PMaps Case Study_Psychometric Visual Assessment_Visual test_Gamified AssessmentPMaps Assessments
PMaps Case Study_ A Leading Retailing Company....
We provide assessments for customer service assessment, sales assessment, managerial assessment, high potential assessment, channel sales assessment
To know more about psychometric assessments, visit our website!
PMaps Case Study_ A Leading Retailing CompanyPrajakta825300
Our team comprises a group of seasoned psychologists and OB practitioners with over two decades of experience in the field of industrial psychology. Additionally, we have statisticians and IT experts on board to ensure seamless execution for our clients.
We have the privilege of receiving guidance from a prestigious Asian Psychology Association in developing our visually-based competency framework.
What makes our platform truly unique is the utilization of pictures to measure personality traits. Compared to traditional assessments, our evaluations are three times faster, leading to reduced hiring time and enhanced hiring quality, particularly beneficial for customer service and sales-driven organizations. If you're looking to hire front liners, we offer a scientifically-designed assessment to expedite and improve your hiring process
Moving from NOW to NEXT in the Marketing of Insights FortuneCMO, LLC
Insights Marketing Day | #IMD15 | 9-21-15 | by Steven Cook
Every business vertical today is experiencing rapid disruption of business models, value propositions, products and services & customer expectations. The Market Research industry is similarly facing big changes. It is more important than ever for insights businesses to understand & use state-of-the-art marketing & brand building approaches to better engage with customers, prospects & strategic partners.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
The document provides guidance on developing persuasive marketing content for different stages of the buying process. It discusses defining mission, vision, goals and market position to inform marketing goals. Tactics like social media, ads, and website content are suggested to attract attention, build interest, answer questions, and ultimately close sales. The importance of understanding audience needs and positioning messaging accordingly is emphasized. Visual storytelling, addressing common questions, and focusing on purpose-driven communication are advised to effectively guide audiences through the buying process.
This document provides information about Michael Nevski as a candidate for a marketing position. It includes quotes from references praising his work ethic, passion, and client focus. Michael's profile describes his skills in problem-solving, analytics, and leadership. It also outlines his commitment to the role and how he believes he can help clients through insights from data. The document is intended to help the company determine if Michael is a good fit.
This document provides an overview of an MBA program and the choices students must make regarding specializations. It discusses what skills an MBA develops, why students pursue an MBA, and how to plan one's career. It describes the major specialization options of finance, marketing, operations, systems, and human resources. Methods for choosing a specialization include passion, dislike, research, and assessing one's strengths. The document offers suggestions for success and concludes that desire, focus, and commitment are key.
PMaps Case Study_Psychometric Visual Assessment_Visual test_Gamified AssessmentPMaps Assessments
PMaps Case Study_ A Leading Retailing Company....
We provide assessments for customer service assessment, sales assessment, managerial assessment, high potential assessment, channel sales assessment
To know more about psychometric assessments, visit our website!
PMaps Case Study_ A Leading Retailing CompanyPrajakta825300
Our team comprises a group of seasoned psychologists and OB practitioners with over two decades of experience in the field of industrial psychology. Additionally, we have statisticians and IT experts on board to ensure seamless execution for our clients.
We have the privilege of receiving guidance from a prestigious Asian Psychology Association in developing our visually-based competency framework.
What makes our platform truly unique is the utilization of pictures to measure personality traits. Compared to traditional assessments, our evaluations are three times faster, leading to reduced hiring time and enhanced hiring quality, particularly beneficial for customer service and sales-driven organizations. If you're looking to hire front liners, we offer a scientifically-designed assessment to expedite and improve your hiring process
Moving from NOW to NEXT in the Marketing of Insights FortuneCMO, LLC
Insights Marketing Day | #IMD15 | 9-21-15 | by Steven Cook
Every business vertical today is experiencing rapid disruption of business models, value propositions, products and services & customer expectations. The Market Research industry is similarly facing big changes. It is more important than ever for insights businesses to understand & use state-of-the-art marketing & brand building approaches to better engage with customers, prospects & strategic partners.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
The document provides guidance on developing persuasive marketing content for different stages of the buying process. It discusses defining mission, vision, goals and market position to inform marketing goals. Tactics like social media, ads, and website content are suggested to attract attention, build interest, answer questions, and ultimately close sales. The importance of understanding audience needs and positioning messaging accordingly is emphasized. Visual storytelling, addressing common questions, and focusing on purpose-driven communication are advised to effectively guide audiences through the buying process.
This document provides information about Michael Nevski as a candidate for a marketing position. It includes quotes from references praising his work ethic, passion, and client focus. Michael's profile describes his skills in problem-solving, analytics, and leadership. It also outlines his commitment to the role and how he believes he can help clients through insights from data. The document is intended to help the company determine if Michael is a good fit.
This document provides an overview of an MBA program and the choices students must make regarding specializations. It discusses what skills an MBA develops, why students pursue an MBA, and how to plan one's career. It describes the major specialization options of finance, marketing, operations, systems, and human resources. Methods for choosing a specialization include passion, dislike, research, and assessing one's strengths. The document offers suggestions for success and concludes that desire, focus, and commitment are key.
Digital Graduate Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
C-level executives should get involved in building a strong recruitment culture during turbulent times, when talent is especially important. Organizations should develop partner relationships externally and leverage diversity of thought. They should merge HR and marketing to strengthen their employment brand and have a global recruitment strategy. When recruiting, companies should focus on building trust, being transparent, targeting both active and passive candidates, and ensuring all touchpoints provide a great talent experience. They should also focus on soft skills in addition to traditional qualifications and use technology and social networks to streamline the hiring process. Individual outreach is key rather than mass marketing. Building a talent pipeline through talent relationship management can help organizations be proactive, persistent, and honest during uncertainty.
Building Your Next Generation Sales TeamPeak Focus
The document discusses how printing executives need to modify how they engage clients and create new sales teams as their industries change. It emphasizes that future sales professionals will need strong interpersonal skills like active listening and asking thoughtful questions to have strategic discussions with clients. The author recommends assessing current and prospective salespeople for these skills through interviews, role plays, and skills tests to transform sales teams for new business models.
The document discusses building an effective next generation sales team for printing executives facing industry upheaval. It emphasizes that salespeople must possess strong interpersonal skills like active listening and asking thoughtful questions to engage clients in meaningful dialogue. The ability to have thoughtful discussions through Socratic questioning can reposition salespeople as strategic partners. Executives should assess candidates and train current staff to develop these competencies, which include traits like empathy, influence, and open-mindedness.
5 Tips to Create Successful Content in the COVID-19 | GMA WebinarsGraceChong37
The 1st in Asia | Growth Marketing Academy
🙌🏻Register for FREE and watch the recording whenever you’re FREE!🙌🏻
👉🏻Join Now: https://bit.ly/3kUligs
【5 Tips to Create Successful Content in the COVID-19 Era Like The Economist】
✍🏻What will I learn…
1.How to optimize your content marketing efforts in the harsh period
2.How to communicate effectively with customers and find the right balance between “tone-deaf” and “COVID-fatigue”
3.How businesses can stay relevant, emerging at the end of this crisis as winners
4.Current examples from The Economist to showcase these skills
👨🏻💼Meet Our Speaker - Alice
Alice is the Head of marketing in APAC, Content Solutions, at The Economist. She oversees the strategy and amplifications for content marketing campaigns in the region. She is in charge of social media, email marketing, and PR of sponsored campaigns, and she works closely with the advertising and events team on integrated projects. She has led amplification efforts for successful integrated programmes such as the Safe Cities Index.
🐾We will update the webinars, if you want to get more marketing knowledge, please subscribe to our channel!
👉🏻 learn more: https://www.growthmarketer.academy/
The document discusses the changing role of sales professionals in the printing industry due to technological advances that have leveled the playing field for buyers. It analyzes research showing that the most successful salespeople challenge clients' status quo, teach to enable new solutions, and tailor offerings based on clients' values. The author argues that sales professionals must adopt a more consultative approach through thoughtful questioning and dialogue to diagnose problems, identify opportunities, and coordinate resources to address clients' strategic goals.
What Role Do Your Sales Professionals PlayPeak Focus
The document discusses the changing role of sales professionals in the printing industry due to technological advances that have leveled the playing field for buyers. It analyzes research showing that the most successful salespeople challenge clients' status quo, teach to enable new solutions, and tailor offerings based on clients' values. The author argues that sales professionals must adopt a more consultative approach through thoughtful questioning and dialogue to diagnose problems, identify opportunities, and coordinate resources to address clients' strategic goals.
The Role of Recruitment and Selection in Managing Change Mairaj Nadeem
The document discusses the role of recruitment and selection in managing organizational change. It defines recruitment, selection, and change management. Recruitment and selection can directly contribute to change by bringing in new employees with different skills and perspectives. A case study is presented on an insurance company that implemented changes to its recruitment and selection processes to address issues like low staff retention. New selection methods and competency frameworks were introduced. Recruitment champions were also appointed to help lead the changes and meet recruitment objectives, demonstrating how recruitment and selection can be developed to effectively manage organizational change.
Entrepreneurial Marketing - Looking the internal costumerAndy Lima
Entrepreneurial marketing is a philosophy and mindset that combines opportunity recognition with iterative experiments to test visions and seize opportunities. It focuses on building relationships and engaging customers through dialogue rather than transactions. Some key aspects include developing a guiding vision for customer wants, staging investments to reveal options, and using low-cost marketing tools like testimonials, partnerships, and customer education. While traditionally seen as only for small businesses and entrepreneurs, entrepreneurial marketing can provide benefits to any organization through creative approaches to engage customers and drive lasting results.
The document discusses the changing role of sales professionals in the printing industry due to technological advances and changes in how customers obtain information. It argues that salespeople must become more consultative and able to provide expertise across multiple media types rather than just print. The next generation of sales professionals will need skills in areas like marketing, data analytics, and financial understanding in order to advise clients on multimedia campaigns and business challenges. They will need to understand clients' industries and finances, continuously learn, and find creative solutions to complex problems.
How to hire the perfect Digital Marketing ManagerHireQuotient
1. Craft a Compelling Job Description
Begin by creating a clear and detailed job description tailored to your company's unique needs and culture. Highlight the specific skills, experiences, and qualities you're seeking in a Digital Marketing Manager, emphasizing what sets your company apart as an employer of choice.
2. Discover Relevant Candidates
Utilize Job Boards Post your job opening on popular platforms like LinkedIn, Indeed, and Glassdoor, targeting candidates with expertise in digital marketing.
3. Leverage Social Media
Promote the position across your company's social media channels to reach a broader audience of potential candidates.
4. Employee Referrals
Encourage your current employees to refer qualified candidates from their networks, tapping into trusted referrals for potential hires.
5. Screen Candidates Effectively
Look for candidates with a proven track record of developing and executing successful digital marketing campaigns across various channels.
6. Initial Interviews
Conduct initial interviews to assess candidates' communication skills, strategic thinking, and alignment with your company's goals.
7. Skill Assessments
Consider assigning practical tasks or case studies to evaluate candidates' ability to analyze data, identify trends, and develop effective marketing strategies.
8. Interview Candidates
Prepare a set of tailored interview questions that delve into candidates' experiences, achievements, and problem-solving abilities in digital marketing roles. Assess their familiarity with key digital marketing tools, trends, and best practices.
9. Engage Candidates
Maintain open communication with candidates throughout the hiring process, providing timely updates and feedback on their application status. A positive candidate experience reflects well on your employer brand and increases the likelihood of securing top talent.
10.Conduct Reference Checks
Reach out to references provided by candidates to gain insights into their past performance, work ethic, and ability to collaborate effectively within a team.
11. Selection and Onboarding
Extend a competitive offer to the chosen candidate, including details on salary, benefits, and start date. Ensure a smooth onboarding process that familiarizes the new Digital Marketing Manager with your company culture, values, and expectations.
Read the full article here: https://www.hirequotient.com/how-to-hire/digital-marketing-manager
Sales Methodologies - A quick guide to boosting success - realSociableDalia Asterbadi
The document discusses the top 6 sales methodologies used today: SPIN Selling, Conceptual Selling, SNAP Selling, Solution Selling, Customer Centric Selling, and Challenger Selling. It provides an overview of each methodology and tips for how to effectively utilize them. It also discusses how technology like realSociable can help salespeople implement the methodologies by providing business intelligence, maximizing online opportunities, and reducing administrative work to focus on relationships. The document advocates integrating technology with sales methodologies to create velocity while maintaining a relationship-driven approach.
Matthew Pettinelli Personal Brand Social Media Marketing PlanMatthew Pettinelli
This document provides a social media marketing plan for John Kratz's personal brand. It includes a situational analysis of his current limited social media presence. The objectives are to obtain career opportunities through 5 informational interviews, 5 LinkedIn connections from influencers, 10 blog posts, 500+ LinkedIn connections, and 1 influential Twitter follower. The plan targets the IT and marketing industries and selects companies like AimClear, Swim Creative, and Target. Insights into the target audience demographics, psychographics, behaviors, and preferred social media are provided to guide content development.
This document discusses how companies can better differentiate themselves and increase revenues through "Thoughtful Selling". It notes that customers now find most product information online beforehand, so companies need to close the "insight gap" between their brand and products by providing unique insights. It recommends categorizing customers into "Take Us Forward", "Model It", and "Prove It" groups and matching insights to each group's needs. Additionally, it emphasizes aligning marketing campaigns and sales conversations by integrating efforts between departments to create high-performance programs grounded in unique insights.
Buyer personas are indispensable in B2B marketing. It helps you to focus on what really matters, your buyer. This PPT will help you with some practical tips on how to develop and maintain your B2B buyer personas.
Buyer Persona - Key to B2B online marketing successShimonBen
Buyer Persona are indispensable in B2B Marketing. A tool that will help you to become buyer centric. Learn how to develop the profiles and how to gather the data.
Internship Opportunities at Younity .pdfAysha703764
Younity is a student community and education technology company that focuses on helping students develop professionally, personally, and in their personalities. It provides live online sessions and courses to solve students' doubts and disrupt the education industry. Younity aims to guide students at every stage, from skills development to career opportunities, through a holistic approach and expert mentors. It wants to be the largest student community in India by providing career solutions and promoting education beyond the classroom. Younity is hiring for several work from home internship roles related to growth hacking, business development, marketing, customer acquisition, sales, and social media management.
When Employer Branding gradually receives more attention from leaders, many businesses have been making efforts to utilize modern Marketing tools and approach new communications trends with an aim to effectively approach target talents.
How's about Word-of-Mouth Marketing? Talent Brand Vietnam had a great discussion with Mr. Robert Tran about the essential values of this tool applying to Vietnam labor market.
When #EmployerBranding gradually receives more attention from leaders, many businesses have been making efforts to utilize modern Marketing tools and approach new communications trends with an aim to effectively approach target talents.
How's about Word-of-Mouth Marketing? Talent Brand Vietnam had a great discussion with Mr. Robert Tran about the essential values of this tool applying to Vietnam labor market.
The document provides a detailed summary of an individual's qualifications, skills, work experience, and achievements. It includes information such as the individual's educational background with degrees obtained from the University of Sindh, Pakistan. Work experience spans over 5 years in marketing and sales roles for established companies, with responsibilities including managing sales teams, developing marketing strategies, and improving sales performance. The individual's skills include proficiency in Microsoft Office, computer maintenance, and graphic design software. Notable achievements include awards for best sales and promotions to managerial roles.
Introduction to Type B Personality for Organizational SuccessPMaps Assessments
This presentation explores the unique characteristics of Type B personalities and their valuable contributions to the workplace. Learn how to effectively manage and leverage these traits for increased productivity, reduced stress, and enhanced teamwork. We'll cover the key benefits and challenges associated with Type B personalities, strategic interventions for both pre-hire and post-hire stages, and the overall impact on workplace dynamics. Join us to discover how understanding and integrating Type B individuals can lead to a more dynamic, inclusive, and successful organizational environment.
Visit to learn more: https://www.pmapstest.com/blog/type-b-personality
Improving Hiring at IDFC First Bank with PMaps AssessmentsPMaps Assessments
Learn how PMaps teamed up with IDFC First Bank to upgrade their hiring strategies in this detailed PDF. Since January 2023, they've tackled recruitment challenges like skill shortages and high staff turnover through specialized Job-Fit Assessments. Explore how PMaps' tailored assessments focus on key skills and thinking abilities, boosting the bank's ability to hire the right people. This case study also shows the benefits of these changes, such as better hiring speed, adherence to rules, and improved quality of new hires, highlighting the importance of smart hiring for long-term business success in the banking industry.
https://www.pmapstest.com/case-study/idfc-first-bank-case-study
More Related Content
Similar to PMaps Gamified Assessment | Psychometric test
Digital Graduate Jobs London. We recruit for jobs all over the Digital Sphere for Media Owners, Publishers, Ad technology, Ecommerce, Media & Marketing Agencies. www.spherelondon.co.uk
C-level executives should get involved in building a strong recruitment culture during turbulent times, when talent is especially important. Organizations should develop partner relationships externally and leverage diversity of thought. They should merge HR and marketing to strengthen their employment brand and have a global recruitment strategy. When recruiting, companies should focus on building trust, being transparent, targeting both active and passive candidates, and ensuring all touchpoints provide a great talent experience. They should also focus on soft skills in addition to traditional qualifications and use technology and social networks to streamline the hiring process. Individual outreach is key rather than mass marketing. Building a talent pipeline through talent relationship management can help organizations be proactive, persistent, and honest during uncertainty.
Building Your Next Generation Sales TeamPeak Focus
The document discusses how printing executives need to modify how they engage clients and create new sales teams as their industries change. It emphasizes that future sales professionals will need strong interpersonal skills like active listening and asking thoughtful questions to have strategic discussions with clients. The author recommends assessing current and prospective salespeople for these skills through interviews, role plays, and skills tests to transform sales teams for new business models.
The document discusses building an effective next generation sales team for printing executives facing industry upheaval. It emphasizes that salespeople must possess strong interpersonal skills like active listening and asking thoughtful questions to engage clients in meaningful dialogue. The ability to have thoughtful discussions through Socratic questioning can reposition salespeople as strategic partners. Executives should assess candidates and train current staff to develop these competencies, which include traits like empathy, influence, and open-mindedness.
5 Tips to Create Successful Content in the COVID-19 | GMA WebinarsGraceChong37
The 1st in Asia | Growth Marketing Academy
🙌🏻Register for FREE and watch the recording whenever you’re FREE!🙌🏻
👉🏻Join Now: https://bit.ly/3kUligs
【5 Tips to Create Successful Content in the COVID-19 Era Like The Economist】
✍🏻What will I learn…
1.How to optimize your content marketing efforts in the harsh period
2.How to communicate effectively with customers and find the right balance between “tone-deaf” and “COVID-fatigue”
3.How businesses can stay relevant, emerging at the end of this crisis as winners
4.Current examples from The Economist to showcase these skills
👨🏻💼Meet Our Speaker - Alice
Alice is the Head of marketing in APAC, Content Solutions, at The Economist. She oversees the strategy and amplifications for content marketing campaigns in the region. She is in charge of social media, email marketing, and PR of sponsored campaigns, and she works closely with the advertising and events team on integrated projects. She has led amplification efforts for successful integrated programmes such as the Safe Cities Index.
🐾We will update the webinars, if you want to get more marketing knowledge, please subscribe to our channel!
👉🏻 learn more: https://www.growthmarketer.academy/
The document discusses the changing role of sales professionals in the printing industry due to technological advances that have leveled the playing field for buyers. It analyzes research showing that the most successful salespeople challenge clients' status quo, teach to enable new solutions, and tailor offerings based on clients' values. The author argues that sales professionals must adopt a more consultative approach through thoughtful questioning and dialogue to diagnose problems, identify opportunities, and coordinate resources to address clients' strategic goals.
What Role Do Your Sales Professionals PlayPeak Focus
The document discusses the changing role of sales professionals in the printing industry due to technological advances that have leveled the playing field for buyers. It analyzes research showing that the most successful salespeople challenge clients' status quo, teach to enable new solutions, and tailor offerings based on clients' values. The author argues that sales professionals must adopt a more consultative approach through thoughtful questioning and dialogue to diagnose problems, identify opportunities, and coordinate resources to address clients' strategic goals.
The Role of Recruitment and Selection in Managing Change Mairaj Nadeem
The document discusses the role of recruitment and selection in managing organizational change. It defines recruitment, selection, and change management. Recruitment and selection can directly contribute to change by bringing in new employees with different skills and perspectives. A case study is presented on an insurance company that implemented changes to its recruitment and selection processes to address issues like low staff retention. New selection methods and competency frameworks were introduced. Recruitment champions were also appointed to help lead the changes and meet recruitment objectives, demonstrating how recruitment and selection can be developed to effectively manage organizational change.
Entrepreneurial Marketing - Looking the internal costumerAndy Lima
Entrepreneurial marketing is a philosophy and mindset that combines opportunity recognition with iterative experiments to test visions and seize opportunities. It focuses on building relationships and engaging customers through dialogue rather than transactions. Some key aspects include developing a guiding vision for customer wants, staging investments to reveal options, and using low-cost marketing tools like testimonials, partnerships, and customer education. While traditionally seen as only for small businesses and entrepreneurs, entrepreneurial marketing can provide benefits to any organization through creative approaches to engage customers and drive lasting results.
The document discusses the changing role of sales professionals in the printing industry due to technological advances and changes in how customers obtain information. It argues that salespeople must become more consultative and able to provide expertise across multiple media types rather than just print. The next generation of sales professionals will need skills in areas like marketing, data analytics, and financial understanding in order to advise clients on multimedia campaigns and business challenges. They will need to understand clients' industries and finances, continuously learn, and find creative solutions to complex problems.
How to hire the perfect Digital Marketing ManagerHireQuotient
1. Craft a Compelling Job Description
Begin by creating a clear and detailed job description tailored to your company's unique needs and culture. Highlight the specific skills, experiences, and qualities you're seeking in a Digital Marketing Manager, emphasizing what sets your company apart as an employer of choice.
2. Discover Relevant Candidates
Utilize Job Boards Post your job opening on popular platforms like LinkedIn, Indeed, and Glassdoor, targeting candidates with expertise in digital marketing.
3. Leverage Social Media
Promote the position across your company's social media channels to reach a broader audience of potential candidates.
4. Employee Referrals
Encourage your current employees to refer qualified candidates from their networks, tapping into trusted referrals for potential hires.
5. Screen Candidates Effectively
Look for candidates with a proven track record of developing and executing successful digital marketing campaigns across various channels.
6. Initial Interviews
Conduct initial interviews to assess candidates' communication skills, strategic thinking, and alignment with your company's goals.
7. Skill Assessments
Consider assigning practical tasks or case studies to evaluate candidates' ability to analyze data, identify trends, and develop effective marketing strategies.
8. Interview Candidates
Prepare a set of tailored interview questions that delve into candidates' experiences, achievements, and problem-solving abilities in digital marketing roles. Assess their familiarity with key digital marketing tools, trends, and best practices.
9. Engage Candidates
Maintain open communication with candidates throughout the hiring process, providing timely updates and feedback on their application status. A positive candidate experience reflects well on your employer brand and increases the likelihood of securing top talent.
10.Conduct Reference Checks
Reach out to references provided by candidates to gain insights into their past performance, work ethic, and ability to collaborate effectively within a team.
11. Selection and Onboarding
Extend a competitive offer to the chosen candidate, including details on salary, benefits, and start date. Ensure a smooth onboarding process that familiarizes the new Digital Marketing Manager with your company culture, values, and expectations.
Read the full article here: https://www.hirequotient.com/how-to-hire/digital-marketing-manager
Sales Methodologies - A quick guide to boosting success - realSociableDalia Asterbadi
The document discusses the top 6 sales methodologies used today: SPIN Selling, Conceptual Selling, SNAP Selling, Solution Selling, Customer Centric Selling, and Challenger Selling. It provides an overview of each methodology and tips for how to effectively utilize them. It also discusses how technology like realSociable can help salespeople implement the methodologies by providing business intelligence, maximizing online opportunities, and reducing administrative work to focus on relationships. The document advocates integrating technology with sales methodologies to create velocity while maintaining a relationship-driven approach.
Matthew Pettinelli Personal Brand Social Media Marketing PlanMatthew Pettinelli
This document provides a social media marketing plan for John Kratz's personal brand. It includes a situational analysis of his current limited social media presence. The objectives are to obtain career opportunities through 5 informational interviews, 5 LinkedIn connections from influencers, 10 blog posts, 500+ LinkedIn connections, and 1 influential Twitter follower. The plan targets the IT and marketing industries and selects companies like AimClear, Swim Creative, and Target. Insights into the target audience demographics, psychographics, behaviors, and preferred social media are provided to guide content development.
This document discusses how companies can better differentiate themselves and increase revenues through "Thoughtful Selling". It notes that customers now find most product information online beforehand, so companies need to close the "insight gap" between their brand and products by providing unique insights. It recommends categorizing customers into "Take Us Forward", "Model It", and "Prove It" groups and matching insights to each group's needs. Additionally, it emphasizes aligning marketing campaigns and sales conversations by integrating efforts between departments to create high-performance programs grounded in unique insights.
Buyer personas are indispensable in B2B marketing. It helps you to focus on what really matters, your buyer. This PPT will help you with some practical tips on how to develop and maintain your B2B buyer personas.
Buyer Persona - Key to B2B online marketing successShimonBen
Buyer Persona are indispensable in B2B Marketing. A tool that will help you to become buyer centric. Learn how to develop the profiles and how to gather the data.
Internship Opportunities at Younity .pdfAysha703764
Younity is a student community and education technology company that focuses on helping students develop professionally, personally, and in their personalities. It provides live online sessions and courses to solve students' doubts and disrupt the education industry. Younity aims to guide students at every stage, from skills development to career opportunities, through a holistic approach and expert mentors. It wants to be the largest student community in India by providing career solutions and promoting education beyond the classroom. Younity is hiring for several work from home internship roles related to growth hacking, business development, marketing, customer acquisition, sales, and social media management.
When Employer Branding gradually receives more attention from leaders, many businesses have been making efforts to utilize modern Marketing tools and approach new communications trends with an aim to effectively approach target talents.
How's about Word-of-Mouth Marketing? Talent Brand Vietnam had a great discussion with Mr. Robert Tran about the essential values of this tool applying to Vietnam labor market.
When #EmployerBranding gradually receives more attention from leaders, many businesses have been making efforts to utilize modern Marketing tools and approach new communications trends with an aim to effectively approach target talents.
How's about Word-of-Mouth Marketing? Talent Brand Vietnam had a great discussion with Mr. Robert Tran about the essential values of this tool applying to Vietnam labor market.
The document provides a detailed summary of an individual's qualifications, skills, work experience, and achievements. It includes information such as the individual's educational background with degrees obtained from the University of Sindh, Pakistan. Work experience spans over 5 years in marketing and sales roles for established companies, with responsibilities including managing sales teams, developing marketing strategies, and improving sales performance. The individual's skills include proficiency in Microsoft Office, computer maintenance, and graphic design software. Notable achievements include awards for best sales and promotions to managerial roles.
Similar to PMaps Gamified Assessment | Psychometric test (20)
Introduction to Type B Personality for Organizational SuccessPMaps Assessments
This presentation explores the unique characteristics of Type B personalities and their valuable contributions to the workplace. Learn how to effectively manage and leverage these traits for increased productivity, reduced stress, and enhanced teamwork. We'll cover the key benefits and challenges associated with Type B personalities, strategic interventions for both pre-hire and post-hire stages, and the overall impact on workplace dynamics. Join us to discover how understanding and integrating Type B individuals can lead to a more dynamic, inclusive, and successful organizational environment.
Visit to learn more: https://www.pmapstest.com/blog/type-b-personality
Improving Hiring at IDFC First Bank with PMaps AssessmentsPMaps Assessments
Learn how PMaps teamed up with IDFC First Bank to upgrade their hiring strategies in this detailed PDF. Since January 2023, they've tackled recruitment challenges like skill shortages and high staff turnover through specialized Job-Fit Assessments. Explore how PMaps' tailored assessments focus on key skills and thinking abilities, boosting the bank's ability to hire the right people. This case study also shows the benefits of these changes, such as better hiring speed, adherence to rules, and improved quality of new hires, highlighting the importance of smart hiring for long-term business success in the banking industry.
https://www.pmapstest.com/case-study/idfc-first-bank-case-study
Performance Management Vs. Performance Appraisal: Strategies for Organization...PMaps Assessments
This presentation explains the differences and connections between Performance Management and Performance Appraisal and ongoing management efforts. Learn simple strategies and useful tips on how to combine these processes to help your employees perform better and boost your company's success. Get to know the right tools and methods that make managing and reviewing employee performance easier.
Read complete guide: https://www.pmapstest.com/blog/performance-management-vs-performance-appraisal
Transforming Max Life Insurance with PMaps Job-Fit Assessments- Case StudyPMaps Assessments
Discover how Max Life Insurance revolutionized its hiring process with PMaps Job-Fit Assessments. This case study highlights how high scorers sold 2.1 times more policies, tackling performance issues effectively. With a 70% accuracy in predicting high achievers, PMaps' assessments streamlined recruitment, integrating seamlessly with HRMS for efficient data management. Max Life's success story showcases the power of PMaps in transforming talent acquisition and boosting sales performance. Download now to learn more!
Follow us for more case study: https://www.pmapstest.com/case-study
Skills you needto safeguardyour careerasan HR professional:PMaps Assessments
The market for Artificial Intelligence based technologies has grown from $8 billion in 2016 to over $47 billion by 2020, according to research firm IDC.
66% of world business leaders and analysts agree AI will drive most innovation in almost every industry over the next 1 to 5 years.
This will continue impacting all business practices across almost every industry, and the same remains true for HR.
Any area of recruiting where distinct inputs and outputs occur – like screening, sourcing, and assessments, will mostly become automated.
Industry experts believe recruitment automation will augment and enhance human recruiters’ abilities, rather than completely replace them.
www.pmapstest.com
Tsk tsk... Do you know what'sgoingon in the HR world?PMaps Assessments
Don’t know how to measure the effectiveness of your HR policies?
A good indicator of this is measuring the retention and attrition rates in your organisation.
Finding and hiring the right employees is crucial — but retaining them is just as important.
The cost to replace a worker is significant, including losses in revenue, productivity, and staff morale.
Employee turnover costs anywhere from 16% to 213% of annual salary depending on the position.
Visit our PMaps Website to know more!
www.pmapstest.com
Hiring freshers can be beneficial for businesses in several ways: Freshers are easy to train since they learn quickly without preconceived notions; they bring innovative new ideas that can increase sales and profits; and their energy and enthusiasm helps build a better company culture that keeps the work environment active. However, to reap these benefits, businesses need to hire competent freshers and can use assessments that screen applicants on abilities to find the most qualified candidates.
71 % of companies see HR analytics as a high priority for their organisationPMaps Assessments
What doesn’t get measured, doesn’t get done.
It is worse when what gets done, doesn’t get measured.
By not investing in HR Analytics, your HR efforts are not being utilised to the best capacity.
Leverage HR Analytics to measure KPIs, increase retention rates and maintain high levels of engagement.
Stay tuned for our next post that will help you understand employee engagement better.
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ARE YOU AN HR PROFESSIONAL BOGGED DOWN WITH TEDIOUS PAPERWORK?PMaps Assessments
Love your HR role but not the paperwork that comes with it?
Streamline it using blockchain.
In addition to the above areas, blockchain can also be used for ensuring compliance and audit checks.
In fact, 49% of companies already implementing blockchain, use the technology for compliance and auditing purposes.
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Blockchain will create $3.1 trillion in business value by 2030PMaps Assessments
It looks like blockchain technology would be a welcome addition to HR that is likely to free up time and resources needed to focus on core business goals whilst strengthening the role of HR as a strategic partner.
However, some experts also believe that blockchain could potentially be responsible for recruiters becoming redundant.
With various companies already leveraging blockchain in their HR functions, blockchain is showcasing high potential.
CompTIA discovered that 51 per cent of early adopters of blockchain currently use it to verify digital identities.
Stay tuned for our next post to learn how you can automate the most mundane HR functions.
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Blockchain enables trusted interactions between unknown participants by combining five design elements to authenticate users, validate transactions, and record that information to a digital ledger.
The information is recorded in such a way that it can’t be corrupted by a single participant or changed after the fact.
Which is why the above circumstances will come to life, sooner if not later, by 2030.
Stay tuned for our next post to learn how you can leverage blockchain for key HR functions.
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Employer branding matters.
It matters because only if you are viewed as an organisation with robust, effective, and ethical hiring practices will you attract the best talent to work for your organisation.
And the same is backed by statistics.
42% of candidates will not apply for a position at your company if they’ve had a bad experience with you, and one in five (22%) actively advise their peers to not apply as well, according to a CareerBuilder report.
Hire faster and better through our visual assessments.
Book a free demo session through our website now.
www.pmapstest.com
Skeptical if HRTech might work for you and your business?
The above case studies prove that early adoption of technology always pays off.
Want to integrate an element of this impressive technology into your business?
Use our assessments and hire infinitely better.
Click through the link in our description to book a free demo session.
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A STEP-BY-STEP GUIDE TO RECRUIT AND RETAIN THE BEST CANDIDATES:PMaps Assessments
Machine Learning, as the name suggests, is all about machines learning automatically without being explicitly programmed or learning without any direct human intervention.
It can be used to identify and define recruitment patterns in HR.
Apart from the functions mentioned above, Machine Learning can also be used to monitor bias, supervise employee activities, and launch engagement monitoring.
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HERE’S WHAT YOU LOSE OUT ON BY NOT LEVERAGING - ARTIFICIAL INTELLIGENCE WHILE...PMaps Assessments
Artificial Intelligence can be used in HR to screen, shortlist candidates, and schedule meetings with them.
In 2022, nearly two-thirds of American companies (63 %) are investing or planning to invest in artificial intelligence for use in talent acquisition, up from 42% in 2020.
Whereas most companies are using AI to improve their quality of hire, some remain stuck with their old methods mainly due to a lack of knowledge, trust, and support from top management.
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According to LinkedIn data, the most important recruiting KPIs are Quality of hire (60% of HR leaders) and Time to fill positions (28% of HR leaders).
Both of which are challenging to attain, due to loopholes in traditional hiring.
Recruitment automation reduces time to hire as it automates low-value, repetitive, and tedious tasks so that recruiters can focus on more high-priority tasks.
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HERE’S WHY YOUR TRADITIONAL RECRUITMENT PROCESS IS INEFFICIENT:PMaps Assessments
52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool.
Leveraging technologies like Artificial Intelligence, Machine Learning, and Analytics to screen, shortlist, and schedule interviews is the way forward.
The HRTech space is growing exponentially, having received over $12 billion in investments in 2021 and $2 billion invested in January 2022 alone.
Follow for more content around all things HR and leveraging Tech to hire better.
Visit our website at www.pampstest.com
Gone are the days where competitive salaries and benefits were enough to attract the best talent.
Now they are the bare minimum.
Especially for Gen Z, who are striving for meaning and purpose through their careers.
Follow for more such content around trends that are shaping the global economy and workforce.
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BUILD A BRAND THAT RESONATES WITH GEN ZS BY DOING THIS:PMaps Assessments
Making sure that your business stands out has always been important.
It is even more important when the most significant demographic, i.e. Gen Z, do not showcase loyalty to any specific brand.
They tend to be much less attached to specific brands, instead preferring to shop around for the best deal.
Thus you need to stay on your toes to keep them interested with new offers, products, and great customer service.
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Capitalizing on the expanding Gen Z consumer demographic could substantially boost your business profits.
Yet, failing to adapt could be equally detrimental.
To effectively engage the Gen Z market, products and services should combine value, quality, and ethical practices.
Stay tuned for more insightful content on trends influencing the global economy and workforce.
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The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
3. Understanding the behaviors required
for role success.
Lack of data and tools for
hiring.
Using the pilot study to provide data
for hiring.
2.
Unstructured and time-
consuming interviews.
Using PMaps digital hiring,
interviewing, and onboarding tools.
3.
Hiring insurance sales agents
with the right skills.
1.
Challenges and Solutions
4. PMaps provides digital hiring tests, as well as onboarding solutions to assess the
skills required in the role of entry-level Insurance sales agents.
1
Pilot Study
PMaps conducted a Pilot Study for existing
employees to determine:
Right
fitment
Competencies
for the role
2
6. Dependent count:
1-4
Location:
Uttar Pradesh
Sample Size:
350+
Age:
30-35
Gender:
Male
Marital status:
Married
Pilot Study: Statistics
Department:
Sales and marketing
Designation:
Senior Executive
Total experience:
>8 years
Zone:
North
8. High Performers Low Performers
Growth Mindset 71.1% 45.73%
Coachability 45.87% 27.50%
Social Skills 85.87% 48.17%
Top Three Competencies Driving Sales Performance
45.87%
These three competencies distinguish a high performer from a low performer.
They can identify and filter out candidates that are not performing well in the
insurance sector.
10. Highly determined
Focuses on monetary benefits
Highly ambitious and competitive
Displays a high drive to perform
Growth Mindset
1.
As a salesperson, their need for achievement leads to higher performance. Their main aim is to strive
towards the goal while maintaining the quality. High performers are highly determined, have a
stronger focus, and therefore it leads to good results. They try to outperform their teammates in
order to garner a large bonus. They focus on monetary benefits, rewards and material recognition as
a motivating factor.
11. Creative sellers know how to go beyond the problem at hand and come up with unique, customized
solutions to help the clients. Creative salespersons are inclined to continuously brainstorm and come
up with ways to surprise and enchant customers --to create great customer experiences. Creative
sales professionals take time to properly understand how their product will exclusively help the
customer. If any client pushes back with a problem, they tend to creatively find answers to the
problem.
Generates creative ideas
Are imaginative thinkers
Focused on the bigger goal
2. Coachability
12. They find it easy to connect and build a rapport with people. They are able to address large groups
without any hesitation. They are able to introduce themselves confidently to new prospects and
initiate conversations or sales pitches with confidence. Such individuals are able to outperform in
sales roles as they are very effectively able to communicate with customers and clients. Their
outgoing personality enables them to engage with diverse populations.
Are able to effectively interact
Likes being appreciated
Likes being the center of attention
3. Social Skills
14. The Pilot helped PMaps in
developing a job & sector specific
construct scientifically that could
measure on role-performance of an
individual by following the method
of Test development from research,
focused group discussion, test
creation to validation; and hiring of
front-line Insurance sales agents
through our quick, automated, fun,
and language-agnostic assessment
solutions.
Pilot Success
15. Hire the best
insurance agents
Use our integrated
video interviewing
platform
Select right hire
based on the
psychometric sales
assessment
Determine the right
competencies and
behaviors through
the Pilot
2
4
3
1
Interview
Attract
Select
Measure
To be precise, PMaps helps organizations to:
16. To know more, Visit our website:
www.pmapstest.com
support@pmaps.in