Rewind to 2003, when LinkedIn.com launched in Mountain View, California. Discover what the platform looked like back then, how it grew to become the largest professional network and what is yet to come in 2016.
5 Tips to Sourcing like a Pro for In-House RecruitersLinkedIn Europe
This presentation was from a recent webinar we held explaining the best way to use LinkedIn Recruiter.
The 5 steps covered:
- Building your professional brand on LinkedIn
- How to use LinkedIn's recruiting solutions
- Mastering Boolean and other search techniques
- The Golden Rules of InMails
- Measuring Your Success
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
There are 30,000,000+ students and new grads on LinkedIn. Click through to learn what this fast growing talent pool is doing on LinkedIn, how you can boost student recruiting efforts, and how Rosetta has successfully streamlined university recruiting with LinkedIn CheckIn.
Learn more about CheckIn: http://linkd.in/GO2YCm
Read more on the LinkedIn Talent Blog: http://linkd.in/1bHIl6A
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Rewind to 2003, when LinkedIn.com launched in Mountain View, California. Discover what the platform looked like back then, how it grew to become the largest professional network and what is yet to come in 2016.
5 Tips to Sourcing like a Pro for In-House RecruitersLinkedIn Europe
This presentation was from a recent webinar we held explaining the best way to use LinkedIn Recruiter.
The 5 steps covered:
- Building your professional brand on LinkedIn
- How to use LinkedIn's recruiting solutions
- Mastering Boolean and other search techniques
- The Golden Rules of InMails
- Measuring Your Success
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
There are 30,000,000+ students and new grads on LinkedIn. Click through to learn what this fast growing talent pool is doing on LinkedIn, how you can boost student recruiting efforts, and how Rosetta has successfully streamlined university recruiting with LinkedIn CheckIn.
Learn more about CheckIn: http://linkd.in/GO2YCm
Read more on the LinkedIn Talent Blog: http://linkd.in/1bHIl6A
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
When you search LinkedIn, are you finding the best people, or just those who are easiest to find? Would you know the difference? Attend this session to learn how to get maximum ROI from your LinkedIn license and fish in the deep end of the talent pool.
Anyone seeking to pull meaning and insight from large datasets suffers from the current primitive state of search tools. Users develop search strategies that have to be painstakingly constructed using complex logic, and are difficult to maintain or reuse, especially across multiple data sources. They are also highly error prone. And yet continuous, consistent application of rigorous search is necessary to keep up with new materials. "Advanced" search interfaces are notoriously counter-intuitive and difficult to learn, and rigidly procedural. One wrong step and the whole query can go wrong. Spotting errors can be very hard.
In this session, Tony Russell-Rose will describe how the search interfaces for such problems can be simplified and made more intuitive, and he will demonstrate a "visual search" technique using a canvas to build and test complex search queries in a two dimensional frame, and which can be applied to major search engines such as Google and Bing, or content sources such as LinkedIn, Twitter and Github, to deliver highly precise and relevant results, in a repeatable, consistent, and easy-to-maintain way.
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...LinkedIn Talent Solutions
Click through to see Glen Cathey's human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
30 Tricks to Turn you into a Recruiting Ninja!Johnny Campbell
Hiring is a game of inches. Most hiring processes have in excess of 70 discrete steps. How do you get better at hiring? By mastering each one, perfecting the small. Here are 30 recruiting and hiring tips, a sample of those available on the SocialTalent platform, to help your hiring team recruit great talent better.
(Originally presented at SHRM Talent in Nashville on April 9th & 10th 2019)
Anyone seeking to pull meaning and insight from large datasets suffers from the current primitive state of search tools. Users develop search strategies that have to be painstakingly constructed using complex logic, and are difficult to maintain or reuse, especially across multiple data sources. They are also highly error prone. And yet continuous, consistent application of rigorous search is necessary to keep up with new materials. "Advanced" search interfaces are notoriously counter-intuitive and difficult to learn, and rigidly procedural. One wrong step and the whole query can go wrong. Spotting errors can be very hard.
In this session, Tony Russell-Rose will describe how the search interfaces for such problems can be simplified and made more intuitive, and he will demonstrate a "visual search" technique using a canvas to build and test complex search queries in a two dimensional frame, and which can be applied to major search engines such as Google and Bing, or content sources such as LinkedIn, Twitter and Github, to deliver highly precise and relevant results, in a repeatable, consistent, and easy-to-maintain way.
New research by our agency in London SAS discovers a shift in how under-18s see their future career choices. did you know that almost 75% of under-18s are already looking outside of the classroom to get information about jobs and employers? Or that only 16% would talk to a careers advisor before anyone else?
Our upcoming report will share more insights on this subject.
Good to Really Great: 5 Simple but effective things that top performing recr...Johnny Campbell
As presented at SHRM Talent, San Diego in April 2015:
Good to Really Great: 5 Simple but effective things that top performing recruiters do differently
Building a Solid Foundation with the Boolean Black Belt | Talent Connect Vega...LinkedIn Talent Solutions
Do you know how to effectively source talent across LinkedIn's 238M profiles? Explore the true foundation of LinkedIn sourcing effectiveness with Glen Cathy's insights on Boolean logic and Hidden Talent Pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
This is the presentation I delivered at the 2012 Dallas SourceCon event on LinkedIn: Beyond the Basics. In this deck you will find content covering hidden talent pools on LinkedIn, effective LinkedIn sourcing strategies and tactics, including company and industry search, semantic search, Boolean search, diversity sourcing, LinkedIn Recruiter features such as "All Groups," and LinkedIn signal.You will also find out why you rank where you do in LinkedIn search results, according to LinkedIn.
Trinity Entrepreneurship Meetup with CUE/ CAMentrepreneursRichard Lucas
Slides from the 4th March event in Trinity College Cambridge as per here
https://camentrepreneurscuemeetup7.eventbrite.co.uk
Some photos here https://photos.app.goo.gl/QXpYSjAbcXHsEwrT6
Speakers included
Marcus Bokkerink, BCG
Paweł Burzyński CUE Alumni Relations
Peter Cowley EBAN, Cambridge Angels
Richard Lucas CAMentrepreneurs Founder
Theo Wethered Oxbridge Investors and Angels
LinkedIn INformed event - Maximize your response rate by using big data insightsCaroline de Vos
Always wondered how you can improve your response rate and get more candidates for an interview?
Is it hard to get a response from that professional or are you in need of tips and tricks?
In this presentation we will answer the question: How to maximize your InMail response rate by using big data.
In this presentation:
- The 4 Influencing factors which determine your response rate
- Search = King and InMail = Queen
- How: The Do’s and Don’ts of InMails
- When: The right timing to send your InMails
- InMail best practices based on LinkedIn InMail insights
International Schools are main sources of education for non-citizens or expatriates in any country. To decode the secret behind Qatar’s prosperous development, to highlight the direct relationship of Qatar’s development and its educational framework, and to elaborate the role of global educational facilities available in Qatar; we have brought our special edition on “The 10 Best International Schools in Qatar 2018”.
For more details, visit: https://theknowledgereview.com/the-10-best-international-schools-in-qatar-2018-december2018/
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
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Become a Ninja Recruiter: Advanced Boolean Search | Talent Connect London 2014LinkedIn Talent Solutions
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Learn from Glen Cathey, author of the Boolean Black Belt blog, to extract maximum value from LinkedIn's massive professional network. Learn human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
When you search LinkedIn, are you finding the best people, or just those who are easiest to find? Would you know the difference? Attend this session to learn how to get maximum ROI from your LinkedIn license and fish in the deep end of the talent pool.
Anyone seeking to pull meaning and insight from large datasets suffers from the current primitive state of search tools. Users develop search strategies that have to be painstakingly constructed using complex logic, and are difficult to maintain or reuse, especially across multiple data sources. They are also highly error prone. And yet continuous, consistent application of rigorous search is necessary to keep up with new materials. "Advanced" search interfaces are notoriously counter-intuitive and difficult to learn, and rigidly procedural. One wrong step and the whole query can go wrong. Spotting errors can be very hard.
In this session, Tony Russell-Rose will describe how the search interfaces for such problems can be simplified and made more intuitive, and he will demonstrate a "visual search" technique using a canvas to build and test complex search queries in a two dimensional frame, and which can be applied to major search engines such as Google and Bing, or content sources such as LinkedIn, Twitter and Github, to deliver highly precise and relevant results, in a repeatable, consistent, and easy-to-maintain way.
Building a Solid Foundation with the Boolean Black Belt I Talent Connect Lond...LinkedIn Talent Solutions
Click through to see Glen Cathey's human capital data retrieval concepts and best practices, expose hidden talent pools within LinkedIn, and explore the five levels of LinkedIn Talent Mining.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
30 Tricks to Turn you into a Recruiting Ninja!Johnny Campbell
Hiring is a game of inches. Most hiring processes have in excess of 70 discrete steps. How do you get better at hiring? By mastering each one, perfecting the small. Here are 30 recruiting and hiring tips, a sample of those available on the SocialTalent platform, to help your hiring team recruit great talent better.
(Originally presented at SHRM Talent in Nashville on April 9th & 10th 2019)
Anyone seeking to pull meaning and insight from large datasets suffers from the current primitive state of search tools. Users develop search strategies that have to be painstakingly constructed using complex logic, and are difficult to maintain or reuse, especially across multiple data sources. They are also highly error prone. And yet continuous, consistent application of rigorous search is necessary to keep up with new materials. "Advanced" search interfaces are notoriously counter-intuitive and difficult to learn, and rigidly procedural. One wrong step and the whole query can go wrong. Spotting errors can be very hard.
In this session, Tony Russell-Rose will describe how the search interfaces for such problems can be simplified and made more intuitive, and he will demonstrate a "visual search" technique using a canvas to build and test complex search queries in a two dimensional frame, and which can be applied to major search engines such as Google and Bing, or content sources such as LinkedIn, Twitter and Github, to deliver highly precise and relevant results, in a repeatable, consistent, and easy-to-maintain way.
New research by our agency in London SAS discovers a shift in how under-18s see their future career choices. did you know that almost 75% of under-18s are already looking outside of the classroom to get information about jobs and employers? Or that only 16% would talk to a careers advisor before anyone else?
Our upcoming report will share more insights on this subject.
Good to Really Great: 5 Simple but effective things that top performing recr...Johnny Campbell
As presented at SHRM Talent, San Diego in April 2015:
Good to Really Great: 5 Simple but effective things that top performing recruiters do differently
Building a Solid Foundation with the Boolean Black Belt | Talent Connect Vega...LinkedIn Talent Solutions
Do you know how to effectively source talent across LinkedIn's 238M profiles? Explore the true foundation of LinkedIn sourcing effectiveness with Glen Cathy's insights on Boolean logic and Hidden Talent Pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
This is the presentation I delivered at the 2012 Dallas SourceCon event on LinkedIn: Beyond the Basics. In this deck you will find content covering hidden talent pools on LinkedIn, effective LinkedIn sourcing strategies and tactics, including company and industry search, semantic search, Boolean search, diversity sourcing, LinkedIn Recruiter features such as "All Groups," and LinkedIn signal.You will also find out why you rank where you do in LinkedIn search results, according to LinkedIn.
Trinity Entrepreneurship Meetup with CUE/ CAMentrepreneursRichard Lucas
Slides from the 4th March event in Trinity College Cambridge as per here
https://camentrepreneurscuemeetup7.eventbrite.co.uk
Some photos here https://photos.app.goo.gl/QXpYSjAbcXHsEwrT6
Speakers included
Marcus Bokkerink, BCG
Paweł Burzyński CUE Alumni Relations
Peter Cowley EBAN, Cambridge Angels
Richard Lucas CAMentrepreneurs Founder
Theo Wethered Oxbridge Investors and Angels
LinkedIn INformed event - Maximize your response rate by using big data insightsCaroline de Vos
Always wondered how you can improve your response rate and get more candidates for an interview?
Is it hard to get a response from that professional or are you in need of tips and tricks?
In this presentation we will answer the question: How to maximize your InMail response rate by using big data.
In this presentation:
- The 4 Influencing factors which determine your response rate
- Search = King and InMail = Queen
- How: The Do’s and Don’ts of InMails
- When: The right timing to send your InMails
- InMail best practices based on LinkedIn InMail insights
International Schools are main sources of education for non-citizens or expatriates in any country. To decode the secret behind Qatar’s prosperous development, to highlight the direct relationship of Qatar’s development and its educational framework, and to elaborate the role of global educational facilities available in Qatar; we have brought our special edition on “The 10 Best International Schools in Qatar 2018”.
For more details, visit: https://theknowledgereview.com/the-10-best-international-schools-in-qatar-2018-december2018/
Check back through the slides we shared during this webinar around the 6 tips to prepare for a hiring surge, and what you can do to drive your employer brand to the right audience.
Designing for Diversity - Global Recruiter SummitLinkedIn Europe
Presenter: Sophie Mitchell, Global Solutions Consultant, LinkedIn
Building diverse teams is of the utmost importance for today’s businesses.
These businesses aren’t just ticking a box, saying the right thing or trying to burnish their brand with a sense of purpose. They’re responding to hard data and a growing body of evidence that shows diversity to be one of the most vital sources of competitive advantage.
However, the evidence is also growing that no business, large or small, can simply decide to be more diverse. As recruitment businesses seek to hire more diverse teams for their clients and for their own organisations, the reality is these initiatives are hard work. Achieving diversity requires deliberate design – and it requires the right types of actionable insights to drive that design.
Event: LinkedIn Talent Insights launch, Staffing
Speakers: James Osborne & Phil Edwards
Every day you’re asked to answer complex questions that shape the future of your business, such as how do I find and win my next big client?
You’ve needed reliable, accurate data to answer these questions and to enable your organisation’s success. Now it’s here.
We’re excited to officially launch LinkedIn Talent Insights – a self-service tool that gives you direct access to rich data on talent pools and companies.
https://business.linkedin.com/talent-solutions/talent-insights
Top Hacks to Prepare Your Employer Brand for a Hiring SpikeLinkedIn Europe
Slides from our recent webinar presented by Priyanka Malik and Julian Constance talking through their top tips to help companies get prepared for a surge in hiring.
The Era of Talent Intelligence: SIA Executive Forum SlidesLinkedIn Europe
Event: SIA Executive Forum Europe 2018
Speaker: Darren Connolly
As today’s talent landscape is rapidly changing and becoming increasingly complex, we believe the next wave of recruiting lies in the use of data-driven insights to create competitive advantage. This is the idea of talent intelligence.
In this presentation, we dive into the themes shaping the future of work and discuss how staffing firms can harness data and insights to reinvent and improve every step of the recruitment process, to drive business outcomes, and to stay ahead of the competition.
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This webcast was run on the 3rd October 2018.
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Over the last few years, the recruitment industry has been adapting to increasingly complex challenges when it comes to attracting and placing talent. As the market becomes more and more competitive, LinkedIn believes the next wave of recruiting innovation lies in the use of data-driven insights to power talent and strategic business decisions. This is the era of talent intelligence.
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To expand your talent pools of qualified candidates, we recently announced 3 new product updates: Open Candidates, Apply Starters, and Contractor Targeting.
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More than a third are heading out to work with devices such as smart watches or fitness trackers as part of their outfit. However, it’s not necessarily hip young millennials that are driving the adoption of wearables in the workplace. The most enthusiastic users of the devices are actually their department directors and VPs.New research from LinkedIn shows that only 26% of those aged 18-24 use a wearable device on a daily basis. However, this jumps to 37% amongst those aged 25-34 and then leaps again, to 40% amongst those aged 45-54. The seniority level of those adopting wearables provides more evidence that this is a trend led by those in leadership roles. The most likely groups to use a wearable as part of daily life are directors (42%) and VPs (40%), with enthusiasm levels very similar amongst men and women.In every country in our study, at least 30% of professionals say that they use wearables on a daily basis, demonstrating how rapidly such technologies have entered the mainstream. However, there are big gaps between the most enthusiastic markets and those less convinced by the value that smart watches and fitness trackers can add. In Brazil, in particular, nearly half
of all professionals (46%) use a wearable daily. In Hong Kong, it’s 40%, and adoption levels are
also significantly higher than average in The Netherlands and the UAE. In the UK and US meanwhile, only 31% of professionals are using wearables regularly.
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It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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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.
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Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
"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."
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2. TALENT CONNECT 2012
Introductions
Glen Cathey
VP, Global Sourcing and Talent Strategy
Randstad Sourceright is a global RPO leader
with over 75,000 hires annually
Lead RSR's Sourcing Center of Excellence
from Alpharetta, GA
15+ years in professional staffing
– I.T., F&A, Healthcare I.T., Federal, Clinical
Research
– Centralized recruiting (300+ people)
– National VP of Recruiting for Kforce
LinkedIn Certified, 18th most connected
globally, 5th in the U.K.
5 time LinkedIn Talent Connect speaker, 5 time
SourceCon speaker
www.booleanblackbelt.com
4. TALENT CONNECT 2012
LinkedIn by the numbers
175m+ professionals around the world as of August 2, 2012
50m+ members in the EMEA region as of June 30, 2012
39m+ members in Europe as of June 30, 2012
30m+ members in Asia and the Pacific as of June 30, 2012
20m+ students & recent college grads on LinkedIn (fastest-growing demographic)
16m+ members in India as of August 1, 2012
10m+ members in the UK as of September 17, 2012
9m+ members in Brazil as of August 2, 2012
5m+ members in Canada as of January 19, 2012
4m+ members in France as of September 5, 2012
4m+ members in Southeast Asia as of January 29, 2012
3m+ members in the Netherlands as of December 6, 2011
3m+ members in Spain as of March 27, 2012
3m+ members in Italy as of September 18, 2012
3m+ members in Australia as of March 12, 2012
2m+ members in the DACH region (Germany, Austria and Switzerland)
1m+ members in Turkey as of February 10, 2012
8. TALENT CONNECT 2012
Access is Not Enough
"When every business has…ubiquitous data, the ability to
understand it and extract value from it becomes the
complimentary scarce factor. It leads to intelligence, and the
intelligent business is the successful business, regardless of its
size. Data is the sword of the 21st century, those who wield it
well, the Samurai."
- Jonathan Rosenberg, Former SVP, Product Management @ Google
9. TALENT CONNECT 2012
The Value of Data
The value of data is directly proportional to Information
Retrieval – both ease and specificity
The good news: LinkedIn is highly searchable!
10. TALENT CONNECT 2012
Information Retrieval
The science of searching for documents, information within
documents, and searching relational databases and the
Internet.
An information retrieval process begins when a user enters a
query into a system.
Queries are formal statements of information needs.
12. TALENT CONNECT 2012
Controlling the Match
"Success in life comes from the
identification, control and elimination of
variables."
SOLAR
• Skills & experience
• Opportunity
• Location
• Availability
• Remuneration
14. TALENT CONNECT 2012
The Real Goal
Talent mining & analytics
Querying and analyzing human capital data for talent
discovery, identification and ultimately acquisition.
Transforming human capital data into an informational &
competitive advantage.
15. TALENT CONNECT 2012
Competitive Advantage
LinkedIn members performed nearly 4.2 billion
professionally-oriented searches on the platform in 2011 and
are on pace to surpass 5.3 billion in 2012.
What’s your informational and competitive advantage when
everyone has access to the same information?
All queries are not created equal!
16. TALENT CONNECT 2012
IR Basics
The simplest way to construct a query is with Boolean Logic
AND | OR | NOT
18. TALENT CONNECT 2012
OR
1. Conceptual search
I. Skills, responsibilities, schools, companies, industries, etc.
Develop OR developed OR developer OR developing OR
development OR develops
Deloitte OR PwC OR PricewaterhouseCoopers OR "Price
Waterhouse" OR "Pricewaterhouse" OR "E&Y" OR Ernst OR KPMG
Oil OR Gas OR Petro OR Petrochemical
Cambridge OR Oxford OR "City University" OR "Imperial College"
OR "King's College" OR University of Greenwich" OR "University of
Westminster"
2. Preferred qualifications "grab bag"
(ecommerce OR "e commerce" OR "e-commerce" OR B2B OR B2C
OR ebusiness OR "e-business" OR "e business" OR ERP OR SAP
OR PeopleSoft OR enterprise OR crystal OR inventory OR retail)
19. TALENT CONNECT 2012
NOT/-
1. False positive/term/company exclusion
• "Project Manager" -construction
• -(sales OR account)
• -(recruiter OR recruiting OR recruitment OR HR)
• -(PwC OR "Price Waterhouse" OR Pricewaterhouse OR
PricewaterhouseCoopers)
2. Exhaustive and mutually exclusive search progression
20. TALENT CONNECT 2012
NOT/-
Hiring Manager requests Network Engineer with a mix of
Cisco, Juniper and Alcatel routers
1. Ideal candidate would have all three
2. Next best would be any combination of two
3. Will consider candidates with any one of the three
21. TALENT CONNECT 2012
Cisco
AlcatelJuniper
Cisco Juniper Alcatel Cisco –(Juniper OR Alcatel)
Cisco Alcatel –JuniperCisco Juniper –Alcatel
Juniper
–(Alcatel OR Cisco)
Juniper Alcatel –Cisco
Alcatel
–(Cisco OR Juniper)
NOT/-
23. TALENT CONNECT 2012
Top Schools
"Cambridge" OR "London School of Economics" OR "Oxford" OR "Imperial College London" OR
"Durham" OR "St Andrews" OR "Warwick" OR "University College London" OR "Lancaster" OR
"Bath" OR "Bristol" OR "York" OR "Exeter" OR "Loughborough" OR "Southampton" OR
"Edinburgh" OR "Glasgow" OR "King's College London" OR "Nottingham" OR "Leicester" OR
"Sussex" OR "Surrey" OR "Birmingham" OR "Newcastle" OR "Queen's, Belfast" OR "Royal
Holloway" OR "East Anglia" OR "Sheffield" OR "Manchester" OR "SOAS" OR "Liverpool" OR
"Reading" OR "Kent" OR "Aston" OR "Leeds" OR "Cardiff" OR "Strathclyde" OR "Essex" OR
"Heriot-Watt" OR "Brunel" OR "Queen Mary" OR "Dundee" OR "Aberdeen" OR "Oxford Brookes"
OR "Keele" OR "Hertfordshire" OR "University of the Arts, London" OR "Swansea" OR "Goldsmiths
College" OR "Stirling" OR "Robert Gordon" OR "Lincoln" OR "Northumbria" OR "Buckingham" OR
"Hull" OR "Huddersfield" OR "Aberystwyth" OR "West of England, Bristol" OR "Ulster" OR
"Bournemouth" OR "Nottingham Trent" OR "Birmingham City" OR "Plymouth" OR "Coventry" OR
"Bangor" OR "Chichester" OR "Chester" OR "Central Lancashire" OR "Brighton" OR "Bradford" OR
"Sheffield Hallam" OR "Westminster" OR "Gloucestershire" OR "Bath Spa" OR "Winchester" OR
"Portsmouth" OR "Salford" OR "Cardiff Metropolitan" OR "De Montfort" OR "Glasgow Caledonian"
OR "Bedfordshire" OR "Middlesex" OR "Queen Margaret" OR "Kingston" OR "Manchester
Metropolitan" OR "Canterbury Christ Church" OR "Roehampton" OR "Sunderland" OR "Liverpool
John Moores" OR "Edinburgh Napier" OR "Glamorgan" OR "Buckinghamshire New" OR "Edge
Hill" OR "Leeds Metropolitan" OR "University for the Creative Arts" OR "Teesside" OR "Cumbria"
OR "Derby" OR "Glyndwr" OR "Northampton" OR "Greenwich" OR "York St John" OR "Trinity Saint
David" OR "University of Wales, Newport" OR "Anglia Ruskin" OR "Worcester" OR "Staffordshire"
OR "London South Bank" OR "West London" OR "Abertay Dundee" OR "Southampton Solent" OR
"West of Scotland" OR "London Metropolitan" OR "East London" OR "Bolton"
24. TALENT CONNECT 2012
First Name
Eden OR Fernanda OR Ivy OR Katelynn OR Kira OR Lydia OR Rosa OR Stella OR Aaliyah
OR Abagail OR Abbey OR Abbie OR Abbigail OR Abby OR Abigail OR Abigale OR Abigayle
OR Abril OR Addison OR Adeline OR Adriana OR Adrianna OR Adrienne OR Aileen OR Aimee
OR Ainsley OR Aisha OR Aiyana OR Aja OR Akira OR Alaina OR Alana OR Alanis OR Alanna
OR Alayna OR Aleah OR Alejandra OR Alena OR Alessandra OR Alex OR Alexa OR
Alexandra OR Alexandrea OR Alexandria OR Alexia OR Alexis OR Alexus OR Alexys OR Alia
OR Alice OR Alicia OR Alina OR Alisa OR Alisha OR Alison OR Alissa OR Alivia OR Aliya OR
Aliyah OR Aliza OR Alize OR Allie OR Allison OR Ally OR Allyson OR Allyssa OR Alma OR
Alondra OR Alycia OR Alysa OR Alysha OR Alyson OR Alyssa OR Amanda OR Amani OR
Amara OR Amari OR Amaya OR Amber OR Amelia OR America OR Amina OR Amira OR Amy
OR Amya OR Ana OR Anabel OR Anahi OR Anais OR Anastasia OR Anaya OR Andrea OR
Angel OR Angela OR Angelica OR Angelina OR Angeline OR Angelique OR Angie OR Anika
OR Anissa OR Anita OR Aniya OR Aniyah OR Anjali OR Ann OR Anna OR Annabel OR
Annabella OR Annabelle OR Annalise OR Anne OR Annette OR Annie OR Annika OR Ansley
OR Antonia OR Anya OR April OR Araceli OR Aracely OR Arely OR Aria OR Ariana OR
Arianna OR Ariel OR Arielle OR Arlene OR Armani OR Aryanna OR Ashanti OR Ashlee OR
Ashleigh OR Ashley OR Ashly OR Ashlyn OR Ashlynn OR Ashton OR Ashtyn OR Asia OR
Aspen OR Astrid OR Athena OR Aubree OR Aubrey OR Aubrie OR Audrey OR AurOR a OR
Autumn OR Ava OR Avery OR Ayana OR Ayanna OR Ayla OR Aylin OR Baby OR Bailee OR
Bailey OR Barbara OR Baylee OR Beatriz OR Belen OR Bella OR Berenice OR Bethany OR
Bianca OR Blanca OR Brandi OR Brandy OR Breana OR Breanna OR Brenda OR Brenna OR
Breonna OR Bria OR Briana OR Brianna OR Brianne OR Bridget OR Brielle OR Brionna OR
Brisa OR Britney OR Brittany OR Brittney OR Brooke OR Brooklyn OR Brooklynn OR Bryana
OR Bryanna OR Brynn OR Cadence OR Caitlin OR Caitlyn OR Cali OR Calista OR Callie OR
Cameron OR Camila OR Camille OR Camryn OR Candace OR Candice OR Cara OR Carina
OR Carissa OR Carla OR Carlee OR Carley OR Carli OR Carlie OR Carly OR Carmen OR
Carol OR Carolina OR Caroline OR Carolyn OR Carrie OR Carson OR Casandra OR Casey
OR Cassandra OR Cassidy OR Cassie OR Catalina OR Catherine OR Cayla OR Cecelia OR
Cecilia OR Celeste OR Celia OR Celina OR Celine OR Chana OR Charity OR Charlotte OR
Chasity OR Chaya OR Chelsea OR Chelsey OR Cheyanne OR Cheyenne OR Chloe OR
Christa OR Christian OR Christiana OR Christina OR Christine OR Christy OR Ciara OR Ciera
OR Cierra OR Cindy OR Citlali OR Claire OR Clara OR Clare OR Clarissa OR Claudia OR
Colleen OR COR a OR COR inne OR Courtney OR Cristal OR Cristina OR Crystal OR Cynthia
OR Daisy OR Dakota OR Dalia OR Damaris OR Dana OR Dania OR Daniela OR Daniella OR
Danielle OR Danna OR Daphne OR Darby OR Darlene OR Dasia OR Dayana OR Deanna OR
Deasia OR DebOR ah OR Deja OR Delaney OR Delilah OR Denise OR Denisse OR Desirae
OR Desiree OR Destinee OR Destiney OR Destini OR Destiny OR Devin OR Devon OR
Devyn OR Diamond OR Diana OR Diane OR Dianna OR Dominique OR Donna OR DOR othy
OR Dulce OR Dylan OR Ebony OR Edith OR Eileen OR Elaina OR Elaine OR EleanOR OR
Elena OR Eliana OR Elisa OR Elisabeth OR Elise OR Elissa OR Eliza OR Elizabeth OR Ella
OR Elle OR Ellen OR Ellie OR Elsa OR Elyse OR Elyssa OR Emely OR Emerson OR Emilee
OR Emilia OR Emilie OR Emily OR Emma OR Emmalee OR Erica OR Ericka OR Erika OR
Erin OR Esmeralda OR Esperanza OR Essence OR Estefani OR Estefania OR Estefany OR
Esther OR Estrella OR Eva
25. TALENT CONNECT 2012
First Name
(Eve OR Evelin OR Evelyn OR Fabiola OR Faith OR Fatima OR Felicia OR Felicity OR Fiona
OR Frances OR Francesca OR Frida OR Gabriela OR Gabriella OR Gabrielle OR Galilea OR
Genesis OR Genevieve OR GeOR gia OR Gia OR Giana OR Gianna OR Gillian OR Gina OR
Giovanna OR Giselle OR Gisselle OR GlOR ia OR Grace OR Gracie OR Graciela OR Greta
OR Gretchen OR Guadalupe OR Gwendolyn OR Hadley OR Hailee OR Hailey OR Hailie OR
Haleigh OR Haley OR Halie OR Halle OR Hallie OR Hana OR Hanna OR Hannah OR Harley
OR Harmony OR Haven OR Hayden OR Haylee OR Hayley OR Haylie OR Hazel OR Heather
OR Heaven OR Heidi OR Helen OR Helena OR Holly OR Hope OR Hunter OR Iliana OR
Imani OR India OR Ingrid OR Ireland OR Irene OR Iris OR Isabel OR Isabela OR Isabell OR
Isabella OR Isabelle OR Isis OR Itzel OR Iyana OR Iyanna OR Izabella OR Jacey OR
Jackeline OR Jaclyn OR Jacqueline OR Jacquelyn OR Jada OR Jade OR Jaden OR Jadyn
OR Jaelyn OR Jaida OR Jaiden OR Jaidyn OR Jailyn OR Jaime OR Jakayla OR Jaliyah OR
Jalyn OR Jalynn OR Jamie OR Jamya OR Jana OR Janae OR Jane OR Janelle OR Janessa
OR Janet OR Janice OR Janie OR Janiya OR Jaquelin OR Jaqueline OR Jasmin OR Jasmine
OR Jasmyn OR Jaycee OR Jayda OR Jayde OR Jayden OR Jayla OR Jaylene OR Jaylin OR
Jaylyn OR Jaylynn OR Jazlyn OR Jazmin OR Jazmine OR Jazmyn OR Jazmyne OR Jeanette
OR Jena OR Jenifer OR Jenna OR Jennifer OR Jenny OR Jessica OR Jessie OR Jewel OR
Jillian OR Jimena OR Joana OR Joanna OR Jocelyn OR Joelle OR Johana OR Johanna OR
Jolie OR JOR dan OR JOR dyn OR Joselyn OR Josephine OR Josie OR Joslyn OR Journey
OR Joy OR Joyce OR Judith OR Julia OR Juliana OR Julianna OR Julianne OR Julie OR
Juliet OR Juliette OR Julissa OR Justice OR Justine OR Kacie OR Kaela OR Kaelyn OR Kaia
OR Kaila OR Kailee OR Kailey OR Kailyn OR Kaitlin OR Kaitlyn OR Kaitlynn OR Kaiya OR
Kaleigh OR Kaley OR Kali OR Kaliyah OR Kallie OR Kalyn OR Kamryn OR Kara OR Karen
OR Kari OR Karina OR Karissa OR Karla OR Karlee OR Karley OR Karli OR Karlie OR Karly
OR Kasandra OR Kasey OR Kassandra OR Kassidy OR Katarina OR Kate OR Katelin OR
Katelyn OR Katerina OR Katharine OR Katherine OR Kathleen OR Kathryn OR Kathy OR
Katie OR Katlyn OR Katrina OR Katy OR Kaya OR Kayla OR Kaylah OR Kaylee OR Kayleigh
OR Kayley OR Kayli OR Kaylie OR Kaylin OR Kaylyn OR Kaylynn OR Keeley OR Keely OR
Keila OR Keira OR Kelli OR Kellie OR Kelly OR Kelsey OR Kelsi OR Kelsie OR Kendal OR
Kendall OR Kendra OR Kenia OR Kenna OR Kennedi OR Kennedy OR Kenya OR Kenzie OR
Keyla OR Kiana OR Kianna OR Kiara OR Kiera OR Kierra OR Kiersten OR Kiley OR Kimberly
OR Kirsten OR Kiya OR Kourtney OR Krista OR Kristen OR Kristin OR Kristina OR Krystal OR
Kya OR Kyla OR Kylee OR Kyleigh OR Kylie OR Kyra OR Lacey OR Laila OR Lana OR Laney
OR Lara OR Larissa OR Laura OR Laurel OR Lauren OR Lauryn OR Layla OR Lea OR Leah
OR Leanna OR Leila OR Leilani OR Lena OR Lesley OR Leslie OR Lesly OR Leticia OR Lexi
OR Lexie OR Lexus OR Lia OR Liana OR Libby OR Liberty OR Lila OR Lilian OR Liliana OR
Lillian OR Lilliana OR Lillie OR Lilly OR Lily OR Lina OR Linda OR Lindsay OR Lindsey OR
Lisa OR Lisbeth OR Litzy OR Lizbeth OR Lizeth OR Lizette OR Logan OR Lola OR London
OR LOR en OR LOR ena OR Lucia OR Lucy OR Luisa OR Luz OR Lyndsey OR Lyric OR
Macey OR Maci OR Macie OR Mackenzie OR Macy OR Madalyn OR Madalynn OR Maddison
OR Madeleine OR Madeline OR Madelyn OR Madelynn OR Madilyn OR Madisen OR Madison
OR Madisyn OR Madyson OR Maegan OR Maeve OR Magdalena OR Maggie OR Maia OR
Makaila OR Makayla OR Makena OR Makenna OR Makenzie OR Maleah OR Malia OR
Maliyah OR MallOR y OR Mandy OR Mara OR Marcella OR Margaret OR Margarita OR
Maria)
26. TALENT CONNECT 2012
First Name
Mariah OR Mariam OR Mariana OR Marianna OR Maribel OR Marie OR Mariela OR Marilyn OR
Marina OR Marisa OR Marisol OR Marissa OR Maritza OR Marlee OR Marlene OR Marley OR
Martha OR Mary OR Maryam OR Mattie OR Maura OR Maya OR Mayra OR Mckayla OR
Mckenna OR Mckenzie OR Meadow OR Meagan OR Meaghan OR Megan OR Meghan OR
Melanie OR Melany OR Melina OR Melinda OR Melissa OR Melody OR Mercedes OR Meredith
OR Miah OR Micaela OR Micah OR Michaela OR Michelle OR Mikaela OR Mikayla OR Mina OR
Miracle OR Miranda OR Mireya OR Miriam OR Miya OR Mollie OR Molly OR Monica OR
Monique OR Monserrat OR Montana OR MOR gan OR MOR iah OR Mya OR Myah OR Myra
OR Nadia OR Nancy OR Naomi OR Natalia OR Natalie OR Nataly OR Natasha OR Nathalie OR
Nayeli OR Nevaeh OR Nia OR Nichole OR Nicole OR Nicolette OR Nikki OR Nina OR Noelia
OR Noelle OR Noemi OR NOR a OR NOR ma OR Nya OR Nyah OR Nyasia OR Nyla OR
Odalys OR Olivia OR Paige OR Paloma OR Pamela OR Paola OR Paris OR Parker OR
Patience OR Patricia OR Paula OR Paulina OR Payton OR Penelope OR Perla OR Peyton OR
Phoebe OR Piper OR Precious OR Presley OR Princess OR Priscila OR Priscilla OR Quinn OR
Rachael OR Rachel OR Rachelle OR Raegan OR Raina OR Raquel OR Raven OR Rayna OR
Reagan OR Reanna OR Rebeca OR Rebecca OR Rebekah OR Reese OR Regan OR Regina
OR Reilly OR Reina OR Renee OR Reyna OR Rhiannon OR Rianna OR Riley OR Rita OR Riya
OR Robin OR Robyn OR Rocio OR Rose OR Rosemary OR Roxana OR Ruby OR Ruth OR
Ryan OR Ryann OR Rylee OR Ryleigh OR Rylie OR Sabrina OR Sade OR Sadie OR Sage OR
Saige OR Sally OR Salma OR Samantha OR Samara OR Samira OR Sandra OR Sandy OR
Sara OR Sarah OR Sarahi OR Sarai OR Sarina OR Sasha OR Savana OR Savanah OR
Savanna OR Savannah OR Scarlett OR Selena OR Selina OR Serena OR Serenity OR Shakira
OR Shania OR Shaniya OR Shannon OR Sharon OR Shawna OR Shayla OR Shaylee OR
Shayna OR Shea OR Sheila OR Shelby OR Shirley OR Shreya OR Shyann OR Shyanne OR
Sidney OR Sienna OR Sierra OR Simone OR Sky OR Skye OR Skyla OR Skylar OR Skyler OR
Sofia OR Sonia OR Sonya OR Sophia OR Sophie OR Stacey OR Stacy OR Stephanie OR
Stephany OR Summer OR Susan OR Susana OR Sydnee OR Sydney OR Sydni OR Sydnie OR
Sylvia OR Tabitha OR Talia OR Taliyah OR Tamara OR Tamia OR Tania OR Taniya OR Tanya
OR Tara OR Taryn OR Tatiana OR Tatum OR Tatyana OR Taya OR Tayler OR TaylOR OR
Teagan OR Teresa OR Tess OR Tessa OR Thalia OR Theresa OR Tia OR Tiana OR Tianna OR
Tiara OR Tierra OR Tiffany OR Tina OR Toni OR TOR i OR Tracy OR Trinity OR Trista OR
Tristan OR Tyler OR Tyra OR Unique OR Valentina OR Valeria OR Valerie OR Vanesa OR
Vanessa OR Veronica OR VictOR ia OR Violet OR Virginia OR Vivian OR Viviana OR Wendy
OR Whitney OR Willow OR Ximena OR Xiomara OR Yadira OR Yasmin OR Yasmine OR Yazmin
OR Yesenia OR Yessenia OR Yolanda OR Yuliana OR Yvette OR Yvonne OR Zaria OR Zoe OR
Zoey OR Zoie
29. TALENT CONNECT 2012
Competitive Advantage
To have a competitive advantage on LinkedIn, you have to
be able to find profiles that others can't and don't
Usual and customary searches yield usual and customary
results
Over 100M profiles on
LinkedIn may never be
found or reviewed
31. TALENT CONNECT 2012
Hidden Talent
Every query you run includes qualified candidates and
excludes qualified candidates
Many profiles are not keyword/content rich
How can you find people with skills and experience that
don't explicitly mention on their profile?
Image credit:http://www.flickr.com/photos/metrognome0/3181913412/
33. TALENT CONNECT 2012
Hidden Talent
Profiles you can't find
People with skills and
experience that is stated in a
way in which you didn't
search for
People with skills and
experience that isn't explicitly
mentioned on their LinkedIn
profile
34. TALENT CONNECT 2012
Beyond Basic Keyword/Title Search
Terms
J2EE OR JEE OR "J EE" OR "Enterprise Edition" OR JEE5 OR
JEE6 OR "Java 2"
(Global OR international OR foreign OR multinational OR
worldwide OR Europe OR European OR OR EU OR EMEA OR
Asia OR "Asia-Pac" OR "Pacific Rim" OR "South America" OR "
Latin America" OR Americas OR CALA OR Caribbean OR "Latin
America" OR "Middle East" OR Canada OR Japan OR China OR
Russia OR India OR UK OR "United Kingdom" OR Countries OR
Offshore OR Overseas)
Manufacturing OR Mfg
35. TALENT CONNECT 2012
Beyond Basic Keyword/Title Search
Titles
("Vice President" OR VP OR "V.P." OR SVP OR "S.V.P." OR EVP
OR "E.V.P.")
(Account OR Business) (Rep OR Representative OR Manager
OR Development OR Executive OR Associate)
("Software Engineer" OR Programmer OR Developer OR
Consultant")
Senior OR Snr Or Sr OR Lead
Mgr, Engr
44. TALENT CONNECT 2012
Industry Search
"Aintree University Hospital, North Mersey HIS" OR "Ashford and St. Peter's Hospitals NHS
Trust" OR "Aspen Healthcare Solutions" OR "Barchester Healthcare" OR "Barts and The
London NHS Trust" OR "Barts Health NHS Trust" OR "Bedford Hospital NHS Trust" OR "BMI
Healthcare" OR "Brighton & Sussex University Hospitals NHS Trust" OR "Bupa" OR
"Cambridge University Hospitals NHS Foundation Trust" OR "Cambridgeshire Community
Services NHS Trust" OR "Care Quality Commission" OR "Care UK" OR "Castlebeck" OR
"Central London Community Healthcare NHS Trust" OR "Central Manchester & Manchester
Children's Foundation Trust" OR "Chelsea and Westminster Hospital NHS Foundation Trust"
OR "Cheshire & Wirral Partnership NHS Trust" OR "Cheshire East Community Health" OR
"Circle" OR "Cygnet Health Care" OR "Derby Hospitals NHS Foundation Trust" OR "East
Lancashire Hospitals NHS Trust" OR "East London NHS Foundation Trust" OR "Epsom & St
Helier University NHS Trust" OR "Follow Company" OR "Frimley Park Hospital NHS
Foundation Trust" OR "GE Healthcare" OR "Great Ormond Street Hospital for Children NHS
Trust" OR "Hallmark Healthcare" OR "Harmoni HS Ltd" OR "HCA International Ltd" OR "Health
Protection Agency" OR "Heart of England NHS Foundation Trust" OR "Heatherwood &
Wexham Park Hospitals' NHS Foundation Trust" OR "Helping Hands Homecare" OR
"Homerton University Hospital NHS Foundation Trust" OR "Hospital & Health Care" OR
"Imperial College Healthcare NHS Trust" OR "International Medical Corps" OR "International
SOS" OR "Lincolnshire Partnership NHS Foundation Trust" OR "Liverpool Community Health
NHS Trust" OR "London Care" OR "Luton and Dunstable Hospital NHS FT" OR "Maidstone
and Tunbridge Wells NHS Trust" OR "Methodist Homes MHA" OR "Mid Yorkshire Hospitals
NHS Trust" OR "Newham University Hospital NHS Trust" OR "NHS" OR "NIHR Clinical
Research Network" OR "North East London NHS Foundation Trust" OR "Nuffield Health" OR
"Oasis Dental Care" OR "Oxford Radcliffe Hospitals NHS Trust" OR "Papworth Hospital NHS
Foundation Trust" OR "Pennine Acute Hospitals NHS Trust" OR "Portsmouth Hospitals NHS
Trust" OR "Priory Group" OR "Ramsay Healthcare UK" OR "Royal Berkshire NHS Foundation
Trust" OR "Royal Bolton Hospitals NHS Foundation Trust" OR "Royal Brompton Hospital" OR
"Royal Free Hampstead NHS Trust" OR "Salford Royal Foundation Trust" OR "Salisbury NHS
Foundation Trust" OR "Sanctuary Care" OR "Similar Companies" OR "Solent NHS Trust" OR
"South Central Ambulance Service NHS Trust" OR "Southern Cross Health Care" OR "SRCL
Ltd" OR "St Georges Healthcare NHS Trust" OR "St John Ambulance" OR "Surrey Community
Health" OR "Synergy Health PLC" OR "The Advisory Board Company" OR "The Christie NHS
Foundation Trust" OR "The London Ambulance Service NHS Trust" OR "The Regard
Partnership" OR "The Royal Marsden NHS Foundation Trust" OR "Turning Point" OR "ubu
Health and Social Care" OR "University College London Hospitals" OR "University College of
London Hospital" OR "University Hospitals of Morecambe Bay NHS Trust" OR "Walsall
Hospitals NHS Trust" OR "Birmingham Children's Hospital NHS Foundation Trust" OR
"CareTech Community Services Ltd" OR "Hertfordshire Partnership NHS Foundation Trust"
OR "Milton Keynes Hospital NHS Foundation Trust" OR "NHS Lambeth" OR "NHS South of
Tyne and Wear" OR "Nottingham University Hospital" OR "Nottinghamshire Healthcare" OR
"Royal Devon and Exeter NHS Trust" OR "UCLH NHS Foundation Trust"
45. TALENT CONNECT 2012
Ghost Hunting
How do you find people with the skills and experience you're
looking for who make no explicit mention of it on their LinkedIn
profile?
51. TALENT CONNECT 2012
Hidden Talent
Profiles you don't find
"Too many" results, not
reviewing them all
Overlooking profiles that
don't look like your ideal
candidate
54. TALENT CONNECT 2012
Search Strategy
Target "maximum qualifications" first
Systematically progress through results from highest
probability/explicit mention to lowest probability/no explicit
mention
55. TALENT CONNECT 2012
Example Job
Software Test Engineer
– Must have experience with SQL
– Preferred experience: Data warehouse, RUP or Agile,
shell scripting
59. TALENT CONNECT 2012
Best Search
Keywords
(sql OR Oracle OR database OR databases OR DB2 OR
MySQL) (ETL OR "data warehouse" OR "data warehousing"
OR datawarehouse OR datawarehouses OR "data mart" OR
"data marts") (RUP OR "Rational Unified" OR Agile OR Scrum
OR Scrums) (shell OR korn OR bourne OR perl OR csh)
Title
(test OR testing OR QA OR quality OR tester) (analyst OR
engineer OR tester)
61. TALENT CONNECT 2012
2nd Search
Keywords
(sql OR Oracle OR database OR databases OR DB2 OR
MySQL) (ETL OR "data warehouse" OR "data warehousing"
OR datawarehouse OR datawarehouses OR "data mart" OR
"data marts") (RUP OR "Rational Unified" OR Agile OR Scrum
OR Scrums) -(shell OR korn OR bourne OR perl OR csh)
Title
(test OR testing OR QA OR quality OR tester) (analyst OR
engineer OR tester)
63. TALENT CONNECT 2012
3rd Search
Keywords
(sql OR Oracle OR database OR databases OR DB2 OR
MySQL) (ETL OR "data warehouse" OR "data warehousing"
OR datawarehouse OR datawarehouses OR "data mart" OR
"data marts") -(RUP OR "Rational Unified" OR Agile OR Scrum
OR Scrums) (shell OR korn OR bourne OR perl OR csh)
Title
(test OR testing OR QA OR quality OR tester) (analyst OR
engineer OR tester)
65. TALENT CONNECT 2012
4th Search
Keywords
(sql OR Oracle OR database OR databases OR DB2 OR
MySQL) -(ETL OR "data warehouse" OR "data warehousing"
OR datawarehouse OR datawarehouses OR "data mart" OR
"data marts") (RUP OR "Rational Unified" OR Agile OR Scrum
OR Scrums) (shell OR korn OR bourne OR perl OR csh)
Title
(test OR testing OR QA OR quality OR tester) (analyst OR
engineer OR tester)
67. TALENT CONNECT 2012
5th Search
Keywords
(sql OR Oracle OR database OR databases OR DB2 OR
MySQL) (ETL OR "data warehouse" OR "data warehousing"
OR datawarehouse OR datawarehouses OR "data mart" OR
"data marts") -(RUP OR "Rational Unified" OR Agile OR Scrum
OR Scrums) -(shell OR korn OR bourne OR perl OR csh)
Title
(test OR testing OR QA OR quality OR tester) (analyst OR
engineer OR tester)
69. TALENT CONNECT 2012
Action Items
1. Fully leverage LinkedIn's advanced search interface
– Make use of OR and -/NOT
– Don't be afraid of big searches – LinkedIn can handle 1,000's of characters!
2. Remember that the best candidates may not mention the
terms you think they should, and thus can be excluded from
your search results
3. Be aware of the 2 hidden talent pools on LinkedIn and
develop a search strategy to exploit both
4. Take time to think about term variants
5. Be careful with company and industry searches
6. Whenever possible, start with a "maximum qualifications"
search, and then run a mutually exclusive search
progression