Outline Presentation of Proposal to Create a Campus Recruiting program for an Atlanta-based technology firm. Presentation includes program scope, brand and employee value propositions, campus selection strategy, employing social media techniques to build collegiate talent awareness, interview protocols, development of parallel company internship program, and time line objectives for the first year of the program.
Slidedeck available for download in .pdf format from my Box.com account http://www.box.com/files#/files/0/f/0/1/f_1384294595 ;
.pps download presentation and verbal presentation available by contacting me at tafurlong99@yahoo.com.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
On May 14, TalentEgg founder Lauren Friese revealed the latest best campus recruitment practices and the winners of the 2014 TalentEgg National Campus Recruitment Excellence Awards to a packed room of campus recruitment specialists, human resources professionals and career services staff during an awards ceremony at 2nd Floor Events in downtown Toronto.
Worldwide Trends in Employee Retention ReportAchieveGlobal
Whether you're thriving in a rapidly expanding bull market or floundering to escape the grips of a bear market, attracting and retaining talented employees is key to long-term success. How do you create a competent, competitive, committed workforce? How do you incent your employees to maximize performance and remain engaged? And perhaps most important, how do you ensure your best employees stay?
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
On May 14, TalentEgg founder Lauren Friese revealed the latest best campus recruitment practices and the winners of the 2014 TalentEgg National Campus Recruitment Excellence Awards to a packed room of campus recruitment specialists, human resources professionals and career services staff during an awards ceremony at 2nd Floor Events in downtown Toronto.
Worldwide Trends in Employee Retention ReportAchieveGlobal
Whether you're thriving in a rapidly expanding bull market or floundering to escape the grips of a bear market, attracting and retaining talented employees is key to long-term success. How do you create a competent, competitive, committed workforce? How do you incent your employees to maximize performance and remain engaged? And perhaps most important, how do you ensure your best employees stay?
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
Back to School: The ABCs of Campus Recruiting MetricsCielo
Get your unfair share of new graduate talent by building your campus recruiting program on a foundation of best practice metrics.
Webinar Takeaways:
•How to set campus recruiting goals that align with your overall talent acquisition strategy.
•How to measure and benchmark your program’s success to remain competitive.
•How to analyze your results and make adjustments that drive program excellence.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...AfterCollege
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
University Recruiting Essentials: Interns and Your Campus Brand - Part 3 - Ca...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
University Recruiting Essentials: Interns and Your Campus Brand - Part 1 - In...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
In this webinar, Universum Americas Head of Research & Insight Kevin Troy discusses how employers can attract and engage STEM students. Using data-driven insight, this webinar explores the importance of brand ambassadors, uncover what STEM talent wants from their employers, and walks through how to balance different communication channels in your recruitment efforts.
What the company requires to do during campus hire
New trends of campus hire
How to keep the campus candidates engage
How to select the right college
Why campus hire is important
We solicit your kind association in rendering our various value added HR services to your esteemed organization. We would be happy to provide you with further details and answer any questions that you have. Look forward to for an opportunity to serve you.
A10 Best Practices For Non-Traditional Student RecruitmentGreenwood & Hall
10 Best Practices For Non-Traditional Student Recruitment - A Guide For Post-Secondary Schools Competing For Non-Traditional Students. Presented by Greenwood & Hall at AACRAO SEM XIX 11/10/09 in Dallas, TX.
Colorado 2014 Top 20 Energy Industry Corporate Governance Diversity Report Tom Furlong, CPC
An overview of the Corporate Boards of the Colorado Top 20 Energy companies. This report analyzes the 141 members of these boards for six different diversity criteria: Gender, Industrial Background, Education Discipline, Age, Length of Board Service, and other Public Board Activity.
Commentary is also devoted to several simple steps these boards can take to improve upon these diversity metrics- thereby offering improved advice and guidance to their management teams and building shareholder value.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
Back to School: The ABCs of Campus Recruiting MetricsCielo
Get your unfair share of new graduate talent by building your campus recruiting program on a foundation of best practice metrics.
Webinar Takeaways:
•How to set campus recruiting goals that align with your overall talent acquisition strategy.
•How to measure and benchmark your program’s success to remain competitive.
•How to analyze your results and make adjustments that drive program excellence.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...AfterCollege
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
University Recruiting Essentials: Interns and Your Campus Brand - Part 3 - Ca...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
University Recruiting Essentials: Interns and Your Campus Brand - Part 1 - In...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
In this webinar, Universum Americas Head of Research & Insight Kevin Troy discusses how employers can attract and engage STEM students. Using data-driven insight, this webinar explores the importance of brand ambassadors, uncover what STEM talent wants from their employers, and walks through how to balance different communication channels in your recruitment efforts.
What the company requires to do during campus hire
New trends of campus hire
How to keep the campus candidates engage
How to select the right college
Why campus hire is important
We solicit your kind association in rendering our various value added HR services to your esteemed organization. We would be happy to provide you with further details and answer any questions that you have. Look forward to for an opportunity to serve you.
A10 Best Practices For Non-Traditional Student RecruitmentGreenwood & Hall
10 Best Practices For Non-Traditional Student Recruitment - A Guide For Post-Secondary Schools Competing For Non-Traditional Students. Presented by Greenwood & Hall at AACRAO SEM XIX 11/10/09 in Dallas, TX.
Colorado 2014 Top 20 Energy Industry Corporate Governance Diversity Report Tom Furlong, CPC
An overview of the Corporate Boards of the Colorado Top 20 Energy companies. This report analyzes the 141 members of these boards for six different diversity criteria: Gender, Industrial Background, Education Discipline, Age, Length of Board Service, and other Public Board Activity.
Commentary is also devoted to several simple steps these boards can take to improve upon these diversity metrics- thereby offering improved advice and guidance to their management teams and building shareholder value.
Sales and Distribution Management Case AnalysisSpartanski
Appreciating the imperative of
intermediaries in the Indian context,
‘eChoupal’ leverages Information
Technology to virtually cluster all the
value chain participants, delivering the
same benefits as vertical integration does
in mature agricultural economies like the
USA. Analysis of ITC e-choupal initiative and development of a complete sales management plan for Garagebutler.
A short presentation on Pre Placement Talks done as part of Campus Placements.
For more on Campus Placements, placement papers and interview tips visit: http://www.Placement-Paper.com
Beberapa program training yang dapat kami sajikan melalui In House training. Program-program ini di harapkan dapat membantu tim kerja menjadi lebih termotivasi sehingga pada akhirnya akan meningkatkan performance perusahaan/lembaga.
In Defence of Ideas and Draper: What Facebook Can Learn from Mad MenBeyond
Presentation for London Facebook Developer Garage, 21.03.12.
SHOCK OF THE OLD!
A reflection on the value of ideas, the will of the people and the need for better creative(s).
Executive Offices Group: A Social Media Optimisation & Social SEO Case StudyBeyond
Six months ago we began working with Executive Offices Group - a Morgan Stanley Real Estate company.
Our brief was to help spruce up their organic traffic acquisition efforts: to generate more worthy traffic and to get more clients to sign on the line... via Social SEO and Social Media Optimisation tactics.
Here's how we got on. (Hint: we're winning : )
In this webinar we will cover the detailed implementation of Career Coach, from the benefits of purchase to the internal and external launch. In particular, we will go through the launch timeline and the roles and responsibilities of everyone involved in the project. Sarah Wilson and Owen Sutkowski from Central Piedmont Community College will be presenting.
Key Steps to a Successful Career Coach ImplementationEMSI
In this webinar we will cover the detailed implementation of Career Coach, from the benefits of purchase to the internal and external launch. In particular, we will go through the launch timeline and the roles and responsibilities of everyone involved in the project. Sarah Wilson and Owen Sutkowski from Central Piedmont Community College will be presenting.
Building a Better College Recruiting Program with Kiewit CorporationCrystal Miller Lay
Presentation built for TalentNet Dallas at Capital One 11/2015
by Crystal Miller, Branded Strategies (agency) & Lauren Evans, Kiewit Corporation (client). Overview of the Kiewit College Recruiting Program challenges, changes and enhancements. Project started Q1 2015 and scheduled to finish in Q4 2016. As part of keeping an "Open Source" mentality for HR, if you would like any of the templates we used or information on metrics, tools or setting up a similar program in your own organization, please use the contact form below & we will gladly share!
Prospective Student Web Content Team - University of Edinburgh intro sessionNeil Allison
Introductory presentation and workshop organised by the University of Edinburgh's new Prospective Student Web Content Team. Sessions run for University staff involved in web marketing, recruitment and admissions during December 2019.
Lockheed Accelerates with Total Recruitment Marketing - @talentcommunity & @S...SmashFly Technologies
Presented at 2014 HR Technology Conference. Lockheed Martin doesn’t just talk about people as their greatest organizational asset – its backed by a topnotch talent- acquisition process aimed at strengthening its team, now 116,000 strong. But, to maintain its competitive advantage, it needs to stay on the forward edge of recruiting. So when the company needed a way to bring all its separate initiatives together into a cohesive strategy for greater efficiency and also to gain the full visibility integral to improve overall resource allocation and decision-making, it implemented a Recruitment Marketing Platform to build a data-driven recruitment strategy. Now, the insights from the data help their teams foster engagement and community with the specialized candidates they need to attract. Marvin Smith will show you how to promote and leverage employment brand, social media, employee referrals, alumni networks and digital campaigns to discover and attract hard-to-find skilled candidates and the kinds of people needed to drive your business forward.
Introduction was provided by Mike Hennessy on the evolving role of recruitment marketing in how companies attract the right qualified talent to the organization.
Developed an actionable strategy for the Career Development Office (CDO) to improve current services and better help students with their job search process.
Analyzed the pain points in the current job search process and the effectiveness of various services provided by the CDO in addressing the key issues through surveys and market research.
Energy Sector Corporate Governance Diversity Report 2014 (infographic)Tom Furlong, CPC
Overview of key findings and recommendations from 2014Corporate Governance Diversity studies of the Top 100 Texas-based and Top 20 Colorado-based Energy sector corporations. Included in sector are IOC, upstream, midstream, downstream, services, and utility companies
An overview of Board Director composition for the Top 80 (by Market Cap Value) Georgia-based publicly traded companies. Six criteria are used to understand the true diversity of a board: Demographic (gender and ethnicity), Career Background, Undergraduate Degree, Age, Length of Board Service, and Other Public Board Service. The 80 companies are reviewed as a group, by Market Cap Value subgroups, and individually.
Conclusions about these companies and general recommendations on how these Georgia-based companies can improve their diversity are included with this report. Public companies in other industrial sectors and geographies can use this data to review their own board diversity.
An overview of Board Director composition for the Top 20 (by Market Cap Value) Colorado-based publicly traded Energy companies. Six criteria are used to understand the true diversity of a board. The 100 companies are reviewed as a group and by Market Cap Value subgroups. This presentation shows the highlights taken from a more detailed text companion piece with the same title (also included on SlideShare).
Texas Energy Industry Corporate Governance Diversity Report 2014 (exec overview)Tom Furlong, CPC
An overview of Board Director composition for the Top 100 (by Market Cap Value) Texas-based publicly traded Energy companies. Six criteria are used to understand the true diversity of a board. The 100 companies are reviewed as a group and by Market Cap Value subgroups. This presentation shows the highlights taken from a more detailed text companion piece with the same title (also included on SlideShare).
Texas Energy Industry Corporate Governance Diversity Report 2014Tom Furlong, CPC
An overview of the Corporate Boards of the Texas Top 100 Energy companies. This report analyzes the 835 members of these boards for six different diversity criteria: Gender, Industrial Background, Education Discipline, Age, Length of Board Service, and other Public Board Activity.
Commentary is also devoted to several simple steps these boards can take to improve upon these diversity metrics- thereby offering improved advice and guidance to their management teams and building shareholder value.
An overview of Board Director composition for the Top 100 (by Market Cap Value) Georgia-based publicly traded companies. Six criteria are used to understand the true diversity of a board. The 100 companies are reviewed as a group, by Market Cap Value subgroups, and individually.
An overview of the mertics that clients mention as "Most Important" when looking at search firms (both retained & contingency)- and how Harvard Group International measures up to these metrics
Very brief overview of Harvard Group International, a multi-disciplinary retained search firm based in Atlanta. Content includes key performance metrics, size and scope of firm, search project experience in various industries and positions, overview of Energy Practice team, and sampling of current and previous search project clients.
Generic presentation on how to establish an Inside Sales (telephone sales) department, including determining team objectives, development of Inside Sales team, adapting marketing messages to Inside Sales delivery, sales call process, and evaluation of both team and individual team members.
Presentation is a sanitized version of one delivered to a specific company; budgets, specific marketing messages, and timeline implementation targets have been removed.
Recommendations for companies to increase quantity and quality of collegiate talent recruiting efforts. Simple but profound changes in strategies by employers engaging in campus recruiting campaigns can yield greater exposure to career minded college students. Presentation reviews both student and employer attitudes regarding job search calendars, relevance of career fairs and campus events, use of social/digital media in collegiate talent recruitment, and how employers fail to differentiate their opportunities from their talent competitors.
Slidedeck available as .pdf presentation for download by linking to my Box.com account or contact me and I will send .pps presentation to you.
Case Study of the Campus Recruiting strategy of a multi-office technology consulting firm. Study looks at current campus recruiting activities, successes and failings within the program, suggested changes to meet sharply increased collegiate talent demands, budgetary considerations, and introduction of a college internship program.
Verbal presentation, which strategies were adopted by the firm, and results to date are available by contacting me at tafurlong99@yahoo.com.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...
KeiTai Communications (KTC) Campus Recruiting Program
1. Campus Recruiting Program
Development:
KeiTai Communications
(KTC)
Tom Furlong
tafurlong99@yahoo.com
4Q 2011
2. Outline
• Background
• Campus Recruiting Business Case
• Program Scope
• Social Media/Branding Campaign
• Campus Recruiting Strategy
• Interview & Selection Process
• Internship Program
• Program Time Lines
3. ABOUT THE AUTHOR
• 9+ Years Talent Acquisition and Recruiting
• 3+ Years Recruiting Sales & Marketing Professionals
• 3+ Years Recruiting Campus/Recent College Grads
• 1 Year Executive Recruitment in Japan
• 13+ Year Sales, Training, & Leadership
• Numerous National & Regional Sales Awards
• Social Media Advocate to Improve Branding &
Prospect Outreach Initiatives
4. KTC Background
• Mobile Technology Firm
• Leadership: ATL High Tech Pioneers
• Georgia Tech “Technology Incubator”
• 300+ Employees
• Aggressive Headcount Growth
• National & International Expansion
Background
5. Program Business Case
• Attract Future Leaders
• Hire Best and Brightest
• Forefront of Mobile Technology
• Develop Talent Pipeline
• Internal Growth vs External Acquisition
• Imperative for Success
• Build Company Awareness
• Increased Brand & Product Visibility
• Today’s Candidates = Tomorrow’s Clients
Campus Recruiting Business Case
6. Management Support
• Leadership Commitment to Strategy
• 2 Year Establishment Period
• Department Management Buy-In
• Training/Development Willingness
• Accept Inexperienced Talent
• Constructive Feedback
Campus Recruiting Business Case
7. Recruiting Focus
• Seek Out Best & Brightest
• Secure High-Potential Talent
• Create Positive Impression of KTC
• Educate on Career Opportunities
• Top of Mind
• Candidates
• Campus Career Centers
• Straightforward & Honest
• Always Sell KTC
Program Scope
8. Recruiting Strategy
• Define Staffing Needs
• Types of Positions to Fill
• Programming
• Engineering
• Marketing
• Internal (Accounting/HR/Admin)
• Determine Desired Candidate Characteristics
• Program Budget
Program Scope
9. Employee Value Proposition
• Brand Awareness Message
• Unique Employment Brand Position
• Promote KTC: “Best Place to Work”
• Communicate What Candidate Will Do
• Separate KTC from Talent Competitors
• Provide Visibility to College Career Centers
Program Scope
10. Talent Competitors
• All Companies in All Industries
• Understand Their Message
• Evaluate Their Strategy
• KTC Strengths
Program Scope
11. Targeted Campus Selection
• Local Public/Private Engineering Programs
• Engineering & Programming Roles
• Local Top Public/Private Universities
• Marketing & Other Internal Roles
• Leading Regional Engineering Programs
• National Exposure
• Candidates Attracted through Social Media
• Add to Target List if Cost/Talent Justified
Program Scope
12. Social Media Utilization
• Develop Social Media Objectives & Goals
• Stand Out with Social Media Utilization
• Demonstrate Industry Innovation
• Mobile Technology Company Using
Social Media Recruiting Techniques
• Cost-Effective Tool to Engage/Attract Local
and “Remote” Collegiate Talent
• Distinguish KTC from Talent Competitors
• Makes Process Appear Real
Social Media/Branding Campaign
13. Social Media Campaigns
• Employ “Most Successful” Tools
• Dedicated Campus Recruiting Sites
• Twitter “@KTCcamprec”
• Recruiting Blog
• Enhanced Campus Recruiting Page on KTC
Careers Website
• Keep Connected with Candidates
• Proactive Management: 30-60 min/day
Social Media/Branding Campaign
15. Successful Recruiting Events
• Career Fairs
• Trade Clubs & Affinity Organizations
• Accept/Initiate Speaking Engagements
• Develop Word of Mouth Campus Referrals
• Event Follow-up
• Continual Communication
• Encourage Two-Way Dialogue
Campus Strategy
16. Student Contact
• Every Meeting An Interview
• Focus Candidate Thinking on KTC
• Approach Everyone
• Non-Targeted Student Leaders
• Alumni, Staff
• Experienced Hire Candidates
• Request Referrals
Campus Strategy
17. Campus Career Fairs
• KTC Brand Message
• Sell Every Visitor on KTC
• Educate on Variety of Roles
• Brief Fair Interview
• Ask Interests & Area of Study
• Positive KTC Message
• Initial Review/Rank/Rate
• Determine Potential Candidate Pool
• Sell All Positions at All Functions
Campus Strategy
18. Word of Mouth Recruiting
• Build Referral Network
• Best Students Are Connected
• Turn Students into Recruiters
• Increase Candidate Volume & Quality
Campus Strategy
19. Interview Process Overview
• Coordinated Interviews at Each Stage
• Specific Role for Each Interview
• Skill Assessment & Core Value
Questions on Every Interview
• Limited Superficial Questions
• Accommodative Interview Schedule
• Look For Best in Each Candidate
• Value Talent over Experience
Interview/Selection Process
20. Campus Interview Process (1)
• Personally Invite Top Prospects
• Career Fair Visitors
• Speaking Engagement Contacts
• Candidate Posts Resume for Specific Role
• Submit 1 Week Prior
• Determine Who To Meet
• Work with C3 to Build Candidate Interest
• Walk-In: Based On Schedule Availability
Interview/Selection Process
22. On-Site Interview Process (1)
• 2nd Interview- KTC Office
• Meet Hiring Authority & Team Members
• Questions Focused on Talent
• Competency/Programming Tests
• Identify Candidate Job Acceptance Criteria
• Identify Finalists
• Candidate Goals
• Understanding Position and Role
• KTC Culture
Interview/Selection Process
23. On-Site Interview Process (2)
• 3rd/4th Interview
• Determine Final Candidate
• Close to Accept Offer
• Extend Offer, Set Start Date
• Manage Candidate Recruitment Experience
• Leave All Candidates with Positive Feeling
• Honest Feedback to Rejected Finalists
Interview/Selection Process
24. Remote Candidate Process
• Attracted from Social Media Campaign
• Phone Introduction
• Skype/Virtual Interview
• Determine ROI for In-Person Interview
• Remote C3 Contact
• Potential Source for Future Talent?
• Opportunity to Build KTC Awareness
Outside ATL Market
Interview/Selection Process
25. On Boarding/Post Hire
• Maintain Bi-Weekly Pre-Start Date Contact
• Orientation Projects
• Outline Training Goals/Objectives
• Cover Company Expectations
• Transition to “Real World”
• Emphasize Value to Team/Organization
• Continue Contact 6-12 Months Post Hire
• Feedback on Recruitment Experience
• Asset for Future Campus Recruiting Effort
Interview/Selection Process
26. Internship Program (1)
• Run in Conjunction with Campus
Recruiting Efforts
• Provides Strategic and Tactical Value
• Farm Team for Full-Time Employment
• Ability to Evaluate Talent “Real World”
• Low Cost/Risk/Commitment to KTC
• Offer I-9 Stipend at Completion of Program
• Non-Fit Candidates Eliminated
Internship Program
27. Internship Program (2)
• Actual Work Responsibilities for Intern
• Fill Critical Temp Internal Staffing Needs
• Develop Strong Relationship w/ Candidate
• Intern Treated as Work Colleague
• Great On-Campus Ambassadors
• Encourage to Attend Campus Events
Internship Program
28. Program Time Line- 90 Day
• Establish Program Goals & Budget,
Head Count Objectives, and Corporate
Messages
• Set Up Social Media Campaign
• Identify Campus Recruiting Targets
• Establish Relationships with C3
• 1st Student Event at All Campuses
Program Timelines
29. Program Time Line- 180 Day
• Continued Student/Campus Presentations
• Evaluation of Campus Targets
• Formal Interview Process Begins
• Active Recruitment of Ideal Candidates
• Formal Offers for Summer 2012 Hire Date
• Development of Internship Program
• Identify Potential Intern Candidates
Program Timelines
30. Program Time Line- 9 Month
• Evaluation of Campus Recruiting Program
• Management Input
• Strengths, Weaknesses, and Improvements
• Expand/Reduce Campus Relationships
• Evaluation of Internship Program
• Candidate Recruitment for Jan/June 2013
• Continued Promotion of KTC Brand and
Employee Value Propositions
Program Timelines
31. Program Time Line- 1 Year
• New Hire Evaluation
• Contribution vs Investment
• Employee Input: Experience vs Expectations
• Set Year 2 Program Goals
• Social Media Expansion Options
• You Tube Channel
• Facebook Campus Recruiting Page
• Candidate Recruitment for June 2013
• Continued Promotion of KTC Brand and
Employee Value Propositions
Program Timelines