Medium-sized companies (the definition varies by country) also have some unique challenges. Those that are in the fastest-growing verticals usually face competition from their larger peers, whether in the marketplace or in the quest for top talent. In particular, a medium-sized company can often find itself in a hiring bidding war with a larger company for the same person—or for a person the larger company already employs. If the medium-sized company doesn’t win the bidding war, the disappointment is magnified. Medium-sized companies’ relatively small staff sizes make each hire that much more important.
This report—written by The Economist Intelligence Unit and commissioned by American Express Global Business
Travel—examines the hiring obstacles faced by medium-sized companies in five of the world’s biggest economies: Australia, Canada, France, the UK and US; it also looks at the strategies that companies are employing to overcome those obstacles. The report is based on analyses of these countries’ job markets, employment trends, populations and regulations, as well as on interviews with executives of medium-sized companies and industry experts.
This document outlines an agenda and presentation for a Recruiting Solutions training in Milan. It discusses various topics around recruiting such as discovery, solutions in Italy, new features like the Talent Brand Index, sponsored jobs, and media story. For a specific client, Indesit Company, it analyzes their LinkedIn presence and career page, the impact of their "Work With Us" campaign, and recommendations to further improve their employer brand and hiring. Key takeaways are that Indesit has a growing online community and their current LinkedIn activities have positively impacted hiring. Recommendations include further enhancing their brand awareness and engagement.
This presentation will discuss careers in demand for 2018.
Manpower predicts strong hiring through 2018 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
Financial Services Employer Branding Research - Blu IvyBluIvy
The latest employer brand research from thousands of survey respondents in the Financial Services sector. Conducted by the leading employer branding agency, Blu Ivy.
Talent Acquisition: Case Study PresentationsWorkforceNEXT
Presented by Dora Rodriguez - Manager Corporate Recruiting at Enterprise Products Partners, Kristy Sidlar - Executive Director Human Capital Solutions at Allegis Global Solutions.
Conducting an Initial Coin Offering: Costs and ConsiderationsChristina Gagnier
The document discusses the costs and considerations of conducting an Initial Coin Offering (ICO). It notes that there are significant expenses associated with an ICO beyond just the direct offering costs, including ensuring corporate and financial readiness, establishing governance and internal controls, hiring advisors and specialists, and investing in technology infrastructure. Specifically, the document highlights that legal, accounting, and technology support are crucial areas that require advisors and compliance in order to minimize risks and costs when undertaking an ICO.
The document summarizes findings from a market research study on small and medium sized businesses. It identifies key decision makers and influencers for technology purchases as business owners for companies with less than 5 employees and more specialized staff for larger companies. The document also recommends positioning strategies for different company sizes, with easy-to-use solutions targeted towards very small businesses and more comprehensive online solutions targeted at mid-sized businesses. It assessed different segments' technology adoption rates and identified opportunities to attract holdouts and move novice users to larger service offerings.
Medium-sized companies (the definition varies by country) also have some unique challenges. Those that are in the fastest-growing verticals usually face competition from their larger peers, whether in the marketplace or in the quest for top talent. In particular, a medium-sized company can often find itself in a hiring bidding war with a larger company for the same person—or for a person the larger company already employs. If the medium-sized company doesn’t win the bidding war, the disappointment is magnified. Medium-sized companies’ relatively small staff sizes make each hire that much more important.
This report—written by The Economist Intelligence Unit and commissioned by American Express Global Business
Travel—examines the hiring obstacles faced by medium-sized companies in five of the world’s biggest economies: Australia, Canada, France, the UK and US; it also looks at the strategies that companies are employing to overcome those obstacles. The report is based on analyses of these countries’ job markets, employment trends, populations and regulations, as well as on interviews with executives of medium-sized companies and industry experts.
This document outlines an agenda and presentation for a Recruiting Solutions training in Milan. It discusses various topics around recruiting such as discovery, solutions in Italy, new features like the Talent Brand Index, sponsored jobs, and media story. For a specific client, Indesit Company, it analyzes their LinkedIn presence and career page, the impact of their "Work With Us" campaign, and recommendations to further improve their employer brand and hiring. Key takeaways are that Indesit has a growing online community and their current LinkedIn activities have positively impacted hiring. Recommendations include further enhancing their brand awareness and engagement.
This presentation will discuss careers in demand for 2018.
Manpower predicts strong hiring through 2018 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
Financial Services Employer Branding Research - Blu IvyBluIvy
The latest employer brand research from thousands of survey respondents in the Financial Services sector. Conducted by the leading employer branding agency, Blu Ivy.
Talent Acquisition: Case Study PresentationsWorkforceNEXT
Presented by Dora Rodriguez - Manager Corporate Recruiting at Enterprise Products Partners, Kristy Sidlar - Executive Director Human Capital Solutions at Allegis Global Solutions.
Conducting an Initial Coin Offering: Costs and ConsiderationsChristina Gagnier
The document discusses the costs and considerations of conducting an Initial Coin Offering (ICO). It notes that there are significant expenses associated with an ICO beyond just the direct offering costs, including ensuring corporate and financial readiness, establishing governance and internal controls, hiring advisors and specialists, and investing in technology infrastructure. Specifically, the document highlights that legal, accounting, and technology support are crucial areas that require advisors and compliance in order to minimize risks and costs when undertaking an ICO.
The document summarizes findings from a market research study on small and medium sized businesses. It identifies key decision makers and influencers for technology purchases as business owners for companies with less than 5 employees and more specialized staff for larger companies. The document also recommends positioning strategies for different company sizes, with easy-to-use solutions targeted towards very small businesses and more comprehensive online solutions targeted at mid-sized businesses. It assessed different segments' technology adoption rates and identified opportunities to attract holdouts and move novice users to larger service offerings.
Global Recruitment Trends - Presentation delivered by Speaker Fernando Magalhaes, Senior Manager LatAm, LinkedIn at the marcus evans Latin HR Summit May 28-29 at the Trump Ocean Club, Panama City.
High Performing Firms-Growth Through A Winning Culture and Thriving in the Sh...Tom Hood, CPA,CITP,CGMA
This document discusses how high-performing firms can achieve growth through developing a winning culture. It covers several topics:
1. Leadership - The next generation of CPA leaders will be proactive, collaborative, and focus on succession planning and generational cooperation. They will redefine the profession through work/life integration and technological innovation.
2. Learning - Firms should take an approach focused on identifying competencies, career paths, curriculum, and cloud learning to develop the right skills in their talent.
3. Technology - Firms must be technologically innovative and present to win in today's environment where clients expect mobility and accessibility.
4. Generations - Firms need to build on strengths across
As we continue to be thematic in our approach at Falvey Partners, we've put together thought pieces on a few of the software sectors in our core focus areas, including Digital Marketing/Personalization, Human Capital Management, Cloud Middleware and Business Intelligence, among others. In the following market overviews, we outline relevant trends we identified, the most active consolidators and market maps of specific companies. More in depth reports and additional sector overviews can be found on our firm website at http://www.falveypartners.com/sector-overviews.
Development Programs gaining momentum among MBA Studentsbilalojjeh
MBA Students are increasingly interested in the fast-track careers offered by the MBA Development Programs. They searched our directory almost 200'000 times, to identify the right programs for them. This is an 80 % increase from the previous year.
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
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.
This document provides a summary of Paul Young's presentation on career management and job outlook for 2018. It discusses careers in high demand, including jobs in healthcare, IT, finance, and skilled trades. It also examines risks to the global and Canadian economies and provides statistics on job vacancies, unemployment, and the types of jobs available at different career levels from entry-level positions to middle management. Concerns are raised about aligning education with available jobs and supporting young Canadians and the middle class.
The QS Global 200 Business Schools Report provides a detailed overview of the most popular business schools around the world based on input from over 3,300 employers who recruit MBA graduates. The report divides schools into four categories - Elite Global, Emerging Global, Elite Regional, Emerging Regional - based on their level of international employer recognition. It also provides ratings of the top schools in different regions and for ten MBA specializations. The objective is to help both prospective students and employers identify the schools whose graduates are most sought after.
Marco Cagna, a lead product manager at Amazon Web Services (AWS), discusses what AWS looks for in MBA candidates and how they recruit from London School of Business and Research (LSBR). AWS considers leadership principles and looks for ownership, problem-solving skills, and adaptability. Candidates who can provide examples aligned with AWS and LSBR principles stand out. AWS recruits for roles like product management and hires MBAs for new AWS product manager positions. AWS representatives visit LSBR campus in the fall to meet with students and conduct interviews from fall to early spring.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
A-Business-Case-Report-for-Workers Age 50Plus-res-genKammie Reile
This document summarizes a report by Aon Hewitt for AARP on the business case for retaining and recruiting workers age 50 and older. It finds that as the workforce ages, workers 50+ now make up a larger share and will continue increasing as a proportion of the workforce. Many employers are struggling to find qualified workers and see retaining experienced older workers as a solution. While older workers may have higher pay and benefits, recent trends have reduced differences in labor costs based on age. The report argues that employers should view experienced older workers as valuable assets who add skills, knowledge, loyalty and mentoring to organizations.
Presented by David Teten - Managing Partner, HOF Capital
The cost of starting a business has trended down to the cost of being unemployed, which means dramatically more startups, and therefore more competition for your startup idea. How do you identify a startup idea that addresses a market others are not serving?
Rankings and whitepaper of TOP100 HR Services Brands in greater china 2013 by...anson tang
This document provides an overview and analysis of trends in the global human resources services market. It discusses the growth of the market following the economic recovery and increasing investment by major players in emerging markets. It also analyzes different modes of online recruitment that are emerging, such as social networking recruitment, industry vertical recruitment, search recruitment, and comments-on-employer recruitment. The document also discusses trends in human resources outsourcing, payroll outsourcing, and the financial success of companies like ADP that have adopted business process outsourcing models.
This report provides an analysis of the talent assessment market in 2014/2015. It finds that the market is large and growing as more companies adopt integrated talent management systems. The report classifies talent assessment vendors into four categories based on their product focus and business model. It also identifies opportunities for continued growth, such as through consolidation in the industry and greater integration of assessments into talent management suites. The complex nature of talent assessments means the market remains misunderstood, but their value for improving business performance is becoming increasingly recognized.
2018 and beyond - Canada - Career and Employment Market - June 2018paul young cpa, cga
This presentation will discuss careers in demand for 2018.
Manpower predicts strong hiring through 2018 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
2014 Rankings and Whitepaper of TOP 100 HR Service Brands in Greater China b...anson tang
1) CEB uses a close-loop leads management process that combines marketing and sales. It focuses on identifying customer buying processes and constructing a feedback loop between marketing activities and sales to improve business performance.
2) Key aspects of CEB's approach include generating sales leads through content marketing, grading and nurturing leads, and sharing lead information on a common CRM platform between marketing and sales.
3) CEB treats content as central to its 360 degree marketing approach. It creates customer profiles and publishes targeted content to attract potential customers and convert them into qualified sales leads.
This presentation will discuss careers in demand for 2018.
Manpower predicts strong hiring through 2018 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
The recruiting industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this free seminar, you will learn the latest Nordic trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
Click through excerpts of LinkedIn's report on recruiting trends across Denmark, Finland, Norway and Sweden.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
FDM is a global professional services provider that provides high-quality training and careers in IT and business consulting. Their training program transitions recent graduates into consultants through a rigorous selection process and award-winning two-year training combining technical skills, industry certifications, and professional training. Trainees are then placed on client sites worldwide to work as consultants, with opportunities for career progression.
This document summarizes research conducted to identify market opportunities for Prodigy Business Solutions among small and medium-sized businesses. Key findings include:
- Decision makers for internet services vary by company size, with owners/presidents of smaller firms (<20 employees) most influential and designated employees common at larger firms.
- SMBs see top benefits of the internet as acquiring new customers, growing revenue, and improving customer service. Adoption happens in three phases: initial access, then contact/communication, then commerce capabilities.
- Monthly spending on internet services ranges from $20-55 for less sophisticated SMBs but $22-240 for more advanced users, with larger companies spending more.
- The mobile messaging market is large but facing pricing pressures, leading to industry consolidation through M&A and partnerships. Consolidation provides benefits like improved reliability, scalability, and diversity of integrations.
- VC funding for early stage mobile messaging companies has slowed, contributing to a more fragmented competitive landscape with subscale players experiencing stalling growth.
- Enterprises are increasingly leveraging mobile messaging to engage customers and employees through services like notifications, confirmations, surveys and alerts due to the ubiquity of mobile phones.
- Panelists discussed opportunities for companies to assess their position and either acquire competitors
Global Recruitment Trends - Presentation delivered by Speaker Fernando Magalhaes, Senior Manager LatAm, LinkedIn at the marcus evans Latin HR Summit May 28-29 at the Trump Ocean Club, Panama City.
High Performing Firms-Growth Through A Winning Culture and Thriving in the Sh...Tom Hood, CPA,CITP,CGMA
This document discusses how high-performing firms can achieve growth through developing a winning culture. It covers several topics:
1. Leadership - The next generation of CPA leaders will be proactive, collaborative, and focus on succession planning and generational cooperation. They will redefine the profession through work/life integration and technological innovation.
2. Learning - Firms should take an approach focused on identifying competencies, career paths, curriculum, and cloud learning to develop the right skills in their talent.
3. Technology - Firms must be technologically innovative and present to win in today's environment where clients expect mobility and accessibility.
4. Generations - Firms need to build on strengths across
As we continue to be thematic in our approach at Falvey Partners, we've put together thought pieces on a few of the software sectors in our core focus areas, including Digital Marketing/Personalization, Human Capital Management, Cloud Middleware and Business Intelligence, among others. In the following market overviews, we outline relevant trends we identified, the most active consolidators and market maps of specific companies. More in depth reports and additional sector overviews can be found on our firm website at http://www.falveypartners.com/sector-overviews.
Development Programs gaining momentum among MBA Studentsbilalojjeh
MBA Students are increasingly interested in the fast-track careers offered by the MBA Development Programs. They searched our directory almost 200'000 times, to identify the right programs for them. This is an 80 % increase from the previous year.
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
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.
This document provides a summary of Paul Young's presentation on career management and job outlook for 2018. It discusses careers in high demand, including jobs in healthcare, IT, finance, and skilled trades. It also examines risks to the global and Canadian economies and provides statistics on job vacancies, unemployment, and the types of jobs available at different career levels from entry-level positions to middle management. Concerns are raised about aligning education with available jobs and supporting young Canadians and the middle class.
The QS Global 200 Business Schools Report provides a detailed overview of the most popular business schools around the world based on input from over 3,300 employers who recruit MBA graduates. The report divides schools into four categories - Elite Global, Emerging Global, Elite Regional, Emerging Regional - based on their level of international employer recognition. It also provides ratings of the top schools in different regions and for ten MBA specializations. The objective is to help both prospective students and employers identify the schools whose graduates are most sought after.
Marco Cagna, a lead product manager at Amazon Web Services (AWS), discusses what AWS looks for in MBA candidates and how they recruit from London School of Business and Research (LSBR). AWS considers leadership principles and looks for ownership, problem-solving skills, and adaptability. Candidates who can provide examples aligned with AWS and LSBR principles stand out. AWS recruits for roles like product management and hires MBAs for new AWS product manager positions. AWS representatives visit LSBR campus in the fall to meet with students and conduct interviews from fall to early spring.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
A-Business-Case-Report-for-Workers Age 50Plus-res-genKammie Reile
This document summarizes a report by Aon Hewitt for AARP on the business case for retaining and recruiting workers age 50 and older. It finds that as the workforce ages, workers 50+ now make up a larger share and will continue increasing as a proportion of the workforce. Many employers are struggling to find qualified workers and see retaining experienced older workers as a solution. While older workers may have higher pay and benefits, recent trends have reduced differences in labor costs based on age. The report argues that employers should view experienced older workers as valuable assets who add skills, knowledge, loyalty and mentoring to organizations.
Presented by David Teten - Managing Partner, HOF Capital
The cost of starting a business has trended down to the cost of being unemployed, which means dramatically more startups, and therefore more competition for your startup idea. How do you identify a startup idea that addresses a market others are not serving?
Rankings and whitepaper of TOP100 HR Services Brands in greater china 2013 by...anson tang
This document provides an overview and analysis of trends in the global human resources services market. It discusses the growth of the market following the economic recovery and increasing investment by major players in emerging markets. It also analyzes different modes of online recruitment that are emerging, such as social networking recruitment, industry vertical recruitment, search recruitment, and comments-on-employer recruitment. The document also discusses trends in human resources outsourcing, payroll outsourcing, and the financial success of companies like ADP that have adopted business process outsourcing models.
This report provides an analysis of the talent assessment market in 2014/2015. It finds that the market is large and growing as more companies adopt integrated talent management systems. The report classifies talent assessment vendors into four categories based on their product focus and business model. It also identifies opportunities for continued growth, such as through consolidation in the industry and greater integration of assessments into talent management suites. The complex nature of talent assessments means the market remains misunderstood, but their value for improving business performance is becoming increasingly recognized.
2018 and beyond - Canada - Career and Employment Market - June 2018paul young cpa, cga
This presentation will discuss careers in demand for 2018.
Manpower predicts strong hiring through 2018 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
2014 Rankings and Whitepaper of TOP 100 HR Service Brands in Greater China b...anson tang
1) CEB uses a close-loop leads management process that combines marketing and sales. It focuses on identifying customer buying processes and constructing a feedback loop between marketing activities and sales to improve business performance.
2) Key aspects of CEB's approach include generating sales leads through content marketing, grading and nurturing leads, and sharing lead information on a common CRM platform between marketing and sales.
3) CEB treats content as central to its 360 degree marketing approach. It creates customer profiles and publishes targeted content to attract potential customers and convert them into qualified sales leads.
This presentation will discuss careers in demand for 2018.
Manpower predicts strong hiring through 2018 - http://blog.careerbeacon.com/canadian-employers-say-this-spring-will-be-a-great-time-for-finding-a-new-job/
All level government need to do a better job aligning education with current and future jobs https://www.slideshare.net/paulyoungcga/government-policies-education-skills-development-canada-november-2017
The presentation will also look at risk factors to economies, i.e. taxation, government spending, consumer demand and business investment.
The recruiting industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this free seminar, you will learn the latest Nordic trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
Click through excerpts of LinkedIn's report on recruiting trends across Denmark, Finland, Norway and Sweden.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
FDM is a global professional services provider that provides high-quality training and careers in IT and business consulting. Their training program transitions recent graduates into consultants through a rigorous selection process and award-winning two-year training combining technical skills, industry certifications, and professional training. Trainees are then placed on client sites worldwide to work as consultants, with opportunities for career progression.
This document summarizes research conducted to identify market opportunities for Prodigy Business Solutions among small and medium-sized businesses. Key findings include:
- Decision makers for internet services vary by company size, with owners/presidents of smaller firms (<20 employees) most influential and designated employees common at larger firms.
- SMBs see top benefits of the internet as acquiring new customers, growing revenue, and improving customer service. Adoption happens in three phases: initial access, then contact/communication, then commerce capabilities.
- Monthly spending on internet services ranges from $20-55 for less sophisticated SMBs but $22-240 for more advanced users, with larger companies spending more.
- The mobile messaging market is large but facing pricing pressures, leading to industry consolidation through M&A and partnerships. Consolidation provides benefits like improved reliability, scalability, and diversity of integrations.
- VC funding for early stage mobile messaging companies has slowed, contributing to a more fragmented competitive landscape with subscale players experiencing stalling growth.
- Enterprises are increasingly leveraging mobile messaging to engage customers and employees through services like notifications, confirmations, surveys and alerts due to the ubiquity of mobile phones.
- Panelists discussed opportunities for companies to assess their position and either acquire competitors
Oracle Strategic Modeling Live: Defined. Discussed. Demonstrated.Perficient, Inc.
The only thing certain about forecasting in a volatile economy is that the future is unpredictable. Historically, organizations have effectively utilized statistical techniques for short-term business planning, but leveraging actuals no longer allows us to predict the future. The ability to be prepared, responsive, and agile under these conditions is becoming a crucial success factor. Oracle Strategic Modeling can help you better navigate change to cope with uncertainty.
If your CFO’s questions regarding earnings, liquidity, and cash flow are unceasing and far-reaching, watch our on-demand webinar for a deep dive into strategic modeling. We modeled real-world scenarios to show how you can:
Quickly and easily develop a hierarchical model of your business
Leverage multiple pre-built functions to forecast key performance drivers
Provide transparency on forecasted financials via audit trail
Utilize goal seek to set financial targets and estimate the financials drivers necessary to achieve it
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3. 2 Employer Relations Strategy Ohio University College of Business, Office of Career Management
A multifaceted strategy provides a structure for interacting with
employers at individual and college-wide levels
Employer Relations Strategy
LAY THE
GROUNDWORK
Identify Employers
Discover existing
College of Business
relationships and
target employers
Segment Employers
Position employers in
a tiered structure to
prioritize OCM efforts
Define Employers
Research key data
points to understand
value proposition for
the college
DESIGN THE
INITIATIVES
Understand Needs
Collect and document
information to
understand employer’s
goals and metrics
Share Best Practices
Establish OCM as
subject matter experts
by recommending
successful recruiting
tactics and resources
Customize Approach
Collaborate with
employers to develop
multiple year-round
recruiting efforts
Execute Plan
Allocate time and
resources to support
employers throughout
the recruiting process
Track and Evaluate
Measure the return on
employer’s investment
based on stated goals
and metrics
Improve and Scale
Note lessons learned
and create
opportunities to
increase recruiting
efforts
EXTEND THE
IMPACT
4. 3 Employer Relations Strategy Ohio University College of Business, Office of Career Management
A multifaceted strategy provides a structure for interacting with
employers at individual and college-wide levels
Employer Relations Strategy
LAY THE
GROUNDWORK
Identify Employers
Discover existing
College of Business
relationships and
target employers
Segment Employers
Position employers in
a tiered structure to
prioritize OCM efforts
Define Employers
Research key data
points to understand
value proposition for
the college
DESIGN THE
INITIATIVES
Understand Needs
Collect and document
information to
understand employer’s
goals and metrics
Share Best Practices
Establish OCM as
subject matter experts
by recommending
successful recruiting
tactics and resources
Customize Approach
Collaborate with
employers to develop
multiple year-round
recruiting efforts
Execute Plan
Allocate time and
resources to support
employers throughout
the recruiting process
Track and Evaluate
Measure the return on
employer’s investment
based on stated goals
and metrics
Improve and Scale
Note lessons learned
and create
opportunities to
increase recruiting
efforts
EXTEND THE
IMPACT
5. 4 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Employers interact with various segments of the College of Business,
primarily through events and existing connections
Identify Employers
Source Employers
LinkedIn Top 25 Employers for OU
Business Degrees
▪ JPMorgan Chase
▪ Nationwide Insurance
▪ Cardinal Health
▪ PNC
▪ PWC
▪ Deloitte
▪ EY
▪ Huntington National Bank
▪ Progressive Insurance
▪ Fifth Third Bank
▪ Accenture
▪ Cleveland Clinic
▪ IBM
▪ L Brands
▪ KeyBank
▪ Wells Fargo
▪ American Electric Power
▪ Hewlett-Packard
▪ Bank of America
▪ OhioHealth
▪ AT&T
▪ Alliance Data
Meet the Accountants Night
Attendees
▪ Acuity Consulting
▪ Actuant
▪ Apple Growth Partners
▪ Ary Ropck Mulchaey, P.C.
▪ Babcock & Wilcox
▪ Becker Professional Education
▪ Blue & Co. LLC
▪ Cardinal Health
▪ Clark, Schaefer, Hackett
▪ Cleveland Research Company
▪ Cohen & Company
▪ Columbus Chamber of
Commerce
▪ Crowe Horwath
▪ Deloitte
▪ EY
▪ Exel Logistics
▪ Express
▪ Fifth Third Bank
▪ GBQ Holdings LLC
▪ Goodyear Inc.
▪ Greif
▪ Holbrook and Manter
▪ Hyland
▪ IRS
▪ JPMorgan Chase
▪ JM Smuckers
▪ KeyBank
▪ KPMG
▪ The Kroger Co.
▪ Lincoln Electric
▪ Maloney & Novotny LLC
▪ McGladrey
▪ MDS CPA Review
▪ Nationwide Insurance
▪ NiSource
▪ Novogradac & Company LLP
▪ Ohio Auditor of the State
▪ OhioHealth
▪ Owens-Illinois
▪ Plante Moran
▪ PNC
▪ PWC
▪ Rea & Associates
▪ Reynolds & Reynolds
▪ Rolls Royce
▪ Ross
▪ SS&G
▪ Schneider Electric
▪ Schneider Downs & Co.
▪ Sherwin-Williams
▪ Skoda Minotti
▪ TEK Systems
▪ The Townsend Group
▪ Wendy’s
AITP Sponsors and Conference
Attendees
▪ Acumen Solutions
▪ Ascena Retail
▪ Cardinal Health
▪ Centric Consulting
▪ CGI
▪ Cisco
▪ Deloitte
▪ EY
▪ Exel Logistics
▪ Fifth Third Bank
▪ Goodyear Inc.
▪ Hyland
▪ IBM
▪ Infoverity
▪ JPMorgan Chase
▪ JM Smucker’s
▪ KPMG
▪ Marathon
▪ Nationwide Insurance
▪ Parker
▪ PNC
▪ PWC
▪ TEK Systems
▪ Vizion Solutions
▪ Wendy’s
PMBA Corporate Partners ▪ Abbott
▪ Alliance Data
▪ Battelle
▪ Cardinal Health
▪ Huntington ▪ Owens Corning ▪ PNC
Sales Centre Corporate Partners ▪ EMC2
▪ Lanxess
▪ Alliance Data
▪ CED
▪ HP
▪ IGS Energy
▪ Kroff
▪ Nationwide Insurance
▪ The Motorists Insurance Group
▪ Quidel
▪ Apex Systems Inc.
▪ Bausch & Lomb
▪ Business Courier
▪ Media Network of Central Ohio
▪ Crimson Cup
▪ Evoqua
▪ Framers Insurance
▪ Fastenal
▪ Fluke Networks
▪ Gosiger
▪ HR Butler
▪ Huntington
▪ iSqFt
▪ Mark Feldstein & Associates,
Inc.
▪ McGraw Hill
▪ Merrill Lynch
▪ MPW Industrial Services
▪ Premier Building Solutions
▪ Ormco
▪ Palmer Holland
▪ Parker
▪ Paycor
▪ PR Newswire
▪ Quicken Loans
▪ RevLocal
▪ RG Barry
▪ Rocky Brands
▪ Senco
▪ SGF Wealth Planning Services
▪ JM Smucker’s
▪ SpyGlass
▪ Staffo-Campisano
▪ Steelcase Inc.
▪ Sumo Logic
▪ TEK Systems
▪ Tractor Supply Co.
Existing College of Business
Career Connection
▪ American Greetings
▪ Ohio Auditor of the State
▪ Babcock & Wilcox
▪ BDO
▪ Belden
▪ Cardinal Health
▪ CGI
▪ Charles Schwab
▪ Clark, Schaefer, Hackett
▪ Dedicated Technologies, Inc.
▪ Duke Energy
▪ Exel Logistics
▪ EY
▪ Fastnel
▪ FDIC Columbus
▪ Fifth Third Bank
▪ General Electric
▪ Good Year Inc.
▪ Grimm Scientific Industries
▪ HMB Information Systems
▪ Hyland Software
▪ JM Smucker’s
▪ JPMorgan Chase
▪ KeyBank
▪ KPMG
▪ Kohl’s
▪ Lincoln Electric
▪ Marathon Petroleum
▪ Nationwide Insurance
▪ Novogradac & Company LLP
▪ Paychex
▪ Pepsico
▪ Plante Moran
▪ PNC
▪ PWC
▪ Quicken Loans
▪ Rea & Associates
▪ Reynolds & Reynolds
▪ Rocky Brands, Inc.
▪ Ross
▪ Schneider Downs & Co.
▪ Sherwin Williams
▪ Skoda Minotti
▪ Sumo Logic
▪ Systco, Inc.
▪ TEK Systems
▪ The Kroger Co.
▪ Tom James
▪ Total Quality Logistics
▪ Whirlpool Corp.
▪ Worthington Industries
▪ Zed Digital
6. 5 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Research and document high-level information to foster awareness when
segmenting and collaborating with employers
Define Employers
Overview Sample of Full Time Positions
The world's #1 software company develops and sells a variety of products used by
consumers and businesses. Its core products are the ubiquitous Windows PC
operating system and the Office business productivity application suite that are sold in
part through PC makers such as Acer, Lenovo, Dell, Hewlett-Packard, and Toshiba,
who pre-install the software on devices. Microsoft also sells directly online and through
resellers. Other products include enterprise applications (Microsoft Dynamics), server
and storage software, and video game consoles (Xbox). It also makes mobile phone
software. Microsoft has acquired Nokia's handset business.
▪ Business Development and Strategy –Identify key strategic initiatives to develop
and successfully execute go-to-market strategies against top competitors (Grad)
▪ Business Programs and Operations – The operations team is responsible for the
Commercial, Consumer, Services, Microsoft Business Solutions, and original
equipment manufacturer businesses. It focuses on the strategy, development, and
execution of launch planning, agreement processing, invoicing, and supply chain
solutions for Microsoft products and services (Undergrad and Grad)
▪ Finance – Finance rotation analysts participate in four, six-month rotations.
Rotations develop expertise in a range of different areas, including profit-and-loss
management, analysis and application, identification and improvement of
organizational risk, business strategy and decision support, and the analysis of
various business drivers to achieve results (Undergrad and Grad)
▪ Human Resources – Accelerated development program that provides two, one-
year rotations in a variety of Human Resources functions. (Grad)
▪ Sales – Learn the competitive, economic, business, international, geopolitical and
industrial landscape of customers’ businesses, and apply your knowledge of how
Microsoft solutions provide value (Undergrad and Grad)
▪ Supply Chain and Operations – Optimize efficiency and costs as products are
moved between supplier and retail and guarantee that supply matches the needs
of partners and customers for products in the categories of gaming, tablets and
PCs, PC hardware, TV, and mobile services (Undergrad and Grad)
Website
http://www.microsoft.com
Key Information
Company Type:
Public
Employees:
118,000
Year Founded:
1975
Primary Industry:
Development Tools,
Operating Systems &
Utilities Software
Revenue:
$93.6B
Rankings:
#31 in FORTUNE 500 (June 2015)
#5 in FT Global 500 (June 2015)
#31 in FORTUNE 1000 (June 2015)
Locations Sample Internship Positions
Headquarters: 1 Microsoft Way, Redmond, WA 98052
Other Locations: Nationwide
Business Development and Strategy, Business Programs and Operations, Finance,
Human Resources, Supply Chain and Operations Management
Similar Companies Desired Skills
▪ Apple ▪ Oracle ▪ Google ▪ Excellent verbal and
written communication
skills
▪ Passion for technology
▪ Ability to work on
multiple projects
simultaneously and
deal with ambiguity
▪ Demonstrates
analytical and
problem-solving skills
▪ Drives for results
7. 6 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Tiers for employers allows the College of Business to prioritize and focus
on employers with the greatest return on investment for our students
Segment Employers
Tiers College of Business Perspective Sample Criteria
Premier Employer ▪ Highest Priority
▪ High Touch – e.g. actively engages to share best in class models, develops customized
recruiting strategy, provides perks, promotes throughout the College of Business
▪ Involvement from several offices – e.g. Dean’s Office, Development, faculty
▪ Top 5-10
▪ High Recruitment Numbers
▪ Strong On-Campus Presence
▪ Strong Brand Recognition
▪ Strong Interest from Students
▪ Clear Commitment to College of Business
and OU
Tier One ▪ High Priority
▪ Medium Touch – regularly engages to share best in class models, develops customized
recruitment strategy, promotes throughout the College of Business
▪ One primary POC with other offices as needed
▪ Medium Recruitment Numbers
▪ On-Campus Presence
▪ Some Brand Recognition
▪ Interest from Students
▪ Commitment to College of Business and OU
Tier Two ▪ Medium Priority
▪ Low Touch – e.g. engages in the Fall and Spring to share best in class models, develops
generic recruiting strategy
▪ One primary POC
▪ Low Recruitment Numbers
▪ Some On-Campus Presence
▪ Some Brand Recognition
▪ Some Interest from Students
Tier Three ▪ Low Priority
▪ Low Touch – e.g. engages annually to develop generic recruiting strategy
▪ One primary POC
▪ Low Recruitment Numbers
▪ Limited On-Campus Presence
▪ Limited Brand Recognition
▪ Limited Interest from Students
Target Employers ▪ High Priority
▪ High Touch – creates engagement strategy, regularly engages to share best in class models,
develops customized recruitment strategy, promotes throughout the College of Business
▪ One primary POC with other offices as needed
▪ Low Recruitment Numbers
▪ Limited On-Campus Presence
▪ Strong Brand Recognition
▪ Strong Interest from Students/ College of
Business
8. 7 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Based on historical insights and current interactions with the College of
Business employers aligned to tiers as follows
Segment Employers
Tiers Employers
Premier Employer ▪ Alliance Data
▪ Cohen & Company
▪ Deloitte
▪ EY
▪ JP Morgan Chase
▪ JM Smucker
▪ Key Bank
▪ KPMG
▪ Nationwide
▪ PwC
Tier One ▪ American Electric Power
▪ American Greetings
▪ EMC2
▪ Good Year Inc.
▪ Hyland
▪ IGS Energy
▪ Marathon Petroleum
▪ Quicken Loans
▪ PNC Bank
▪ Sherwin Williams
Tier Two ▪ Abercrombie & Fitch
▪ Acuity Consulting
▪ Actuant
▪ Acumen Solutions
▪ Apple Growth Partners
▪ Apex Systems Inc.
▪ Ascena Retail
▪ Babcock & Wilcox
▪ Bauch & Lomb
▪ Becker Professorial
Education
▪ Blue & Co. LLC
▪ Business Courier
▪ CED
▪ Centric Consulting
▪ CGI
▪ Charles Schwab
▪ Clark, Shaefer, Hackett
▪ Hyundai
▪ Infoverity
▪ McGladrey
▪ Merrill Lynch
▪ Ohio Auditor of the State
▪ Ohio Bankers League
▪ Plante Moran
▪ Progressive Insurance
▪ Rocky Brands Inc.
▪ Rosetta
▪ SFG Wealth Planning
Services
▪ Spy Glass
▪ Sumo Logic
▪ The Motorists Insurance
Group
▪ The Townsend Group
▪ TKE Systems
▪ Univar
▪ Vizion Solutions
▪ Worthington Industries
Tier Three ▪ 2 Checkout
▪ Ary Roepcke Mulchaey,
P.C.
▪ AT&T
▪ Belden Inc.
▪ Bridge Logistics
▪ Blue Chip Consulting Group
▪ Brooksource
▪ Cleveland Research
Company
▪ Columbus Chamber of
Commerce
▪ Crimson Cup
▪ Crowe Horwath
▪ Dedicated Technologies
▪ Duke Energy
▪ Enterprise Holdings
▪ Evoqua Water Solutions
▪ Exel Logistics
▪ Farmers Insurance
▪ Fastnal
▪ FDIC – Columbus Branch
▪ FeneTech
▪ Ferrovial Agroman US
Corp.
▪ Fluke Networks
▪ GBQ Holdings
▪ Gosiger
▪ Grief
▪ Grimm Scientific Industries
▪ HMB Information Systems
▪ Holbrook and Manter
▪ HR Butler
▪ iSqFt
▪ IRS
▪ Kroft
▪ Lanxess
▪ Lincoln Electric
▪ Liberty Mutual
▪ Maloney & Novotny LLC
▪ Mark Feldstein &
Associates Inc.
▪ McGraw Hill Education
▪ MDS CPA Review
▪ Media Network of Central
Ohio
▪ MPW Industrial Services
▪ NiSource
▪ Novogadac & Company
▪ Ormco
▪ Owens – Illinois
▪ Palmer Holland
▪ Paycor
▪ Paychex
▪ Perry & Associates
▪ Premier Building Solutions
▪ PR Newswire
▪ Quidel
▪ Rea & Associates
▪ RG Barry
▪ Ross
▪ Schneider Electric
▪ Schneider Downs & Co.
Inc.
▪ Senco
▪ Skoda Minotti
▪ SS&G
▪ Staffco-Campissno
▪ Steelcase Inc.
▪ Sundries Solution
▪ Total Quality Logistics
▪ Tractor Supply Co.
▪ Tom James
▪ Zed Digital
Target Employers ▪ 3M
▪ Accenture
▪ Abbott
▪ Anderson Corporation
▪ Bank of America
▪ Battelle
▪ BDO
▪ Bloomberg
▪ BMW
▪ Cardinal Health
▪ Cisco
▪ Cleveland Clinic
▪ Credit Suisse
▪ Dell
▪ DSW
▪ Express
▪ Feld Entertainment
▪ Fifth Third Bank
▪ General Electric
▪ Goldman Sachs
▪ HP
▪ Huntington National Bank
▪ IBM
▪ Ice Industries
▪ Kohl’s
▪ L Brands
▪ Marriot
▪ Medical Mutual of Ohio
▪ Microsoft
▪ Northwestern Mutual
▪ Ohio Health
▪ Owens Corning
▪ Palmer Donavan
▪ Parker
▪ Pepsico
▪ Rev Local
▪ Reynolds & Reynolds
▪ Rolls Royce
▪ Scotts Miracle Gro
▪ Sogeti USA
▪ The Kroger Co.
▪ The Limited
▪ Wells Fargo
▪ Wendy’s Corporation
▪ Whirlpool Corporation
▪ Verizon Wireless
9. 8 Employer Relations Strategy Ohio University College of Business, Office of Career Management
A multifaceted strategy provides a structure for interacting with
employers at individual and college-wide levels
Employer Relations Strategy
LAY THE
GROUNDWORK
Identify Employers
Discover existing
College of Business
relationships and
target employers
Segment Employers
Position employers in
a tiered structure to
prioritize OCM efforts
Define Employers
Research key data
points to understand
value proposition for
the college
DESIGN THE
INITIATIVES
Understand Needs
Collect and document
information to
understand employer’s
goals and metrics
Share Best Practices
Establish OCM as
subject matter experts
by recommending
successful recruiting
tactics and resources
Customize Approach
Collaborate with
employers to develop
multiple year-round
recruiting efforts
Execute Plan
Allocate time and
resources to support
employers throughout
the recruiting process
Track and Evaluate
Measure the return on
employer’s investment
based on stated goals
and metrics
Improve and Scale
Note lessons learned
and create
opportunities to
increase recruiting
efforts
EXTEND THE
IMPACT
10. 9 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Discuss talent goals and metrics with recruiters and alumni to determine
employer recruiting expectations
Understand Needs
Contact Information
Name Title Division Contact Information Notes
University
Recruiter
Sales Lead University Sales Recruiter for Graduate and Undergrads. Visited OU on
September 10th and 11th in 2015.
University
Recruiter
Sales Lead University Sales Recruiters for Undergrads. Facilitates interview process with OU.
Staffing
Associate
Sales Managing BCL posting and interviews.
Licensing
Sales
Specialist
Sales Recent campus hire from Washington State. Visited OU on September 10th and 11th in
2015.
Recruiting Timeline Recruiting Targets
September – November 1 – 2 full-time hires
Positions Posted on BCL
Position Type Level Applicants Interviews Offers Accepts
Sales Full-Time Seniors 18
Recruiting Needs Assessment Past Interaction
September 14, 2015 – Promote sales opportunity throughout the College of
Business. If Microsoft is happy with the quality of the applicants and the interviews,
they will make Ohio University a target university for next year. Next year we should
plan to do a similar pitch event and discuss expanding recruiting opportunities on
campus (primarily engineering).
September 14, 2015 – Theresa heard about Ohio University’s Sales Certificate from past
recruiter. As the Sales team transitions focus to a more select set of schools for recruiting
Microsoft wanted to consider OU. Theresa and Garrett came to OU for two days. Day one
focused on meeting with the OCM, students, and faculty. Day two featured a pitch
competition with students from Select, Honors, Sales, AMA, and Sports Analytics.
11. 10 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Provide employers with recruiting best practices from other universities
and employers
Share Best Practices
Lead an Information Session
Provide an overview of your industry, company, culture, and available positions to a
group of interested students within the College of Business. We will organize space
and promote your event to relevant student populations.
Conduct a Workshop
Be part of our career management trainings by choosing from pre-planned programs
or proposing a topic to present to students. We will organize space and market the
events to all College of Business students.
Sponsor an Event
Help the College of Business sponsor professional development opportunities for
students, such as etiquette dinners. We will organize space and manage invitations to
attend these events.
Meet with Students and Faculty
Breakfast, lunch, or an afternoon snack with students and faculty increases your
campus presence. We will facilitate requests for personalized engagement relevant to
your candidate search.
Connect with a Student Organization
The College of Business is home to 30 student organizations from the Accounting
Club to Women in Sports and Alpha Kappa Psi to Phi Chi Theta. We can introduce
you to these targeted groups of students.
Visit a Center of Excellence
Learn how student apply classroom knowledge to the real world through our six
Centers of Excellence. We will plan a tour for you to meet the center’s leaders and
students.
Hold Office Hours
When you have an extra hour or two on campus come to Copeland Hall and meet
with students to provide information about your company and recruitment
opportunities. We will find you a remote workplace and manage student sign ups.
Host a Site Visit
Employers looking to engage students in hand-on experience can host students on
site. We will work with you to organize site visits in Ohio and coordinate site visits
during our annual trips which include Chicago, New York, and Washington DC.
12. 11 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Create a personalized experience for employers to foster more
meaningful interaction with targeted students
Customize Approach
Needs Assessment
▪ September 11th and 12th
▪ View of campus
▪ Understanding of academic programs
▪ Understanding of Sales Centre
▪ Interaction with students from a variety of majors
▪ Looking for 1-2 students
Best Practices
▪ Lunches with top students in the College of Business
▪ Meeting with Sales Centre
▪ Meeting with CLDC
▪ Tour of AITP Conference
▪ Case competitions
▪ Tour of campus
▪ Dinner with the Dean
13. 12 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Put the customized approach into action focusing on white glove service
for employers
Execute Plan
14. 13 Employer Relations Strategy Ohio University College of Business, Office of Career Management
A multifaceted strategy provides a structure for interacting with
employers at individual and college-wide levels
Employer Relations Strategy
LAY THE
GROUNDWORK
Identify Employers
Discover existing
College of Business
relationships and
target employers
Segment Employers
Position employers in
a tiered structure to
prioritize OCM efforts
Define Employers
Research key data
points to understand
value proposition for
the college
DESIGN THE
INITIATIVES
Understand Needs
Collect and document
information to
understand employer’s
goals and metrics
Share Best Practices
Establish OCM as
subject matter experts
by recommending
successful recruiting
tactics and resources
Customize Approach
Collaborate with
employers to develop
multiple year-round
recruiting efforts
Execute Plan
Allocate time and
resources to support
employers throughout
the recruiting process
Track and Evaluate
Measure the return on
employer’s investment
based on stated goals
and metrics
Improve and Scale
Note lessons learned
and create
opportunities to
increase recruiting
efforts
EXTEND THE
IMPACT
15. 14 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Collect and assess qualitative and quantitative feedback to determine the
return on investment to the employer and the College.
Track and Evaluate
“Wow! Theresa had such great feedback from her
Ohio trip – thanks so much for organizing such a
stellar visit for us!” – Greta
16
1
1
College of Business
Scripps School of Communication
Russ College of Engineering
2
10
6
6
1
Finance Marketing
Management MIS
Sports
18
10
5
3
0
5
10
15
20
Applied Interviewed Offered Accepted
12
10
5
2
6
0
2
4
6
8
10
12
14
Applied Interviewed Offered Accepted
Senior Junior Sophomore Freshman
Recruiting Metrics
Posting Open Posting Closed Unique Views Total Views
9/14/2015 9/18/2015 41 125
Microsoft Feedback
Recruiting Overview Recruiting Overview by Student Level
Application Details by College
Application Details by
College of Business Majors
Thank you Linsey for the planning of the day and for a
great evening!…I rarely get the opportunity to meet
with a Dean for a College of Business and want to
ensure he sees how as an employer we value that
time.” – Theresa
87%
1
4
3
2
Finance Marketing
Management MIS
Sports
Interview Details by
College of Business Majors
88%
How likely is it that you
would participate in a pitch
challenge like this again?
100%
How likely are you to
recommend the Microsoft
Pitch Challenge to others?
100% Do you feel like this was a
valuable experience?
Student Pitch Challenge Feedback
“Thank you so much for everything during our visit.
You provided us with such a personalized
experience.” – Garrett
Note: Numbers for interviewed, offered, and accepted are mock data
16. 15 Employer Relations Strategy Ohio University College of Business, Office of Career Management
Note lessons learned from feedback and identify opportunities to
increase recruiting efforts within the college and across the university
Improve and Scale
Post job opportunities earlier
in the semester to create
more awareness
Extend Posting Dates
Identify opportunities to
showcase students from other
colleges, especially the Russ
College of Engineering
Explore Additional Colleges
Include a more formal
networking lunch as part of
the Microsoft Pitch Challenge
Add Networking Lunch
Create a preliminary round pitch
challenge to allow more students
to participate
Increase Student Participation
Microsoft
Recruiting
for Fall
2016
17. 16 Employer Relations Strategy Ohio University College of Business, Office of Career Management
The task force will help advance employer relations efforts by providing
support, guidance, and ideas
Next Steps for Employer Relations
1
2
3
Define Areas of Focus
Align Efforts Across the College
Create New Opportunities