Aquent and Monster recently conducted a survey to better understand the career landscape and outlook for interactive and Web professionals.
In this Aquent-sponsored AMA webcast, Paul Jamieson, research manager with Monster Intelligence, and Jason Brownewell, director of Aquent’s Interactive Design Practice:
- Share the results of the Aquent | Monster Interactive Career Outlook Survey
- Explore compensation trends in interactive and Web positions
- Provide an overview of specialized skill sets that are increasing in demand
- Explain how employers can attract interactive/Web talent in this marketplace
Webinar - The Anatomy of a Great Candidate ExperienceTalentView
How can you build and maintain a stellar candidate experience in today’s world of work? How can you engage your candidates so they continue with their application? What support can you provide your HR teams to find the best fit candidates quickly and objectively?
In this session, you will learn:
1. What is Candidate Experience and How to Create a Better One
2. How Candidate Experience Affects Each Part of Your Recruitment Funnel
3. Tips to Improve Your Candidate Experience
Watch the recording here: https://talentview.asia/the-anatomy-of-a-great-candidate-experience/
Pre-hire assessments are essential to the hiring process. They add science and objectivity to candidate selection to make smarter hiring decisions. https://www.smartrecruiters.com/
Presentation by SmartRecruiters CEO Jerome Ternynck, https://www.twitter.com/jerometernynck
Justifying eLearning: ROI and Key MetricsEduson.tv
eLearning specialists constantly face a lot of “why” questions. Why is eLearning indispensable for the company? Why does it need special (and annually increasing) budget? Why can’t online courses be replaced with conventional mentoring or training? It isn’t always easy to prove the worth of eLearning.
Optimizing learning platform to embrace e-learning trendsColette Leung
What are some worries you have when delivering new learning initiatives? What are some proven methods you've tried to engage employees to embrace learning? In this presentation, we explore some key e-learning trends and how companies overcome the implementation challenges for new technology-driven learning initiatives.
Webinar - The Anatomy of a Great Candidate ExperienceTalentView
How can you build and maintain a stellar candidate experience in today’s world of work? How can you engage your candidates so they continue with their application? What support can you provide your HR teams to find the best fit candidates quickly and objectively?
In this session, you will learn:
1. What is Candidate Experience and How to Create a Better One
2. How Candidate Experience Affects Each Part of Your Recruitment Funnel
3. Tips to Improve Your Candidate Experience
Watch the recording here: https://talentview.asia/the-anatomy-of-a-great-candidate-experience/
Pre-hire assessments are essential to the hiring process. They add science and objectivity to candidate selection to make smarter hiring decisions. https://www.smartrecruiters.com/
Presentation by SmartRecruiters CEO Jerome Ternynck, https://www.twitter.com/jerometernynck
Justifying eLearning: ROI and Key MetricsEduson.tv
eLearning specialists constantly face a lot of “why” questions. Why is eLearning indispensable for the company? Why does it need special (and annually increasing) budget? Why can’t online courses be replaced with conventional mentoring or training? It isn’t always easy to prove the worth of eLearning.
Optimizing learning platform to embrace e-learning trendsColette Leung
What are some worries you have when delivering new learning initiatives? What are some proven methods you've tried to engage employees to embrace learning? In this presentation, we explore some key e-learning trends and how companies overcome the implementation challenges for new technology-driven learning initiatives.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
How Starbucks uses ecommerce principles to track, measure, and improve the pr...LinkedIn Talent Solutions
Alex Cooper, Starbucks
Matthew Kennedy, Starbucks
Neha Sinha, Starbucks
How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that.
Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Workplace for HR: Building a Culture of Collaboration with WorkplaceTalentView
How do you build and sustain a connected workforce? How do you empower employees?
As more and more CHROs look for more meaningful ways to connect employees and drive cultural change, Workplace is fast becoming a CHRO game changer.
In this July 8 episode, learn more about how you can drive cultural transformation, build a connected workforce and empower your people with one platform.
Workplace is not just a platform—it’s where culture happens.
---
If you'd like to join TalentView's Webinar Wednesdays, you may reach out to our team at learning@talentview.asia.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
Chegg is publishing a brand new data report detailing the growing skills gap and a culture of complacency – educators, employers and students acknowledge the gap exists, but they each believe other parties are responsible. The report comes from a new study of university educators, college students, and hiring managers and brings a new, important perspective to Chegg’s findings from last year’s “Bridge That Gap” study.
MEASUREMENT & EVALUATION: USING DATA TO DEMONSTRATE BUSINESS IMPACTHuman Capital Media
Learning leaders are under increasing pressure to provide hard data that shows a relationship between learning activities and business outcomes. We’ll share an innovative approach that we’re using to create a methodology, process and infrastructure that begins to tie learning to business impact. We’ll also explore how to identify the right data sources for your organization and how to store data in a centralized, integrated, automated and scalable environment.
Supporting learning objectives/session takeaways:
Determine the data sources that are appropriate for your organization.
Understand your needs for data storage and usage.
Identify next steps for collecting and storing data.
With companies like Deloitte, Accenture and GE dropping performance appraisals like a hot potato, how are companies and technology adapting to this new trend? What's the story in Asia?
The NCC-UPN Fund promotes strategic “need-based” business plans that connects with investors, financial institutions and corporate sponsors, individual donors, and business owners for raising capital to support the Foundation’s philanthropic community giving priorities.
Engaged employees are highly motivated to help their workplace succeed. Having engaged employees in your senior living community means lower turnover, less absenteeism, more productivity, and a happier, more cohesive team.
This free 30-minute webinar will show you how to get there using Dr. Jack Wiley’s RESPECT model for engaging employees in the workplace, with specific examples from the senior living industry.
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
Career development in the canadian workplace, national business survey employ...CERIC
Employer Size Analysis
CERIC’s latest analysis of its National Business Survey presents a breakdown of results by employer size—fewer than 10 employees, 10 to 49 employees, 50 to 99 employees, 100 to 499 employees, and more than 500 employees—and points to differing views on the labour market, training obligations and soft skills.
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
View related videos:
Welcome to the Future of HCM https://www.youtube.com/watch?v=lpuYpJWD58k
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
How Starbucks uses ecommerce principles to track, measure, and improve the pr...LinkedIn Talent Solutions
Alex Cooper, Starbucks
Matthew Kennedy, Starbucks
Neha Sinha, Starbucks
How do you attract the best talent? On a fixed budget? With a process that feels high touch but can still scale? Sounds a lot like consumer marketing, doesn’t it? Starbucks has been on a journey to build out a team that can do just that.
Borrowing frameworks and strategies from e-commerce, we are looking at recruiting differently. Jobs now equal SKUs, candidates are customers, and applications are transactions. With data as the source of truth. We’ll walk you through how to apply e-commerce to HR by ensuring you bring the right message to the right person, at the right time.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Workplace for HR: Building a Culture of Collaboration with WorkplaceTalentView
How do you build and sustain a connected workforce? How do you empower employees?
As more and more CHROs look for more meaningful ways to connect employees and drive cultural change, Workplace is fast becoming a CHRO game changer.
In this July 8 episode, learn more about how you can drive cultural transformation, build a connected workforce and empower your people with one platform.
Workplace is not just a platform—it’s where culture happens.
---
If you'd like to join TalentView's Webinar Wednesdays, you may reach out to our team at learning@talentview.asia.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
Chegg is publishing a brand new data report detailing the growing skills gap and a culture of complacency – educators, employers and students acknowledge the gap exists, but they each believe other parties are responsible. The report comes from a new study of university educators, college students, and hiring managers and brings a new, important perspective to Chegg’s findings from last year’s “Bridge That Gap” study.
MEASUREMENT & EVALUATION: USING DATA TO DEMONSTRATE BUSINESS IMPACTHuman Capital Media
Learning leaders are under increasing pressure to provide hard data that shows a relationship between learning activities and business outcomes. We’ll share an innovative approach that we’re using to create a methodology, process and infrastructure that begins to tie learning to business impact. We’ll also explore how to identify the right data sources for your organization and how to store data in a centralized, integrated, automated and scalable environment.
Supporting learning objectives/session takeaways:
Determine the data sources that are appropriate for your organization.
Understand your needs for data storage and usage.
Identify next steps for collecting and storing data.
With companies like Deloitte, Accenture and GE dropping performance appraisals like a hot potato, how are companies and technology adapting to this new trend? What's the story in Asia?
The NCC-UPN Fund promotes strategic “need-based” business plans that connects with investors, financial institutions and corporate sponsors, individual donors, and business owners for raising capital to support the Foundation’s philanthropic community giving priorities.
Engaged employees are highly motivated to help their workplace succeed. Having engaged employees in your senior living community means lower turnover, less absenteeism, more productivity, and a happier, more cohesive team.
This free 30-minute webinar will show you how to get there using Dr. Jack Wiley’s RESPECT model for engaging employees in the workplace, with specific examples from the senior living industry.
MEASURING THE BUSINESS IMPACT OF LEARNING: WHAT WE’VE LEARNEDHuman Capital Media
The ‘Measuring the Business Impact of Learning’ benchmarking survey, conducted by LEO Learning and Watershed (on behalf of Learning Technologies Group) is entering its fourth year. With the survey launching on November 1st and closing on December 13th, LEO Learning and Watershed are holding a webinar to reflect on the results so far, plus discuss how organizations they’re working with have overcome the barriers in measurement planning and implementation. The insights are drawn from their group experience working with a range of clients in this field and should be valuable for anyone who wants to get going in learning analytics and sustainable business impact assessment.
Join your hosts as they cover the state of the world of measurement, and you’ll receive:
An understanding of how well-known organizations have overcome the barriers in measurement planning and implementation.
Real-world examples of how to get management buy-in, designing for data, building data ecosystems, implementing a learning analytics strategy and more.
The opportunity to take this years ‘Measuring the Business Impact of Learning’ survey, and see the results coming in live!
Career development in the canadian workplace, national business survey employ...CERIC
Employer Size Analysis
CERIC’s latest analysis of its National Business Survey presents a breakdown of results by employer size—fewer than 10 employees, 10 to 49 employees, 50 to 99 employees, 100 to 499 employees, and more than 500 employees—and points to differing views on the labour market, training obligations and soft skills.
At IBM Kenexa, we believe people differentiate great companies. We know that hiring the right people, empowering your people and making decisions based on data yields the best business results. With $4,000 as the average amount U.S. companies spend to fill an open position, and organizations saying they wouldn't rehire 40 percent of their recent hires, you need to make sure you hire the right people from the start. IBM Kenexa Skills Assessments on Cloud delivers a fast, effective method for sifting through large talent pools to determine if an individual has the required skills for a specific job.
Join us to learn about:
Our partnership and integration with Cornerstone to help you incorporate assessments into your hiring.
IBM Kenexa's 1,500 tests, which can be leveraged by hiring teams and managers across industries, job families and job levels to find and qualify the right talent faster.
How other clients have used assessments to hire more like their very best, ensuring top performing hires every time.
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
A skills-based approach to employment creates a more equitable job market for all. In this deck, learn how your organization can become a skills-based employer by posting positions that reflect the skills you need, selecting candidates based on their skills, and helping incumbent employees develop new skills.
View related videos:
Welcome to the Future of HCM https://www.youtube.com/watch?v=lpuYpJWD58k
Resumes, Cover Letters and Applying Online Bruce Bennett
This presentation showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include.
Not all resumes are created equal so learn about the do and don’ts of creating your resume. The presentation will cover building the elements of your resume. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you a full look at all the Q1 product updates rolling out across LinkedIn Talent Solutions.
Speaker Names:
Lauren Kuemmeler, Senior Customer Success Manager
Tucker Johns, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
WEBINAR: Disrupting the Career Ladder with Fuel50 & IBMFuel50
Visit go.fuel50.com/ibm for more info and to watch this event's recording.
This webinar, Disrupting the Career Ladder, was hosted by Fuel50 and IBM and aired on Thursday, 1st June 2017. Featuring speakers Andrea Peck and Rachel Brown (IBM Kenexa), and Anne Fulton (Fuel50), this event touched on how to engage and enable employees to engineer their own workplace destiny.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Canadian Compensation Trends & Pay PracticesPayScale, Inc.
Many areas across Canada have returned to their patterns of rapid wage growth in recent quarters. Are you on top of the trends?
As you consider employee raises and refine your compensation strategy, it's imperative to have reliable Canada-specific data to inform your decisions when building a solid compensation foundation.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
AMA/Aquent: Data-Driven Design - Why Marketers Hold the Key to SuccessAquent
Brand-driven design in marketing is no longer enough to compete in this data-driven world. But analytics and creative departments typically do not see eye to eye. It is now up to the marketer to become the catalyst for change within the organization!
In this webcast, Gregory Ng will give solutions to build data-driven decision making into your culture, how to set goals and align your teams, and how to use your results across all marketing channels.
AMA/Aquent: The Rise of the Marketing TechnologistAquent
Marketing has become a technology-powered discipline. Though not everyone needs to become a technologist, technical professionals now have key roles to play in the marketing team.
In this webcast, you will learn why marketing teams need technologists outside of IT, who they are, and where to find them.
AMA/Aquent: Visual Storytelling: How Brands Use the Power of VideoAquent
In the past few years, it has become significantly easier to distribute video on the Internet. As a result, brands can struggle to grab the attention of their target audience.
AMA/Aquent: Building Brand Equity Through ExperienceAquent
In his presentation, Zachary focuses on ways that you can shape the experience of your brand across traditional and digital media, across products and services, and even across the interactions customers have with your employees every day.
AMA/Aquent Webcast: How Web Design is Responding to the Post-PC WorldAquent
In this webcast you’ll learn how responsive design is being embraced by organizations such as The New York Times, Disney, and the BBC; which problems have been solved using responsive techniques (and which problems remain); and the steps you can take today to make sure your marketing dollars are being used effectively.
Aquent/AMA Webcast- Content Marketing: How to Sustain It, Find Success, and S...Aquent
Content marketing may be the flavor of the past few years, but it's still far too common for companies to launch a blog or write one white paper before running out of steam. They rarely see results -- not for lack of trying, but likely for lack of planning, infrastructure, and process.
This webcast will dig deep into the steps every company must take to set up a sustainable, successful content marketing strategy.
Aquent/AMA Webcast: Technology Trends That Will Impact Content in 2014Aquent
Understanding technology and consumer behavior is important to the success of any content marketing strategy. The landscape is changing dramatically because of an increase in consumer mobility, localization, personalization, and wearable technology. These changes matter to the future of your business!
In these slides, Kyle Lacy will uncover five influential trends, and how to enhance your business in the next year.
Aquent/AMA Webcast: Measuring the Impact of ContentAquent
Content is now a staple of marketing. But how do you best measure it's impact? This AMA Webcast featuring Chris Penn of SHIFT Communications offers practical advice on measuring the effectiveness of your content efforts.
Aquent/AMA Webcast: Serious Games for Designing Strategy, Products, and Messa...Aquent
How can you use gaming techniques to gain valuable customer insights? In this webcast, Sumi Shohara and Linda Stegeman will share how HP Software uses interactive games to engage its customers in everything from strategy and product development to marketing messaging.
10 Ways Influencer Marketing Can Give You SuperpowersAquent
If you could have only one marketing superpower, what would it be? We're not talking "Superman" powers of super human strength—more like the Justice League with the help of technology, data and—most importantly—influencers and advocates.
In this webcast, Mark Fidelman, author of Socialized! How the Most Successful Businesses Harness the Power of Social, will discuss how you can have multiple marketing superpowers that can be adapted to your industry, business goals, and resources.
Specifically, he will unmask the complete list of marketing superpowers, which include:
Viral Awareness: the ability to quickly promote a new product or service, then evolve the messaging based on the results
Directing Minds: where companies can work with advocates to generate content, recommendations and participation in contests in order to create leads
Is your Spidey sense tingling yet?
With the advent of new media, todays brands struggle to reach the right buyer with the right product. But, using current technology to meet customer needs can be daunting. In this presentation, Marc Cajolet and Ken Volk (Kronos) bridge the gap between User Experience and Marketing.
Managing content can become overwhelming with the growing number of delivery platforms. Content strategist Margot Bloomstein, principal of Appropriate, Inc., breaks down the steps to implement a strategy that saves time, money, and frustration.
Aquent/AMA Webcast: Planning for Mobile Marketing Success Through Smart StaffingAquent
Companies are still in the early stages of mobile marketing development — and they face an uphill climb to evolve beyond basic strategies. Aquent recently commissioned Forrester Consulting to evaluate how companies are adjusting their staffing to support mobile program growth.
In conducting in-depth surveys with marketing and IT professionals who are responsible for influencing hiring decisions for mobile marketing, Forrester found that there is a mismatch between current hiring practices and organizational needs.
During this webcast, Melissa Parrish will discuss the key findings from the study and provide some recommendations on how to plan for mobile marketing success through smarter staffing.
Aquent/AMA Webcast: Creating Products People LoveAquent
How do you create deep emotional connections between consumers and the products and services that they purchase? In this webcast, Kevin shares his insights on how designers have the unique ability to find the elusive intersection between unmet consumer needs and their subconscious desires.
Aquent/AMA Webcast: Priming the Pump: Driving Loyalty with Targeting and Posi...Aquent
It’s no secret that in many categories brand loyalty is declining faster than the price of Facebook’s stock. Kevin Clancy believes poor targeting and a lack of consistent, compelling positioning are major reasons so many companies struggle with connecting customers to their brand.
In this webcast, Kevin will outline a process that considers profit-related criteria such as retention potential, level of satisfaction with current brand, likelihood to try or usage of a competitor’s brand, and problem potential when assessing the value of current and prospective customers. He will also explain the relationship between the magnitude of the problem a brand solves for a customer and market response in the form of sales and advocacy.
Aquent/AMA Webcast: Get Ahead of Your Marketing, Creative & Digital Staffing ...Aquent
In 2012, Aquent commissioned a survey of 580 marketing, creative, and digital hiring managers to uncover flexible workforce trends in their departments. The survey illuminated several key trends and lessons learned in using a flexible workforce, including:
- Flexible workforce solutions are a critical part of successful marketing and creative organizations
- Gaps in capacity and technical expertise drive outsourcing
- Many hiring managers react to, instead of plan for, additional staffing needs
- Managers continue to shoulder a large workload
- Proactive workforce management practices pay off
Ultimately, the survey data highlighted that a reactive approach to staffing and recruiting a contingent workforce can affect both the manager’s stress level and the team’s overall ability to reach business goals. However, there are steps managers can take to be more proactive in their recruiting and hiring approach. In this webcast, Aquent’s Kelly Boykin explore these three steps for becoming a more proactive marketing, creative, and digital hiring manager.
Who "comes and goes" on mobile? Nowadays, just about everyone. In fact, mobile reaches the Hispanic, Asian, and African-American communities more than PC, TV, or print. Are you blindly missing your audience as a content developer or brand on mobile web and apps? How do you get these audiences to "tumble for you"?
In this webcast, Phil Miano, Vice President of Sales and Marketing at Collider Media, Inc., helps you understand how you can learn more about your audience, where to find them, and how to dialogue with them in order to impact your own mobile growth.
Aquent/AMA Webcast: How Hospitality Brands Can Drive Demand With Cross Channe...Aquent
During this webcast, Brock Marion, Client Services Director at iProspect, will discuss how a leading hospitality brand was able to reach travelers online and more efficiently turn searches into bookings.
Aquent/AMA Webcast: How To Do More With Less: Exploring Decoupling Strategy a...Aquent
In an evolving marketplace, brands are required to have an active presence in a wide variety of traditional, social and mobile channels. Despite the complexity of the current marketing environment, doing more with less is the new normal.
There has been much discussion in the C-suite about how to achieve aggressive marketing goals, yet reduce marketing spend, without compromising the brand. Consolidating agencies, paying for performance, and reducing broadcast spend are common alternatives. However, one idea that is gaining momentum and delivering results is the practice of “decoupling.”
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
2. Lessons from the Web Front Lines
Attracting, keeping and developing Web talent in an
uncertain economy
3. Research methodology
• Aquent and Monster and invited employers and Web professionals to
complete an online survey
• 1,030 Web Professionals - November & December 2008
• 163 Web Professional Employers / Recruiters – January 2009
4. Web professional respondent profile
• 91% are involved in UI design, content development or online
marketing
• 65% Individual contributor / 35% manager or department head
• 56% Male / 41% Female (3% declined to be identified)
• Highly educated – 76% have a college degree or higher
• Span the X, Y and Boomer generations
30% - 21 – 34 years
55% - 35 – 54 years
12% - 55 – 64 years
• Experienced
• 70% - 10+ years of work
• 25% - 10+ years of web
5. Respondent organizations hire Web professionals for
a variety of Web skills
Which of the following Interactive/Web professionals does your organization hire (select
all that apply)?
6. Respondent organizations hire Web professionals for a
variety of Web projects
# Project Type/Description
1 Web development 71%
2 Flash design 65%
3 Web page production 64%
4 Corporate Web site design 61%
5 Web graphics production 60%
6 Web content development 58%
7 Web creative direction 52%
8 Web project management 50%
9 Web analytics 45%
10 Web art direction 45%
Please indicate which of the following types of projects your organization most commonly
hires Interactive / Web professionals for (select all that apply).
7. Respondent organizations operate in all regions of the
U.S.
Please indicate which regions of the United States your organization operates in:
9. Key findings
Web organizations…
• Being challenged to find new ways to drive sales, reduce costs, and create
exceptional customer experiences
• More than one-third intend on increasing their web professional talent
• Few expect to lay-off web professionals
• Major expectation differences between employers/employees when it comes
to hiring attributes, professional development, and work schedules
10. Key findings
Web professionals…
• One-half of web professionals indicated they received a raise in the last
twelve months
• Confident in the future of their profession
• Confident they could find work temp/contract work if needed but prefer
permanent
• View there current position as stepping stone - few intend to stay in their
current position over the next 12 months
12. Most Web professionals are secure in their current
positions despite a poor economy
How would you rate the security of your current Interactive/Web position in your
company?
13. Despite other professions shedding positions, only a few
organizations indicate they will decrease their Web resources
Consider your organization's current need for Interactive/ Web professionals. Which of
the following statements best describes your intentions during the next twelve months?
14. Which is consistent with the plans of those hiring Web
professionals
Consider your next Interactive/ Web hire. Which statement best describes your need:
15. Only a small percent of Web professionals intend on staying in
their current position over the next twelve months
Consider your current Interactive/Web position. Select one of the following statements
that best describes your intentions during the next 12 months.
16. Temporary or contract assignments are a familiar
working condition to many Web professionals
Have you worked as a temporary or contract employee?
17. Web professionals are highly confident they can find Web
oriented work - particularly, contract or temporary work
Which of the following best describes your ability to find a job as an
Interactive/Web professional?
Percent who responded good or excellent
18. Yet, the vast majority of Web professionals are
seeking a permanent position
Suppose you were seeking a new opportunity. Which of the following would
you consider in a new job (select all that apply):
19. Most Web professionals view their current position as
a career stepping stone
Which of the following statements best represents how you feel about your
Interactive/Web position?
21. Major and minor gaps exist between Web professionals and
employers and recruiters who hire and retain them
Topic Current Job
New Job
Opportunity
Employer/Recruiter
Pro/Recruiter
Gaps
Salary 92% 97% 96%
Stability of position 87% 83% 86%
Desirable work schedules / flextime 85% 87% 70%
Recognition of employees for hard work 84% 82% 74%
Opportunity for career advancement 83% 80% 71%
Healthcare benefits 80% 77% 79%
Bonuses and raises 78% 78% 64%
Company's reputation 78% 79% 81%
Corporate culture 78% 75% 74%
Paid time off (PTO) 77% 76% 69%
Company's reputation for innovation 71% 72% 63%
Company's technology platform 63% 62% 57%
Reimbursement for education, certification, or
training
57% 54% 34%
Rating the important of various employment factors on recruiting and retaining Web professionals
Those responding extremely or somewhat important (Top Box)
22. Web professionals and employers/recruiters have major
differences when it comes to evaluating hiring attributes
Evaluate the importance of the following attributes to distinguish one Web professional
candidate from another.
Those responding extremely or somewhat important (Top Box)
Attribute Web Professional Recruiter/Employer Gaps
Work experience 95% 99%
Specialized skill set 95% 95%
Personality/cultural fit 90% 98%
Examples of work / portfolio 88% 97%
Years of experience 86% 83%
Certifications 53% 31%
Participation in training seminars 49% 27%
Advanced degree 47% 32%
24. New technologies and Web techniques drive the need and
value for hands-on training
Please indicate how helpful the following resources are in further developing
your web skills
Topic
Top Box
Web Pro
Top Box
Employer/Recruiter
Gaps
On-the-job training 92% 89%
Internet 91% 87%
Mentors 83% 84%
Onsite training sessions 79% 69%
Online education courses 78% 64%
Industry seminars 70% 71%
Occupation-focused organizations 64% 51%
College courses 63% 63%
25. Major gaps exist between pros and employers regarding
developing new skill sets and reimbursing training
How helpful would it be for an employer to provide the following in order to further
develop your skill set?
Which of the following does your organization offer its Interactive/Web professionals to
develop their skill sets? (select all that apply)
Topic
Top Box
Web Pro
Employer/
Recruiter
Gap
Reimbursement for training sessions 92% 60%
Reimbursement for education 90% 61%
Reimbursement for seminars / events 90% 67%
Providing onsite training sessions from an external resource 88% 37%
Reimbursement for certification 87% 39%
Providing on-the-job training from colleagues 86% 69%
Providing onsite training sessions from an internal resource 83% 45%
Mentorship program 82% 27%
27. Almost half of Web professionals have had their income
increase
How has your compensation changed over the past 12 months?
28. Organizations are paying more for Web talent
Please indicate how average compensation for Interactive / Web professionals has
changed at your organization in the past 12 months:
29. Organizations are offering greener pastures to Web
professionals
You indicated that your salary increased during the past 12 months. Why did this increase in
salary occur?
30. Organization are investing in Web professionals
You indicated that the average compensation for Interactive / Web professionals at your
organization has increased in the past 12 months. Why has it increased? (select all that
apply)
31. Most decreases in Web professional salary were the result
of a lay-off
You indicated that your salary decreased during the past 12 months. Why did this
decrease in salary occur?
32. Economic and company performance drove salary
decreases over the last twelve months
You indicated that the average compensation for Interactive / Web professionals at your
organization has decreased in the past 12 months. Why has it decreased? (select all that
apply)
34. Recommendations
Now’s the time to be hiring…
• Take advantage of this rare buyer’s market and go after top talent
• When hiring senior talent, be sure to look for excellent soft skills such as mentoring
and leadership to help you leverage lower cost and more readily available junior talent
• “Sell” your brand and what it is that makes your organization so special
Make sure you’re taking care of your top talent…
• Cultivate a work environment that encourages learning and professional development
• Provide a clear career path and challenging on-the-job opportunities
• Commit to identifying and closing expectation gaps