Work Culture at Management Consulting FirmsDeepak Sharma
This presentation describes the difference in Work Culture at management consulting firms that I know about. I found a striking difference between the two most popular & reputed ones.
Work Culture at Management Consulting FirmsDeepak Sharma
This presentation describes the difference in Work Culture at management consulting firms that I know about. I found a striking difference between the two most popular & reputed ones.
Simon Russell, Director of Consulting at Work Group, gave a presentation at the AGCAS Graduates into Smaller Businesses Conference in Birmingham on 26 November.
He argued that the principles of employer marketing remain the same whether you're an SME or large employer. What's more, smaller employers have a clear advantage over the heavyweight graduate employers.
Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments.
Thanks & Regards,
Hire for Best Possible Outcomes using Talent Hacking & Culture-Fit AnalyticsTalent Hacking
A primary objective of the Human Resources function within a corporate setting is to attract and retain a qualified and productive workforce.
Employee turnover can cost a company up to 40% of its annual profit.
HR has a unique opportunity to acquire better information from job candidates, and improve insight into the corporate culture to accomplish its objectives.
Interactive Recruiting provides HR with the external and internal intelligence it needs to be successful. Better matching of individuals within the corporate environment result in a domain knowledge multiplier - new hire domain knowledge along with corporate knowledge transfer results in measurable improvement in applied knowledge that leads to higher, sustainable, long-term performance.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
Talent Attraction 101 is a guide for founders and hiring managers of startups and small and medium sized businesses (SMBs / SMEs). It covers the foundations of how to build a magnetic employer brand and in order to attract great talent to your company.
A great recruiting strategy is formed around an obsession over the hiring process and a great candidate experience. Only when unsuccessful candidates still recommend their friends to your company's job openings have you truly created a great hiring strategy.
Accelerate Your Business Healthcare: RCM FocusedCiara Lewin
We realize there is an ever increasing gap between offshore vendors and US providers and offices. This gap is related to miscommunication, lack of education and ultimately expertise to guide both teams in understanding how to better work and thrive with each other's help. We've tailored made an acceleration program to help expedite your growth.
8 Steps to Successful Brand Reputation MeasurementLuca Sanfelici
Report detailing the key challenges, threats and solutions to brand reputation management as part of a successful business strategy. This is first of the Hard to Measure reports created with the help of attendees to the roundtable event from Adobe, Salesforce, Deutsche Börse, Rippleseed, Monotype, Nativeye and Brand Perfect.
LAWYERS! Need some help BUILDING YOUR PRACTICE while social distancing FROM HOME? Here is a 50-page sample of a hot-off-the-presses new 2020 legal-marketing book, "The Ultimate Law Firm Partner's Working-From-Home Marketing Checklist: The Renowned Step-by-Step Process For Lawyers Who Want To Develop Clients." It's based on the best-selling "Ultimate Associate Marketing Checklist" with 10,000+ copies in print, revised for the new COVID-19 self-isolation situation. Kindle versions are available on Amazon (t.ly/86lE0) for $15 each, or you can buy 10+ e-books directly from the author for $5/lawyer at ross@fishmanmarketing.com. Email with questions or orders!
TABLE OF CONTENTS:
Book Overview
Acknowledgements
Preface
Introduction
Getting Started
Intra-Firm Marketing
Building Your Marketing Platform
Expanding Your Work from Existing Clients
Growing Your Network
Staying in Touch
Turning Prospects Into Clients
Client Service
Marketing Training
A Plea to Focus Your Marketing
Social Media Tools
LinkedIn
Twitter
Facebook
YouTube
Instagram
Snapchat
Presentations to Build Your Brand
Your Elevator Speech
Visiting Clients
Business Cards
Networking and Attending Seminars
Conduct a “Needs Assessment.”
General Mindset
Gender-Based Communication Musings
Your Mental Health
Conclusion
Author Biography
APPENDIX
Niche and Industry Marketing Checklist
Long Version
Short Version
Individual Marketing Plan
Long Version
100-Day Short Version
How to Write for the Internet and Enhance Your SEO
Writing an SEO-Enhanced Practice-Area Page
Writing an Effective Industry-Group Page
Writing a Great Website Biography/Profile Page
Drafting a Persuasive LinkedIn Profile
How to Write Persuasive Case Studies
Litigation Case Summary Form
Transactional Case Summary Form
Your LinkedIn profile is a vital part of your marketing strategy and never so if you're marketing yourself online. Interrupt the buying decision and become your prospects trusted advisor.
TheProfile.Company
Naomi@TheProfile.Company
07723 602 353
Lets discuss three questions:
1. Why LinkedIn?
2. How to be found?
3. How to generate business?
Note...
- Google has changed our behavior and it in effect its a great business to search optimize corporate websites.
- Now this behaviour spreads to LinkedIn. People search and connect with individuals on LinkedIn. Which makes it important to have a company page. And it makes it equally important optimise the comapany page so it is found in linkedin searches.
Simon Russell, Director of Consulting at Work Group, gave a presentation at the AGCAS Graduates into Smaller Businesses Conference in Birmingham on 26 November.
He argued that the principles of employer marketing remain the same whether you're an SME or large employer. What's more, smaller employers have a clear advantage over the heavyweight graduate employers.
Appreciate to receive your valuable insights in the comments. You may also consider sharing related Quotes known to you in the comments.
Thanks & Regards,
Hire for Best Possible Outcomes using Talent Hacking & Culture-Fit AnalyticsTalent Hacking
A primary objective of the Human Resources function within a corporate setting is to attract and retain a qualified and productive workforce.
Employee turnover can cost a company up to 40% of its annual profit.
HR has a unique opportunity to acquire better information from job candidates, and improve insight into the corporate culture to accomplish its objectives.
Interactive Recruiting provides HR with the external and internal intelligence it needs to be successful. Better matching of individuals within the corporate environment result in a domain knowledge multiplier - new hire domain knowledge along with corporate knowledge transfer results in measurable improvement in applied knowledge that leads to higher, sustainable, long-term performance.
In a world where professional services firms are increasingly opting for regional and global reach, the need to be responsive to cultural differences has skyrocketed. Whilst being culturally savvy has always been critical to local and cross-border business success, there is enormous room for improvement in this area. In an era where global mobility of talent is at an all time high, there is significant pressure on firms to respond to cultural nuance.
Talent Attraction 101 is a guide for founders and hiring managers of startups and small and medium sized businesses (SMBs / SMEs). It covers the foundations of how to build a magnetic employer brand and in order to attract great talent to your company.
A great recruiting strategy is formed around an obsession over the hiring process and a great candidate experience. Only when unsuccessful candidates still recommend their friends to your company's job openings have you truly created a great hiring strategy.
Accelerate Your Business Healthcare: RCM FocusedCiara Lewin
We realize there is an ever increasing gap between offshore vendors and US providers and offices. This gap is related to miscommunication, lack of education and ultimately expertise to guide both teams in understanding how to better work and thrive with each other's help. We've tailored made an acceleration program to help expedite your growth.
8 Steps to Successful Brand Reputation MeasurementLuca Sanfelici
Report detailing the key challenges, threats and solutions to brand reputation management as part of a successful business strategy. This is first of the Hard to Measure reports created with the help of attendees to the roundtable event from Adobe, Salesforce, Deutsche Börse, Rippleseed, Monotype, Nativeye and Brand Perfect.
LAWYERS! Need some help BUILDING YOUR PRACTICE while social distancing FROM HOME? Here is a 50-page sample of a hot-off-the-presses new 2020 legal-marketing book, "The Ultimate Law Firm Partner's Working-From-Home Marketing Checklist: The Renowned Step-by-Step Process For Lawyers Who Want To Develop Clients." It's based on the best-selling "Ultimate Associate Marketing Checklist" with 10,000+ copies in print, revised for the new COVID-19 self-isolation situation. Kindle versions are available on Amazon (t.ly/86lE0) for $15 each, or you can buy 10+ e-books directly from the author for $5/lawyer at ross@fishmanmarketing.com. Email with questions or orders!
TABLE OF CONTENTS:
Book Overview
Acknowledgements
Preface
Introduction
Getting Started
Intra-Firm Marketing
Building Your Marketing Platform
Expanding Your Work from Existing Clients
Growing Your Network
Staying in Touch
Turning Prospects Into Clients
Client Service
Marketing Training
A Plea to Focus Your Marketing
Social Media Tools
LinkedIn
Twitter
Facebook
YouTube
Instagram
Snapchat
Presentations to Build Your Brand
Your Elevator Speech
Visiting Clients
Business Cards
Networking and Attending Seminars
Conduct a “Needs Assessment.”
General Mindset
Gender-Based Communication Musings
Your Mental Health
Conclusion
Author Biography
APPENDIX
Niche and Industry Marketing Checklist
Long Version
Short Version
Individual Marketing Plan
Long Version
100-Day Short Version
How to Write for the Internet and Enhance Your SEO
Writing an SEO-Enhanced Practice-Area Page
Writing an Effective Industry-Group Page
Writing a Great Website Biography/Profile Page
Drafting a Persuasive LinkedIn Profile
How to Write Persuasive Case Studies
Litigation Case Summary Form
Transactional Case Summary Form
Your LinkedIn profile is a vital part of your marketing strategy and never so if you're marketing yourself online. Interrupt the buying decision and become your prospects trusted advisor.
TheProfile.Company
Naomi@TheProfile.Company
07723 602 353
Lets discuss three questions:
1. Why LinkedIn?
2. How to be found?
3. How to generate business?
Note...
- Google has changed our behavior and it in effect its a great business to search optimize corporate websites.
- Now this behaviour spreads to LinkedIn. People search and connect with individuals on LinkedIn. Which makes it important to have a company page. And it makes it equally important optimise the comapany page so it is found in linkedin searches.
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
The right content strategy to attract the right talentLinkedIn
The right content strategy to attract the right talent
What we’ll cover today
1. Branding for influence to drive quality hires
2. Influencing with content marketing
3. Developing your content strategy
4. Content hints and tips
5. Client case study
Index of useful facts and figures
Recruiting leaders often call the shots with
employer brand – 61% either own it outright or
co-own it with another function like marketing.3
No matter where the buck stops, we’ve found
companies with strong talent brands have
these three things going for them: buy-in
from the C-suite, data to support their case,
and strong cross-functional teamwork.
What are the key building blocks when building out your business and brand? Learn how to build a business plan to achieve change, gain internal alignment and manage a digital transformation’s impact on your brand. This session will take a look at what works, what doesn’t and the core lessons learned from recruitment leaders at the top of their game.
In this presentation I share how to approach your LinkedIn profile so clients naturally come to you.
For more information and resources please go to: www.TheProfile.Company/FindOutMore
For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
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
Issues in hrm - Employers Branding, Knowledge managementDr. Laxmikant Soni
An employer brand is a company’s reputation as an employer and the value that it offers to employees. It is a company’s reputation as a place to work, as well as your employees' perception about the company.
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
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PMI_Winning Clients and Growing Relationships in a Downturn Economy
1. Winning Clients and Growing
Relationships in a Downturn Economy
Mark Young
Senior Partner
Lead Professionals
Miami, Florida.
LEADPRORECRUITING.COM
2. Overview
Lead Professionals
LEADPRORECRUITING.COM
3. Who we ARE?
Lead Professionals (LeadPro) is a leading
executive search firm based in Miami, Florida.
We serve multi-national corporations both domestic
and international on senior positions in a variety of
industries. We are an innovative, creative state-of-the-
art consulting firm specializing in senior executive
search. Our clients include start-up, middle market and
Fortune 500 companies.
LEADPRORECRUITING.COM
5. Industry Practices
Wealth
Financial Services Government
Management
Information Logistics/Supply Consumer
Technology Chain Products
Agri-business Marketing Legal/Compliance
Health Care Not-for-Profit
LEADPRORECRUITING.COM
8. We are now working with
5 steps:
ONGOING – Developing Yourself as a Better
Consultant and Providing Value Added Services
#5
LONGER TERM - Building a Lead Stream for
12 months #4
MEDIUM TERM – Re-engaging clients and
Growing the Core Clients #3
SHORT TERM – Maximizing Best Near
Term Revenue Opportunities #2
NOW – Creating Face Time with
Priority Relationships #1
LEADPRORECRUITING.COM
9. Creating Face Time with Priority
Relationships:
In executive search, you require 6 kinds of Relationship
Capital:
Buying your services- CLIENTS
Making introductions and facilitating deals- CATALYSTS
Advise /Mentor- COUNSELORS
Collaborating- COLLABORATORS
Help you grow client relationships and
develop professionally- COLLEAGUES
Providing supply of talent for clients-
CANDIDATES
LEADPRORECRUITING.COM
10. FOUR MAIN WAYS FOR US TO STAY IN
TOUCH WITH OUR CLIENTS:
IDEAS – This can be firm publications, articles
we have written, office mailings, research, HR
strategy suggestions, industry points of
view, market data, trends, suggestions for
personal development, etc.
PERSONAL HELP – Community
initiatives, pro-bono causes, job
assistance, etc.
LEADPRORECRUITING.COM
11. FOUR MAIN WAYS FOR US TO STAY IN
TOUCH WITH OUR CLIENTS:
CONNECTION – Introductions to
others through other
clients, alumni contacts you can
leverage, colleagues, dinners, etc.
ENTERTAINMENT – Cultural and sports
events, music, etc.
LEADPRORECRUITING.COM
12. Understand All the Possible Buying
Influences:
Economic Buyer – Makes the final decision to buy. “Is
this a good investment.”
Work-With Buyer – Will work with you and your team
on a daily basis. “Can I work well with the?”
Technical Buyer – Procurement buyer: “Do they meet
our specs?”
LEADPRORECRUITING.COM
13. Understand All the Possible Buying
Influences:
Influencer – May have an opinion about who to choose and
may have influence over other buyers.
Coach - Would like you or your firm to win the
engagement. They can provide advice on the
organization, personalities, and decision making.
LEADPRORECRUITING.COM
14. REMEMBER TO THINK
ABOUT SOLUTIONS TO
ALL POSSIBLE BARRIERS
THAT MAY ARISE.
LEADPRORECRUITING.COM
15. RE-ENGAGING AND GROWING
CORE CLIENTS:
How the client would describe your level with
them:
STEADY TRUSTED
CONTACT SUPPLIER ADVISOR
TRUSTED
ACQUAINTANCE EXPERT PARTNER
LEADPRORECRUITING.COM
16. Three Levels of Agenda You should
Understand:
Corporate Agenda Eg. develop new markets , reduce
costs, develop new lines of business.
Individual client’s agenda – Business agenda – Eg.
strengthening senior management team, develop a
market focused culture.
Personal Agenda – Eg. develop a
career towards becoming a
CEO, build external personal
network, create more family time.
LEADPRORECRUITING.COM
17. Relationship Leverage
The Value
Levers: Technology Leverage
Helping
Organizational Leverage
Client
Innovation Leverage
Value –
Tangible and Market Leverage
Intangible
Network Leverage
LEADPRORECRUITING.COM
18. BUILDING A LEAD STREAM
FOR 12 MONTHS:
Number of Percentage
initial Converted to
Conversations a Proposal
you have
Average
TOTAL
Value of
REVENUES
Proposals
Percentage Percentage
Leading to of
Specific Proposals
Opportunities Won
LEADPRORECRUITING.COM
19. Holding Successful First
Meetings:
• Prepare by online research of the person
• Check who will be there
• Get pre- introduced if possible by a mutual contact
• Eliminate formal presentation on first meeting
depending on the circumstances and who will be
there.
• Create rapport with the client
• Understand their issues
• Build your own credibility
• Try hard for second meeting for the follow-up
LEADPRORECRUITING.COM
20. Core principles for
building relationships:
• Build your network before you need it.
• Become distinctive at something
that will make you stand out.
• Be enthusiastic and passionate about
your work
• Help others by giving your time to
individual’s needs.
LEADPRORECRUITING.COM
22. BEFORE YOU CAN GET WHAT YOU WANT, YOU
1 HAVE TO KNOW WHAT YOU WANT, AND MAKE
A GAME PLAN TO GET IT
IT IS NOT WHO YOU KNOW, IT IS WHO
2 KNOWS YOU
THE ONLY DIFFERENCE BETWEEN WHERE YOU ARE
3 RIGHT NOW, AND WHERE YOU WILL BE NEXT YEAR AT
THIS TIME, ARE THE PEOPLE YOU MEET.
4 ASK CUSTOMERS HOW YOU’RE DOING. – The only
way to find out is to ask, so listen and learn.
LEADPRORECRUITING.COM
