Perfecting your Pitch- How to Attract Entrepreneurial Student Talent to your ...UF_CRC
Attracting entrepreneurial, innovative talent is not just about the office perks and notable brand name, it’s about creating an employment brand that speaks to UF student innovators and creating a work environment that fosters entrepreneurship within, or an “intrapreneurship.” This session will cover strategies on how to engage and retain entrepreneurial talent.
Perfecting your Pitch- How to Attract Entrepreneurial Student Talent to your ...UF_CRC
Attracting entrepreneurial, innovative talent is not just about the office perks and notable brand name, it’s about creating an employment brand that speaks to UF student innovators and creating a work environment that fosters entrepreneurship within, or an “intrapreneurship.” This session will cover strategies on how to engage and retain entrepreneurial talent.
Boosting Recruitment Strategy through Soft SkillsUF_CRC
In this interactive session, participants will learn how to use unique strategies to promote their brand, while helping address the skill gap. The discussion will focus on strategies for recruiting students by promoting the need for transferable skills. There will also be suggestions on how to use techniques that will draw students’ interest to the brand.
Job Search Strategies for Fundraising ProfessionalsMarina Dawson
This webinar features Paulina Nozka and Cathy Mann from Ryerson University. Learn job search tips and strategies specific to fundraisers from Paulina, an experienced Career Consultant, and Cathy, the Academic Coordinator for Ryerson's Fundraising Management Certificate Program.
Watch the full recorded webinar here: http://charityvillage.com/elearning/webinars/past-webinars/job-search-strategies-for-fundraising-professionals.aspx
Just when you thought you knew everything about the Millennial Generation, there is a new kid on the block, GenZ. This session will help you gain tips on recruiting this new generation early and you will walk away not only hearing success stories and instances of effective recruiting but also with an action plan for your next recruitment season.
Madonna Riley covers strategies that will help you retain the best people to ensure the long term success of your company, by discussing trends that drive the competition, reasons why employees leave, the value of an effective on-boarding process and various retention strategies and best practices.
Some information about the Oregon State MBA program. Presentation includes general information on the benefits of an MBA, as well as specific topics pertaining to our offering, including format, admissions, tuition and fees and scholarship information.
These slides were designed to accompany the Post-Bonner Careers webinar. The goal of this webinar was to share strategies to leverage students' Bonner experience to successfully secure a post-graduate opportunity, as well as provide information on the wide variety of post-graduate avenues. These slides were created by Samantha Ha, Bonner Foundation. The webinar took place on February 21, 2017.
Blueprint for Changing or Adopting TechnologyCyndy McDonald
For most people, choosing a new technology ranks right up there with getting a tooth pulled. How do you set up your criteria for reviewing technology? Where should you use technology? Where are the holes in your business processes that technology can address? How do you narrow the choices? How do you know you made the right choice? These and other questions will be addressed in this session by Cyndy McDonald.
PP on human capital managment.
HCM is business practices that integrate strategy with EBPS and employe experience
Everything that goes into the employee life cycle we touch
We address the process that go into attracting, growing and keeping talent
HR operations to CEO coaching
We believe change starts at the top also know its lonely leaders need support
Boosting Recruitment Strategy through Soft SkillsUF_CRC
In this interactive session, participants will learn how to use unique strategies to promote their brand, while helping address the skill gap. The discussion will focus on strategies for recruiting students by promoting the need for transferable skills. There will also be suggestions on how to use techniques that will draw students’ interest to the brand.
Job Search Strategies for Fundraising ProfessionalsMarina Dawson
This webinar features Paulina Nozka and Cathy Mann from Ryerson University. Learn job search tips and strategies specific to fundraisers from Paulina, an experienced Career Consultant, and Cathy, the Academic Coordinator for Ryerson's Fundraising Management Certificate Program.
Watch the full recorded webinar here: http://charityvillage.com/elearning/webinars/past-webinars/job-search-strategies-for-fundraising-professionals.aspx
Just when you thought you knew everything about the Millennial Generation, there is a new kid on the block, GenZ. This session will help you gain tips on recruiting this new generation early and you will walk away not only hearing success stories and instances of effective recruiting but also with an action plan for your next recruitment season.
Madonna Riley covers strategies that will help you retain the best people to ensure the long term success of your company, by discussing trends that drive the competition, reasons why employees leave, the value of an effective on-boarding process and various retention strategies and best practices.
Some information about the Oregon State MBA program. Presentation includes general information on the benefits of an MBA, as well as specific topics pertaining to our offering, including format, admissions, tuition and fees and scholarship information.
These slides were designed to accompany the Post-Bonner Careers webinar. The goal of this webinar was to share strategies to leverage students' Bonner experience to successfully secure a post-graduate opportunity, as well as provide information on the wide variety of post-graduate avenues. These slides were created by Samantha Ha, Bonner Foundation. The webinar took place on February 21, 2017.
Blueprint for Changing or Adopting TechnologyCyndy McDonald
For most people, choosing a new technology ranks right up there with getting a tooth pulled. How do you set up your criteria for reviewing technology? Where should you use technology? Where are the holes in your business processes that technology can address? How do you narrow the choices? How do you know you made the right choice? These and other questions will be addressed in this session by Cyndy McDonald.
PP on human capital managment.
HCM is business practices that integrate strategy with EBPS and employe experience
Everything that goes into the employee life cycle we touch
We address the process that go into attracting, growing and keeping talent
HR operations to CEO coaching
We believe change starts at the top also know its lonely leaders need support
Outline Presentation of Proposal to Create a Campus Recruiting program for an Atlanta-based technology firm. Presentation includes program scope, brand and employee value propositions, campus selection strategy, employing social media techniques to build collegiate talent awareness, interview protocols, development of parallel company internship program, and time line objectives for the first year of the program.
Slidedeck available for download in .pdf format from my Box.com account http://www.box.com/files#/files/0/f/0/1/f_1384294595 ;
.pps download presentation and verbal presentation available by contacting me at tafurlong99@yahoo.com.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
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Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
We all have good and bad thoughts from time to time and situation to situation. We are bombarded daily with spiraling thoughts(both negative and positive) creating all-consuming feel , making us difficult to manage with associated suffering. Good thoughts are like our Mob Signal (Positive thought) amidst noise(negative thought) in the atmosphere. Negative thoughts like noise outweigh positive thoughts. These thoughts often create unwanted confusion, trouble, stress and frustration in our mind as well as chaos in our physical world. Negative thoughts are also known as “distorted thinking”.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
1. HRM315-11201B-07
Phase 4 Individual Project
Sabrina Mergenthaler
Colorado Technical University Online
Professor Bryan Forsyth
March 19, 2012
Recruiting Strategy
of
Bain and Company
2. Bain & Company
•Boston, MA
•Founded in 1973
•Global expansion
•47 Offices-30 Countries
•5,500+ employees
•Qualifications:
Integrity
Intelligence
Passion
Ambition
Introduction
4. All Potential Hires
•Sharp problem-solving skills
•Results-oriented
•Leadership
•Passion
•Cover letter
•Resume
•Interview(s)
Advanced Positions
•Cover letter
•Resume (1-2 pages)
•Undergraduate GPA
•Unofficial graduate transcript
•Test scores (e.g., GRE, LSAT, MCAT,
Boards)
•TOEFL score
•Office preferences
•Interview(s)
Assessment of the Recruiting Practices of Bain and Company,
Continued…
5. Associate Consultant
•Bachelors Degree holders
•Mentors and Mentorships
•Educational Compensation
•Full time benefits
•Challenging career
•Encouraging work environment
Consultant
•Higher degree holders
•Execution of the plans
•Mentors
•Educational Compensation
•Full time benefits
•Encouraged growth
•Engaging work environment
Assessment of the Recruiting Practices of Bain and Company,
Continued…
6. Partners
•Recommendation
•Typically promoted from within
•Proven Merit
•Excels at training, recruiting, socializing
and encouraging others
Managers
•Builders of Diversity
•Blacks at Bain
•Bain Gay, Lesbian, Bisexual, and
Transgender Association for Diversity
•Latinos at Bain
•Veterans at Bain
•Women at Bain
•Progress to Partner
Assessment of the Recruiting Practices of Bain and Company,
Continued…
7. •Challenge Employees
•Encourage growth, learning, and teaching
•Select from the pool of elite scholars
•Demand innovation
•Build upon diversity
•Offer benefits
Bain Builds from the Intern Up
10. Bain & Company. (n.d.). Retrieved from http://www.joinbain.com/this-is-
bain/default.asp
BainCapital. (n.d.). Retrieved from
http://www.baincapital.com/AboutBainCapital/Default.aspx
Editorial Board. (2011). Introduction to Human Resource Management 1st Edition.
Words of Wisdom, LLC.
References
Editor's Notes
Abstract
Throughout the Managing Human Resources course at Colorado Technical University, we have recognized major progressions within the position of Human Resources professionals. In particular, we have focused on the importance of their strategy in creating jobs and filling those positions with the right people. The following presentation further highlights the contribution of Human Resource professionals through an analysis of the recruiting process of Bain and Company, a world-wide consulting firm. Through researching the website utilized by Bain and Company for the specific purpose of recruiting, we will compare the techniques used to recruit for various levels of positions. In measuring certain criteria of the employees (such as retention rate, productivity, and diversity), we will provide further detail in the effectiveness of the company’s recruiting strategies. By distinguishing this major function carried out by the Human Resources department of Bain and Company, we will add an expanded understanding of just how much of an impact Human Resource professionals are to all companies.
Introduction
One of the key factors in building a successful company lies in the employees it keeps. In realizing this crucial component, many businesses go to great lengths to attract and retain the right employee. Relying on the professionals in their Human Resources department to design jobs with benefits and develop recruiting techniques, these businesses depend on strategic approaches to build a pool of qualified applicants; and from that pool, pull the employees that will be the foundation of future growth (Editorial Board, 2011). In order to fully understand the magnitude of the recruiting process, this presentation will focus on Bain and Company, a leading world-wide consulting firm. For the purpose of this presentation, Bain and Company was selected for its prestigious standing, as well as the author’s previous desire to work for the organization.
Headquartered in Boston, Massachusetts, Bain and Company was founded in 1973 by Bill Bain. It has since evolved into a global company, spanning 47 offices across 30 countries. Their mission is to provide businesses with the tools and guidance to succeed. With over 5,500 employees and revenues toppling over $3billion, it is obvious that the organization would host and advocate strenuous recruiting practices. Bain places value on an employee’s intelligence, integrity, passion and ambition to make a difference (BainCapital, n.d.). Due to the importance the company stresses on employees with these merits, there is no limit to the extent in which Bain and Company will go to obtain and retain candidates of such caliber.
Assessment of the Recruiting Practices of Bain and Company
Bain and Company encourages a fast-paced growing environment for their employees. In fact, the average entry level employee can expect promotions toward management roles in as little as three years. With positions starting from internships to partnerships, addressing the needs of employees at all levels is crucial to employee development and engagement. More importantly, attracting the right and most diverse employees for these positions is one task in which Bain and Company takes so seriously that they only recruit from the most elite talent pools. Building an understanding for how Bain and Company came to be the widely-known organization that it is requires comprehending the methods in which they use to recruit and retain their extraordinary employee-base. In order to identify these techniques, we will assess approaches used to recruit for various employment levels. In particular, we will focus on the Associate Consultant, Consultant, Manager, and Partner titles (Bain, n.d.).
Regardless of the position, most employees will be graduates from some of the most elite educational institutions across the world. It is not uncommon for students among these colleges and universities to have familiarity with the recruiting agents of Bain and Company, since the business conducts regular visits to the campuses. During their visit, Bain’s recruiters are looking for those individuals with the sparks of intelligence, integrity, and ambition. Once found, students and graduates follow a rigorous hiring process designed to match the level of achievement expected for their respective schools. In fact, Bain’s recruiting website at www.JoinBain.com allows students to view the process for their particular college or university (Bain, n.d.).
Though Bain and Company focuses their recruiting efforts at prestigious colleges and job fairs across the globe, they host a recruiting site that allows people from all walks of life to apply. However, applicants should be aware of the competition. Bain and Company recruits, hires, and promotes based on results over seniority. For this reason, all applicants and potential hires should have sharp problem-solving skills, demonstrate leadership, passion, and be result-driven. For students and undergraduates, passing these barriers is enough to get noticed, but Bain still requires all applicants to submit cover letters, resumes, and test scores in addition to undergoing several interviews (Bain, n.d.).
For those with more experience, or applying for more advanced positions, the requirements only get steeper. For instance, Bain and Company expresses great interest in all academic reviews and transcripts. They also stand by a necessary Test of English as a Foreign Language (TOEFL) score submission, which is used to measure a person’s ability to use English in the business setting. An applicant seeking a position of advanced standing will also need to provide an excellent list of achievements and performance measures in addition to undergoing several interviews. These interviews however, dependant on position, will be conducted by key and major players of the company (Bain, n.d.).
Even entry level positions at Bain and Company require a Bachelors Degree or higher. For this reason, when recruiting for Associate Consultants and Consultants, Bain focuses on elite colleges and universities. From these pools, recruiters for Bain pluck only the finest candidates with the willingness and desire to learn and grow. Applicants who are hired are greatly challenged and encouraged to grow.
Making up the frontlines of developing powerful insights, Associate Consultants are responsible for finding vital information, developing high-quality analyses, and assessing the most critical concerns faced by clients. Associate Consultants learn early on in their profession with Bain and Company, that leadership is a desired trait. They are expected to train in areas they are unfamiliar with, as well as expand in the areas they are most familiar with. At Bain and Company, these associates are encouraged to speak up and stand out from their fellow employees. Due to the demanding nature of the position, Bain and Company invests tremendously in advancing not only the abilities of the Associate Consultant, but the education as well.
While most degree holders at this position will have Bachelor Degrees, Bain promotes furthering education through a scholarship program that assists employees with achieving higher levels of education. For this reason as well, Bain and Company partners Associate Consultants with upper-level mentors while allowing them to mentor interns. Once the level of education has been reached, and the Associate Consultant has proven themselves to be a leader, they may be considered for the next progression in employment—Consultant (Bain, n.d.).
As a full Consultant, Bain and Company requires that you have a Masters Degree or higher. Consultants are responsible for execution of the consultations and plans. They work with upper level managers, as well as their Associate counterparts. They are also offered compensation for continuing education. Once they have mastered their position as consultant, these employees are encouraged to progress into companies of their own, or upper level positions with Bain and Company (Bain, n.d.).
Because Bain and Company prides itself on the talent carried by diverse employees, the organization trusts the establishment of new diversifying programs to their upper level managers. In having exemplified their abilities at the preceding levels, Managers are responsible not only for passing along their knowledge and talent, but in designing the diversified future leaders of the company. In this effort, Bain has formulated specialized programs such as Blacks at Bain (BAB), Bain Gay, Lesbian, Bisexual, and Transgender Association for Diversity (BGLAD), Latinos at Bain (LATBA), Veterans at Bain (VAB), and Women at Bain (WAB). In maintaining the diversified workforce through the established programs, managers are met with the constant challenge of increasing the number of diverse and highly-qualified applicants and employees. With such a pertinent role to the company, Bain focuses on hiring managers of diverse backgrounds and elevated education levels. While many are promoted from within, the organization recognizes these leadership qualities can stem from any source, so long as they hold the required degrees (Bain, n.d.).
Progressing from the position of Manager to Partner will take a lot of time and demonstration of one’s ability to lead and stand out. Bain and Company recognizes the merit of an individual being recommended for Partner. In doing so, the employee will have demonstrated their ability to create and build upon innovative and long lasting relationships; contributed to the company in terms of knowledge, training, skills, recruiting, and socializing; and proven themselves as accountable members. Again, these individuals are typically promoted from within. However, Bain and Company does recognize outstanding outside sources for their selection process in partners as well (Bain, n.d.).
Bain prides itself on recruiting the finest employees. In building the best company from the intern up, Bain acknowledges a need to challenge employees. With each position employees are faced with new challenges; from learning, teaching, and providing new ideas, to recruiting and building the company in a diversified manner. In this way, we witness the recruitment process select individuals from elite schools and online, to promoting from within to ensure the absolute best of the best at the very top. The strategies used to hire a consultant will hardly match those used to establish a partner, simply because of the level of work involved. Bain relies on proven leadership over seniority, though at times, may find fresh minds for partners in any venue.
By adding the challenge of diversity to the responsibilities of managers, Bain and Company continues to achieve recognizable statuses for minority groups, while using that diversity to deliver innovative concepts to their clients. To continue building upon their workforce, Bain not only promises to uphold these challenging work environments for their employees, but offers more perks and benefits to encourage their loyalty.
While Bain and Company cannot rely on the challenge of the job to encourage all employees, the organization works hard to maintain the long lasting relationship between employee and company. For instance, with offices scattered across the globe, Bain and Company offers employees flexible opportunities to transfer to any of their international offices. The company also recognizes life’s ability to throw curveballs and thusly offers a variety of acceptable sabbatical and leave policies to add greater flexibility to employee schedules. They also encourage taking breaks for as long as two months at a time. Since Bain and Company also values continued education, they offer employees many externship opportunities. Their global expansion and partnership with a Private Equity Group allows employees to develop greater knowledge in a variety of areas as well. In developing a stronger relationship with its employees, Bain and Company not only promotes social engaging between employees, but supports and publicizes employee blogs right on the company site (Bain, n.d.).
If you thought working for Bain and Company offered great opportunities, just wait until life after Bain. The company extends an alumni association for past employees, interns, and partners. This alumni opens the doors to opportunities with partner companies, as well as helps former associates build their own companies (Bain, n.d.).
Measuring the effectiveness of Bain and Company’s technique to recruiting and hiring can take several approaches. You could measure the approval of the clientele, which currently indicates a greater performance over market competitors by 4:1, according to S&P 500. Since Bain and Company publishes employee blogs on their own site, you can even read about the rewarding and satisfying life of Bain’s associates. The success stories available through their diversity programs are also available to weigh in on the effectiveness of recruiting techniques (Bain, n.d.).
Further research shows Bain and Company has received numerous awards for being the best company to work for, as well as ranking number one in Employee Choice Awards. The company has been mentioned in several notable magazines which highlight their commitment to employees and accomplishing their mission to provide companies with the tools to succeed (Bain, n.d.).
The Human Resources department of Bain and Company has their hands full in maintaining the positive image and reputation of the company. However, as a result of their hard work and strategic approach to recruiting, their efforts have well paid off. We have seen throughout this presentation the success of recruiting practices which have been designed and perfected by the professionals in Bain and Company’s Human Resources division. It is no wonder Bain continues to operate at top notch performance levels with strategists like theirs. In allowing the Human Resource professionals at this company to perform at their full potential, Bain and Company has truly experienced what it means to have a valuable HR department.