This document discusses strategic people management and talent acquisition. It outlines the key talent candidate sourcing challenge, noting that the degree of urgency, confidentiality, candidate scarcity, and other factors must be considered. It also discusses how candidate sourcing methods have expanded from traditional means to now include online professional networks, job boards, and custom sourcing strategies. Finally, it emphasizes that when choosing an intermediary for talent acquisition, it is important to select one that can provide help broadly and understand the many factors involved in the process.
The document discusses using social media in recruitment. It notes that Generation Y candidates spend significant time online and prefer communicating through technology. The document outlines Deloitte China's social media recruitment pilot program and recommends engaging candidates online through interactive games, webinars, email marketing, and social media to convert prospects to candidates. It provides examples of how other companies use social media career pages and profiles to attract talent. The document advocates developing a digital recruitment strategy using search, social media, mobile marketing, and other new approaches to effectively attract and recruit top talent.
Connecting Talent to Opportunity.. at scale @ LinkedInAnmol Bhasin
LinkedIn is a professional networking platform with over 180 million members worldwide. It aims to connect professionals to make them more productive and successful, and to create economic opportunities for every professional in the world. The company uses advanced machine learning and natural language processing techniques to match members to jobs, opportunities, and each other based on their profiles, networks, interests and behaviors on the platform.
The document discusses LinkedIn Talent Solutions, which helps companies source and recruit talent. It provides an overview of LinkedIn's large talent pool and how Talent Solutions can help companies automatically source candidates, conduct strategic sourcing, and achieve key recruitment objectives like reducing time-to-hire. Data shows the majority of professionals are passive candidates, and Talent Solutions can target them with relevant jobs and influence hiring. The presentation demonstrates LinkedIn Recruiter tools and shares client success stories.
Enterprise search has been redefined by Enterprise 2.0. 62% of corporate users find information within their organization difficult to find and time consuming. 82% believe their experience with consumer search has increased their demand for improved enterprise search. Information architecture is needed to address findability, not just search, as only 15% of organizations feel findability is understood. Information architecture involves understanding users, content, and organizational context to design systems that help users find and manage information through search, browsing, and other aids.
Jobvite Webcast: 7 Ways to Measure Social Recruiting ROIJobvite
The document discusses 7 ways to measure the return on investment (ROI) of social recruiting. It outlines both quantitative metrics like traffic, comments, followers, and costs as well as qualitative metrics like influence, engagement, and quality of information (IQ) obtained from candidates. Specific tools for measuring these metrics are also presented. The document advocates for measuring both the numbers and quality of engagement in social recruiting to understand what is most effective.
C I G N A Corporation J2 W Overview June09hdorazio
The document provides best practices for Cigna's recruitment marketing. It discusses optimizing Cigna's career site for search engines to attract qualified passive candidates. It also recommends building a talent community and leveraging social networks to engage candidates. Finally, it presents Jobs2Web's recruitment marketing platform to help measure results and drive more repeat applicants and hires.
Cems Business Project - Innovating The Recruitment Processvameyer
The document summarizes a business project for Natura's recruitment process. It identifies problems in Natura's current process such as difficulty finding candidates that align with company values and attracting certain talent. The project aims to research an innovative recruitment process using Integral Theory. It establishes objectives like assessing person-organization fit and attracting the right talent. It recommends basics like an improved career website and applicant tracking system. It also suggests value-based recruitment, employer branding, and building talent relationships.
The document discusses using social media in recruitment. It notes that Generation Y candidates spend significant time online and prefer communicating through technology. The document outlines Deloitte China's social media recruitment pilot program and recommends engaging candidates online through interactive games, webinars, email marketing, and social media to convert prospects to candidates. It provides examples of how other companies use social media career pages and profiles to attract talent. The document advocates developing a digital recruitment strategy using search, social media, mobile marketing, and other new approaches to effectively attract and recruit top talent.
Connecting Talent to Opportunity.. at scale @ LinkedInAnmol Bhasin
LinkedIn is a professional networking platform with over 180 million members worldwide. It aims to connect professionals to make them more productive and successful, and to create economic opportunities for every professional in the world. The company uses advanced machine learning and natural language processing techniques to match members to jobs, opportunities, and each other based on their profiles, networks, interests and behaviors on the platform.
The document discusses LinkedIn Talent Solutions, which helps companies source and recruit talent. It provides an overview of LinkedIn's large talent pool and how Talent Solutions can help companies automatically source candidates, conduct strategic sourcing, and achieve key recruitment objectives like reducing time-to-hire. Data shows the majority of professionals are passive candidates, and Talent Solutions can target them with relevant jobs and influence hiring. The presentation demonstrates LinkedIn Recruiter tools and shares client success stories.
Enterprise search has been redefined by Enterprise 2.0. 62% of corporate users find information within their organization difficult to find and time consuming. 82% believe their experience with consumer search has increased their demand for improved enterprise search. Information architecture is needed to address findability, not just search, as only 15% of organizations feel findability is understood. Information architecture involves understanding users, content, and organizational context to design systems that help users find and manage information through search, browsing, and other aids.
Jobvite Webcast: 7 Ways to Measure Social Recruiting ROIJobvite
The document discusses 7 ways to measure the return on investment (ROI) of social recruiting. It outlines both quantitative metrics like traffic, comments, followers, and costs as well as qualitative metrics like influence, engagement, and quality of information (IQ) obtained from candidates. Specific tools for measuring these metrics are also presented. The document advocates for measuring both the numbers and quality of engagement in social recruiting to understand what is most effective.
C I G N A Corporation J2 W Overview June09hdorazio
The document provides best practices for Cigna's recruitment marketing. It discusses optimizing Cigna's career site for search engines to attract qualified passive candidates. It also recommends building a talent community and leveraging social networks to engage candidates. Finally, it presents Jobs2Web's recruitment marketing platform to help measure results and drive more repeat applicants and hires.
Cems Business Project - Innovating The Recruitment Processvameyer
The document summarizes a business project for Natura's recruitment process. It identifies problems in Natura's current process such as difficulty finding candidates that align with company values and attracting certain talent. The project aims to research an innovative recruitment process using Integral Theory. It establishes objectives like assessing person-organization fit and attracting the right talent. It recommends basics like an improved career website and applicant tracking system. It also suggests value-based recruitment, employer branding, and building talent relationships.
Incisive Media Recruitment Brands - Overview (July2011)Samuel Lau
The document provides an overview of Incisive Media's recruitment brands and social media presence. It summarizes each of Incisive's job board properties including their target markets, traffic numbers, and top job searches. It also outlines the company's social media footprint including large follower counts across Twitter and LinkedIn. The document aims to showcase Incisive's extensive reach within professional and industry-specific recruitment markets in the UK.
Directi Case Study Contest- Team Joka warriors from IIM CDirecti Group
The document discusses plans for an online dating website called DreamDate. It outlines the target customer base as single men and women aged 20-30 who are active internet and social media users. It then describes the product plan, which includes features like secure dating profiles, matchmaking services, and value-added services. Revenue streams include paid subscriptions, an online marketplace, and grooming workshops. Marketing initiatives involve campus events, online promotions, and retail partnerships. Financial projections estimate annual revenues of ~Rs. 18.59 lakhs based on a 0.5% customer penetration rate.
This document summarizes the business canvas of a social lending platform over 5 days. On Day 1, the platform focuses on matching underprivileged borrowers with investors to help pay off credit card debt. Key hypotheses are tested, including whether affinity groups and social investors are viable. On Days 2-4, the platform expands its marketing channels to non-profits, universities, and community organizations to reach more borrowers and investors with a social cause. Customer and investor archetypes are identified. The economics of the model are analyzed. On Day 5, the canvas focuses on reaching urban underprivileged borrowers with low income, challenging stories or high debt, and connecting them with college-educated impact investors seeking a social investment cause
Finding Opportunities for Filipinos with the Use of Digital MarketingJanette Toral
Presentation made by Janette Toral at the "Power of Clicks: Empowering Jobs for Every Juan" event last February 9, 2012 at SM Centerpoint, Sta. Mesa, Manila.
Presentation made by Janette Toral (sharing personal experience in building communities through blogging) at Philippine Internet Congress & Expo at Mega Trade Conference Center, SM MegaMall, Mandaluyong City last March 10, 2012.
The document discusses 7 ways to measure the return on investment (ROI) of social recruiting. It outlines both quantitative metrics like traffic, comments, followers, and costs, as well as qualitative metrics like influence, engagement, and candidate feedback. Specific tools for measuring these metrics are also presented, including Google Analytics, Facebook insights, and Klout. The key message is that measuring both quantitative and qualitative metrics provides insights to improve recruiting quality, costs, and speed.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
This document summarizes a presentation about recruiting top talent. It discusses focusing recruitment efforts on "career activists" rather than generational differences. Career activists see themselves as talented individuals looking for support rather than just workers. The presentation recommends an aspiration-based approach to recruitment advertising, corporate websites, and processes. This includes highlighting opportunities for growth, challenges, and how the organization supports talent development. It argues this non-generational strategy can help companies gain an unfair share of the best talent in the "war for talent".
Vlerick hr seminar social media 25 nov 2011__finalJurgen Moenaert
Social Media in Recruiting - Personal perspective of a (semi-)believer
--> Presented by Jurgen Moenaert, Head of Recruiting Deloitte Belgium @ Vlerick HR Alumni Seminar, 25 Nov 2011
Using Social Networking to Complement Business Incubators and Career CentersWesley Schwalje
We see IT as an important enabler for regional development, and we have worked with global technology leaders such as Intel and Microsoft to deepen the impact of regional development programs leveraging technology. We see social networking as a valuable channel to facilitate regional communication, information sharing, and collaboration.
The document discusses social media in recruiting from the perspective of a semi-believer. It provides an overview of how social media is used in recruiting, including capabilities for creating brand awareness, sourcing and informing candidates, and securing candidates. Examples are given of how different Deloitte offices implement social media strategies and tools in recruiting. Tips are provided such as using QR codes, measuring influence with Klout scores, thinking about security settings, and using tools like Tweetdeck and Bitly. The document aims to provide both an overview of social media in recruiting as well as spark thoughts and discussion on effectively implementing strategies.
La potenza di Linkedin: i candidati passiviAndrea Attana
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open for potential future opportunities. The strategies are based on research from LinkedIn about what passive talent wants in an employer and career.
Inside The World Of Passive Talent Research & Tipshaimeecode
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open with potential candidates for future opportunities. The strategies are based on LinkedIn research and consulting top customers in the recruiting industry.
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open for potential future opportunities. The strategies are based on LinkedIn research and consulting top customers in the recruiting industry.
Inside the world of passive talent research & tipsDonna Graham
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open with potential candidates for future opportunities. The strategies are based on LinkedIn research and consulting with successful recruiting customers.
Inside the world of passive talent research & tipsLynne Rooney
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding stars beneath the radar, immersing yourself in a candidate's world, and keeping the door open with long-term relationships. The document also notes that passive talent values making an impact, corporate culture fit, and challenging work over recognition and skill development opportunities. It encourages building meaningful connections, developing a personal brand online and offline, and minding your manners when recruiting passive talent.
Inside the world of passive talent - Research tipsHarry Dhebar
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open with potential candidates for future opportunities. The strategies are based on LinkedIn research and consulting with successful recruiting customers.
Incisive Media Recruitment Brands - Overview (July2011)Samuel Lau
The document provides an overview of Incisive Media's recruitment brands and social media presence. It summarizes each of Incisive's job board properties including their target markets, traffic numbers, and top job searches. It also outlines the company's social media footprint including large follower counts across Twitter and LinkedIn. The document aims to showcase Incisive's extensive reach within professional and industry-specific recruitment markets in the UK.
Directi Case Study Contest- Team Joka warriors from IIM CDirecti Group
The document discusses plans for an online dating website called DreamDate. It outlines the target customer base as single men and women aged 20-30 who are active internet and social media users. It then describes the product plan, which includes features like secure dating profiles, matchmaking services, and value-added services. Revenue streams include paid subscriptions, an online marketplace, and grooming workshops. Marketing initiatives involve campus events, online promotions, and retail partnerships. Financial projections estimate annual revenues of ~Rs. 18.59 lakhs based on a 0.5% customer penetration rate.
This document summarizes the business canvas of a social lending platform over 5 days. On Day 1, the platform focuses on matching underprivileged borrowers with investors to help pay off credit card debt. Key hypotheses are tested, including whether affinity groups and social investors are viable. On Days 2-4, the platform expands its marketing channels to non-profits, universities, and community organizations to reach more borrowers and investors with a social cause. Customer and investor archetypes are identified. The economics of the model are analyzed. On Day 5, the canvas focuses on reaching urban underprivileged borrowers with low income, challenging stories or high debt, and connecting them with college-educated impact investors seeking a social investment cause
Finding Opportunities for Filipinos with the Use of Digital MarketingJanette Toral
Presentation made by Janette Toral at the "Power of Clicks: Empowering Jobs for Every Juan" event last February 9, 2012 at SM Centerpoint, Sta. Mesa, Manila.
Presentation made by Janette Toral (sharing personal experience in building communities through blogging) at Philippine Internet Congress & Expo at Mega Trade Conference Center, SM MegaMall, Mandaluyong City last March 10, 2012.
The document discusses 7 ways to measure the return on investment (ROI) of social recruiting. It outlines both quantitative metrics like traffic, comments, followers, and costs, as well as qualitative metrics like influence, engagement, and candidate feedback. Specific tools for measuring these metrics are also presented, including Google Analytics, Facebook insights, and Klout. The key message is that measuring both quantitative and qualitative metrics provides insights to improve recruiting quality, costs, and speed.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
This document summarizes a presentation about recruiting top talent. It discusses focusing recruitment efforts on "career activists" rather than generational differences. Career activists see themselves as talented individuals looking for support rather than just workers. The presentation recommends an aspiration-based approach to recruitment advertising, corporate websites, and processes. This includes highlighting opportunities for growth, challenges, and how the organization supports talent development. It argues this non-generational strategy can help companies gain an unfair share of the best talent in the "war for talent".
Vlerick hr seminar social media 25 nov 2011__finalJurgen Moenaert
Social Media in Recruiting - Personal perspective of a (semi-)believer
--> Presented by Jurgen Moenaert, Head of Recruiting Deloitte Belgium @ Vlerick HR Alumni Seminar, 25 Nov 2011
Using Social Networking to Complement Business Incubators and Career CentersWesley Schwalje
We see IT as an important enabler for regional development, and we have worked with global technology leaders such as Intel and Microsoft to deepen the impact of regional development programs leveraging technology. We see social networking as a valuable channel to facilitate regional communication, information sharing, and collaboration.
The document discusses social media in recruiting from the perspective of a semi-believer. It provides an overview of how social media is used in recruiting, including capabilities for creating brand awareness, sourcing and informing candidates, and securing candidates. Examples are given of how different Deloitte offices implement social media strategies and tools in recruiting. Tips are provided such as using QR codes, measuring influence with Klout scores, thinking about security settings, and using tools like Tweetdeck and Bitly. The document aims to provide both an overview of social media in recruiting as well as spark thoughts and discussion on effectively implementing strategies.
La potenza di Linkedin: i candidati passiviAndrea Attana
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open for potential future opportunities. The strategies are based on research from LinkedIn about what passive talent wants in an employer and career.
Inside The World Of Passive Talent Research & Tipshaimeecode
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open with potential candidates for future opportunities. The strategies are based on LinkedIn research and consulting top customers in the recruiting industry.
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open for potential future opportunities. The strategies are based on LinkedIn research and consulting top customers in the recruiting industry.
Inside the world of passive talent research & tipsDonna Graham
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open with potential candidates for future opportunities. The strategies are based on LinkedIn research and consulting with successful recruiting customers.
Inside the world of passive talent research & tipsLynne Rooney
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding stars beneath the radar, immersing yourself in a candidate's world, and keeping the door open with long-term relationships. The document also notes that passive talent values making an impact, corporate culture fit, and challenging work over recognition and skill development opportunities. It encourages building meaningful connections, developing a personal brand online and offline, and minding your manners when recruiting passive talent.
Inside the world of passive talent - Research tipsHarry Dhebar
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open with potential candidates for future opportunities. The strategies are based on LinkedIn research and consulting with successful recruiting customers.
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding stars beneath the radar, immersing yourself in a candidate's world, and keeping the door open with long-term relationships. The document also notes that passive talent values making an impact, corporate culture fit, and challenging work over recognition and skill development opportunities. It encourages building meaningful connections, developing a personal brand online and offline, and minding your manners when recruiting passive talent.
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding hidden talent beneath the radar, immersing yourself in a candidate's world, and keeping the door open for potential future opportunities. The strategies are based on research from LinkedIn about what passive talent wants in an employer and career.
Inside the world of passive talent research & tipsCarly Rodger
The document discusses strategies for recruiting passive talent. It outlines 10 ways to successfully recruit passive candidates, including getting on the same page quickly with hiring managers, finding stars beneath the radar, immersing yourself in a candidate's world, and keeping the door open with long-term relationships. The document also notes that passive talent values making an impact, corporate culture fit, and challenging work over recognition and skill development opportunities. It encourages building meaningful connections, developing a personal brand online and offline, and minding your manners when recruiting passive talent.
This document outlines David Leib's proposal for Mentorfly, an online mentoring platform. Mentorfly aims to connect mentors and mentees through an efficient microblogging platform. It will focus on the university/college market and plans to launch a beta in July 2011. The financial projections estimate negative EBIT in 2012 but profitability in 2013-2014. Potential exit strategies for investors include acquisition by Google or a mentoring software company.
This document provides an overview of using LinkedIn for digital marketing. It discusses finding target markets and making messages stand out on LinkedIn. Best practices include developing a unique profile, connecting with contacts, providing recommendations, participating in groups, building relationships, and promoting content. Advanced people searches and case studies are also covered. The presentation aims to help users leverage LinkedIn for marketing, recruitment, and networking.
Presented by Doug Berg, Founder & Chief Innovation Officer, Jobs2Web, Inc. and Lou Adler, President, The Adler Group.
In this exciting webinar, Doug Berg of Jobs2Web and Lou Adler will show you what it takes to understand how top performers will think, act, and decide once the recovery gets some traction. Doug will show you how to pull all of your existing relationships – whether they’re in Outlook, your CTS, or some resume database – into a centralized and automated talent community using a centralized platform. This “talent community” provides employers with a direct and automated way to market opportunities to their own private supply chain of talent resulting in decreased recruiting costs and an increase in recruiter efficiency.
Here are some of the key topics you’ll learn in this action-packed session:
• Why the best are different than the rest
• The importance of targeted messaging
• Talent Hubs vs. Talent Communities
• The competitive advantage of the Jobs2Web platform
Similar to Insight Driven - Candidate Sourcing Unbundled (20)
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
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Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdfonlyfansmanagedau
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....Lacey Max
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
Insight Driven - Candidate Sourcing Unbundled
1. Strategic People Management & Talent Acquisition.
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on the subject of Key Talent Candidate Sourcing
is entirely original and is our own work.
It is based on our own practical experience as practitioners and consultants.
Strategic People Management & Talent Acquisition. 2
3. The Key Talent Candidate Sourcing Challenge
It is important for an Organisation to understand the
Candidate Sourcing Challenge, which differs for each role,
as part of deciding whether to use direct, in-house Candidate Sourcing
or whether to use the services of an Intermediary.
Strategic People Management & Talent Acquisition. 3
5. The Key Talent Candidate Sourcing Challenge……
Start = Factors / Constraints
Approval to
Recruit • Degree of URGENCY
• Degree of CONFIDENTIALITY
• Degree of CANDIDATE SCARCITY Candidate Categories
• Degree of PACKAGE ATTRACTIVENESS
• Actives
• Degree of ROLE ATTRACTIVENESS
• Degree of COMPANY ATTRACTIVENESS • Passives
• Resistants
• BUDGET AVAILABLE
for eternal recruitment support:
o Consultant’s Fee
o Channels Utilisation charges
o Other Expenses
HOW exactly
to locate and contact
potentially suitable,
potentially interested
and available
Candidates?
5
6. Key Talent Candidate Sourcing - background
Just a few years ago, connecting senior-level demand with senior-level supply
was done via traditional, long-established methods.
“Connection Facilitators”
(Methods for getting connected)
Demand side Supply side
• via Print-media Advertisements
- newspapers, professional magazines Senior people
Organisations actively looking
looking • via Targeted Research for opportunities
externally for - phone & directories-based +
senior people Senior people
• via Personal Network(s)
- phone-based open to
opportunities
• via Direct Approaches to pre-known
individual(s)
- phone-based
Professional
Intermediaries
(Recruitment Consultants)
6
7. Key Talent Candidate Sourcing - background
Now, many more channels …..
“Connection Facilitators”
(Methods for getting connected)
Demand side Supply side
• via Online professional Networking Sites
Senior people
• via Online Job Board Adverts & Alerts actively looking
Organisations
looking • via Online commercial CV Repositories
for opportunities
externally for +
senior people • via private Talent Bank (via SEO) Senior people
open to
• via web-based Targeted Research opportunities
• via Personal Network(s) – email/phone
• via Print-media Adverts
Professional
Intermediaries
(Recruitment Consultants)
7
8. Key Talent Candidate Supply Pool
Online Sourcing - examples
....….. + very many specialist job boards 8
9. Using the internet as a key part of senior-level Candidate Sourcing
is now well established practice.
But, the channels and solutions available are part of a dynamically changing area,
with much innovation and “product development” ….
much of it being led from the USA.
The next slide provides an example of some publicity being given to a
new product in this field. This new product is designed to help recruiters find
Candidates, with the Candidates being “ranked” by the software.
This is described in the article as a “new professional job search engine built on
Facebook data”, and the product is called “Identified”.
This was posted online on 19 Sept 2011.
http://www.forbes.com/sites/tomiogeron/2011/09/19/identified-launches-its-people-ranking-professional-search-engine/
It is not clear at all what will be possible, or what will exist,
even just 3 years from now.
9
11. The Key Talent Candidate Sourcing challenge………
Candidate Categories
• Actives
Factors / Constraints • Passives Channel Types:
• Resistants
• Consultant’s Own
• Degree of URGENCY Candidate Database
• Degree of CONFIDENTIALITY
• Degree of CANDIDATE SCARCITY • Consultant’s Own
• Degree of PACKAGE ATTRACTIVENESS Personal/Professional Network
• Degree of ROLE ATTRACTIVENESS
• Degree of COMPANY ATTRACTIVENESS • Research + Targeted Approaches
(i.e. traditional executive search)
• BUDGET AVAILABLE
for eternal recruitment support: • Professional Networking Sites
o Consultant’s Fee
o Channels Utilisation charges • Executive-Level Job-Boards
o Other Expenses
• Third-Party CV Repositories
/Databases
Key Talent
Acquisition Specialist
CUSTOMISED
CANDIDATE SOURCING
STRATEGY -
& DELIVERY
11
Strategic People Management & Talent Acquisition.
12. Strategic People Management & Talent Acquisition.
We have identified 11 Factors that influence
the success of a Key Talent Acquisition Project
(when using an external Intermediary)
We call these
“The 11 KTA Factors”.
12
13. Strategic People Management & Talent Acquisition.
Of course, we ourselves do handle Candidate Sourcing activities for our Clients.
And, we do that work very effectively, with a modern, progressive approach.
(In fact, this is often the only thing our Clients originally have in mind for us to contribute).
But, our Clients get much more from us than “just” that, because our approach includes
helping them to understand the 11 KTA Factors, and helping them to act on the
practical implications.
Through this approach, we give additional value to our Clients
- when they work with us, they are helped, in a spirit of partnership, to better see
the specific things that they themselves may also need to do, to help make sure
that any particular Key Talent Acquisition project will have a successful end-result.
13
14. Strategic People Management & Talent Acquisition.
If an Company does opt to use an Intermediary to help with a particular
Key Talent Acquisition Project, the Company then has to choose which Intermediary to use.
And, because there is much more to effective Key Talent Acquisition than “just”
the Candidate Sourcing activities, it makes sense to
choose an Intermediary that can help more broadly too.
14
15. Strategic People Management & Talent Acquisition.
Founding Partners:
John Gemmill, MBA, MA (Hons)
Managing Director
Mobile: 07983 526378
john.gemmill@insightdriven.co.uk
Richard Palmer, MA
Director
Mobile: 07714 188233
richard.palmer@insightdriven.co.uk
www.insightdriven.co.uk