates through an online dashboard, allows searching through thousands of CVs in seconds, and changes candidate statuses online. This process takes hours and requires fewer HR resources. The document then describes an online recruitment solution called azProfile Recruiter that offers unlimited jobs and candidates, online career site customization, advanced CV searching, and performance reports.
Putting Your Career in Motion Through Goals and Actions by Kathryn Scahill, N...
Putting Your Career in Motion Through Goals and Actions by Kathryn Scahill, N...Western International University
Strategies for setting goals and creating a job search action plan. You’ll explore best practices for short- and long-term success, and learn how to develop and maintain your personal career plan.Moving to a More Proactive Recruiting Model with Talemetry
View the full presentation here: https://youtu.be/K22C3kbQ0-c
Moving to a more proactive recruiting model touches all aspects of your talent acquisition efforts. It requires a game plan based on a long term view of the recruiting process.
Talemetry Director of Talent Sourcing and Marketing Solutions Stephen Schwander and VP Marketing Ian Alexander discuss:
- What is proactive recruiting
- Why it’s important
- Impediments to change
- Key practices for proactive recruiting success
Corelytics Coach Call, Feb16
1) Corelytics is promoting their financial dashboard tool and coach program to accountants. The dashboard allows coaches to efficiently analyze client financial performance, set goals, track trends, and identify issues.
2) Corelytics is launching a small business roadshow in 12 cities to educate small business owners on financial topics. They are selecting a few accountant coaches in each city to attend for free and meet with prospective clients.
3) The coach program provides annual recurring revenue from monthly client services using the Corelytics dashboard. Coaches can efficiently serve more clients, focus on advisory work, and earn $100k annually with 30 clients.
The Candidate Experience - Risks, rewards, opportunities.
A high level overview, with speaking notes, about the candidate experience, the risks of a negative experience, the benefits of providing a positive experience, and some information about the Candidate Experience awards (The CandEs)
Customers Pesonas: The first step of all content marketing
The document discusses how to leverage customer personas for content marketing and inbound marketing. It provides an overview of personas, why they are important online, and 10 ways to leverage personas including creating blog titles and content tailored to specific personas, using images and offers that match personas, having writers and website experiences match personas, refining personas based on visitor feedback, and focusing marketing efforts on the most profitable personas.
Does Your Onboarding/Retention Plan Need a Lift?
This document discusses the importance of onboarding and retention plans for new providers and employees. It notes that turnover is costly and can negatively impact quality, productivity, and satisfaction. The document outlines key phases in the relationship with a new hire, from recruitment through onboarding and long-term retention. It provides suggestions for defining needs and desired candidate characteristics, conducting thorough screening and interviews, developing an onboarding plan and timeline, assigning mentors, and facilitating integration into the organization and community. The goal is to transition new hires successfully and set them up for long-term satisfaction and retention.
180605 workshop management
Workshops with subject matter experts to elicit insights for the discovery phase or requirements for a new solution should follow a disciplined approach described in this slide deck.
Making your site easier to use, an in-house usability testing case study
The document describes the process of usability testing the website of the National Council on Family Relations (NCFR) over several iterations between 2011-2013. It discusses how NCFR conducted sitemap testing using OptimalWorkshop software to evaluate their site structure and navigation. Participants struggled to find specific resources and navigate the site. NCFR analyzed the test results, revised the site map, and retested it three times to improve the user experience and prioritize important resources before launching the updated site.
Central Ohio VAN - Best Practices for Recruiting Online
This document outlines a webinar presented by Jennifer Bennett on best practices for online volunteer recruiting. The webinar agenda includes an introduction to online recruiting, best practices for listings, examples of good and poor listings, and resources for using VolunteerMatch. The webinar teaches that online listings should have a catchy title, be brief, use simple language, include photos, and view the listing from a volunteer's perspective. Attendees are encouraged to keep referrals on VolunteerMatch so information reaches interested volunteers.
Sector Specialist Training: Job Seeker Servi
This document discusses the role and responsibilities of a sector specialist in helping qualified job seekers find employment opportunities. It outlines how sector specialists should source, qualify, and rank candidates based on their experience, skills, and employability. It also describes how specialists should prepare candidates, manage referrals to employers, and provide post-interview feedback to help candidates improve. The overall goal is to build a pool of highly qualified candidates and effectively match them to open jobs within a particular industry cluster.
Sector specialist training part two
This document discusses the role and responsibilities of a sector specialist in helping qualified job seekers find employment opportunities. It outlines how sector specialists should source, qualify, and rank candidates based on their experience, skills, and employability. It also describes how specialists should prepare candidates, manage referrals to employers, and provide post-interview feedback to help job seekers succeed. The overall goal is to build a pool of highly qualified candidates and place the best matches into open jobs quickly.
Dental Marketing Online - Trends And Best Practice In Online Marketing (ADX16)
There is a lot of discussion about online marketing, social media and search engine marketing for businesses. Some dental practices are already engaging in online marketing while other dental practices have an intuitive hunch that there is something to online word-of-mouth marketing, but they’re just not sure yet what it is.
This talk covers the most common forms of online marketing and why and when you should use them. From this talk you will discover the 9 steps to online dental marketing success; know what online strategies are right for your practice; learn the secrets to a great website; understand how to structure your online presence for maximum conversion; know what social media platforms you should be using and why; hear why you need to use Google My Business; understand why you need to start blogging; identify which Search Engine Marketing strategy is right for your practice; hear why it is critical to watch your online reputation; evaluate if video marketing is right for your practice; and learn to reactivate existing clients with the use of email marketing.
Management - An Overview (1)
A Management programme for Life Path Trust.
The first session sets the scene about a management cycle, each element of which will be explored in greater detail in further sessions.
This session also looks at the Values that underpin the work of Life Path Trust and indicators that can be used to measure our work.
180605 workshop management
Course slides on running Discovery and Requirements Workshops for the Client's Subject Matter Experts.
HRM
Job analysis is a systematic process of collecting information about job tasks, duties, and responsibilities. It provides the foundation for HR activities like job descriptions, selection, training, performance reviews, and compensation. Common methods of job analysis include observation, interviews, questionnaires, reviewing previous studies, work diaries, and having managers try the job. No single method is sufficient on its own, so HR experts typically use multiple techniques collectively to thoroughly analyze a job.
Keys for ongoing LMS success : Making LMS administration sexy
LMS administration and ongoing maintenance and course building practices can be sexy. After all, what’s sexier than tidy data and a clear and consistent course strategy and course content? Tune in to find out more!
Personas that change the way you think
In user-centered design and marketing, personas are fictional characters created to represent the different user types that might use a site, brand, or product in a similar way.[1] Marketers may use personas together with market segmentation, where the qualitative personas are constructed to be representative of specific segments. The term persona is used widely in online and technology applications as well as in advertising, where other terms such as pen portraits may also be used.
Personas are useful in considering the goals, desires, and limitations of brand buyers and users in order to help to guide decisions about a service, product or interaction space such as features, interactions, and visual design of a website. Personas may also be used as part of a user-centered design process for designing software and are also considered a part of interaction design (IxD), having been used in industrial design and more recently for online marketing purposes.
A user persona is a representation of the goals and behavior of a hypothesized group of users. In most cases, personas are synthesized from data collected from interviews with users. They are captured in 1–2 page descriptions that include behavior patterns, goals, skills, attitudes, and environment, with a few fictional personal details to make the persona a realistic character. For each product, more than one persona is usually created, but one persona should always be the primary focus for the design.
/wikipedia/
Youth Work Readiness Assessments and Tools
From the 2017 Connections Conference, this presentation covers Illinois workNet tools and resources that can be used with students.
Career Services Employer Presentation
This document provides information for employers about connecting and recruiting Texas State University students. It outlines various recruitment options through the university's career services office, including posting jobs on their online job database called Jobs4Cats. It also discusses hosting information tables, career fairs, and career chats. The document provides guidance for employers on writing internship programs, paying interns, and understanding how to appeal to millennial job seekers through flexible schedules and clear communication.
HRM - MCB
MCB was established in 1947 before the partition of India and Pakistan to meet the banking needs of Muslims. It is now one of Pakistan's leading banks with over Rs. 300 billion in assets and 1,000 branches nationwide. MCB's human resource management processes include forecasting staffing needs, recruiting both internally and externally, testing candidates, conducting interviews, and providing orientation for new employees to prepare them for their roles at MCB.
Startupmetrics4pirates dave mcclure
This document provides an overview of startup metrics and key performance indicators using the AARRR framework. It discusses the importance of measuring acquisition, activation, retention, referral, and revenue metrics. It emphasizes focusing on a small number of critical conversion events and prioritizing optimization of the most important metrics. It also discusses challenges in management, product development, and marketing and provides recommendations around defining business models, dashboards, and marketing channels to measure.
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
More Related Content
Similar to Jobvite Hire: Tips, Tricks & Timesavers > Summit'16
Moving to a More Proactive Recruiting Model with Talemetry
View the full presentation here: https://youtu.be/K22C3kbQ0-c
Moving to a more proactive recruiting model touches all aspects of your talent acquisition efforts. It requires a game plan based on a long term view of the recruiting process.
Talemetry Director of Talent Sourcing and Marketing Solutions Stephen Schwander and VP Marketing Ian Alexander discuss:
- What is proactive recruiting
- Why it’s important
- Impediments to change
- Key practices for proactive recruiting success
Corelytics Coach Call, Feb16
1) Corelytics is promoting their financial dashboard tool and coach program to accountants. The dashboard allows coaches to efficiently analyze client financial performance, set goals, track trends, and identify issues.
2) Corelytics is launching a small business roadshow in 12 cities to educate small business owners on financial topics. They are selecting a few accountant coaches in each city to attend for free and meet with prospective clients.
3) The coach program provides annual recurring revenue from monthly client services using the Corelytics dashboard. Coaches can efficiently serve more clients, focus on advisory work, and earn $100k annually with 30 clients.
The Candidate Experience - Risks, rewards, opportunities.
A high level overview, with speaking notes, about the candidate experience, the risks of a negative experience, the benefits of providing a positive experience, and some information about the Candidate Experience awards (The CandEs)
Customers Pesonas: The first step of all content marketing
The document discusses how to leverage customer personas for content marketing and inbound marketing. It provides an overview of personas, why they are important online, and 10 ways to leverage personas including creating blog titles and content tailored to specific personas, using images and offers that match personas, having writers and website experiences match personas, refining personas based on visitor feedback, and focusing marketing efforts on the most profitable personas.
Does Your Onboarding/Retention Plan Need a Lift?
This document discusses the importance of onboarding and retention plans for new providers and employees. It notes that turnover is costly and can negatively impact quality, productivity, and satisfaction. The document outlines key phases in the relationship with a new hire, from recruitment through onboarding and long-term retention. It provides suggestions for defining needs and desired candidate characteristics, conducting thorough screening and interviews, developing an onboarding plan and timeline, assigning mentors, and facilitating integration into the organization and community. The goal is to transition new hires successfully and set them up for long-term satisfaction and retention.
180605 workshop management
Workshops with subject matter experts to elicit insights for the discovery phase or requirements for a new solution should follow a disciplined approach described in this slide deck.
Making your site easier to use, an in-house usability testing case study
The document describes the process of usability testing the website of the National Council on Family Relations (NCFR) over several iterations between 2011-2013. It discusses how NCFR conducted sitemap testing using OptimalWorkshop software to evaluate their site structure and navigation. Participants struggled to find specific resources and navigate the site. NCFR analyzed the test results, revised the site map, and retested it three times to improve the user experience and prioritize important resources before launching the updated site.
Central Ohio VAN - Best Practices for Recruiting Online
This document outlines a webinar presented by Jennifer Bennett on best practices for online volunteer recruiting. The webinar agenda includes an introduction to online recruiting, best practices for listings, examples of good and poor listings, and resources for using VolunteerMatch. The webinar teaches that online listings should have a catchy title, be brief, use simple language, include photos, and view the listing from a volunteer's perspective. Attendees are encouraged to keep referrals on VolunteerMatch so information reaches interested volunteers.
Sector Specialist Training: Job Seeker Servi
This document discusses the role and responsibilities of a sector specialist in helping qualified job seekers find employment opportunities. It outlines how sector specialists should source, qualify, and rank candidates based on their experience, skills, and employability. It also describes how specialists should prepare candidates, manage referrals to employers, and provide post-interview feedback to help candidates improve. The overall goal is to build a pool of highly qualified candidates and effectively match them to open jobs within a particular industry cluster.
Sector specialist training part two
This document discusses the role and responsibilities of a sector specialist in helping qualified job seekers find employment opportunities. It outlines how sector specialists should source, qualify, and rank candidates based on their experience, skills, and employability. It also describes how specialists should prepare candidates, manage referrals to employers, and provide post-interview feedback to help job seekers succeed. The overall goal is to build a pool of highly qualified candidates and place the best matches into open jobs quickly.
Dental Marketing Online - Trends And Best Practice In Online Marketing (ADX16)
There is a lot of discussion about online marketing, social media and search engine marketing for businesses. Some dental practices are already engaging in online marketing while other dental practices have an intuitive hunch that there is something to online word-of-mouth marketing, but they’re just not sure yet what it is.
This talk covers the most common forms of online marketing and why and when you should use them. From this talk you will discover the 9 steps to online dental marketing success; know what online strategies are right for your practice; learn the secrets to a great website; understand how to structure your online presence for maximum conversion; know what social media platforms you should be using and why; hear why you need to use Google My Business; understand why you need to start blogging; identify which Search Engine Marketing strategy is right for your practice; hear why it is critical to watch your online reputation; evaluate if video marketing is right for your practice; and learn to reactivate existing clients with the use of email marketing.
Management - An Overview (1)
A Management programme for Life Path Trust.
The first session sets the scene about a management cycle, each element of which will be explored in greater detail in further sessions.
This session also looks at the Values that underpin the work of Life Path Trust and indicators that can be used to measure our work.
180605 workshop management
Course slides on running Discovery and Requirements Workshops for the Client's Subject Matter Experts.
HRM
Job analysis is a systematic process of collecting information about job tasks, duties, and responsibilities. It provides the foundation for HR activities like job descriptions, selection, training, performance reviews, and compensation. Common methods of job analysis include observation, interviews, questionnaires, reviewing previous studies, work diaries, and having managers try the job. No single method is sufficient on its own, so HR experts typically use multiple techniques collectively to thoroughly analyze a job.
Keys for ongoing LMS success : Making LMS administration sexy
LMS administration and ongoing maintenance and course building practices can be sexy. After all, what’s sexier than tidy data and a clear and consistent course strategy and course content? Tune in to find out more!
Personas that change the way you think
In user-centered design and marketing, personas are fictional characters created to represent the different user types that might use a site, brand, or product in a similar way.[1] Marketers may use personas together with market segmentation, where the qualitative personas are constructed to be representative of specific segments. The term persona is used widely in online and technology applications as well as in advertising, where other terms such as pen portraits may also be used.
Personas are useful in considering the goals, desires, and limitations of brand buyers and users in order to help to guide decisions about a service, product or interaction space such as features, interactions, and visual design of a website. Personas may also be used as part of a user-centered design process for designing software and are also considered a part of interaction design (IxD), having been used in industrial design and more recently for online marketing purposes.
A user persona is a representation of the goals and behavior of a hypothesized group of users. In most cases, personas are synthesized from data collected from interviews with users. They are captured in 1–2 page descriptions that include behavior patterns, goals, skills, attitudes, and environment, with a few fictional personal details to make the persona a realistic character. For each product, more than one persona is usually created, but one persona should always be the primary focus for the design.
/wikipedia/
Youth Work Readiness Assessments and Tools
From the 2017 Connections Conference, this presentation covers Illinois workNet tools and resources that can be used with students.
Career Services Employer Presentation
This document provides information for employers about connecting and recruiting Texas State University students. It outlines various recruitment options through the university's career services office, including posting jobs on their online job database called Jobs4Cats. It also discusses hosting information tables, career fairs, and career chats. The document provides guidance for employers on writing internship programs, paying interns, and understanding how to appeal to millennial job seekers through flexible schedules and clear communication.
HRM - MCB
MCB was established in 1947 before the partition of India and Pakistan to meet the banking needs of Muslims. It is now one of Pakistan's leading banks with over Rs. 300 billion in assets and 1,000 branches nationwide. MCB's human resource management processes include forecasting staffing needs, recruiting both internally and externally, testing candidates, conducting interviews, and providing orientation for new employees to prepare them for their roles at MCB.
Startupmetrics4pirates dave mcclure
This document provides an overview of startup metrics and key performance indicators using the AARRR framework. It discusses the importance of measuring acquisition, activation, retention, referral, and revenue metrics. It emphasizes focusing on a small number of critical conversion events and prioritizing optimization of the most important metrics. It also discusses challenges in management, product development, and marketing and provides recommendations around defining business models, dashboards, and marketing channels to measure.
Similar to Jobvite Hire: Tips, Tricks & Timesavers > Summit'16 (20)
Moving to a More Proactive Recruiting Model with Talemetry
Moving to a More Proactive Recruiting Model with Talemetry
The Candidate Experience - Risks, rewards, opportunities.
The Candidate Experience - Risks, rewards, opportunities.
Customers Pesonas: The first step of all content marketing
Customers Pesonas: The first step of all content marketing
Making your site easier to use, an in-house usability testing case study
Making your site easier to use, an in-house usability testing case study
Central Ohio VAN - Best Practices for Recruiting Online
Central Ohio VAN - Best Practices for Recruiting Online
Dental Marketing Online - Trends And Best Practice In Online Marketing (ADX16)
Dental Marketing Online - Trends And Best Practice In Online Marketing (ADX16)
Keys for ongoing LMS success : Making LMS administration sexy
Keys for ongoing LMS success : Making LMS administration sexy
Recently uploaded
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
高仿迈阿密大学毕业证（um毕业证）硕士文凭证书原版一模一样
原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to write job description to attract talents
JD must blend with job responsibilities, work culture, benefits, and work mode
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Recently uploaded (8)
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
Jobvite Hire: Tips, Tricks & Timesavers > Summit'16
- 1. 1 Jobvite Hire: Tips, Tricks, & Timesavers Brian Mannor Jobvite, Training & Curriculum Dev.
- 2. 2 Customize Your Dashboard • Only you know your process • Rearrange widgets • Delete unused widgets • Customize widget settings • Create new widgets • Create multiple dashboards!
- 3. 3 Optimize Your My Account • Profile tab • Preferences
- 4. 4 Candidates - Mass Actions • Measure once, cut up to 50 times
- 5. 5 Candidates – Email Resume • Email resumes to resume@jobvite.com
- 6. 6 Candidates – Customize Tabs • Set your default tab to see the info you need the most
- 7. 7 Candidates – Quick View • Scan applications more quickly • You can be decisive, when appropriate
- 8. 8 Candidates – LinkedIn CSA • See live LinkedIn Profiles in Jobvite • See “In Jobvite” tag in LinkedIn
- 9. 9 Candidates - Collections • Don’t lose track of good candidates
- 10. 10 Candidates – Saved Searches • Don’t re-create the wheel • Save criteria/filter sets for future use
- 11. 11 Candidates – DocuSign Integration • Unify your Offer Letter process • DocuSign account is needed • No charge for the integration
- 12. 12 Candidates - Delayed Rejection Notification • Reject now, notify later • Better candidate experience • No need to track and circle back
- 13. 13 Requisitions: Summary Tab • Candidate Pipeline • Actionable data
- 14. 14 Requisitions: Copy • Who needs templates? • Be sure to check all fields
- 15. 15 Requisitions: Field Mapping • Auto-fill of req. fields • User selects familiar fields • Speeds process • Reduces errors
- 16. 16 Approve via Email • For candidates, requisitions, and offers • No Jobvite login required • Accepts comments regarding the decision
- 17. 17 Q&A & Best Practices • Please share any tip or trick that you have used successfully • Questions?
- 18. 18 THANK YOU!
Editor's Notes
- LarisaWolfJobvite@gmail.com · Company drives o Department · Department drives o Department Code o Workflow o Evaluation Form o Pre-Interview Form o Category o Cost Center o Salary Range o Bonus o Referral Bonus o Approver 1 o Approver 2 o Approver 3 o Brief Description o Description