Mental Health and Well-Being in the workplace is a vital topic for any profession. For those that are highly stressful, even more so.
Sourcing can be highly rewarding. However, the nature of our daily activities in a Sourcer's work routine (frenetic pace, uncertainty, lack of control, constant changes) make us candidates to suffer high levels of anxiety from time to time.
What are the best strategies to cope with this?
What techniques work? What tools can help us to stay productive and stay sane at the same time?
In this presentation, some contexts and practical examples will be discussed.
In just 6 steps, Mike "Batman" Cohen will share how to locate, reach out to, attract, and build a meaningful rapport with Passive Candidates.
We all know the best candidates are usually the ones who are still employed and not necessarily looking - the elusive "Passive Candidate."
We've all heard of this phenomenon - but do they really exist?
Having recently given up on his search for Big Foot, we have Batman joining us to discuss not only his sightings of these "Passive Candidates," but also how to capture one with minimal collateral damage.
Like any potential myth, we must first understand how to identify a Passive Candidate so as to not confuse them with the other candidates who look the same.
But we assure you, they are are, in fact, very different.
This is what you'll take home with you.
Build a persona of who would make sense in this role (Career Trajectory Planning)
Targeted Messages - beyond the Job Description
Get Creative - maybe Tweet? FB? Video? Memes? GIFs?
Understand How to Communicate with Your Candidates (DeepSense, Humantelligence, DISC persona building)
Be Yourself
Learn to Automate!
Remote Working in a Crisis: A Workplace Toolkit [White Paper]Sage HR
This year of unprecedented challenges has brought a series of big company moments to organisations.
This short guide provides advice and tips on how to lead fully remote teams in crisis situations, addressing the challenges that can arise, whilst offering guidance on how to overcome and mitigate them.
At Sage HR we recognise the vital role our customers play in leading their organisations and participating in their communities. The part that we play in supporting you in these endeavours is one we’re proud to provide.
Remote work is different, if not hard. There are times when it seems to have solved world problems, on the other hand, it reminds us that we are a collective being and we need to exist with our people to keep those motivation juices flowing. No, we are not debating if it is here to stay or not, but we are breaking down how companies can leverage technology to set up systems that ensure that our people are motivated and aligned to the shared values.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
In just 6 steps, Mike "Batman" Cohen will share how to locate, reach out to, attract, and build a meaningful rapport with Passive Candidates.
We all know the best candidates are usually the ones who are still employed and not necessarily looking - the elusive "Passive Candidate."
We've all heard of this phenomenon - but do they really exist?
Having recently given up on his search for Big Foot, we have Batman joining us to discuss not only his sightings of these "Passive Candidates," but also how to capture one with minimal collateral damage.
Like any potential myth, we must first understand how to identify a Passive Candidate so as to not confuse them with the other candidates who look the same.
But we assure you, they are are, in fact, very different.
This is what you'll take home with you.
Build a persona of who would make sense in this role (Career Trajectory Planning)
Targeted Messages - beyond the Job Description
Get Creative - maybe Tweet? FB? Video? Memes? GIFs?
Understand How to Communicate with Your Candidates (DeepSense, Humantelligence, DISC persona building)
Be Yourself
Learn to Automate!
Remote Working in a Crisis: A Workplace Toolkit [White Paper]Sage HR
This year of unprecedented challenges has brought a series of big company moments to organisations.
This short guide provides advice and tips on how to lead fully remote teams in crisis situations, addressing the challenges that can arise, whilst offering guidance on how to overcome and mitigate them.
At Sage HR we recognise the vital role our customers play in leading their organisations and participating in their communities. The part that we play in supporting you in these endeavours is one we’re proud to provide.
Remote work is different, if not hard. There are times when it seems to have solved world problems, on the other hand, it reminds us that we are a collective being and we need to exist with our people to keep those motivation juices flowing. No, we are not debating if it is here to stay or not, but we are breaking down how companies can leverage technology to set up systems that ensure that our people are motivated and aligned to the shared values.
Over the years, employee recognition has evolved from being a nice way to thank employees for their years of service, to something that can have a significant and meaningful impact on your workforce and your business. And because of this, it’s no longer seen as a “nice to do'', but a “have to do”.
However, as with anything in life and in business, it’s all about how you do it - do it the right way and you reap the benefits, do it the wrong way and you waste your time, energy and your company’s money.
It’s this “right way” of doing recognition that we will explore in this guide, sharing tips and stories to help you achieve the many positive impacts that it can deliver to your employees and your company.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Corporate training isn’t always a cure-all for every company problem. Learn the myths and facts behind improving workplace performance with corporate training.
Employ Key Employee Engagement Strategies PowerPoint Presentation Slides to create a happy culture and more productive employees so that your organization grows. Indulge your employees in employee engagement strategies to increase the levels of productivity, retention of best talent, increased sense of health and well-being, and more. This content-ready employee engagement complete PowerPoint slideshow will show you ways to empower your employees. Assign a mentor to a newcomer, have a themed day office, include team photos, encourage charity, encourage innovation, and more. Not just this, this ready-to-use employee engagement PPT deck covers topics such as employee engagement key statistics, survey questionnaire, and survey analysis to get a clear picture of employee engagement in your organization. Understand employees and nurture them to bring out the best in them. Improve company’s performance by enhancing employee engagement strategies. Incorporate professionally designed key employee engagement strategies PPT templates to boost your employee’s morale. Assess the invention with our Key Employee Engagement Strategies Powerpoint Presentation Slides. Figure out how to improve it further.
When you are owning a remote team it is much necessary to bring out the team engagement. More the collaboration, more effective the output. It is also a must to ensure the team is comfortable with the work environment and all other facilities provided by the company.
Here are some tips which you need to follow in order to collaborate with your remote workers.
Know More about the remote team: https://www.paidant.com
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
Visit InternalConsistency.com or our peer recognition system PointToPerformance.com.
It's no doubt that organizations have leaned out in the past few decades. And technology has transformed the way we communicate. Now employees in the workforce rely more on each other to get the work done. We suggest an employee recognition system to foster positive messages, higher performance, and a better culture.
CIS502 discussion post responses.Disaster RecoveryDisaster rec.docxmccormicknadine86
CIS502 discussion post responses.
Disaster Recovery
Disaster recovery has been the topic of study this week. What do you think is the most difficult and expensive disaster to plan for? Do you think companies plan adequately? In your experience (or research if you have no experience) what aspect is most lacking in corporate planning? Why do you think this is? What would you do to advise leadership in your company to prepare for a disaster? Be specific and explain your thought processes on this subject based on your learning.
JP’s post states the following:Top of Form
Disaster Recovery
Disaster recovery has been the topic of study this week. What do you think is the most difficult and expensive disaster to plan for? Do you think companies plan adequately? In your experience (or research if you have no experience) what aspect is most lacking in corporate planning? Why do you think this is? What would you do to advise leadership in your company to prepare for a disaster? Be specific and explain your thought processes on this subject based on your learning.
I believe a natural disaster is the most expensive disaster to plan for. Natural disasters could occur at any point and time and location has a lot to do with it. Depending on the businesses geographic location it may have to deal with floods, earthquakes, hurricanes, electrical storms etc. The companies that I have had the pleasure to work for are located globally and have well established disaster recovery plans for natural disasters known to happen in that region. Because of the unpredictable nature natural disasters bring, not one company has a disaster recovery plan that is readily available for every situation. Funding for possible disasters that have a low chance of occurring may be a lacking aspect in corporate planning, since at the end of the day in business investments must make sense. Also advising leadership on shortages or delays of necessary materials can keep bandages, disinfectant, and medicine cabinets up to date in case of an unexpected emergencies.
Reference
https://yourbusiness.azcentral.com/effects-lack-planning-organization-11394.html
KF’s post states the following:Top of Form
Disaster recovery is the topic of study this week. What do you think is the most difficult and expensive disaster to plan for? Do you think companies plan adequately? In your experience (or research if you have no experience) what aspect is most lacking in corporate planning? Why do you think this is? What would you do to advise leadership in your company to prepare for a disaster? Be specific and explain your thought processes on this subject based on your learning.
I thought about many disasters this week and also discussed this information with my friends because I thought it was interesting. We came to a conclusion that any aspect that takes human life would be the worst kind of disaster. Physical/Weather Disaster can cause this (strong tornadoes, hurricanes, earthquakes). We also dis ...
Means and Methods of Humanitarian InterventionDr. Chris Stout
It has long been the ethos, if not the ethic, of psychology to work via its various iterations and specialties to the betterment of individuals, groups and areas. Professional service is an important aspect of a psychologist’s identity. It is one of the “big three” (teaching, research, service) that are integral to the activities of colleagues, and is emphasized as a core value in founding documents such as the American Psychological Association’s mission (“to advance the creation, communication and application of psychological knowledge to benefit society and improve people’s lives”), vision (e.g., “…a global partner… to facilitate the resolution of personal, societal and global challenges in diverse, multicultural and international contexts”), and ethical standards (e.g., for “Justice,” “Respect for People’s Rights and Dignities,” and “giving psychology away/pro bono”).
This presentation will demonstrate how to translate service into concrete international action. Beginning with examples of specific international service needs and opportunities, at home and abroad, the presentation will highlight people, programs, and places where the vibrant potential for global service is very real and present. For current and future psychologists as well as colleagues in different areas interested in “making a difference in the world,” this talk offers a very pragmatic how-to in developing skills, identifying partners, and managing the logistics and practicalities of international service within a psychology career.
This is a presentation of the WES (Workplace Engagement Survey). It is an effective and inexpensive way to survey your employees with recommendations for increased engagement and productivity.
This presentation is about Employee Engagement Survey process and how it is carried out in the organisation. This presentation takes demo figures for understanding of the presentation
Corporate training isn’t always a cure-all for every company problem. Learn the myths and facts behind improving workplace performance with corporate training.
Employ Key Employee Engagement Strategies PowerPoint Presentation Slides to create a happy culture and more productive employees so that your organization grows. Indulge your employees in employee engagement strategies to increase the levels of productivity, retention of best talent, increased sense of health and well-being, and more. This content-ready employee engagement complete PowerPoint slideshow will show you ways to empower your employees. Assign a mentor to a newcomer, have a themed day office, include team photos, encourage charity, encourage innovation, and more. Not just this, this ready-to-use employee engagement PPT deck covers topics such as employee engagement key statistics, survey questionnaire, and survey analysis to get a clear picture of employee engagement in your organization. Understand employees and nurture them to bring out the best in them. Improve company’s performance by enhancing employee engagement strategies. Incorporate professionally designed key employee engagement strategies PPT templates to boost your employee’s morale. Assess the invention with our Key Employee Engagement Strategies Powerpoint Presentation Slides. Figure out how to improve it further.
When you are owning a remote team it is much necessary to bring out the team engagement. More the collaboration, more effective the output. It is also a must to ensure the team is comfortable with the work environment and all other facilities provided by the company.
Here are some tips which you need to follow in order to collaborate with your remote workers.
Know More about the remote team: https://www.paidant.com
When do you consider your employee survey to be complete?
Once all of your employees have taken the survey
Once your organization has received the data
After you’ve shared a couple of reports with senior management
Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
Visit InternalConsistency.com or our peer recognition system PointToPerformance.com.
It's no doubt that organizations have leaned out in the past few decades. And technology has transformed the way we communicate. Now employees in the workforce rely more on each other to get the work done. We suggest an employee recognition system to foster positive messages, higher performance, and a better culture.
CIS502 discussion post responses.Disaster RecoveryDisaster rec.docxmccormicknadine86
CIS502 discussion post responses.
Disaster Recovery
Disaster recovery has been the topic of study this week. What do you think is the most difficult and expensive disaster to plan for? Do you think companies plan adequately? In your experience (or research if you have no experience) what aspect is most lacking in corporate planning? Why do you think this is? What would you do to advise leadership in your company to prepare for a disaster? Be specific and explain your thought processes on this subject based on your learning.
JP’s post states the following:Top of Form
Disaster Recovery
Disaster recovery has been the topic of study this week. What do you think is the most difficult and expensive disaster to plan for? Do you think companies plan adequately? In your experience (or research if you have no experience) what aspect is most lacking in corporate planning? Why do you think this is? What would you do to advise leadership in your company to prepare for a disaster? Be specific and explain your thought processes on this subject based on your learning.
I believe a natural disaster is the most expensive disaster to plan for. Natural disasters could occur at any point and time and location has a lot to do with it. Depending on the businesses geographic location it may have to deal with floods, earthquakes, hurricanes, electrical storms etc. The companies that I have had the pleasure to work for are located globally and have well established disaster recovery plans for natural disasters known to happen in that region. Because of the unpredictable nature natural disasters bring, not one company has a disaster recovery plan that is readily available for every situation. Funding for possible disasters that have a low chance of occurring may be a lacking aspect in corporate planning, since at the end of the day in business investments must make sense. Also advising leadership on shortages or delays of necessary materials can keep bandages, disinfectant, and medicine cabinets up to date in case of an unexpected emergencies.
Reference
https://yourbusiness.azcentral.com/effects-lack-planning-organization-11394.html
KF’s post states the following:Top of Form
Disaster recovery is the topic of study this week. What do you think is the most difficult and expensive disaster to plan for? Do you think companies plan adequately? In your experience (or research if you have no experience) what aspect is most lacking in corporate planning? Why do you think this is? What would you do to advise leadership in your company to prepare for a disaster? Be specific and explain your thought processes on this subject based on your learning.
I thought about many disasters this week and also discussed this information with my friends because I thought it was interesting. We came to a conclusion that any aspect that takes human life would be the worst kind of disaster. Physical/Weather Disaster can cause this (strong tornadoes, hurricanes, earthquakes). We also dis ...
Means and Methods of Humanitarian InterventionDr. Chris Stout
It has long been the ethos, if not the ethic, of psychology to work via its various iterations and specialties to the betterment of individuals, groups and areas. Professional service is an important aspect of a psychologist’s identity. It is one of the “big three” (teaching, research, service) that are integral to the activities of colleagues, and is emphasized as a core value in founding documents such as the American Psychological Association’s mission (“to advance the creation, communication and application of psychological knowledge to benefit society and improve people’s lives”), vision (e.g., “…a global partner… to facilitate the resolution of personal, societal and global challenges in diverse, multicultural and international contexts”), and ethical standards (e.g., for “Justice,” “Respect for People’s Rights and Dignities,” and “giving psychology away/pro bono”).
This presentation will demonstrate how to translate service into concrete international action. Beginning with examples of specific international service needs and opportunities, at home and abroad, the presentation will highlight people, programs, and places where the vibrant potential for global service is very real and present. For current and future psychologists as well as colleagues in different areas interested in “making a difference in the world,” this talk offers a very pragmatic how-to in developing skills, identifying partners, and managing the logistics and practicalities of international service within a psychology career.
360HR Knowledge Guide - The Science of SelectionDi Pass
HR and recruitment techniques have changed radically over the last decade, with technology advances and social changes bringing about new recruitment tactics and best practices.
360HR has summarised our most recent and on-the-job experience into this handy knowledge guide. You'll find practical ways to improve your recruitment outcomes and sidestep common HR pitfalls.
5 Concepts for 21st Century HR Professionals to KnowR__Ganesh
This slide deck was used in a guest lecture at NL Dalmia Institute of Management, Mumbai to second year Master of HRD Management (MHRDM) students. It was adapted from a knowledge sharing session made to HR professionals at a global technology company
Discussion Questions Chapter 31. Is profit the only important.docxelinoraudley582231
Discussion Questions:
Chapter 3
1. Is profit the only important goal of a business? What are others?
2. Stockholders are only one group of stakeholders. Who are the stakeholders important to me inside the organization?
3. Who are stakeholders important to me outside the organization?
4. What does the successful manager need to know about ethics and values?
5. Is being socially responsible really necessary?
6. How can I trust a company is doing the right thing?
Chapter 4
7. What three important developments of globalization will probably affect me?
8. Why learn about international management, and what characterizes the successful international manager?
9. Why do companies expand internationally, and how do they do it?
10. What are the principal areas of cultural differences?
Research at least three (3) peer-reviewed articles about individual rights, morality, ethics, individual rights, duty, or codes of conduct for criminal justice professionals.
Write a three to five (3-5) page paper
1. Thoroughly created a philosophy and approach for balancing the issues of individual rights and the public’s protection. Thoroughly provided one to two (1 to 2) examples illustrating how you will use this philosophy in your own career.
2. Thoroughly determined a philosophy and approach for balancing the use of reward and punishment in criminal justice. Thoroughly provided one to two (1 to 2) examples illustrating how you will use this philosophy in your own career.
3. Thoroughly selected a philosophy and approach that addresses the use of immoral means (e.g., torture or lying in interrogation) to accomplish desirable ends. Thoroughly provided one to two (1 to 2) examples illustrating how you will use this philosophy in your own career.
4. Thoroughly explained what you believe the Ethics of Care and Peacemaking Criminology presented in your textbook should mean for law enforcement professionals.
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA format (latest edition).
Include a cover page developed in accordance with the latest edition of APA, including a running head, page number, the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page, revision of the previous assignment, and the reference page are not included in the required assignment page length.
3.2
The Community of Stakeholders Inside the Organization
Major Question: Stockholders are only one group of stakeholders. Who are the stakeholders important to me inside the organization?
3.3
The Community of Stakeholders Outside the Organization
Major Question: Who are stakeholders important to me outside the organization?
3.4
The Ethical Responsibilities Required of You as a Manager
Major Question: What does the successful manager need to know about ethics and values?
3.5
The Social Responsibilities Required of You as a Manager
Major Question: Is.
Introduction - How to write an essay - LibGuides at University of .... Learn How to Write an Essay Introduction with Examples. How to write an Essay Introduction (5-Step Formula) (2024). Introduction essay help! Universities Help. Introduction Paragraph: How To Write An Introduction Paragraph (with ....
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographi.docxnormanibarber20063
INTEGRATIVE FRAMEWORK FOR UNDERSTANDING AND APPLYING OB Demographics are a key input that affects important OB processes, most particularly perceptions, which in turn affect the individual-level outcome of well-being/flourishing and the organizational outcomes of being an employer of choice and corporate reputation. Page 111 winning at work PERCEPTION PLAYS A KEY ROLE IN GETTING A JOB A recent survey of 400 humanresource professionals uncovered results that are important to college graduates looking for a job. The overwhelming conclusion? That “entry-level workers are an entitled, unprofessional bunch.” About 45 percent of the HR professionals believed that the work ethic of new college graduates had slipped in the past five years.1 Let’s consider how you can avoid being perceived so negatively. IMPRESSIONS FROM SOCIAL MEDIA The Internet is a gold mine of information for recruiters, and some of it creates a bad impression. Photos of drunken behavior, or rants with foul language or that “bash” your employer, won’t improve a recruiter’s perception. You need to be careful about your online presence because approximately 20 percent of all organizations browse sites like LinkedIn, Facebook, MySpace, and Twitter to help screen employees. Consider the experience of Pete Maulik, chief strategy officer at Fahrenheit 212. Maulik was ready to make an offer to an applicant, but first decided to check out the man’s LinkedIn profile—and decided that the applicant was not a team player. “He took credit for everything short of splitting the atom,” Mr. Maulik said. “Everything was ‘I did this.’ He seemed like a lone wolf. He did everything himself.” Maulik recalls another good applicant who used his Twitter account “to disparage just about every new innovation in the marketplace.” Maulik concluded that the applicant “was much more comfortable as the critic than the collaborative creator.”2 This candidate was not hired either. IMPRESSIONS FROM YOUR RÉSUMÉ Typos, gaps in employment, and too much work history can leave negative impressions. Career coach Cheryl Palmer notes that using your employer’s e-mail sends the message to potential employers “that the job seekers will not hesitate to use their equipment for personal use.”3 RECOMMENDED TIPS The following suggestions can help you manage the impression you are sending when applying for a job. Do’s •Adjust your Facebook privacy settings so potential employers can’t see your party photos. •Use Twitter and LinkedIn to play up your professional interests (like posting relevant news articles). •Cross-check your résumé and LinkedIn profile to make sure there aren’t discrepancies. Don’ts •Don’t badmouth a current or former employer, colleague, or company. •Avoid using foul language and making negative remarks. •Don’t post anything that might be perceived as racist, biased, or illegal.4 Note: We cover impression management in more depth in Chapter 12. FOR YOUWHAT’S AHEAD IN THIS CHAPTER We want to help you enhance you.
Evaluating Startup Investment Potential with Data scienceSankar Nagarajan
A High level presentation on using Data Science ,Behavioral Economics and Predictive Analytics to evaluate the Investment potential in Startup companies. Target Audience for this includes Venture capitalists, Angel investors and all types of Investors in today's crowdfunding economy.
The deficiency or hindrance in the capacity to think passionate states is known as mind visual deficiency. This condition is seen to be the key inhibitor of social and enthusiastic insight for mentally unbalanced individuals. A mental imbalance is a range of neuro-formative conditions which influences one's social working, correspondence what's more, is frequently went with redundant practices and over the top interests. Failures coming about because of mind-visual deficiency incorporate measuring the enthusiasm of different gatherings amid discussions, withdrawal from social contact, obscurity to social signals, in distinction to individuals' conclusions and inconceivable non-verbal correspondence. The current assistive gadgets and instruments generally fill in as healing apparatuses that give a learning condition for mentally unbalanced youngsters to find out about the standards of social conduct. In any case, these instruments do not have the capacity to work in conjunction with certifiable circumstances. A thought is recommended that means to satisfy this need. We propose a compact gadget which can help extremely introverted individuals in correspondence in genuine circumstances. We trust that this versatile gadget can help to limit the hole amongst us and the universe of extreme introvertedness through helped correspondence. In this paper, we introduce one a player in this gadget, which is called Emotional Advisor to help extremely introverted youngsters in taking part in significant discussions where individuals can learn how they are feeling amid correspondence.
Presented at the SIETAR 2015 Europa Intercultural Congress in Valenia, offering important insights into Organizational Culture & Assessment of Global Leadership Competencies and the GLOBE study.
To discuss training and online resources, email support@pario-innovations.com
1931 Dracula Essay | Dracula | Count Dracula. Dracula Essay | English (Extension 1) - Year 11 HSC | Thinkswap. Extension English Dracula Essay | English (Extension 1) - Year 11 HSC .... Dracula essay - writefiction581.web.fc2.com. The Influence of Stoker’s Descriptions of Settings on Dracula: [Essay .... Dracula essay themes for beloved - ccllabscom. Need Help Writing an Essay? - dracula essay ideas - familiaressayist .... Dracula : Essays on the Life and Times of Vlad the Impaler (Edition 2 .... Dracula and the gothic horror genre. - GCSE English - Marked by .... The Gothic- Dracula Essay | English (Extension 1) - Year 11 HSC | Thinkswap. A Level Literature (11) ‘Dracula’ Assessment 1 – Guided Essay Writing .... Free essay dracula. Dracula: The Unfair War for Women's Thoughts: [Essay Example], 2858 .... Dorian Gray and Dracula essay plans | Teaching Resources. Dracula - Essay Questions Interactive for 10th - Higher Ed | Lesson Planet. The Symbolism of Blood in the Novel "Dracula": [Essay Example], 1813 .... Exemplar Dracula & The Bloody Chamber Essay | Teaching Resources. A-level Gothic- Dracula and the Bloody Chamber Essay Titles. Dracula Essay. Focussing on chapter fourteen, to what extent do you .... Translation of dracula Free Essay Example.
This session explores how you can hack your personal brand from noob to a highly sought after professional. It’s deliberate hacks that you can use to build your skills and reputation in the industry. Iker will share how he emerged from obscurity to being a hackathon champion and one of the most recognised leaders in sourcing.
Iker Jusue SOSUV 2020 October presentation - Cross-Referencing for Bold SourcersIker Jusue
Too much data and not sure how to verify authenticity and value? In this session master sourcer Iker will decipher the latest trends and tactics to cross-reference data sourced from a growing number of channels. This session is tech wizardry, research skills and out of the box thinking at its finest. Bottomline - learn how to make the data you sourced useful and valuable.
How can Sourcers still be relevant to their company when talent pipelines are running dry?
In the current context, Sourcers effort might make shift from converting top of the funnel prospects to candidates that will be interviewed by hiring teams.
In this session Iker will lay down ideas that will contribute to sourcers continuing to add strategic value. In addition Iker will look at behaviours sourcers can cultivate which can be be put to use when the economy comes roaring back.
Sourcing Tools Roundtable SourceCon Europe Budapest 2018Iker Jusue
Roundtable presentation about Sourcing Tools for the First Edition of SourceCon Europe 2018 in Budapest, including scheduling and automation tools, boolean assistants, regional resources and much more.
Why you need to become a Tech Sourcer (even if you don't hire for IT roles).Iker Jusue
During this presentation, Iker will explain a concept that he has been developing: Why it’s important to have a technical approach and mindset as a Sourcer or Recruitment professional.
Thousands of tools exist for Talent Sourcers and Recruiters to use, how do we make sense of what’s useful and what to ignore. In this session, Iker will continue in a long tradition of #SOSU and open his current toolbox. He will demonstrate some of best new technology in the market. This is a smorgasbord of plugins, extensions, apps. free tools and technology that are worth investing for Recruitment and Sourcing professionals. Iker will also add a cost/effect dimension to every tool he explored.
Mental Health and Wellbeing for Sourcers - SourceCon Digital 2020
1. Mental Health &
Wellbeing
for Sourcers
Keynote presented by Iker Jusue
Prepared for SourceCon Digital 2.0
22nd September 2020 @ The Internet
about.me/IkerJusue
Twitter: @IkerJR
2. ABOUT ME
Hands-on and strategic freelance practitioner
with more than eight years of professional
experience, offering Talent Acquisition
services, mainly focused in Sourcing, Advising,
Training and Delivering, managing teams and
projects across the globe for corporates as
QuantumBlack (McKinsey), Oracle,
ThoughtWorks, BIC or Inditex, in addition to
start-ups, HR Tech vendors, recruitment
agencies and RPO providers.
In 2019, I obtained the title of SourceCon
Grandmaster (2nd European, 1st non-native
English speaker winning it). I also have won
the first Sourcing Summit Europe Hackathon in
2017.
Presented by Iker Jusue - about.me/IkerJusue - Twitter: @IkerJR
5. “a state of mind
characterized by emotional
well-being, good behavioral
adjustment, relative freedom
from anxiety and disabling
symptoms, and a capacity to
establish constructive
relationships and cope with
the ordinary demands and
stresses of life”
Source: APA Dictionary of Psychology.
https://dictionary.apa.org/mental-health
6. Anxiety
“An emotion characterized by apprehension and
somatic symptoms of tension in which an individual
anticipates impending danger, catastrophe, or
misfortune.”
Source: APA Dictionary of Psychology
https://dictionary.apa.org/anxiety
7. Stress
“(…) the degree to which you feel overwhelmed or
unable to cope as a result of pressures that are
unmanageable”.
Source: https://www.mentalhealth.org.uk/a-to-z/s/stress
9. Analysis Paralysis
“Analysis paralysis refers to a situation in which an
individual or group is unable to move forward with a
decision as a result of overanalyzing data or
overthinking a problem.”
Source: https://www.investopedia.com/terms/a/analysisparalysis.asp
14. Impostor syndrome or phenomenon
“The situation in which highly accomplished, successful
individuals paradoxically believe they are frauds who
ultimately will fail and be unmasked as incompetent
(…). Clinical symptoms often are associated with the
phenomenon as well, including generalized anxiety,
depression, and diminished self-esteem and self-
confidence”
Source: APA Dictionary of Psychology https://dictionary.apa.org/impostor-phenomenon
17. Impostor syndrome
“You can’t expect other
people to value your work if
you don’t.”
Dr. Valerie Young
https://impostorsyndrome.com
TED talk (8 minutes):
https://youtu.be/h7v-GG3SEWQ
19. Right to disconnect
Sourcing can be unpleasantly perceived at times as an
unfinished, unaccomplished task. When to stop of
running a new search, sending a new message, testing
a new tool?
Use time management & automation to help you and
your team reducing stress.
21. Lack of control
What can trigger stress here?
Hiring Managers
Candidates
Alignment with the business
22. Flow state
Dr. Mihaly Csikszentmihalyi
TED talk (18 minutes):
https://youtu.be/fXIeFJCqsPs
23. What is the flow state?
“being completely
involved in an activity for
its own sake. The ego
falls away. Time flies.
Every action, movement,
and thought follows
inevitably from the
previous one, like playing
jazz. Your whole being is
involved, and you’re
using your skills to the
utmost”
Mihaly Csikszentmihalyi for Wired Magazine
(1996)
24. The 8 Characteristics of Flow
Complete concentration on the task;
Clarity of goals and reward in mind and
immediate feedback;
Transformation of time (speeding up/slowing
down);
25. The 8 Characteristics of Flow
The experience is intrinsically rewarding.
Effortlessness and ease.
There is a balance between challenge and skills.
Actions and awareness are merged, losing self-conscious
rumination.
There is a feeling of control over the task.
Source: https://positivepsychology.com/mihaly-csikszentmihalyi-father-of-flow/
26. Flow state
“Inducing flow is about the balance between the
level of skill and the size of the challenge at hand”
(Nakamura et al., 2009).
33. The power of One-to-Ones - 121s
Set regular time with your team to discuss how they
feel, aside sourcing metrics, achieved targets and
business matters.
34. Additional perks and company benefits
As part of your
C&B offering, or
using your team
budget, provide
subscriptions to
apps as
Headspace,
meditation
courses, Yoga,
counselling…
37. Make it part of your learning plan
Including content about Mental Health,
particularly Stress Management, can make a
difference on your team training and
onboarding.
39. Many thanks for
your time! Any
questions?
Let’s connect and stay in
touch.
www.linkedin.com/in/IkerJusue
If you are hiring for your team
and/or need an external
consultant, ping me to discuss!
Iker.Jusue@RoyanRecruitment.com
Presented by Iker Jusue - about.me/IkerJusue - Twitter: @IkerJR
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