Kelly hawkins- Talent Acquisition Manager & Kate davison - Senior HR Business Partner - Sydney Airport - Talent Acquisition
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Kelly hawkins- Talent Acquisition Manager & Kate davison - Senior HR Business Partner - Sydney Airport - Talent Acquisition
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TCS is a courier company that has been operating since 1983. It aims to become a regional and global leader in courier services. The company is led by a board of directors and CEOs. It has a presence in over 350 cities in Pakistan and internationally. TCS provides various courier and logistics services both domestically and internationally. It is committed to corporate social responsibility and supports various charitable causes. The company has long term goals of expanding internationally and diversifying its services.
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This document discusses TCS, a Pakistan-based courier service company founded in 1983. It provides an overview of TCS's history, organizational structure, services offered including express courier, gifts and greetings delivery, aviation, supply chain management, and more. Key topics covered include decision making processes, organizational structure and design concepts such as work specialization, formalization, and departmentalization.
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TCS is a courier service established in 1983 with over 2,000 locations across Pakistan and a presence on 5 continents. It aims to achieve profitable growth by building on existing organizational strengths and brand recognition. TCS offers domestic and international courier services as well as logistics, travel, and other services. It has over 10,000 professionals and assets like motorcycles, vehicles, and aircraft. The company's leadership team is focused on change, employee benefits, and maintaining a friendly work environment.
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Hashim Mohammad Alnajjar seeks a challenging position in human resources. He has over 30 years of experience in human resources with Saudi Aramco, holding various roles including head of corporate compensation and senior HR policy analyst. Alnajjar has expertise in all areas of HR including recruitment, compensation, benefits, and performance management. He has a bachelor's degree in business administration and is a certified compensation and global remuneration professional.
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TCS is a domestic courier company in Pakistan established in 1983. It has the biggest network in the country with 139 offices, 265 retail outlets and 2000 online and offline locations. TCS provides express and logistics services across Pakistan through 2 planes, 187 vehicles, 2500 couriers and over 6000 employees. The company's network is divided into 3 regions - South, North, and Central - serving 350 cities. TCS delivers documents, gifts and handles domestic/international courier as well as overland express services. It aims to grow its value and volume of shipments in the coming years through existing banking/telecom clients and trends in gift delivery.
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TCS is a courier company that has been operating since 1983. It aims to become a regional and global leader in courier services. The company is led by a board of directors and CEOs. It has a presence in over 350 cities in Pakistan and internationally. TCS provides various courier and logistics services both domestically and internationally. It is committed to corporate social responsibility and supports various charitable causes. The company has long term goals of expanding internationally and diversifying its services.
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This document discusses TCS, a Pakistan-based courier service company founded in 1983. It provides an overview of TCS's history, organizational structure, services offered including express courier, gifts and greetings delivery, aviation, supply chain management, and more. Key topics covered include decision making processes, organizational structure and design concepts such as work specialization, formalization, and departmentalization.
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TCS is a courier service established in 1983 with over 2,000 locations across Pakistan and a presence on 5 continents. It aims to achieve profitable growth by building on existing organizational strengths and brand recognition. TCS offers domestic and international courier services as well as logistics, travel, and other services. It has over 10,000 professionals and assets like motorcycles, vehicles, and aircraft. The company's leadership team is focused on change, employee benefits, and maintaining a friendly work environment.
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Hydrogen is a professional recruitment firm specializing in finance with over 9,000 candidates placed within the finance sector across eight niche markets including banking, accounting, and financial services. They connect with 20,000 finance professionals annually and have placed candidates in 32 countries since launching their finance practice. Their services include permanent recruitment, contract recruitment, flexible workforces, skills benchmarking, and payroll outsourcing tailored to clients' needs.
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Andy Hallett - Sthree - Recruitment A Game Of Thrones
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Joanna Abeyie - JA Consultancy - Diversity in Recruitment
The document discusses diversity and inclusion in the workplace. It asks business leaders from Accenture, Nike, and Apple what these terms mean to them and what they plan to do to make their workplaces more inclusive and empower their staff to solve inclusion challenges with customers. It also quotes Mauricio Macri saying that what unites us is more than what divides us and that diversity is the one thing we all have in common.
James Payne - Erecruit - Attracting and Retaining the best talent with the be...
This document discusses attracting and retaining talent in the staffing industry. It notes high turnover rates for recruiters, especially at large firms, which is costly and hurts business. New recruits expect modern technology that enables them to do their jobs efficiently. The document advocates for investing in intuitive recruitment software rather than continually replacing lost employees. It provides examples of how innovative tools have helped other staffing firms by streamlining processes, improving engagement and filling roles faster.
Plamen Ivanoff - Iintro- "Redundant" How to future-proof your recruitment bus...
The document discusses how recruitment businesses can future-proof themselves against changes in the industry. It recommends adopting next generation hiring technologies like behavioral profiling, competency assessments, and collaborative recruitment platforms. It also stresses the importance of building trust with clients by acting as a trusted advisor and converting clients into advocates through effective engagement.
Neil Brodie - JobDiva - Talent Search & Diva Match
JobDiva is a SaaS talent management system built for recruitment agencies that provides an applicant tracking system, CRM tools, back office functionality like timesheets and invoicing, and job posting and candidate searching capabilities. It connects to vendor management systems, allows for emailing, video interviews and electronic signatures, and provides business reporting, dashboards, and integrates with payroll providers with an open API.
Jessica Kilkenny Roddy - Hinterview - Video Engagement - Just another Gimmick?
This document discusses the benefits of using video for engagement. It provides statistics showing that video is more engaging and memorable for viewers than text. People are more likely to click on links for videos and retain more information from videos compared to text. Using video in outreach, like with recruiting emails and LinkedIn messages, can increase response rates significantly. The document promotes a company called Hinterview that allows users to create and share video messages to boost engagement and recruitment efforts.
Vickie Collinge - Bluesky - Developing a communications strategy in turbulent...
The document discusses developing an effective communications strategy during turbulent times. It recommends setting clear objectives and identifying the intended targets and platforms to engage them. The strategy should be flexible to adapt to changes and have a plan to respond to different types of change. It is important to evaluate the strategy by tying metrics back to objectives and moving beyond "vanity metrics" to demonstrate the strategy's impact.
Steven McIntosh - Bullhorn - AI or Not AI? That Is the Question
The document discusses preparing for artificial intelligence and how to become AI ready. It defines key AI concepts like automation, digital transformation, machine learning, and the three waves of AI. The main barriers to adopting AI are a lack of normalized and overwhelming data. The document provides tips for standardizing processes, making technology user-friendly, and incentivizing staff to properly manage systems and data to overcome these barriers and leverage AI.
Ben Wardleworth - Engage - How Collaboration can Win Big!
Collaboration through contingent workforce solutions can provide significant business benefits. A case study outlines challenges a large UK-based client faced with inconsistent rates, terms, and visibility across their 20 suppliers for temporary workers. Engage Technology Partners provided a solution to give real-time visibility and control of all temporary workers' details and costs. It established best practices, transparency, and accountability in the hiring and invoicing processes. This preserved relationships with recruitment agencies while creating fair trading. It resulted in reduced operating costs and improved supply for the client at no cost to them.
Neil Brodie - JobDiva - Talent Search & Diva Match
JobDiva is a SaaS talent management system for recruitment agencies that provides an applicant tracking system, CRM tools, back office functionality like timesheets and invoicing, and electronic signatures. It connects to vendor management systems, allows for job posting, resume database searching and talent matching, email merging and video interviewing. The system also offers business reporting, business intelligence, user dashboards, payroll integration, an open API, and click-to-run downloadable reporting and refreshable user dashboards for drilling into raw data.
Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
The document discusses challenges in talent acquisition and recruitment. It notes that in September 2018, original job ads were down 28% year-over-year and certain occupations saw declines in postings. The decline in job ads was seen across all sectors. The ratio of original postings to actual vacancies suggests attraction challenges. Regions like the South East and Yorkshire saw larger decreases in postings compared to the national average despite steady employment levels. Both candidates and employers face uncertainties from issues like Brexit and changing workforce expectations around flexibility and compensation.
Mike Ames - Flair Business Coaching - More growth with less involvement. Is ...
Mike Ames of The Flair Revenue Factory presents a method for businesses to scale up in a controlled manner through four pillars: de-skilling processes, using data to direct operations, continually evolving through new ideas and feedback, and empowering teams. A connection campaign example shows ignoring unreceptive prospects, maintaining future contact with interested ones, setting discovery meetings with engaged prospects, and arranging pitch meetings with ready prospects. The Revenue Factory approach aims to establish and manage high-value client relationships at an industrial scale through client feedback, high performance teams, value communication, research, and new client and revenue production lines.
Howard Greenwood - Larson Group - Gain the Competitive Edge
This document discusses the importance of change for businesses to gain a competitive edge. It argues that companies must change their products, operations, and positioning relative to competitors in order to remain profitable and avoid obsolescence. The author advocates that businesses differentiate their offerings, add value for customers and employees, improve efficiency, and establish themselves as a key influencer in their market through strategic changes to when, where, and what they offer. Failure to change can lead companies to lose market share and die out as competitors and customer needs evolve over time. The imperative for change has grown stronger with recent economic, regulatory, and technological shifts. Bold leadership is needed to drive necessary evolutionary or revolutionary changes within organizations.
Alex Moyle - Elevated Recruiting - Building a Business Development Culture
This document discusses building a business development culture beyond just the sales team. It emphasizes that everyone in a company should be engaged in helping to grow sales by focusing on customer goals and needs rather than just making sales. It also stresses using the right language that focuses on helping customers rather than pressuring them, and ensuring employee and customer goals are aligned with company goals to build a sustainable business.
Mark Kieve - PIXID - Levellig the Competitive Landscape
The document discusses how virtual management systems (VMS) can help level the competitive landscape for small and medium enterprises (SMEs) in the recruitment industry. It notes that almost half the permanent workforce in the UK is employed by SMEs. A VMS can provide SMEs with efficiencies, cost savings, and capabilities to better compete with larger companies. The document advocates that a VMS with features like ease of use, affordability, and robust compliance can help SMEs improve margins, acquire more business, and enhance their service offerings.
Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
The document discusses challenges in talent acquisition and recruitment. It notes that in September 2018, original job ads were down 28% year-over-year and certain occupations saw declines in postings. The decline in job ads was seen across all sectors. The ratio of original postings to actual vacancies suggests attraction challenges. Regions like the South East and Yorkshire saw larger decreases in postings compared to the national average despite steady employment levels. Brexit uncertainty and changing candidate preferences around flexibility and technology are impacting both employers and job seekers.
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Stephen Abbott - Peoplescout - Assessing your current and future state positi...
Stephen Abbott - Peoplescout - Assessing your current and future state positi...
Carolyn Wass - Randstad - Google for Jobs is coming to Australia
Carolyn Wass - Randstad - Google for Jobs is coming to Australia
Greg barnier - Internal Consulting Group - Be Courageous: Co-create a positiv...
Greg barnier - Internal Consulting Group - Be Courageous: Co-create a positiv...
Andy Hallett - Sthree - Recruitment A Game Of Thrones
Andy Hallett - Sthree - Recruitment A Game Of Thrones
Joanna Abeyie - JA Consultancy - Diversity in Recruitment
Joanna Abeyie - JA Consultancy - Diversity in Recruitment
James Payne - Erecruit - Attracting and Retaining the best talent with the be...
James Payne - Erecruit - Attracting and Retaining the best talent with the be...
Plamen Ivanoff - Iintro- "Redundant" How to future-proof your recruitment bus...
Plamen Ivanoff - Iintro- "Redundant" How to future-proof your recruitment bus...
Neil Brodie - JobDiva - Talent Search & Diva Match
Neil Brodie - JobDiva - Talent Search & Diva Match
Jessica Kilkenny Roddy - Hinterview - Video Engagement - Just another Gimmick?
Jessica Kilkenny Roddy - Hinterview - Video Engagement - Just another Gimmick?
Vickie Collinge - Bluesky - Developing a communications strategy in turbulent...
Vickie Collinge - Bluesky - Developing a communications strategy in turbulent...
Steven McIntosh - Bullhorn - AI or Not AI? That Is the Question
Steven McIntosh - Bullhorn - AI or Not AI? That Is the Question
Ben Wardleworth - Engage - How Collaboration can Win Big!
Ben Wardleworth - Engage - How Collaboration can Win Big!
Neil Brodie - JobDiva - Talent Search & Diva Match
Neil Brodie - JobDiva - Talent Search & Diva Match
Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
Mike Ames - Flair Business Coaching - More growth with less involvement. Is ...
Mike Ames - Flair Business Coaching - More growth with less involvement. Is ...
Howard Greenwood - Larson Group - Gain the Competitive Edge
Howard Greenwood - Larson Group - Gain the Competitive Edge
Alex Moyle - Elevated Recruiting - Building a Business Development Culture
Alex Moyle - Elevated Recruiting - Building a Business Development Culture
Mark Kieve - PIXID - Levellig the Competitive Landscape
Mark Kieve - PIXID - Levellig the Competitive Landscape
Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
Richard Turner - Innovantage - Talent Acquisition, Challenge's and Impacts
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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
How to write job description to attract talents
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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
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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
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
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.
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
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。
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Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
Kelly hawkins- Talent Acquisition Manager & Kate davison - Senior HR Business Partner - Sydney Airport - Talent Acquisition
- 1. TALENT LEADERS CONNECT KATE DAVISON SENIOR HR BUSINESSPARTNER KELLY HAWKINS TALENT ACQUISITIONMANAGER SYDNEY AIRPORT 1
- 2. AGENDA 2 • CONTEXT FOR IMPROVING TALENT AQUISITION Who we are, our environment & collaborative framework to drive growth • CHALLENGES IN OUR BUSINESS Types of challenges we face and what we have implemented • INVESTING IN PEOPLE Case Study/Pilot
- 3. 3 CONTEXT FOR IMPROVING TALENT ACQUSITION ‘Mini City’ More than 43.3 Million Passengers passed through Sydney Airports Terminals 348,520 Aircraft movements in 2017 338,500 Jobs are connect to Sydney Airport with 30,900 jobs on-airport
- 4. CONTEXT FOR IMPROVING TALENT ACQUISITION 4 Growth and competition In 2039, Sydney Airport is projected to handle approximately 65.6 million passengers Competitive aviationbusiness environment with Western Sydney Airport New CEO
- 5. INVESTING IN OUR PEOPLE SYD TALENT Key Challenges Retain Staff Technical Skills Talent Mapping Defined Succession Planning Women in Leadership Cross Skilling Staff Brand Awareness
- 6. SYD TALENT PROCESS 6 Job Brief •3 days Sourcing •Up to 3 weeks Pre-screen •1-2 Weeks 1st Interview •2-3 Days Testing •3 Days 2nd Interview •2-3 Days Reference Check •2-3 Days Offer
- 7. Competitive aviationbusiness environment with Western Sydney Airport New CEO OUR CULTURE 7 Competitive aviationbusiness environment with Western Sydney Airport New CEO Competitive aviationbusiness environment with Western Sydney Airport New CEO
- 8. 8 CASE STUDY SYD Talent Retired Worker Training Development Knowledge Flexibility Leadership Communication& Collaboration
- 9. THANK YOU 9