The document provides tips for responding to a solicitation. It advises to carefully read the solicitation to understand requirements like scope of work and evaluation criteria. Respondents should study the evaluation criteria and their importance order. All questions should be submitted in writing to the listed point of contact. Responses must follow all instructions and be submitted before deadlines. The best response should demonstrate relevant past performance and explain how proposed costs provide best value.
The National BDPA Individual PACESetter Awards recognize members who have demonstrated exceptional results in one of the three (3) categories below. Nominations are accepted and evaluated by a team of National BDPA members in accordance with the descriptions below. One winner will be selected per category and winners will be celebrated during the 2017 National BDPA Technology Conference & Career Fair.
For over 40 years, BDPA has partnered with corporate America to provide a steady stream of talented African Americans in IT.
BDPA offers our stakeholders in corporations, educational institutions and government agencies opportunities to network with other employers, career professionals and students in the pursuit of IT talent and services, as well as receive critical information on technology trends.
The prestigious Top Companies for Blacks in Technology award is presented annually during the National BDPA Technology Conference and Career Fair to the company that best demonstrates a workplace and environment that supports the advancement of African-Americans in the Information Technology industry. Each year, National BDPA surveys Fortune 1000 companies to make an assessment of their internal workplace and career development climate using the following rating categories:
The National BDPA Individual PACESetter Awards recognize members who have demonstrated exceptional results in one of the three (3) categories below. Nominations are accepted and evaluated by a team of National BDPA members in accordance with the descriptions below. One winner will be selected per category and winners will be celebrated during the 2017 National BDPA Technology Conference & Career Fair.
For over 40 years, BDPA has partnered with corporate America to provide a steady stream of talented African Americans in IT.
BDPA offers our stakeholders in corporations, educational institutions and government agencies opportunities to network with other employers, career professionals and students in the pursuit of IT talent and services, as well as receive critical information on technology trends.
The prestigious Top Companies for Blacks in Technology award is presented annually during the National BDPA Technology Conference and Career Fair to the company that best demonstrates a workplace and environment that supports the advancement of African-Americans in the Information Technology industry. Each year, National BDPA surveys Fortune 1000 companies to make an assessment of their internal workplace and career development climate using the following rating categories:
Transform Your Digital Strategy with Web Site PersonalizationAmericaneagle.com
Americaneagle.com, Sitecore, and the American Dental Association (ADA) discuss how the ADA successfully implemented a personalized web strategy with the Sitecore DMS.
The Candidate Experience - Risks, rewards, opportunities.Howard Weintraub
A high level overview, with speaking notes, about the candidate experience, the risks of a negative experience, the benefits of providing a positive experience, and some information about the Candidate Experience awards (The CandEs)
Canada is a beautiful place for student and other immigrants. However, sustaining in Canada without a job is hardly an option and is also very difficult. Of course one needs money to tourist around in scenic Canada and have the scrumptious food it is famous for. Owing to the Covid-19 pandemic the economy sector has suffered and has now become a little easy on open work permits and hiring facilities as well. Here are a few jobs to look forward to in Canada in 2021 according to Randstad Canada.
Taboo Topics in Employer Brand: Afterthoughts and ImplicationsKyle Lagunas
When we – as an industry and as practitioners – talk about best practices for employer brand, we tend to dwell on the feel-good side of things: better candidate experience, more brand ambassadors, improved employee engagement. But what if the secret to improving your employer brand actually lies in the practices and processes that we try to avoid, because they feel taboo?
In this exclusive #SmartTalkHR webinar with Kyle Lagunas, Principal Analyst at Lighthouse Research & Advisory, we’ll discuss the implications of making the taboo an afterthought, including:
Organizational Transparency
Relocation Practices
Performance Expectations
Outplacement Resources
He’ll also discuss how you can take proactive steps to improve your employer brand around these processes and events, so make sure to reserve your seat.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
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Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Ever wondered how to write the perfect application form answers? want to have a great CV?
Here is our booklet about how to impress a potential employer with the answers to their questions. It covers things not to say as well.
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Transform Your Digital Strategy with Web Site PersonalizationAmericaneagle.com
Americaneagle.com, Sitecore, and the American Dental Association (ADA) discuss how the ADA successfully implemented a personalized web strategy with the Sitecore DMS.
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A high level overview, with speaking notes, about the candidate experience, the risks of a negative experience, the benefits of providing a positive experience, and some information about the Candidate Experience awards (The CandEs)
Canada is a beautiful place for student and other immigrants. However, sustaining in Canada without a job is hardly an option and is also very difficult. Of course one needs money to tourist around in scenic Canada and have the scrumptious food it is famous for. Owing to the Covid-19 pandemic the economy sector has suffered and has now become a little easy on open work permits and hiring facilities as well. Here are a few jobs to look forward to in Canada in 2021 according to Randstad Canada.
Taboo Topics in Employer Brand: Afterthoughts and ImplicationsKyle Lagunas
When we – as an industry and as practitioners – talk about best practices for employer brand, we tend to dwell on the feel-good side of things: better candidate experience, more brand ambassadors, improved employee engagement. But what if the secret to improving your employer brand actually lies in the practices and processes that we try to avoid, because they feel taboo?
In this exclusive #SmartTalkHR webinar with Kyle Lagunas, Principal Analyst at Lighthouse Research & Advisory, we’ll discuss the implications of making the taboo an afterthought, including:
Organizational Transparency
Relocation Practices
Performance Expectations
Outplacement Resources
He’ll also discuss how you can take proactive steps to improve your employer brand around these processes and events, so make sure to reserve your seat.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
Serviis conducted a market survey in Saudi Arabia focusing on the service market. We analyzed the engagement process, from the search, selection and hiring of a service provider.
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
Ever wondered how to write the perfect application form answers? want to have a great CV?
Here is our booklet about how to impress a potential employer with the answers to their questions. It covers things not to say as well.
The document also includes face to face interview techniques
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
How to Hire the Perfect Customer Service ManagerHireQuotient
Here's a step-by-step guide on how to identify, assess, and hire the perfect candidate for this critical role:
1. Craft a Comprehensive Job Description: Begin by creating a detailed job description that outlines the roles, responsibilities, and qualifications required. Highlight the key skills, experience, and qualities that will make a candidate successful in the role. Create the perfect job description with our JD Generator.
2. Discover Relevant Candidates: Tap into both active and passive talent pools to uncover qualified candidates. Utilize popular job boards like Indeed, LinkedIn, and Glassdoor for active job seekers, and employ recruitment tools to identify passive candidates. Explore EasySource for effective talent discovery.
3. Screen Candidates Effectively: Move beyond keyword-based screening by adopting persona-based screening. This method assesses candidates based on the ideal candidate profile, ensuring a more comprehensive evaluation and preventing the elimination of potentially excellent candidates. Leverage EasySource to enhance candidate screening.
4. Assess Candidates' Skills and Qualifications: Implement skill assessments that align with the specific needs of the role. These assessments can include scenarios and tasks relevant to the customer service manager position, helping you gauge a candidate's practical skills and decision-making abilities. Explore EasyAssess for pre-built and customized skill assessments.
5. Conduct Insightful Interviews: Craft interview questions that delve into a candidate's experience, problem-solving abilities, and alignment with the organization's values.
Engage Candidates Throughout the Process: Candidate engagement is crucial to retaining top talent throughout the hiring process. Utilize communication tools to build personalized messaging, keeping candidates informed and engaged. Optimize engagement with EasySource’s Candidate Engagement Module.
6. Conduct Reference Checks: Once you've shortlisted candidates, conduct thorough reference checks to verify their work history and performance in previous roles. Enquire about their ability to work effectively within a team and adapt to the company culture.
7. Selection and Onboarding: Extend a comprehensive offer letter that includes essential information about the position, salary, benefits, start date, and any probationary period. During the onboarding process, introduce the new Customer Service Manager to the organization's culture, values, and mission.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-service-manager
Possibilities Economic Analysis 1In this assignment, you will g.docxharrisonhoward80223
Possibilities: Economic Analysis 1
In this assignment, you will gain insight into the methods economists use to study economic behavior and the economy. You will also examine production possibilities, the concepts of opportunity costs and increasing opportunity costs, and marginal cost and marginal benefit all vital skills for the global business leader.
Requirements
This assignment has three parts. Be sure you have completed all three parts before submitting.
Part I
Below is a production possibilities table for consumer goods (butter) and capital goods (guns).
Production Possibilities
Type of Production Production Alternative A Production Alternative B Production Alternative C Production Alternative D Production Alternative E Production Alternative F Production Alternative G
Butter 0 1 2 3 4 5 6
Guns 14 13 11 9 7 4 0
Graph the data provided in the table using Excel:
· Type your data into an Excel spreadsheet.
· With your mouse, highlight the data only.
· Go to "insert." Click on "scatter."
· Click on "smooth lines chart."
· Select the line chart. Plot data drawing line.
Based on the graph you created, complete the following:
· Analyze the graphed data to develop assumptions, referencing the possibility curve.
. Identify the specific assumptions that underlie the production possibilities curve.
. Determine the cost of more butter, if the economy is at point C. What would be the cost of producing more guns? How does the shape of the production possibilities curve reflect the law of increasing opportunity costs?
. Suppose this hypothetical economy were producing only 1 item of butter and 10 guns, and this was depicted by this production possibilities table and curve. What conclusions could you draw about this economy's resource utilization?
. Determine whether this economy is able to produce outside its current production possibilities. How might technological changes affect the production possibilities curve? How can international trade allow consumption above its production possibilities curve?
Part II
. Analyze the concept of opportunity cost.
. Explain what is meant by opportunity cost.
. Explain how opportunity cost relates to the definition of economics.
. Determine if allocating advertising expenditures to boost sales or investing in a new plant and equipment would entail the greater opportunity cost. Explain and support your response.
Part III
. Apply the concept of marginal cost and marginal benefit to real-world decisions.
. Provide two examples of recent decisions you made in which you, either explicitly or implicitly, weighed marginal cost and marginal benefit.
Additional Requirements
. Include a title page and reference page.
. Include 3-4 pages, not counting title page and reference page.
. Use at least two scholarly or professional resources.
. Use APA format for citations and references.
. Set your assignment in Times New Roman, 12 pt., double spaced.
Resources
. Possibilities: Economic Analysis 1 Scoring Guide.
Producti.
Field Recruitment Skills Testing Brochure- With over a 1000 tests on offer we can test your candidates or employees on everything from Microsoft Applications to job specific tests in areas such as Finance, Sales, Nursing, Engineering, Secretarial and many more.
How to Hire, Train, and Retain Talent for Higher ProfitabilityDealerStrong
Harlene Doane, DealerStrong's COO, goes through the steps of how to hire, train, and retain your staff for higher profitability. She addresses the ugly word most businesses try to avoid: Turnover
Similar to NOFO: Tips for responding to a solicitation (20)
This is an overview presentation designed to accompany a live demonstration of the Illinois Workforce Integration System. The subject is the Apprenticeship Illinois Program.
Learn about the Demand Occupations tool on Illinois workNet. This tool allows job seekers to see which jobs in Illinois are in the highest demand, as well as labor market information about each career.
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Canadian Immigration Tracker March 2024 - Key SlidesAndrew Griffith
Highlights
Permanent Residents decrease along with percentage of TR2PR decline to 52 percent of all Permanent Residents.
March asylum claim data not issued as of May 27 (unusually late). Irregular arrivals remain very small.
Study permit applications experiencing sharp decrease as a result of announced caps over 50 percent compared to February.
Citizenship numbers remain stable.
Slide 3 has the overall numbers and change.
2. Read the solicitation carefully
• Included in the solicitation will be critical information such as the
scope of work, evaluation criteria, eligibility information, and more.
Be sure that you understand all of the requirements included in the
solicitation.
3. Review the Evaluation Criteria
• Study the evaluation criteria and their order of importance in the
solicitation. Typical evaluation criteria include Technical Expertise,
Staffing, Experience and Capabilities, and Past Performance.
4. Ask Questions
• When a solicitation is issued, a point of contact will be listed. Be sure
to only contact the individual(s) listed in the solicitation. All questions
should be submitted in writing.
5. Be aware of dates
• Deadlines are critical. Be sure to check dates and times, and ensure to
take into account time zone differences. Information submitted past
deadlines will likely not be accepted.
6. Follow instructions
• Outlined in every solicitation are specific requirements/instructions
for how you must prepare your response. We recommend that
organizations create a checklist of key items and mark them off as
they are produced. If you do not follow the
requirements/instructions, your submission may not be considered.
7. Submit your best response
• Your organization should submit its best possible response to a
solicitation in case OET decides to make an award without discussions
or negotiations.
• Be definitive in your narrative. Uncertainly in your application will
raise questions with reviewers and will likely result in a lower score.
8. Demonstrate ability to perform
• Past performance information is a key factor for predicting successful
performance. Your organization will want to ensure that you provide
information about your relevant and recent past performance. If you
are new to doing business with OET, your organization can still submit
performance information that is not necessarily DCEO funded.
9. Explain how your proposed costs are
competitive
• We are responsible for achieving best value in our awards.
Solicitations usually request that cost proposals also include a
detailed narrative on how costs were developed.
10. Thank you!
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or 711. This workforce product was funded by a grant awarded by the U.S. Department of Labor’s Employment and Training Administration. For more
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