This document discusses how Nichols offers an alternative to the traditional recruitment industry model. Some key points:
- Nichols has a global expertise and innovative approaches to access the full talent pool, adapting to changing business needs.
- In contrast, recruitment practices are still stuck in the past, with last minute hiring and failure to tap the full talent pool.
- Nichols understands what it means to be truly global, with researchers and directors working worldwide to source diverse international candidates.
- They specialize in consumer goods and healthcare with deep sector expertise, and are structured like their global clients to move quickly around the world.
For us, it is crucial that you can put your talents to use here at Findwise. We therefore sincerely hope that you feel encouraged to act independently and bravely, and that you come to work each day filled with joy and anticipation. We gladly walk this talk. Because without you and your fellow talents, this company would not exist – let alone thrive.
You are Findwise.
The document summarizes an interview with Mick Collins, a principal consultant for workforce analytics at SuccessFactors, on the topic of current trends and the future of HR analytics. Collins discusses that the fundamental value of HR analytics lies in its ability to correlate investments in human capital/people to business outcomes such as revenue, expenses, risk mitigation, and strategic plan execution. This allows HR executives to determine if money spent on talent initiatives delivered intended business results and the return on investment. Collins also notes that isolated HR metrics are of limited interest to executives but that HR analytics provides the potential to connect people investments to measurable impacts on key business outcomes.
Covers:
- Trends in Recruitment
- How culture changes as a company scales and how the culture shift impacts recruitment
- How to set realistic hiring expectations in order to hire quality candidates
- Hiring strategies for technical roles
The document is a newsletter from the Hong Kong Institute of Human Resource Management (HKIHRM) providing updates on recent events and initiatives.
It discusses Hong Kong's relatively low 3.3% employment rate amid global economic uncertainties. It also mentions the government exploring offsetting long service payments and severance payments from MPF/ORSO funds, which would significantly impact employers, employees and the economy.
HKIHRM organized a successful employee relations forum with over 15 experts from China, Hong Kong, Macau and Taiwan discussing trends, challenges and opportunities. The institute is also conducting surveys on benefits and pay and organizing conferences and awards to recognize excellence in human resources.
The newsletter features an interview with the Secretary for
A talk given at the World Employer Branding Day on how to build a strong employer brand. Combining theory and practice in the presented by Eva Vacikova from FEI Company and Petr Hovorka from BrandBakers.
This document provides guidance to students on navigating their career and job search. It outlines the importance of career planning and building experience through activities like volunteering, internships, and part-time work. The document also provides tips on developing resumes and online profiles, conducting an effective job search through networking and online applications, interviewing successfully, and considering alternative career paths if desired.
Heather cupp presentation to healthcare clientsheathercupp
Wolters Search Group is a large executive search firm with over 950 offices worldwide. They have a network of over 1.5 million candidates and revenues of $470 million in 2009. They provide both permanent placement and contract staffing services across many industries, with a focus on healthcare. Their fees typically equal 30% of the placed candidate's first year salary.
Rec Public Sector Summit Clear Presentation FinalKateHeadley
The document discusses the challenges facing the public sector in recruitment and hiring amid budget cuts. It emphasizes that diversity and inclusion must remain priorities during times of change. Recruiters are encouraged to innovate, consider the long term benefits of inclusive hiring practices, and work with employers to remove barriers that limit access to talent pools.
For us, it is crucial that you can put your talents to use here at Findwise. We therefore sincerely hope that you feel encouraged to act independently and bravely, and that you come to work each day filled with joy and anticipation. We gladly walk this talk. Because without you and your fellow talents, this company would not exist – let alone thrive.
You are Findwise.
The document summarizes an interview with Mick Collins, a principal consultant for workforce analytics at SuccessFactors, on the topic of current trends and the future of HR analytics. Collins discusses that the fundamental value of HR analytics lies in its ability to correlate investments in human capital/people to business outcomes such as revenue, expenses, risk mitigation, and strategic plan execution. This allows HR executives to determine if money spent on talent initiatives delivered intended business results and the return on investment. Collins also notes that isolated HR metrics are of limited interest to executives but that HR analytics provides the potential to connect people investments to measurable impacts on key business outcomes.
Covers:
- Trends in Recruitment
- How culture changes as a company scales and how the culture shift impacts recruitment
- How to set realistic hiring expectations in order to hire quality candidates
- Hiring strategies for technical roles
The document is a newsletter from the Hong Kong Institute of Human Resource Management (HKIHRM) providing updates on recent events and initiatives.
It discusses Hong Kong's relatively low 3.3% employment rate amid global economic uncertainties. It also mentions the government exploring offsetting long service payments and severance payments from MPF/ORSO funds, which would significantly impact employers, employees and the economy.
HKIHRM organized a successful employee relations forum with over 15 experts from China, Hong Kong, Macau and Taiwan discussing trends, challenges and opportunities. The institute is also conducting surveys on benefits and pay and organizing conferences and awards to recognize excellence in human resources.
The newsletter features an interview with the Secretary for
A talk given at the World Employer Branding Day on how to build a strong employer brand. Combining theory and practice in the presented by Eva Vacikova from FEI Company and Petr Hovorka from BrandBakers.
This document provides guidance to students on navigating their career and job search. It outlines the importance of career planning and building experience through activities like volunteering, internships, and part-time work. The document also provides tips on developing resumes and online profiles, conducting an effective job search through networking and online applications, interviewing successfully, and considering alternative career paths if desired.
Heather cupp presentation to healthcare clientsheathercupp
Wolters Search Group is a large executive search firm with over 950 offices worldwide. They have a network of over 1.5 million candidates and revenues of $470 million in 2009. They provide both permanent placement and contract staffing services across many industries, with a focus on healthcare. Their fees typically equal 30% of the placed candidate's first year salary.
Rec Public Sector Summit Clear Presentation FinalKateHeadley
The document discusses the challenges facing the public sector in recruitment and hiring amid budget cuts. It emphasizes that diversity and inclusion must remain priorities during times of change. Recruiters are encouraged to innovate, consider the long term benefits of inclusive hiring practices, and work with employers to remove barriers that limit access to talent pools.
CEO-centric research project that set out to answer the following the following question: “How might Connect / Catalyst Inc/ Northern Ireland provide new help to enable more NI startups to get to $10M–100M revenue?”
The Enterprise Showcase is an opportunity to recognise the University of Portsmouth's up and coming enterprising startups including our students, graduates and staff.
We open three of our awards up to the general public to nominate and these are the 2016 nominations.
With a serious talent shortage on the horizon, the insurance industry needs to become an employer of choice for the next generation. Here's how to do it.
Mar 01, 2015 | By Melissa Hillebrand
Innovation is one of the latest buzz words, but what does innovation really mean and how does it impact the way you do business and serve your clients? Often times, business leaders think innovation refers solely to technology, when in fact cloud and mobility are shifting away from being a new idea to being mainstream and an expectation, leaving clients wanting more. What does “being innovative” in your accounting firm mean to your business model, the way you interact with your clients, and how you plan for the future? Jennifer Warawa, Vice President and General Manager of Sage Accountant Solutions at Sage North America, and Tom Hood, CEO of Maryland Association of CPAs and the Business Learning Institute, will share research, trends, and insights into how the next phase of innovation will have an impact on the way you do business, and what changes are crucial in order to stay one step ahead of the competition.
Governance 101: Early- and Growth-Stage Tech Companies - Entrepreneurship 101...MaRS Discovery District
This lecture will present foundational considerations for building your board of directors, as well as compare and contrast it to an advisory board. The session will emphasize how to build and adapt the board of directors for high productivity and impact, and describe how to do so at the pace of high-performing startup and growth-stage technology businesses.
Lecture takeaways:
-Understand the difference between a board of advisors and a board of directors and how the structures relate to each other
-Understand the basics of building, managing and evaluating your board of directors
-Be equipped to make both incremental and larger changes in how governance is addressed in your business
Recruitment Is No Longer The Poor Cousin Of Hrmatthewitson
Recruitment is increasingly seen as strategically important to organizations. The ability to attract and source skilled employees is identified as a key business risk at the board level. Recent research suggests over 60,000 new positions will be created in Western Australia in the next five years, requiring recruitment functions to have answers for how to attract candidates. Recruitment managers have an opportunity to demonstrate their strategic thinking and leadership to help organizations meet this critical demand.
Consistently great customer service requires the right mix of People, process and technology.
This presentation will address the People factor; the Human Side of Customer Service, through 3 key areas:
1. The business case for service
2. Customer-centric DNA
3. The Employers' Golden Rule
Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by ...Alexander Crépin
The document discusses how corporate recruitment is changing in the age of social media. It covers several topics:
1. The roles and responsibilities of corporate recruiters are expanding to include activities like talent pipeline management, employer branding, and social media engagement.
2. Recruiters must develop strategies around sourcing talent, account management, and using both internal and external recruitment partners.
3. Metrics are changing to reflect new priorities like employer brand equity, referral programs, and cost per hire.
4. Social media is driving the need for recruiters to have both strong interpersonal skills and technical skills to engage candidates online through platforms like LinkedIn, Twitter, and networking tools. Building long-term talent relationships
The document discusses what makes a modern recruiter and provides perspectives from various experts in the recruiting field. A modern recruiter is described as someone who uses both art and science in their work by leveraging skills in areas like sales, marketing, research and technology. They act as matchmakers between candidates and jobs, advisors to their organizations, and utilize data to inform decisions and measure performance. LinkedIn is positioned as a key tool that modern recruiters can use to more effectively find and engage talent at scale. The document will provide guidance on using LinkedIn to enhance profiles, company pages, sourcing, job postings and other areas.
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
The document discusses what makes a modern recruiter and provides perspectives from various recruiting experts. A modern recruiter uses both art and science in their work. They are skilled at building relationships and identifying talent, but also rely on data and tools to inform their strategy. Modern recruiters think holistically about aligning talent needs with organizational objectives. They are adept at multiple roles including matchmaker, talent advisor, salesperson, marketer, data analyst, researcher, and technologist. LinkedIn is positioned as a key partner for modern recruiters by providing access to talent and tools to engage candidates at scale. The document emphasizes that an effective profile and company presence on LinkedIn are important for recruiters as the network is often the first
What will happen in 2019?
As always, I can only read between the lines, combine various signals, information and experiences from the labor market, unlock trends in the United States and Western Europe, watch the progress and the actions of inspirational companies, and polish my Employer Branding crystal ball. I have been faithful to this approach for many years. So, what do I see in the next year? With my eyes closed, I see "people dancing around the company fire in a celebration of a meaningful workplace progression for them". Well, well - let's move the metaphors into a more comprehensible form - 5 specific directions that could be enacted in the new year in Employer Branding.
1. attempts of ANY KIND TO MOTIVATE –> creating MEANINGFUL WORK
2. BUZZWORDS on notice boards –> capturing KEY VALUES
3. Concern for MATERIAL REINSURANCE -> focus on the CARING ENVIRONMENT
4. corporate SOCIAL RESPONSIBILITY –> corporate EMPLOYEE RESPONSIBILITY
5. separate DEPARTMENTS –> united TEAMS
The document provides information about The Director-e, a portal matching business skills and expertise with opportunities. It introduces the leadership team, including Managing Director Les Phillimore, who recognized the opportunity to leverage senior professionals' experience. Communications Director Rachel Hargrave and others joined to establish The Director-e as the premier recruitment resource utilizing seasoned experts' knowledge and networks.
The document provides reasons for why starting a business as a university student could be seen as a bad idea, such as lack of experience or time, but argues that students have advantages like free time, resources, and networks that can help launch an idea, and that successful entrepreneurs like Mark Zuckerberg founded businesses while still in college. It encourages readers to pursue their ideas now rather than waiting by highlighting the opportunities available to students.
The document provides a curriculum vitae for Nonkululeko Dwane. It outlines her extensive experience over 15 years working in technology solutions across various industries, with a focus on financial services, software, and consulting. She has held leadership roles in sales and business development. The CV details her qualifications, skills, and work history at companies such as Microsoft, Sun Microsystems, and Caseware Africa.
You are free in a world that you can do what you want. drive your limo around the town, play with physics and take off to the skies in your limo, reaching newer and higher places. Drive on top of buildings, scale ramps and structures, smash up your limo and other cars, do stunts.
Trim Tab Spring 2013 Regenerating the WholeBill Reed
The document discusses the concept of regenerative design and living system design. The key points are:
1) Regenerative design aims to engage human activities in positive relationships with all life by restoring ecosystems and focusing on interrelationships rather than just minimizing impacts.
2) Living system design views places as unique, interconnected systems and recognizes that life only regenerates through exchange of energies between living entities in relationships.
3) The role of design is to create opportunities for ongoing, evolutionary relationships between people and life that inform infrastructure and buildings.
Trim tab winter 2013 Falling in love w lifeBill Reed
1) The article discusses the need for humans to shift towards a state of being that is in right relationship with nature through developing an understanding of why we should care for life and practicing how to do so.
2) It argues that technology alone cannot save the environment and that the greatest leverage comes from inner human development and practices that foster a caring relationship with nature.
3) Research like the Human Microbiome Project shows that humans are intricately interconnected with other life forms through our microbiomes, and should view ourselves as part of larger living systems rather than as a singular species. This highlights our dependence on nature and other organisms.
Trim Tab Winter 2013 - Falling in Love w LifeBill Reed
1) The article discusses the need for humans to shift towards a state of being that is in right relationship with nature through developing an understanding of why we should care for life and practicing how to do so.
2) It argues that technology alone cannot save the environment and that the greatest leverage comes from inner human development and practices that foster a caring relationship with nature.
3) Research like the Human Microbiome Project shows that humans are intricately interconnected with other life forms through our microbiomes, and should view ourselves as part of larger living systems rather than as a singular species. This highlights our dependence on nature and other organisms.
Designing from Place - A Regenerative Framework and Methodology - BR7463 v6Bill Reed
The document describes a regenerative framework and methodology for design. It begins by outlining the need to transition to an ecological worldview to address environmental challenges. A regenerative methodology is proposed as a way for design practitioners to facilitate this transition. The methodology described was developed over 16 years and is rooted in ecological principles. It views humans as part of nature and aims to realign human activities with natural systems through a developmental process. The summary explores the underlying premises and concepts that shape the methodology, including its view of regeneration, human role, and approach of working developmentally.
CEO-centric research project that set out to answer the following the following question: “How might Connect / Catalyst Inc/ Northern Ireland provide new help to enable more NI startups to get to $10M–100M revenue?”
The Enterprise Showcase is an opportunity to recognise the University of Portsmouth's up and coming enterprising startups including our students, graduates and staff.
We open three of our awards up to the general public to nominate and these are the 2016 nominations.
With a serious talent shortage on the horizon, the insurance industry needs to become an employer of choice for the next generation. Here's how to do it.
Mar 01, 2015 | By Melissa Hillebrand
Innovation is one of the latest buzz words, but what does innovation really mean and how does it impact the way you do business and serve your clients? Often times, business leaders think innovation refers solely to technology, when in fact cloud and mobility are shifting away from being a new idea to being mainstream and an expectation, leaving clients wanting more. What does “being innovative” in your accounting firm mean to your business model, the way you interact with your clients, and how you plan for the future? Jennifer Warawa, Vice President and General Manager of Sage Accountant Solutions at Sage North America, and Tom Hood, CEO of Maryland Association of CPAs and the Business Learning Institute, will share research, trends, and insights into how the next phase of innovation will have an impact on the way you do business, and what changes are crucial in order to stay one step ahead of the competition.
Governance 101: Early- and Growth-Stage Tech Companies - Entrepreneurship 101...MaRS Discovery District
This lecture will present foundational considerations for building your board of directors, as well as compare and contrast it to an advisory board. The session will emphasize how to build and adapt the board of directors for high productivity and impact, and describe how to do so at the pace of high-performing startup and growth-stage technology businesses.
Lecture takeaways:
-Understand the difference between a board of advisors and a board of directors and how the structures relate to each other
-Understand the basics of building, managing and evaluating your board of directors
-Be equipped to make both incremental and larger changes in how governance is addressed in your business
Recruitment Is No Longer The Poor Cousin Of Hrmatthewitson
Recruitment is increasingly seen as strategically important to organizations. The ability to attract and source skilled employees is identified as a key business risk at the board level. Recent research suggests over 60,000 new positions will be created in Western Australia in the next five years, requiring recruitment functions to have answers for how to attract candidates. Recruitment managers have an opportunity to demonstrate their strategic thinking and leadership to help organizations meet this critical demand.
Consistently great customer service requires the right mix of People, process and technology.
This presentation will address the People factor; the Human Side of Customer Service, through 3 key areas:
1. The business case for service
2. Customer-centric DNA
3. The Employers' Golden Rule
Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by ...Alexander Crépin
The document discusses how corporate recruitment is changing in the age of social media. It covers several topics:
1. The roles and responsibilities of corporate recruiters are expanding to include activities like talent pipeline management, employer branding, and social media engagement.
2. Recruiters must develop strategies around sourcing talent, account management, and using both internal and external recruitment partners.
3. Metrics are changing to reflect new priorities like employer brand equity, referral programs, and cost per hire.
4. Social media is driving the need for recruiters to have both strong interpersonal skills and technical skills to engage candidates online through platforms like LinkedIn, Twitter, and networking tools. Building long-term talent relationships
The document discusses what makes a modern recruiter and provides perspectives from various experts in the recruiting field. A modern recruiter is described as someone who uses both art and science in their work by leveraging skills in areas like sales, marketing, research and technology. They act as matchmakers between candidates and jobs, advisors to their organizations, and utilize data to inform decisions and measure performance. LinkedIn is positioned as a key tool that modern recruiters can use to more effectively find and engage talent at scale. The document will provide guidance on using LinkedIn to enhance profiles, company pages, sourcing, job postings and other areas.
The document provides tips for modern recruiters on using LinkedIn effectively. It discusses making compelling profile and company page profiles that showcase the recruiter and company culture. It recommends crafting an inspiring profile with rich media and volunteer experience. For the company page, it suggests using video, growing followers, engaging followers with targeted updates, and extending reach through sponsored content. The document also provides examples of inspiring individual profiles and effective company pages.
The document discusses what makes a modern recruiter and provides perspectives from various recruiting experts. A modern recruiter uses both art and science in their work. They are skilled at building relationships and identifying talent, but also rely on data and tools to inform their strategy. Modern recruiters think holistically about aligning talent needs with organizational objectives. They are adept at multiple roles including matchmaker, talent advisor, salesperson, marketer, data analyst, researcher, and technologist. LinkedIn is positioned as a key partner for modern recruiters by providing access to talent and tools to engage candidates at scale. The document emphasizes that an effective profile and company presence on LinkedIn are important for recruiters as the network is often the first
What will happen in 2019?
As always, I can only read between the lines, combine various signals, information and experiences from the labor market, unlock trends in the United States and Western Europe, watch the progress and the actions of inspirational companies, and polish my Employer Branding crystal ball. I have been faithful to this approach for many years. So, what do I see in the next year? With my eyes closed, I see "people dancing around the company fire in a celebration of a meaningful workplace progression for them". Well, well - let's move the metaphors into a more comprehensible form - 5 specific directions that could be enacted in the new year in Employer Branding.
1. attempts of ANY KIND TO MOTIVATE –> creating MEANINGFUL WORK
2. BUZZWORDS on notice boards –> capturing KEY VALUES
3. Concern for MATERIAL REINSURANCE -> focus on the CARING ENVIRONMENT
4. corporate SOCIAL RESPONSIBILITY –> corporate EMPLOYEE RESPONSIBILITY
5. separate DEPARTMENTS –> united TEAMS
The document provides information about The Director-e, a portal matching business skills and expertise with opportunities. It introduces the leadership team, including Managing Director Les Phillimore, who recognized the opportunity to leverage senior professionals' experience. Communications Director Rachel Hargrave and others joined to establish The Director-e as the premier recruitment resource utilizing seasoned experts' knowledge and networks.
The document provides reasons for why starting a business as a university student could be seen as a bad idea, such as lack of experience or time, but argues that students have advantages like free time, resources, and networks that can help launch an idea, and that successful entrepreneurs like Mark Zuckerberg founded businesses while still in college. It encourages readers to pursue their ideas now rather than waiting by highlighting the opportunities available to students.
The document provides a curriculum vitae for Nonkululeko Dwane. It outlines her extensive experience over 15 years working in technology solutions across various industries, with a focus on financial services, software, and consulting. She has held leadership roles in sales and business development. The CV details her qualifications, skills, and work history at companies such as Microsoft, Sun Microsystems, and Caseware Africa.
You are free in a world that you can do what you want. drive your limo around the town, play with physics and take off to the skies in your limo, reaching newer and higher places. Drive on top of buildings, scale ramps and structures, smash up your limo and other cars, do stunts.
Trim Tab Spring 2013 Regenerating the WholeBill Reed
The document discusses the concept of regenerative design and living system design. The key points are:
1) Regenerative design aims to engage human activities in positive relationships with all life by restoring ecosystems and focusing on interrelationships rather than just minimizing impacts.
2) Living system design views places as unique, interconnected systems and recognizes that life only regenerates through exchange of energies between living entities in relationships.
3) The role of design is to create opportunities for ongoing, evolutionary relationships between people and life that inform infrastructure and buildings.
Trim tab winter 2013 Falling in love w lifeBill Reed
1) The article discusses the need for humans to shift towards a state of being that is in right relationship with nature through developing an understanding of why we should care for life and practicing how to do so.
2) It argues that technology alone cannot save the environment and that the greatest leverage comes from inner human development and practices that foster a caring relationship with nature.
3) Research like the Human Microbiome Project shows that humans are intricately interconnected with other life forms through our microbiomes, and should view ourselves as part of larger living systems rather than as a singular species. This highlights our dependence on nature and other organisms.
Trim Tab Winter 2013 - Falling in Love w LifeBill Reed
1) The article discusses the need for humans to shift towards a state of being that is in right relationship with nature through developing an understanding of why we should care for life and practicing how to do so.
2) It argues that technology alone cannot save the environment and that the greatest leverage comes from inner human development and practices that foster a caring relationship with nature.
3) Research like the Human Microbiome Project shows that humans are intricately interconnected with other life forms through our microbiomes, and should view ourselves as part of larger living systems rather than as a singular species. This highlights our dependence on nature and other organisms.
Designing from Place - A Regenerative Framework and Methodology - BR7463 v6Bill Reed
The document describes a regenerative framework and methodology for design. It begins by outlining the need to transition to an ecological worldview to address environmental challenges. A regenerative methodology is proposed as a way for design practitioners to facilitate this transition. The methodology described was developed over 16 years and is rooted in ecological principles. It views humans as part of nature and aims to realign human activities with natural systems through a developmental process. The summary explores the underlying premises and concepts that shape the methodology, including its view of regeneration, human role, and approach of working developmentally.
This article discusses the concept of "net-positive" buildings and argues that realizing the potential of net-positive design depends on how practitioners define "positive". The article posits that defining net-positive as buildings that add value to ecological systems, not just generate surpluses, is important to move beyond technical challenges. However, there are differing interpretations of what adds value - an anthropocentric view focuses on human benefits, while an ecological view defines value as benefits to life in a place. The article argues that reconciling these views could transform building design, and that embracing ecological thinking is key for practitioners to create truly net-positive buildings.
Behavior Driven Development with AngularJS & JasmineRemus Langu
This document discusses Behavior-Driven Development (BDD) and how it can improve software development. BDD is a methodology that uses examples in natural language to define desired software behaviors and tests those examples throughout development. It aims to bridge communication gaps between developers, testers, and business stakeholders. The document outlines BDD processes and how they differ from traditional waterfall and test-driven development. It also provides an example template for writing BDD scenarios in Gherkin, a domain-specific language.
Las hormonas son sustancias químicas producidas por una parte del organismo que viajan por la sangre y modifican las funciones de órganos o tejidos distantes. Cumplen funciones como transmitir señales ambientales importantes, regular el metabolismo y la homeostasis, y controlar el crecimiento, la reproducción y el desarrollo. Existen diferentes tipos de hormonas según su mecanismo de acción y lugar de producción, y actúan a través de receptores celulares para generar señales intracelulares.
Este documento describe los paradigmas y modelos que subyacen a la psicología comunitaria. La psicología comunitaria surge a partir de paradigmas como el relativista cuántico y se caracteriza por la complejidad, el holismo y la ambigüedad. Aborda cinco dimensiones integrales de un paradigma: ontología, epistemología, metodología, ética y política. Propone una perspectiva holística e interactiva basada en la relación y la construcción social del conocimiento.
Este documento resume las principales fuentes del derecho laboral en Venezuela de acuerdo con el Artículo 16 de la Ley Orgánica del Trabajo. Las fuentes incluyen la Constitución de Venezuela, los tratados y convenios internacionales ratificados por Venezuela, las leyes laborales como la Ley Orgánica del Trabajo y su reglamento, los convenios colectivos de trabajo y laudos arbitrales, la jurisprudencia en materia laboral, y los usos y costumbres siempre que no contradigan las normas constitucionales y legales.
Criminal law prohibits harmful acts through statutes and common law. It aims to protect the public from harm by punishing crimes that have occurred and preventing future harms. For an act to be considered a crime, it must violate a criminal law, be intentional, and have a prescribed punishment. Crimes vary in severity from mala in se offenses that are inherently wrong to mala prohibita offenses that are crimes due to restrictions placed on them. Criminal law is subject to constitutional limitations and requirements of due process and prohibitions on things like ex post facto laws and cruel and unusual punishment.
Este documento resume los principales principios de la prueba en Venezuela. Describe 18 principios, incluyendo el principio de competencia, publicidad, contradicción, igualdad probatoria, congruencia, carga de la prueba, lealtad probatoria, preclusividad, libertad probatoria, inmediación, exhaustividad, control de la prueba, comunidad de la prueba, disposición y renunciabilidad de las pruebas, prohibición de aplicar el conocimiento privado del juez, interés público de la prueba, formalidad y legitimidad
El documento resume las principales vías metabólicas de los carbohidratos, incluyendo la glucólisis, gluconeogénesis, glucogenólisis y vía del ácido urónico. Describe los sitios de localización celular y tisular, precursores, productos, generación de ATP y puntos de regulación clave de cada vía. Además, identifica los principales activadores e inhibidores que regulan el flujo a través de estas rutas metabólicas de carbohidratos.
Soul music originated in the 1950s and 1960s in the United States, combining elements of gospel, rhythm and blues, and jazz. It became popular for dancing and relaxation. Soul music varied stylistically across regions, such as Motown's rhythmic Detroit sound and Southern soul's energetic gospel-influenced style. Key artists like Ray Charles, James Brown, and Jackie Wilson helped develop soul music in different ways. Soul came to influence both rock music and the music of the civil rights movement.
Simulateur Pro SKI Fit 360 by Studio 360 Connect pour : Clubs Fitness ; Hôtels ; Magasins de sport (essayage de chaussures de ski) ; Stations de ski et Animations événementielles.
Canny Bites: Attract, Retain, Grow your team to grow your business by Safaraz...The Pathway Group
Canny Bites: Attract, Retain, Grow your team to grow your business by Safaraz Ali
• Attract – How do I recruit the right people for my business?
• Retain – How do I create a high-performance culture that people are engaged with? How do I keep and engage the right people?
• Grow - How do I develop and grow the right people, and in turn, grow my business?
Joining Our Business _ A Career in Recruitment.pdfJonSurman3
This document discusses the attributes and skills needed to be a successful recruiter. It describes recruitment as a business development opportunity where recruiters help both job seekers and employers by finding the perfect job matches. Key attributes of good recruiters include integrity, strong listening skills, adaptability, time management, resilience, relationship building, embracing technology, self-confidence, and negotiation abilities. The document emphasizes that recruitment requires understanding people and business needs while navigating relationships to create win-win solutions for all parties.
Joining our business a career in recruitmentJonSurman4
The document provides information about joining a career in recruitment and working for Nucleus Precision Consultants. It discusses the values of dominating your market space, taking responsibility, being authentic, always learning, and acting outwardly. It describes what recruiters do, screening candidates, creating shortlists, arranging interviews. It outlines the recruitment process and benefits of working for Nucleus such as support, training, career pathways, and competitive salary and commission structures. Testimonials discuss the rewards of helping people and companies succeed and finding challenges fulfilling.
The document discusses Volvo's approach to employer branding and how it differs globally. It notes that while Volvo has strong brand recognition in Sweden, its presence and what it offers as an employer are not as well known in other parts of the world. Therefore, Volvo tailors its marketing messages and communications based on whether the target audience is aware of the company, actively looking for opportunities, and if Volvo is attracting the right applicants. The document provides an example of Volvo emphasizing building a diverse team in communications for its new US plant. It also notes the importance of employees serving as authentic brand ambassadors by sharing their stories.
How HR Can Ensure a Smooth Return to the Office - Robert Stone, CHEP Network HR Network marcus evans
Ahead of the marcus evans HR Summit 2024, read here an interview with Robert Stone on what approach would achieve the workplace culture and environment people are looking for today.
Outplacement Company Brochure - Always ForwardDavid Archer
Always Forward provides outplacement services to help employees who are facing redundancy or career changes. Their services help with staff retention during restructuring by ensuring employees feel supported. Their services save HR teams time by handling the intensive outplacement process. They offer a full suite of services including workshops, coaching, resume and networking assistance, and interview preparation to help clients confidently transition to their next career opportunity. Testimonials from clients in financial services and publishing praise Always Forward for the way they discreetly and effectively handled outplacement programs.
Velocity Talent provides executive recruitment services. Their dedicated search process involves assessing a client's needs, implementing a search strategy, and monitoring the process. They have 42 years of experience in recruiting for accounting, finance, technology, and consulting roles. They also offer relocation assistance services for candidates through their partnership with the MRI network.
Salt DRO provides digital recruitment outsourcing services to help companies find and hire the best digital talent. They manage the entire recruitment process, reducing time and costs for clients. Salt DRO also promotes clients' brands through social media campaigns, events, and networking with candidates in key digital markets around the world. Their services include search and selection of senior hires, contingent hiring, and hosting recruitment events.
Become is a global recruitment agency specializing in media and creative roles. It has offices in Hong Kong, Sydney, Melbourne, London, Manchester, and Amsterdam. Become recruits for a variety of roles including creative, production, media, digital, client services, and marketing. It prides itself on matching top talent with leading agencies through a personalized recruitment process and by understanding each local market.
Philips has evolved from a consumer electronics business to a leading health technology company. This has increased demand for technical specialists like software developers and data scientists. Philips engages both permanent employees and contract/contingent workers to access different types of global talent. They have developed an "assignment value proposition" tailored for freelancers that focuses on opportunities for skills development through challenging projects. Philips aims to connect people with work in the most seamless way, whether working from home or in an office. Diversity and inclusion are also priorities, and Philips tracks all feedback to improve as an employer.
Innovate Finance’s booklet ‘Celebrating Diversity in FinTech’ shines a spotlight on leading FinTech firms and institutions closing the diversity gap in FinTech and promoting inclusion within the workplace.
The booklet features 10 member companies including some of the world’s most successful and exciting FinTech businesses such as Bankable, Neyber, remittance companies Azimo and World Remit, leading banks Lloyds Banking Group and RBS.
AES helps you believe in better. This presentation is part manifesto and part employee handbook. It’s about who we are, and what we aspire to become (and we continue to work hard to get there).
To thrive in today’s dynamic and unpredictable business environment we need novel ways of doing things, whatever the economic climate. So in an age when traditional skills can be outsourced or automated, creative thinking skills are highly sought after.
We train and develop employees at all levels to think creatively and solve problems. We do this by helping them understand their creative strengths and take new approaches to business issues. Often this involves a significant degree of change – unlearning existing ways of working to adopt a more flexible, curious approach.
To ensure these new skills and behaviours are fully utilised and recognised, we also help organisations integrate innovation-friendly working practices into corporate HR policy. This includes how to promote and reward creative thinking, how to integrate this into appraisals and performance reviews, and how to recruit for innovation.
The document discusses Charlton Morris, a global recruitment consultancy. It notes that the pace of change in business requires recruitment specialists to act quickly on a global scale to meet changing market needs. Charlton Morris provides tailored, bespoke recruitment solutions using a global network and deep industry expertise to quickly identify and select the best candidates. Its specialized services include executive search, global contingency search, and dedicated recruitment programs.
Ellwood Consulting is a specialized recruitment firm focused on building long-term relationships with clients through their sector expertise in filling mid-senior level positions. They take a personalized approach to understand client and candidate needs and objectives to find the best cultural and personality fit. The firm aims to go beyond just qualifications by asking the right questions to identify candidates that will help organizations achieve their goals and add value.
Ellwood Consulting is a specialized recruitment firm focused on building long-term relationships with clients through their sector expertise in filling mid-senior level positions. They take a personalized approach to understand client and candidate needs and objectives to find the best cultural and personality fit. The firm aims to go beyond just qualifications by asking the right questions to identify candidates that will help organizations achieve their goals and add value.
The Culture Cure for Digital: How to Fix What’s Ailing BusinessCognizant
Work cultures that have developed over time can be too slow-moving and complacent for the digital age. Business leaders need to intentionally reshape the organizational culture to energize people for the work of the future.
This document provides guidance for employers on creating a transgender-friendly workplace in regards to recruitment and retention of transgender staff. It addresses practical advice and legal considerations. Some key points include promoting inclusion on the company website, being flexible with application forms, ensuring sensitive handling of personal information, complying with anti-discrimination laws, and providing support and training for managers to understand issues impacting transgender employees. The overall goal is for employers to make all staff feel valued and enable transgender individuals to fulfill their potential without fear of discrimination.
Every month we “shine a light” on one Shared Intelligence member, by asking them a series of questions in order to share their background, insight and experiences with the Shared Intelligence community.
This month meet Eric Riego de Dios, Human Resources Director, Baker McKenzie Global Services.
For more information, please visit www.sharedintelligence.com.
2. 1
Nichols offer an alternative to
a world where the recruitment
industry is set in stone.
We offer global expertise that
mirrors how modern business
actually operates. We offer inventive
approaches to access the entire talent
pool. We offer innovations that adapt
to the pace of change and help with
succession planning. We offer clarity
of vision, swift movement, and a sixth
sense for what’s right. We also offer
fee structures that better reflect the
work we do. Fast, agile, bright and
alive to needs: if you want to end the
stone age, the time has come.
Even before you reach the end of
this sentence your world will have
changed: strategies reinvented,
barriers crossed, new markets
opened. Business has developed
beyond recognition. Companies
think and operate without
boundaries. Teams are international,
but things move faster. Everything is
built around flexibility and change.
Except recruitment. Incredibly,
companies still haven’t found a way
to plan ahead when it comes to
finding people. Vital posts are still
filled in a panic at the last minute.
Businesses rarely tap in to the full
pool of talent. And recruitment fees?
They too are stuck in the stone age.
3. 3
Once upon a time, the companies
the recruitment industry served
were structured like empires –
multiple countries managed locally,
far from the global centres. The
search industry is still structured
this way: typically, a consultant in
a large global executive search
firm only works within their home
country, feet firmly rooted to the
ground. Many executive search
companies who claim to be global
are little more than a collection of
affiliates or franchises. One country,
one culture… and a little one
dimensional.
But the world has moved on. The
model is out of date. Companies
now work without frontiers. The
needs of modern business –
managed now as a global and
regional matrix – have morphed
beyond recognition. Job roles
cover vast areas. And so do
we. Candidates can come from
anywhere, may be based anywhere,
can be of any culture, nationality
or religion, and clients prefer and
seek this diversity, whilst, of course,
seeking the very best local talent.
Companies want candidates that
have an international outlook and
cross-border experience. The big
consultancies struggle to provide a
coherent and consistent response
to this. Innovative and flexible they
are not.
Nichols is an executive search
consultancy that understands what
it means to be global. We manage
assignments all over the world;
our researchers are talking daily to
top candidates all over the world;
our directors are travelling weekly
around the world. We saw years ago
that ‘global’ wasn’t enough in itself.
It was how you were global that
mattered. One very big advantage
that Nichols offers a regional or
global human resources director is a
single point of contact rather than a
different consultant in every country.
We see how the entire landscape
lies.
“Needs differ from
market to market.
it’s important to
understand and
answer that if we’re
to succeed.”
Gabriele Ghinelli
VP HR Global CMO
Patheon
RECRUITMENT
WITHOUT
FRONTIERS
4. 5
“In the emerging
markets, the rate
of change is breath-
taking. Nothing ever
stands still.”
Gianna Venturi, Director,
Corporate Strategy
Kimberly-Clark
WINNING
THE WAR
FOR TALENT
One size fits all, the blanket
approach, armies of people trained
to think and react in only one way…
this will win you very few battles,
and certainly not the war. It helps if
you’re a specialist. We’re specialists
in three key ways.
Firstly, 30 years’ experience
specialising in consumer goods and
healthcare has given us a highly
sensitive feel for what we do. We
have honed skills in our sector and
developed an acute sixth sense for
what’s right. We recognise a profile
when we see one, and we’re strong
on cultural fit. Talent needs to be
internationally mobile, communicate
across cultures, and able to think
globally.
Secondly we are structured like
our clients. We’ve moved with the
times. The key individuals with
whom we deal have geographical
remits covering many markets.
We’re fleet of foot, flexible, up to
date and knowledgeable in a way
that means we can move with them
around the globe. And quickly.
No rebriefing, no new relationships
to build, no risk, no complications.
Last, but certainly not least, we’re
also specialists in international
emerging markets, where a
vast amount of action of global
importance is taking place and
where companies are switching
their investment strategies. These
markets are the most challenging,
with genuine talent very hard to
find, but we know where and how
to look, channelling our energy
in the right places and often
astounding our clients, many of who
believed they had exhausted all
possibilities using local agencies.
All of which adds up to a special
combination of knowledge, under-
standing and flexibility. In the war
for talent, this makes us something
of a force to be reckoned with.
5. Nichols offer an industry-changing
alternative to these fossilized
practices. An innovation that is
organic, alive and demonstrably
effective. It’s called Map & Track.
Map & Track does the groundwork
long in advance. It provides a pool
of talent ‘on tap’ by developing
and actively managing relationships
and preparing the ground for future
vacancies long before they occur,
ensuring greater choice, greater
cultural fit, accurate decisions and
no down time. It complements
internal succession planning and
long-term strategy, and is a way
of ensuring you have fresh talent
unfurling right where you need it
and when.
Understand this if you can:
companies plan, test and develop
their products years in advance. This
is managed strategically, properly
and with heavy investment. But the
people pipeline? A vacancy occurs
and a brief is given to a recruiter to
fill it in quick time. No long-term
planning, no strategy, often knee-
jerk decisions. Why is it so last
minute and poorly managed? A
CEO would struggle to defend this
approach if asked to explain it to
shareholders and investors.
“Innovation is essen-
tial. If you don’t
take the initiative
someone else will.”
Akos Tatar, Head of Vision
Care, Nordics Bausch+Lomb
NEW TALENT
BUSINESS
7
6. 9
Whether it’s through Map & Track
or an individual appointment, if you
want to find the very best people,
first you must understand their
mentality. Here, the recruitment
industry has it all wrong. If only the
best people spent their days on
networking sites, talking to agencies
or looking at adverts. But they
don’t. The best people are out there
being the best. They are not in full
view. Mostly they are busy, happy,
and love their jobs. They need to be
found, coached and tempted. That’s
what we excel at.
There’s more to it than that, though.
It’s about our ethos, values and
mindset as individuals and as a
company. It has to do with drive and
thoroughness, with putting in more
resources, more planning, and more
research per assignment… and not
stopping until we’ve got it right.
More focus too: on what candidates
really want and how they are going
to truly fulfil their career ambitions.
Our ‘right first time’ approach also
means we’re challenging and honest
in our advice to you. In recruitment,
the thought really does count.
“We’re all ears.
We listen. We’re in
touch with what is
important to people,
something which
varies between
national borders. ”
Lesley Feinberg
VP International HR
Beckman Coulter
7. Something bigger is at stake with
every new vacancy: the long-term
vision for your employer brand and
its importance in generating and
maintaining a supply of talent. How
well people are treated is vital:
these days there are no secrets
and there is nowhere to hide. Get
it wrong and the world knows.
Even so, this is an area of weakness
for traditional executive search
companies, who are often blind
to the long-term implications and
possibilities of employer branding,
or don’t see it as their responsibility.
All too often agencies and
companies alike treat candidates
with indifference.
We have the ability to see how
our clients are seen, and make it
our responsibility to ensure this is
managed well. We take great care in
fostering our clients’ reputations in
the marketplace because we know
that in the long run it will make it
easier to bring higher-quality people
to them. Our research consultants
have experience, maturity and are
sensitive and respectful in the nature
of their approach. Our reputation
with candidates is proof that we do
it well: we know for a fact that some
of our candidates have become
clients based on their experience
with us.
We’re proud of where this leads us:
to long-term mutually beneficial
relationships, many of which have
lasted 30 years. Our clients know a
good thing when they see it.
“Brand building
will be essential for
companies looking
for strong local
talent.”
Samira Mairaj, Head of
Talent Management & OD,
Novartis OTC Europe
11
8. 13
Cost is more important than ever.
So why then has this not been
addressed? Who says that we
have to charge a set percentage
of a senior executive’s salary, when
in fact it may be an easier and
less time-consuming role to fill
than a lower-paid job? Where’s
the incentive then for putting in
the hard yards elsewhere? We’re
interested in doing good business
the right way, not hiding behind
practices that date back to the
50s. For us, nothing is set in stone.
We innovate. So take a look at, for
example, our reverse fee structure.
There’s no good reason that a
higher paid job has to command
a higher fee: with this innovation
the larger the salary, the lower the
percentage fee. It’s just fairer that
way. Look at how we go about
pricing Map & Track – there’s
nothing like it in the industry, but it’s
capable of delivering extraordinary
value for money. Whether it’s how
we search, the methods by which
we approach people, or anything
new or out of the ordinary our
clients request, we’re in favour of
innovation and challenging the
status quo in order to get it done.
The world is moving on apace.
Recruitment practices should too.
“Amongst all
the strengths
and possibilities
in the emerging
markets one of the
most significant
opportunities lies
in the recruitment
process.”
Bryce Dyer, HR Director
Pacific Heinz
9. 15
“Nichols is a great
partner for us; they
fully understand our
company and culture.
They have a ‘high
touch’ approach
to the candidates
that transmits a
great image of the
company.
They have come with
innovative ideas on
how to help us in
tough talent markets
such as Eastern
Europe and Russia.”
“I have worked with
Roger on high level
positions and each
time he has made me
feel like I am his only
client.
The professionalism
and follow-through
of the team is
exceptional.
I truly value their
customer focus and
I know that I can
count on Nichols to
bring high quality
candidates to our
organisation.”
“We have involved
Nichols in senior
level recruitment
processes across our
very diverse region.
Every time we have
been delighted
with the results; to
the extent that we
have tried to find
additional positions
in the company for
two or three of the
final shortlisted
candidates because
of the calibre of
talent found.
The team at Nichols
are exceptionally
professional,
proactive, and
subject matter
experts. They give
us personal, tailored
service that is the
best I have seen
in the recruitment
industry!
Nichols is a true
business partner
for our growing,
complex region
and business.”
“Nichols are a highly
collaborative search
partner, and truly
international in how
they work. That’s
great for me as I have
an international role
and need a strong
point of contact
whether I am in
Russia, Spain or China.
Gavin has shown
strong understanding
of our business
strategy and has
delivered consistent
results across
different functions
and geographies.
The quality of
shortlists are
fantastic. We’ve had
good choice and also
made multiple hires
from a single search!
Talking of talent
pipelines, their Map
& Track approach to
talent acquisition is
of great interest to
us. Nichols continue
to innovate and
have the flexibility
to partner with our
dynamically evolving
business.”
Miguel Premoli, VP HR
SW Europe PepsiCo
Helen Maye, Chief HR
Officer, Smith & Nephew
Gianna Venturi
Director, Corporate Strategy
Kimberly-Clark
Lesley Feinberg
VP International HR
Beckman Coulter
DON’T HEAR IT FROM US
HEAR IT FROM THEM
10. 17
If you would like to know more about what
we can offer your business, please contact:
Roger Nichols
roger@nicholsconsultancy.com
M: +44(0)7831 867744
T: +44(0)1628 810 717
Gavin McCartney
gavin@nicholsconsultancy.com
M: +44(0)7770 334927
T: +44(0)1628 810 717
www.nicholsconsultancy.com
DesignedbyKimptonCreative|WrittenbyScottPerry
All of these aspects of modern
recruitment are important in their
own right, but together they add up
to make a compelling case.
Don’t be confined by boundaries
when you can transcend them; don’t
be flustered when you can be calm;
don’t choose backwards when you
can move forwards.
The great thing here is that nothing
is set in stone… unless you let it be
that way.
11. YOU CANNOT MOVE WITH THE TIMES
IF YOUR OWN POSITION IS FIXED.
YOU CANNOT TAKE OPPORTUNITIES
IF YOU DO NOT SEE THEM.
YOU CANNOT FIGHT A WAR FOR TALENT
IF YOU DON’T BREAK THE MOULD.
AKE NOTE.
YOU CANNOT MOVE WITH THE TIMES
IF YOUR OWN POSITION IS FIXED.
YOU CANNOT TAKE OPPORTUNITIES
IF YOU DO NOT SEE THEM.
YOU CANNOT FIGHT A WAR FOR TALENT
IF YOU DON’T BREAK THE MOULD.
AKE NOTE.