This document summarizes Matt Corey's presentation at the JobPost Summit on transforming talent and recruitment functions. Some key points include:
1. Align talent and recruitment with your company brand by ensuring they reflect your business vision, values, and culture. Create a compelling employee value proposition.
2. Lead your recruitment function like a business by developing a recruitment strategy and business plan to acquire the necessary resources.
3. A special limited offer is available for attendees to transform their talent and recruitment functions through change consulting services.
Everyone in corporate learning is talking about MOOCs - massive, open, online courses - right now. But while there's a lot of curiosity among L&D professionals, there is not much understanding of what, exactly, MOOCs are and how they do (and don't) work for workforce training.
This presentation summarizes and analyzes what MOOCs really mean for enterprise L&D:
• What makes MOOCs different from other forms of online learning;
• How MOOCs have (and haven't) evolved to meet the needs of enterprise L&D; and
• Critical lessons learned by leading organizations already using MOOCs.
In this webinar, David Mallon, Head of Research for Bersin by Deloitte, Deloitte Consulting LLP, will summarize the latest research on how forward-looking organizations are adapting their approaches to development in order to better meet the needs of modern learners. David will be joined by Carol Leaman, President & CEO, Axonify, who will share real-world examples of these trends and practical advice for other organizations facing similar challenges.
Get the recording here: know.axonify.com/modern-learner-webinar
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
Meet the modern learner.
A noticeable lack of participation, engagement, and satisfaction exists
in corporate training offerings these days. This is largely because
business itself, and companies and learners have all changed faster than
many learning and development (L&D) organizations have kept up.
Enterprise L&D departments have started to adapt their approaches to
building, buying, and delivering learning programs. But, in many cases,
they still are not fully embracing the fact that much employee learning
does not actually happen in formal training courses or via learning
management systems (LMSs).1
In this bulletin, we look at two key trends that have significant
implications for L&D professionals:
• Several changes in the work environment which are dramatically
altering learners’ needs and habits
• Changing priorities that are driving new approaches to learning for
the modern workforce
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...David Blake
Are you ready for today's learners?
According to new research by Degreed, only 18% of workers would recommend their employer's L&D opportunities to a colleague; they're disengaged and looking elsewhere for their learning and growth experiences. In this exclusive, free invitation-only event you will hear from prominent industry analyst, Josh Bersin, about innovative approaches to corporate learning in the 21st century.
Through a series of case studies and interactive discussion, you will also connect with some of the most forward thinking L&D leaders to share what they're learning about how to build more engaging, more responsive digital learning experiences.
If we can’t accurately predict the future, how can we define the capabilities required for the future? Many organisations rely on generic capabilities such as innovation, leadership etc as future capabilities, but do these really provide the cutting edge in a competitive market place.
Our expert panel, share their views and experiences on Future Capabilities and how to make this exercise more robust and effective.
Everyone in corporate learning is talking about MOOCs - massive, open, online courses - right now. But while there's a lot of curiosity among L&D professionals, there is not much understanding of what, exactly, MOOCs are and how they do (and don't) work for workforce training.
This presentation summarizes and analyzes what MOOCs really mean for enterprise L&D:
• What makes MOOCs different from other forms of online learning;
• How MOOCs have (and haven't) evolved to meet the needs of enterprise L&D; and
• Critical lessons learned by leading organizations already using MOOCs.
In this webinar, David Mallon, Head of Research for Bersin by Deloitte, Deloitte Consulting LLP, will summarize the latest research on how forward-looking organizations are adapting their approaches to development in order to better meet the needs of modern learners. David will be joined by Carol Leaman, President & CEO, Axonify, who will share real-world examples of these trends and practical advice for other organizations facing similar challenges.
Get the recording here: know.axonify.com/modern-learner-webinar
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
Meet the modern learner.
A noticeable lack of participation, engagement, and satisfaction exists
in corporate training offerings these days. This is largely because
business itself, and companies and learners have all changed faster than
many learning and development (L&D) organizations have kept up.
Enterprise L&D departments have started to adapt their approaches to
building, buying, and delivering learning programs. But, in many cases,
they still are not fully embracing the fact that much employee learning
does not actually happen in formal training courses or via learning
management systems (LMSs).1
In this bulletin, we look at two key trends that have significant
implications for L&D professionals:
• Several changes in the work environment which are dramatically
altering learners’ needs and habits
• Changing priorities that are driving new approaches to learning for
the modern workforce
Degreed LENS Event: Reinventing the Learning Experience - March 23rd, 2016, N...David Blake
Are you ready for today's learners?
According to new research by Degreed, only 18% of workers would recommend their employer's L&D opportunities to a colleague; they're disengaged and looking elsewhere for their learning and growth experiences. In this exclusive, free invitation-only event you will hear from prominent industry analyst, Josh Bersin, about innovative approaches to corporate learning in the 21st century.
Through a series of case studies and interactive discussion, you will also connect with some of the most forward thinking L&D leaders to share what they're learning about how to build more engaging, more responsive digital learning experiences.
If we can’t accurately predict the future, how can we define the capabilities required for the future? Many organisations rely on generic capabilities such as innovation, leadership etc as future capabilities, but do these really provide the cutting edge in a competitive market place.
Our expert panel, share their views and experiences on Future Capabilities and how to make this exercise more robust and effective.
Content Curation for Learning – Beyond the BasicsLearningCafe
Content Curation is rapidly becoming a key L&D skillset. But curation is almost as old as human civilisation itself and has been central to the media industry (newspapers). L&D is at the beginning of the content curation journey and may not be tapping into its existing body of knowledge and skills. We discuss with an experienced panel about current trends and better practices and in particular talk about using technology platforms to assist with curation
[Webinar] BYOL: Bring Your Own LearningDavid Blake
YouTube: http://youtu.be/SBGyZHjNzHI?t=1m
The BYOD trend brought a flood of both anxieties and benefits to the workplace. Now BYOL, "Bring Your Own Learning", is upon us and has brought anxieties as learning professionals prepare for the complexities, and work to unlock the benefits. Take an in-depth look at the data behind the BYOL "Bring Your Own Learning" trend.
This presentation covers:
- Consumerization of Learning
- "Autonomy Leads to Engagement"
- How to Manage the BYOL Shift
The Future of Corporate Learning- Trends and PredictionsSaba Software
This is a prerecorded webinar. To join us live, visit www.saba.com/us/about/events.
Tuesday, 26 August 2014, 1:00 PM - 2:00 PM (GMT -04:00) Eastern Time (US & Canada)
Enterprise learning is in a state of flux, more so than usual, thanks in no small part to technology. The possibilities can seem endless and somewhat overwhelming given the pace at which new technologies seems to roll up to our doorstep. In fact, much of the technology we are grappling with today forces us to think about fundamentally changing the way we deliver learning in our organizations.
Join Brandon Hall Group Senior Analyst David Wentworth and Charles DeNault, Saba's Senior Director of Product Marketing as they discuss emerging and evolving trends in learning and technology, examine what companies are actually doing today, and bring some clarity to what the future may hold.
We expect this session to be highly interactive with lots of input from attendees around what they see happening with learning in the future. Takeaways include:
Social and collaborative learning
Mobile technology
Big Data/Machine learning
MOOCs
Tin Can/Experience API
As part of the AKQA Future Academy we were set the brief by a recognised high street bank to create a product or service that would define the student experience of tomorrow. This was in order to help the client capture a greater proportion of the student market. We pushed back on the clients understanding of a student and presented to them our product, UpSkill.
3 Corporate Learning Trends to Watch in 2017Axonify
The question is: “What will be hot in L&D in 2017?” On this webinar, learning industry veteran Don Taylor will be joined by Axonify’s CEO Carol Leaman to discuss three big corporate learning trends for the upcoming year.
The Emergence of MOOCs: What Does This Mean to You? Will This Market Disrupt ...Udemy for Business
The MOOC marketplace has exploded with growth over the last two years - with educational content now available in many forms from many channels. In this webinar we will overview the MOOC market and give HR and L&D managers our perspectives on the market, how to think about MOOCs and other forms of online content, and what kinds of tools and solutions are now available for corporate buyers.
Educational technology startups are continuing to grow, with more than $800 million in venture capital flowing into this sector in the last 12 months1. Who are some of the important players and how do they fit into the world of corporate training? In this webinar, Josh Bersin, Bersin by Deloitte, Deloitte Consulting LLP will highlight the market and help you understand your opportunities to leverage amazing educational content for your entire organization.
For more information, contact business@udemy.com.
Preso for Mike Abrams at TBD COnsulting at his Learning & innovation meetup in RL and in SL - covers our journey as Association of CPAs into the Virtual World of Second Life
Conduent Webinar Feb 2020: Skills, The Currency of the Future of WorkDavid Blake
Two major shifts:
- Education went from being scarce to being abundant
- Technology outpaced the ability of humans to learn
- Created a massive global skills gap
CEO's reporting skills as a top priority, and lack of skills as a top threat to business
- Most companies cannot yet inventory skills
- Market is beginning to respond to meet this need
- Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs)
Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results.
But effectively adapting L&D to our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger.
This talent-packed Q&A will feature a discussion with Bersin by Deloitte analyst, Dani Johnson, and 3 learning trailblazers:
- Barry Murphy, global learning at airbnb
- Chris Trout, VP of L&D at The Walt Disney Company
- Amy Rouse, Senior Learning Strategist, formerly of AT&T
We will dive into just how these leaders are adapting and evolving to confront the digital disruption of L&D.
Technology is a growing industry and it is shifting every aspect of our society. Now more than ever, this industry requires a workforce that is fully diverse and inclusive across all its functions. Findings reveal that there is far less students enrolling in STEM disciplines than required by the labor market and the numbers are even lower for students from underrepresented communities. Our goal is to increase the rate of enrolment in STEM disciplines by engaging girls from minority groups who drop out of STEM courses because they see it as too hard or irrelevant for their careers.
It’s not hard to be overwhelmed by the wealth of content available today. Every day, we create 2.5 quintillion bytes of data 1. That’s equivalent to 10 million compact discs that when stacked, would equal the height of 4 Eiffel towers 2. But the explosion of both content and digital technology hasn’t actually increased productivity. In fact, content searches cost companies over $14,000 per worker and nearly 500 hours per worker every year 3.
So how can you break through the noise? The most successful CLOs have begun harnessing the power of all learning experiences through curation, and more importantly, context. Curation and context powers learning in a variety of ways that can help you and your learners make sense of the plethora of information and reduce barriers to creating a culture of continuous learning.
A recent Bersin survey pointed out that just 28 percent of organizations have “good” or “very good” levels of proficiency in basic data literacy skills. And that makes sense, because it often feels like you need a statistics degree to understand HR analytics. But the truth is, you don’t need a degree. You just need to know what to look for and how to turn that into meaningful conclusions. Degreed and Watershed are here to help.Join us for Data Fluency for Dummies.
Corporate learning professionals have access to more learning content than ever before. Degreed has cataloged over 250,000 online learning courses and 3 million informal learning activities from more than 1200 sources. Everything from live, virtual and eLearning courses to videos, MOOCs, articles, books, podcasts, webinars, conferences, online communities, apps and more.
Technology job boards! For the best technology inclined candidates, you want to post your open jobs on tech job boards. Yes, you will have luck on large ones too but when you are looking for specialized skills it is best to go to specialized markets.
Job posting to niche sites accounts for 62% of jobs posted. There’s no reason to miss out on the opportunities that niche job boards provide.
Talent Talk Webinar Retention Key To Successful RecruitingDavid Freeman
GenX/GenY workers place a much lower value on company loyalty, resulting in lower employment tenure on average than their baby boomer counterparts. Studies predict a massive change in the workforce as boomers retire and younger workers become the largest portion of the workforce. How will you retain the key skills and knowledge that resides with this younger, more mobile workforce? Talent management expert David Freeman walks you through simple steps and strategies for increasing the success of your hiring efforts by focusing on retention.
You’ll learn:
• What motivates the GenX/GenY workers and the most common reasons they leave
• What the industry leaders are doing to retain their people assets
• What you can do to build a solid retention plan
Content Curation for Learning – Beyond the BasicsLearningCafe
Content Curation is rapidly becoming a key L&D skillset. But curation is almost as old as human civilisation itself and has been central to the media industry (newspapers). L&D is at the beginning of the content curation journey and may not be tapping into its existing body of knowledge and skills. We discuss with an experienced panel about current trends and better practices and in particular talk about using technology platforms to assist with curation
[Webinar] BYOL: Bring Your Own LearningDavid Blake
YouTube: http://youtu.be/SBGyZHjNzHI?t=1m
The BYOD trend brought a flood of both anxieties and benefits to the workplace. Now BYOL, "Bring Your Own Learning", is upon us and has brought anxieties as learning professionals prepare for the complexities, and work to unlock the benefits. Take an in-depth look at the data behind the BYOL "Bring Your Own Learning" trend.
This presentation covers:
- Consumerization of Learning
- "Autonomy Leads to Engagement"
- How to Manage the BYOL Shift
The Future of Corporate Learning- Trends and PredictionsSaba Software
This is a prerecorded webinar. To join us live, visit www.saba.com/us/about/events.
Tuesday, 26 August 2014, 1:00 PM - 2:00 PM (GMT -04:00) Eastern Time (US & Canada)
Enterprise learning is in a state of flux, more so than usual, thanks in no small part to technology. The possibilities can seem endless and somewhat overwhelming given the pace at which new technologies seems to roll up to our doorstep. In fact, much of the technology we are grappling with today forces us to think about fundamentally changing the way we deliver learning in our organizations.
Join Brandon Hall Group Senior Analyst David Wentworth and Charles DeNault, Saba's Senior Director of Product Marketing as they discuss emerging and evolving trends in learning and technology, examine what companies are actually doing today, and bring some clarity to what the future may hold.
We expect this session to be highly interactive with lots of input from attendees around what they see happening with learning in the future. Takeaways include:
Social and collaborative learning
Mobile technology
Big Data/Machine learning
MOOCs
Tin Can/Experience API
As part of the AKQA Future Academy we were set the brief by a recognised high street bank to create a product or service that would define the student experience of tomorrow. This was in order to help the client capture a greater proportion of the student market. We pushed back on the clients understanding of a student and presented to them our product, UpSkill.
3 Corporate Learning Trends to Watch in 2017Axonify
The question is: “What will be hot in L&D in 2017?” On this webinar, learning industry veteran Don Taylor will be joined by Axonify’s CEO Carol Leaman to discuss three big corporate learning trends for the upcoming year.
The Emergence of MOOCs: What Does This Mean to You? Will This Market Disrupt ...Udemy for Business
The MOOC marketplace has exploded with growth over the last two years - with educational content now available in many forms from many channels. In this webinar we will overview the MOOC market and give HR and L&D managers our perspectives on the market, how to think about MOOCs and other forms of online content, and what kinds of tools and solutions are now available for corporate buyers.
Educational technology startups are continuing to grow, with more than $800 million in venture capital flowing into this sector in the last 12 months1. Who are some of the important players and how do they fit into the world of corporate training? In this webinar, Josh Bersin, Bersin by Deloitte, Deloitte Consulting LLP will highlight the market and help you understand your opportunities to leverage amazing educational content for your entire organization.
For more information, contact business@udemy.com.
Preso for Mike Abrams at TBD COnsulting at his Learning & innovation meetup in RL and in SL - covers our journey as Association of CPAs into the Virtual World of Second Life
Conduent Webinar Feb 2020: Skills, The Currency of the Future of WorkDavid Blake
Two major shifts:
- Education went from being scarce to being abundant
- Technology outpaced the ability of humans to learn
- Created a massive global skills gap
CEO's reporting skills as a top priority, and lack of skills as a top threat to business
- Most companies cannot yet inventory skills
- Market is beginning to respond to meet this need
- Market maturity is highest around lifelong learning; medium around skills measurement; and nascent around skills gap analysis (informing what skills a company needs)
Digital technology is creating a huge opportunity to elevate the learning and talent development function from a distraction to a driver of business results.
But effectively adapting L&D to our always-on workforce is harder than ever. Reality is getting more virtual. Intelligence is getting more artificial. Data is getting bigger.
This talent-packed Q&A will feature a discussion with Bersin by Deloitte analyst, Dani Johnson, and 3 learning trailblazers:
- Barry Murphy, global learning at airbnb
- Chris Trout, VP of L&D at The Walt Disney Company
- Amy Rouse, Senior Learning Strategist, formerly of AT&T
We will dive into just how these leaders are adapting and evolving to confront the digital disruption of L&D.
Technology is a growing industry and it is shifting every aspect of our society. Now more than ever, this industry requires a workforce that is fully diverse and inclusive across all its functions. Findings reveal that there is far less students enrolling in STEM disciplines than required by the labor market and the numbers are even lower for students from underrepresented communities. Our goal is to increase the rate of enrolment in STEM disciplines by engaging girls from minority groups who drop out of STEM courses because they see it as too hard or irrelevant for their careers.
It’s not hard to be overwhelmed by the wealth of content available today. Every day, we create 2.5 quintillion bytes of data 1. That’s equivalent to 10 million compact discs that when stacked, would equal the height of 4 Eiffel towers 2. But the explosion of both content and digital technology hasn’t actually increased productivity. In fact, content searches cost companies over $14,000 per worker and nearly 500 hours per worker every year 3.
So how can you break through the noise? The most successful CLOs have begun harnessing the power of all learning experiences through curation, and more importantly, context. Curation and context powers learning in a variety of ways that can help you and your learners make sense of the plethora of information and reduce barriers to creating a culture of continuous learning.
A recent Bersin survey pointed out that just 28 percent of organizations have “good” or “very good” levels of proficiency in basic data literacy skills. And that makes sense, because it often feels like you need a statistics degree to understand HR analytics. But the truth is, you don’t need a degree. You just need to know what to look for and how to turn that into meaningful conclusions. Degreed and Watershed are here to help.Join us for Data Fluency for Dummies.
Corporate learning professionals have access to more learning content than ever before. Degreed has cataloged over 250,000 online learning courses and 3 million informal learning activities from more than 1200 sources. Everything from live, virtual and eLearning courses to videos, MOOCs, articles, books, podcasts, webinars, conferences, online communities, apps and more.
Technology job boards! For the best technology inclined candidates, you want to post your open jobs on tech job boards. Yes, you will have luck on large ones too but when you are looking for specialized skills it is best to go to specialized markets.
Job posting to niche sites accounts for 62% of jobs posted. There’s no reason to miss out on the opportunities that niche job boards provide.
Talent Talk Webinar Retention Key To Successful RecruitingDavid Freeman
GenX/GenY workers place a much lower value on company loyalty, resulting in lower employment tenure on average than their baby boomer counterparts. Studies predict a massive change in the workforce as boomers retire and younger workers become the largest portion of the workforce. How will you retain the key skills and knowledge that resides with this younger, more mobile workforce? Talent management expert David Freeman walks you through simple steps and strategies for increasing the success of your hiring efforts by focusing on retention.
You’ll learn:
• What motivates the GenX/GenY workers and the most common reasons they leave
• What the industry leaders are doing to retain their people assets
• What you can do to build a solid retention plan
Finding qualified candidates is a challenge, especially for small businesses. Click through to find out how you can easily get your jobs in front of the right candidates at the right time.
Learn more in the The Ultimate LinkedIn Guide for Small Business: http://linkd.in/1rHBqBk
Promise and Perils of Predictive Analytics Kevin Wheeler
What can predictive analytics give to recruiters and what are the perils and dangers in using predictive analytics to find, select or assess candidates.
In this webinar, you'll learn how to:
Tell a story the right way to recruit tech talent and why it matters
Conduct email and inmail campaigns that stand out in the crowd
Avoid recruiter fails at all costs
Attracting top tier talent, social recruiting, digital economy reportNiall Devitt
The Ahain Group’s ‘Social Business Report : Attracting Top Tier Talent’ is an evaluation of the recruiting techniques employed by high profile businesses and recruitment agencies within Ireland, the UK and globally.
50 businesses were surveyed to identify current recruitment trends in the global marketplace, across a mix of sectors including:
- Recruitment (agency)
- IT and Software
- Engineering and Manufacturing
- Retail and production
- Public Sector
- Public service
- Digital
The survey results set out to analyse the extent of recruiting changes and to uncover the use of online and offline channels for recruitment in 2012. While the survey’s lead question was ‘How can you attract top tier talent?’, specific questions encompassed the whole remit of recruitment as a general topic, with a view to understanding the techniques, platforms and choice of media that those in a recruitment role would select.
For more information, contact The Ahain Group:
Email: info@ahaingroup.com
#TSA2016 New Trends in Talent Acquisition by Jonathan Kestenbaum, Talent Tech...Svetla Simidchieva
New Trends in Talent Acquisition Technology:
1. Matching Systems that work:
Products features:
Placement Feed
Switch
Job and Talent
Wade & Wendy
2. New Delivery Models for Staffing Firms
Products featured:
Interview Jet
Talentswype
Upwork
3. CRM Tools get rapid adoption
Products featured:
Phenom People
Smashfly
Clinch
TextUS
Text Recruit
4. Games to Replace Lengthy Questionnaires in Assessment
Featured products:
Arctic Shores
Mercer Match
Lens
GapJumpers
Interviewed
Hacker Rank
SourceCon Atlanta 2013 Presentation: How to Hire and Build Your Own Sourcing ...Glen Cathey
This is my 2013 SourceCon Atlanta presentation on how to hire and grow your own sourcing team. It covers my hiring profile, a few Boolean search strings for finding people who fit my hiring profile, support for my theory that you can create super sourcers (and recruiters for that matter) by hiring people with no experience and training them properly, coming from the book "The Talent Code." It also explores the pros and cons of hiring experienced sourcers vs. hiring people with no experience and building sourcers from scratch.
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 KeynoteGlen Cathey
In theory, building a talent "pipeline" sounds like an ideal strategy, ensuring that you always have a steady supply of the talent you're looking for. In reality, there are many issues with building talent pipelines, and they all "leak" extensively. This presentation, delivered as the closing Keynote of Talent42 2014, deeply explores the core issues associated with building tech talent pipelines, proposes that recruiting is essentially a company's human capital supply chain and examines the many benefits of applying lean principles to the recruiting process, including reducing the 7 deadly wastes and Just-In-Time delivery.
Learn with the Flow: Mission Critical: Leveraging Learning Engineering to Dr...Aggregage
Digital is disrupting every part of an organization's value chain at a record pace, creating a critical need to transform operations and employees' ways of working. Formal training alone can't keep up; it's often too slow, too generic, inconvenient, inefficient, unduly expensive and lacks or lags methods for measuring business-related effectiveness. Trish Uhl show you how to start leveraging Learning Engineering, a multidisciplinary approach that combines modern technology, data analytics, decision science, learning sciences and change management with human-centered engineering design methodologies to ultimately deliver targeted learning outcomes and business results that keep pace with the business and merge learning into the flow of work and lead Digital Adoption.
How graduate marketing is evolving
The top three things graduates now look at when deciding where to apply
Five easy to implement tips you can apply to your 2016/17 campus campaign to help you get ahead of the competition
Ravi Soni, Obbserv’s co-founder, addressed a wonderful audience at EduCarnival, IIT Delhi. He shared knowledge on the value of digital transformation in empowering schools and the experience of leveraging digital platforms for eminent education brands of India.
The key takeaways from the workshop were:
1. Experiencing the power of Digital Marketing for schools
2.Knowing the effective way of creating and promoting a digital identity for Schools
3. For Teachers- Digital Personality Enhancement Essentials
4. Key Metrics to track & measure ROI
5. Things we should NOT do on Digital as a school stakeholder
Top 4 Marketing Must-Haves for IT and Engineering Staffing Firms in 2014ClearEdge Marketing
What’s in your marketing toolkit for this year? Not sure where to spend your marketing dollars to drive your business forward and realize the best return on your marketing investment? Have no fear – this deck will help! We discuss the four marketing must-haves for IT and engineering staffing firms this year:
1 - Messaging that resonates with your target audience
2 - Creating two-way conversations via social media to enhance the candidate experience
3 - Creating an engaging online user experience regardless of the platform/device used
4 - Creating content that converts.
Integrating an effective career development program in 2 and 4 year schools is outlined by Danny Huffman of Career Services International. All Rights Reserved.
From the June 2015 Webinar - This webcast debunks common misperceptions about STEM talent providing you with takeaways you can immediately leverage for search and storytelling in your recruiting and employer branding efforts.
Massive open online courses, or MOOCs, exploded for consumers and are now experiencing rapid adoption at innovative corporations. In this presentation, we look at learning trends and explore why organizations now rely on MOOCs as a key ingredient for employee education and training.
For more information, contact business@udemy.com.
Clair Bush, Marketing Consultant & Cofounder at Talent Stories presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Artificial Intelligence, machine learning and automation feature heavily in the headlines. It’s been reported that corporate spend on AI will grow to $47 billion by 2020, but what does this mean for recruitment agencies, and how can you compete?
Discover how machine learning and automation can create efficiencies for recruiters
Deploy Artificial Intelligence to increase client and candidate engagement
Understand how you can apply AI and automation to increase profitability
First Universal Solution for Hirers, Agencies, Workers and Payroll CompaniesTALiNT Partners
Drey Francis, Commercial Director at Engage Technology Partners presented at Recruitment Leaders Connect: The Year Ahead on 8th March with his innovation spotlight on Connecting up the Supply Chain
JobDiva's Innovations in Intelligent RecruitmentTALiNT Partners
Daniel Zetazate, Director - Client Success EMEA at JobDiva presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the latest innovations in intelligent recruitment.
John Wallace, Author of "Hire Power" presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Why companies will direct source
What the issues are and why does it succeed or fail
Where does that leave agency suppliers?
Leveraging Communications Technology in Recruitment & StaffingTALiNT Partners
Simon Cleaver, CEO at Cloudcall presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
With 52% of recruitment businesses predicting an increase in tech investments in 2018, this session highlights how to use communications technology solutions to boost results, drive productivity and enhance candidate experience.
The role of technology and its impact on the candidate’s experience.
The ‘robots are coming’. The communications technology that will impact recruiter processes in the future.
GDPR without tears – how you can ease GDPR compliance with communications technology.
PR – Why it’s an Investment Rather than a CostTALiNT Partners
Tracey Barett, Managing Director at BlueSky PR presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
“It’s expensive…it’s a cost…we can’t measure it “ Three things I hear a lot of from recruitment leaders. This presentation will show you how to set measurable KPIs that will deliver inbound leads for your agency:
Setting objectives
Promoting yourselves as subject matter experts
Measuring outcomes
Talent Leaders Connect, The Year Ahead and Candidate Experience 2018 - Welcom...TALiNT Partners
Ken Brotherston, Managing Director at TALiNT Partners hosted our annual Talent Leaders Connect conference where he introduced the events upcoming for 2018, The New Talent Acquisition Reality and the Good Recruitment Benchmark & Awards
The Impact of Informed Candidates on Your BusinessTALiNT Partners
Joe Wiggins, Head of Communications at Glassdoor presented at Talent Leaders Connect - The Year Ahead and Candidate Experience 2018. He covered the characteristics of informed candidates and what they are looking for,
the benefits of interviewing and hiring informed candidates
and the challenges in attracting informed candidates plus tips for recruiters.
Flex or Break - How to Engage the New Talent EconomyTALiNT Partners
James Bridgland, Head of Product Development at Reed Talent Solutions presented at Talent Leaders Connect The Year Ahead and Candidate Experience 2018. In his talk, he dispenses the myths of AI, Gig Economy, IR35 and Millenials!
Drey Francis, Commercial Director of Engage Technology Partners presented an innovation spotlight on the First Universal Solution for Hirers, Agencies, Workers and Payroll Companies
Setting the scene on the ever-changing times we operate in, Ken presents a view of the key, current market trends and drivers affecting the industry. He will talk to what the implications are for recruitment business owners and leaders, noting potential strategies and tactics which you can adopt to be successful in such a rapidly changing market.
Keep a Pulse: Turning Data into Relationship Insights and (Automated) ActionTALiNT Partners
Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn
- Are you working harder OR smarter? The technology and subsequent data at our fingertips creates boundless opportunities and valuable insights if harnessed properly
- However, with endless requests from clients, candidates, and internal employees, it’s difficult to slow down to evaluate, set strategy and execute. In this session
-We will share tips on leveraging the data from your ATS and CRM to drive (and potentially automate) activity to increase both efficiency and results.
Matt Alder, Recruitment Marketing Expert and Author 'Exceptional Talent'
- Cutting through the noise to reach outstanding candidates
- Using technology to persuade at scale
- What does good look like and which organisations are getting it right
WHY – A Sense of Purpose and the Positive Impact That This Can Have on Perfor...TALiNT Partners
Derek May, CEO, Brightwork
- Why companies need to make sure their sense of purpose is clear and aligned with expectations of their staff
- It’s not all about KPI’s and hitting target but more about relationship building and solving client problems
- Passion and purpose are the key ingredients for long term success
Innovation Spotlight: The First Universal Solution for Hirers, Agencies, Wor...TALiNT Partners
Drey Francis, Director, Engage
The powerful new platform that’s changing the way hirers and recruitment agencies work. Engage enables the entire supply chain to work together seamlessly without duplication and inefficient process. Engage removes the need for multiple expensive back office solutions and instead replaces them with cutting edge technology that will streamline the entire recruitment process
Russell Dalgleish, Managing Partner & Founder, Exolta Capital Partners
Creating value in our businesses is the core purpose. Placing candidates has traditionally been viewed as the way to achieve this but in this age of networks and communities there is much, much more we can do!
- Russell will cover some of these new value creation channels and share some of his experience of over twenty five years in the recruitment sector in the UK and US
Finding Your Fit: Using Company Culture to Hire the Right TalentTALiNT Partners
Lynn Cahillane, Marketing Manager, Totaljobs
- How to use company culture in your candidate attraction
- Learn why an employee’s cultural fit helps improve productivity
- Why company culture is key to retention
09:15-09:35 The New Talent Journey
Matt Alder, Talent Acquisition & Innovation Consultant & Author 'Exceptional Talent, MetaShift'
- How the relationship between people and the organisations they work for has fundamentally changed
- What is a joined up "talent journey" and why is it important?
- Which Employers are doing great work in this area
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
Neuro-symbolic (NeSy) AI is on the rise. However, simply machine learning on just any symbolic structure is not sufficient to really harvest the gains of NeSy. These will only be gained when the symbolic structures have an actual semantics. I give an operational definition of semantics as “predictable inference”.
All of this illustrated with link prediction over knowledge graphs, but the argument is general.
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
The key trends across hardware, cloud and open-source; exploring how these areas are likely to mature and develop over the short and long-term, and then considering how organisations can position themselves to adapt and thrive.
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
In this webinar, we will review the benefits of leveraging InfluxDB and Grafana when executing load tests and demonstrate how these tools are used to visualize performance metrics.
Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
Let's dive deeper into the world of ODC! Ricardo Alves (OutSystems) will join us to tell all about the new Data Fabric. After that, Sezen de Bruijn (OutSystems) will get into the details on how to best design a sturdy architecture within ODC.
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
In today's fast-changing business world, Companies that adapt and embrace new ideas often need help to keep up with the competition. However, fostering a culture of innovation takes much work. It takes vision, leadership and willingness to take risks in the right proportion. Sachin Dev Duggal, co-founder of Builder.ai, has perfected the art of this balance, creating a company culture where creativity and growth are nurtured at each stage.
"Impact of front-end architecture on development cost", Viktor TurskyiFwdays
I have heard many times that architecture is not important for the front-end. Also, many times I have seen how developers implement features on the front-end just following the standard rules for a framework and think that this is enough to successfully launch the project, and then the project fails. How to prevent this and what approach to choose? I have launched dozens of complex projects and during the talk we will analyze which approaches have worked for me and which have not.
38. How does MyKindaCrowd work?
1
Organisations post real-life challenges online
2
Challenges go to 2,500 schools, colleges and universities UK-wide
3
Our education team launch innovative challenge workshops
4
Our media team produce outstanding video content
5
Our campaign managers plan, deliver and track success
6
Students showcase their skills, respond with ideas, and get rewarded with
work experience, apprenticeships and jobs
90%
of UK
universities
2,500
secondary
schools
and colleges
39. “Using readily available consumer tech, design and build a
remote training system.”
Students
1. An electrical-engineering and coding challenge
2. Connect with an engineering company
Teachers
Project-based challenge: align with studies, bring lessons to life
Thales
1.
2.
3.
4.
Engaged with students from across the UK
Received fresh ideas for a key part of Thales business
Find 5 great young people for their internship programme
And offer 3 full time jobs to students
46. Why are we here?
• This has exaggerated a UK skills-gap
• Reduced opportunities for young people to get a job in IT
• Made it hard for companies to employ local talent.
47. Why now?
• From next year, the new Computing curriculum will be
compulsory from the age of 7 to 14.
• And at the age of 14 students will be expected to be able to
code in two languages.
• The change IS happening in our schools;
• Job done. Job done?
48. Time is up!
What we face now is on one hand an opportunity for young people to
gain the skills that industry needs.
And on the other hand we face a potential crisis.
18
4
5
Weeks
days
hours
49. Research results
74% of ICT teachers admitted to not having the right skills needed to
deliver the curriculum. Nor do they believe they have the time to learn the
skills.
54% of secondary teachers believe their students know more about
Computing than they do.
96% teachers said they would welcome closer involvement from business
to help teach their students relevant practical skills and knowledge.
Unity City Academy in Middlesbrough.
77% of students are on free school meals.
Every key stage 3 student has compulsory Computer Science lessons
Currently 30% of students chose to take it as a GCSE
50. What about today?
Take advantage of this unique opportunity
Be part of the new curriculum
Plug directly into future talent pipeline
51. Talent, Social & Mobile
Summit:Digital, IT & Technology
Focus
#SRTech13
WIFI Network: VENUE GUESTS
Password: VENUE
52. 10 Reasons How Talent Attraction
& Social Media Collide!
Steve Ward – CloudNine
Twitter - @CloudNineRec
53. How do
WE know….?
• Award-Winning Recruiters of Social
Media & Digital Comms Talent
• Building a Talent Network for 4 years
• Specialists in Social Media as a business
tool – by industry knowledge
• I listen, a lot…
56. This means…
• Make sure you can execute social
recruiting – i.e. have the right talent in
place
• Build a strategy for communication that
is effective to your means
• Understand where your target talent
pools exists
• Know what value you can give / content
62. 4. Build a Position of Authority…
•
•
•
•
•
•
•
•
Play an integral part in the industry
Stay on the pulse of industry affairs
Be integral to their existence & career
Thought-leaders in career development
Facilitate learning and networking
Stimulate the market
Build an Advocate network
Build a trusted following
64. 6. Build Employer Brand…
You can have the best talent
strategy in the world – but if your
reputation as an employer is
average – then your hiring
success, will be average
65. DO THE BEST PEOPLE IN THE MARKET
WANT TO WORK FOR YOU?…
66. 7. Source Effectively…
Research advanced sourcing techniques
Google
Searches
Google+
RecruitEM
LinkedIn
Facebook
Graph
Search
Twitter
Profile
Search
71. 10. Be Speculative.
Plan For the Future
• Talent Acquisition is a Consultancy
Process
• Why do Talent teams only interview
people for current roles?
• Set Targets in key areas & build
pipeline
72. Thank you very much…
Steve Ward
CloudNine Social Media & Digital Talent
Twitter: @CloudNineRec
73. Talent, Social & Mobile
Summit:Digital, IT & Technology
Focus
#SRTech13
WIFI Network: VENUE GUESTS
Password: VENUE
74. Transform Your Talent and
Recruitment Function
The JobPost Summit
Matt Corey (Global Talent)
05 November 2013
75. Global Talent – Change Consultancy
Change Recruitment and Change Consulting
Total Solution Approach
Change Professionals
Change Consultancy Services
76. Special Free Limited Offer!
A special and free limited offer for all
participants in this session.
Stay tuned …
77. Align Talent and Recruitment
with Your Brand (1/3)
Your brand is your identity to the world.
“Branding is Influencing”(Peter Montoya, ‘The Brand
Called You’):
A brand is:
A. Saying that YOU are DIFFERENT.
B. That YOU are the BEST.
C. YOU are AUTHENTIC.
78. Align Talent and Recruitment
with Your Brand (2/3)
Your brand must be aligned with the Business Vision …
and your Recruitment Vision.
Your Talent and Recruitment function must have its own
unique identity closely linked to the business.
Your brand must be a billboard of the firm’s values,
mission and culture.
‘Why should I work there?’, What’s the WOW factor?
Create a winning Employee Value Proposition (EVP)
based on McKinsey research (War on Talent).
79. Align Talent and Recruitment
with Your Brand (3/3)
Your company’s business plan is your guide of where
the business wants to be in the future.
Question: How can we support the business achieve
its goals?
Answer: Listen to what the business needs; plan and
deliver the resourcing required.
Simple, isn’t it!? No.
A challenge that can be conquered.
Solution: Build a Foundation of Recruitment Success
and Excellence. How?
80. Lead Your Recruitment Like a
Business (1/5)
Your recruitment function is a business within a
business.
Lead it, do not manage it. Be entrepreneurial!
Create a recruitment business plan and strategy that
includes all required resources: people, systems,
structures, processes and policies.
Plan for short and long-term needs by building a
talent pipeline and keep potential applicants
informed - to feel - as a part of the company.
81. Lead Your Recruitment Like a
Business (2/5)
Communicate your news through your intranet,
website, social media (Linkedin, Twitter, Facebook,
Google+ and others).
Arrange Career Days, networking events and
participate at industry events.
Utilise mobile and post recruitment videos on
YouTube – “Day in the Life of … at XYZ”.
CV v. Application Form debate – what is better?
Introduce video interviews as an initial meeting of
the candidate.
82. Lead Your Recruitment Like a
Business (3/5)
Try to talk to candidates over the phone; it is more
appreciated than an email.
Offer an excellent recruitment customer service to all
candidates by delivering on their expectations-and
more.
Get feedback from your candidates on their
application experience.
83. Lead Your Recruitment Like a
Business (4/5)
Do I need a better ATS that is linked to other systems
in the company? Does the ATS need an update? Do I
need a new one based on my requirements
changing?
Do I approach candidates directly?
Can I recruit better by approaching the right
candidates on my own?
Do I have the time, skills and motivation to do this?
84. Lead Your Recruitment Like a
Business (5/5)
Look at the costs needed to run your ‘Recruitment
Business’. Is this the best use of your budget?
KPI – Total cost of recruitment campaigns (including
advertising).
KPI – Time to Recruit (place a monetary figure on
time invested for recruitment).
ROI – Compare cost of recruiting in house v recruiting
through agencies.
85. Integrate Your Employees into Your
Business (1/3)
After the offer is accepted, the ‘employee-elect’ needs to
be engaged with and communicated to throughout the
onboarding process.
Send them a confidentiality agreement (as preemployment conditions).
Invite them to team meetings, presentations, email
public information and other agreed information.
Create a relevant and bespoke induction for the new
employees.
Review their performance periodically (before 3
months).
86. Integrate Your Employees into Your
Business (2/3)
Keep reviewing the process, make continuous
improvement, ask for feedback from the line managers
and new employees in order to keep pace with the
standard of recruitment excellence.
87. Integrate Your Employees into Your
Business (3/3)
According to Grout and Perrin of ‘Recruiting Excellence’,
regarding brand value, a number of companies kept
emerging as favoured employers, with Virgin Group by
far the most popular and others such Mars, BBC, Nestle,
and Accenture – all because of their perceived culture
and environment based on the brand image.
Getting it right in your talent and recruitment function will
definitely lead to growth and an increased level of
productivity and satisfaction from new employees.
88. Special Free Limited Offer!
Until November 30, 2013, Global Talent is offering a FREE
Talent and Recruitment Function Audit (normally valued at
£1,450 + VAT) to all participants of this session.
The Audit can only be conducted on a face-to-face basis and
it is exclusively offered to all participants present today at
the JobPost Summit.
Contact Matt Corey at matt.corey@globaltalentinc.com for
more details.
89. Transform Your Talent and
Recruitment Function
Thank you for your time and attention
and best of luck in your talent and recruitment
efforts!
90. Talent, Social & Mobile
Summit:Digital, IT & Technology
Focus
#SRTech13
WIFI Network: VENUE GUESTS
Password: VENUE
91.
92. Talent, Social & Mobile
Summit:Digital, IT & Technology
Focus
#SRTech13
WIFI Network: VENUE GUESTS
Password: VENUE
93. HOTTEST TRENDS IN SOURCING:
IT and Technology
Alastair Cartwright
5th November 2013
94. Ingenium People is a training business dedicated to corporate
in-house recruitment teams.
We have 12 trainers, each with more than 15+ years hands on
experience. Our clients include:
95. We have developed 25 courses specifically for the inhouse recruitment market. These include:
•
•
•
•
•
•
Managing the Internal Client
Advanced Sourcing Skills
Online Copywriting for Recruitment
Engaging with, Qualifying & Closing Candidates
Developing an In-house Executive Search Function
Diversity / Inclusion for Recruitment
http://www.ingeniumpeople.co.uk/training-calendar
102. Speed of Recruitment
Banks speeding recruitment to get best talent
• Some banks are taking advantage of the slow
recruitment processes of competitors to get the best
IT professionals in the market.
• Recruitment processes are taking twice as long to
complete as they did a year ago, taking 10 weeks
instead of five, and some banks are using this to their
advantage.
105. Impact of Social Media
“Less than 5% of employees secured their current
role directly with their employer”
106. Hottest Trends in Sourcing
1. Go Direct
2. Mobile enabled – candidates and line managers
3. Multi channel
4. Up skill your team – Sourcing techniques
5. Develop your sourcing strategy for a constant
pipeline of talent
6. Reactive > Proactive
7. Use agencies less > pay them more
131. Top 10 Things
Programmers
Want
#10 Physical
workspace
#9 Location
#8 Creative work
#7 Identification with
company goals
#6 Great tools and
hardware
Image source:: http://www.mailbow.net/eng/news/email-do-and-donts
#5 Excitement about
company products
#4 Independence
#3 Good management
#2 High calibre team
#1 Growth
133. Talent, Social & Mobile
Summit:Digital, IT & Technology
Focus
#SRTech13
WIFI Network: VENUE GUESTS
Password: VENUE
134. Creating Smart Social Recruiting Strategies
Talent, Social, Mobile & Recruiting Summit
THE VALUE OF BUILDING AN EMPLOYER
BRAND TO ATTRACT AND RETAIN TALENT
Alan Whitford
5 November 2013
135. Why Me?
Over 25 years experience in recruitment and in the start-up and
expansion of high technology businesses in Europe
Provide strategic and practical insights to the automation and webenablement of Human Resource and Recruitment Process activities
throughout Europe
Clients include Times 500 companies and software and services vendors
in the Human Resources and e-commerce arenas
Founder of RCEURO, web portal for the European recruitment industry
Published in a number of on-line and off-line media covering technical
and strategic issues around HR, technology, social media and business
Lead training programmes on the use of social media and networking
tools
Founding board member of HR-XML Consortium European Chapter
Chair of the highly successful Social Recruitment Conference series
Operations Director of the Direct Employers Association Europe
136. The Importance of Talent
80% of executives surveyed globally believed that
"the ability to attract and retain the best people"
will be the Primary Force influencing business
strategy
Source: Deloitte - 2001
139. Marketplace and Societal Challenges
The War For Talent is now 16 years old
The Candidate won 15.9 years ago
Everybody knows
Not enough skilled workers
Too many unskilled workers
They are all in the wrong place
5+ Generations in the Workplace
Our brand is what ‘they’ say about us
Double Dip Recession (or “economic correction”)
140. What Are The Challenges?
1.
2.
3.
4.
5.
6.
7.
Your ability to attract and retain quality workers
Diverse cultures
Speed of change – technology quicker than people
Managing this change
Technology to support the change
Vision, talent planning and creativity (skill gaps)
HR & Recruitment Executives with necessary skills
141. The Global Recruiting Landscape at a Glance
LinkedIn 3rd Annual Global Recruiting Trends survey in 19 countries.
We surveyed over 3,300 talent acquisition leaders to capture their thoughts on what keeps them up at night, hiring and
budget trends, and key sources for high-quality hires. We distilled all this and more into 5 key trends you need to know
as a Strategic Talent Leader, to be on the cutting edge and be effective to candidates, your team, and your company.
5 most important trends shaping the future of recruiting
1
Social professional networks are increasingly impacting quality of hire
2
Employer branding is both a competitive threat and a competitive
advantage
3
Data is used to make better hiring and branding decisions
4
Companies are investing in hiring internally to stop top talent from
walking out the door
5
Companies are figuring out the mobile recruiting terrain
To access global and other country-specific reports and infographics, visit:
http://lnkd.in/GlobalRecruitingTrends
142. Talent Leaders Are Most Focused On Improving The Basics – How To
Source, Pipeline, And Hire The Best Talent
“Think about your talent acquisition organization's top priorities for 2013.
Which of the following choices would you consider to be the most important and
least important areas of interest for your organization?”
What is at the top of your peers’ list for 2013?
Priority is #1
2013 Top 5 Priorities
1.
2.
3.
4.
5.
Recruiting/sourcing highly-skilled talent
Improving quality of hire
Employer brand
Pipeline talent
Improving sourcing techniques
44%
30%
25%
25%
18%
Germany
India
Nordics
SE Asia
Australia
143. Talent Leaders Around The Globe Think Social Professional Networks
Will Shape Recruiting In The Long Term
Pay attention, these trends are here to stay
“What do you consider to be the three most essential and long-lasting trends in
recruiting for professional roles?”
Top 10 long-lasting trends
Utilizing social and professional networks
Upgrading employer branding
Finding better ways to source passive candidates
Being a strategic talent advisor to the business
Boosting referral programs
Training recruiters and hiring managers on 'how to hire A-level talent'
Optimizing your career site
Recruiting globally
Reducing spend on staffing firms
Increasing focus on internal hiring/transfers
2013
39%
33%
27%
22%
21%
16%
15%
14%
12%
12%
Ensure you are investing adequately in social and professional
networks for the long run
144. The Employer Branding War Is In Full Swing
“What are the things that your competitors have done or may plan on doing
that would make you most nervous?”
Competitive Threat
Top 3 Threats
1.
Invest in their
employer brand
2.
Improve employee
retention
Learn to use social
networking and
social media more
effectively
3.
Competitive Advantage
83%
Believe employer brand has
a significant impact on
ability to hire great talent
Understand your employer brand and how it can set you apart from the
competition. Take the opportunity to engage not only candidates, but
employees as well.
150. The Most Successful Employers Use Data To Measure Their Talent
Brands Qualitatively And Quantitatively
Believe organization
utilizes data well to make
hiring decisions
Regularly survey new
hires to understand
brand position
Regularly measure
employer brand in a
quantifiable way
23%
52%
27%
34%
55%
44%
33%
48%
53%
Brazil and India are leading the pack in using data for employer
brand
Survey new hires regularly to get a qualitative review of your talent brand.
Use numerical metrics to measure your brand quantitatively over time and
against competitors.
155. Types of bad recruitment experience
Bad Experience
%age
Attended Interview, never heard back
52%
Misleading Job Description
42%
Interviewer was late
32%
Irrelevant questions – not related to job role
30%
Personal questions – marital status, children, family
plans
Interviewer was rude
26%
Personal question about Health
13%
Personal questions about disabilities
7%
25%
156. How does a negative jobseeker
experience impact an individual’s
customer behaviour?
157. Impact Of A Bad Recruitment Experience
As a result of the bad experience, % less likely to:
Accept a Job at that Company
76%
Recommend the Company to a friend
82%
Purchase that Company’s products/services
64%
158. National Impact Of A Bad Experience
% less likely to buy that company’s products / services:
58.4%
71.8%
68.0%
63.0%
65.4%
70.0%
64.1%
68.9%
65.3%
68.4%
69.7%
64.1%
72.0%
59.7%
61.5%
66.0%
160. Contact Me At Any Time
Contact Information:
alan@abtechpartnership.com
Tel: +44 (0)7971 864620
Twitter:
@alanwhitford
@rceuro
@DEAEurope
Sites:
www.abtechpartnership.com
www.rceuro.com
www.directemployers.eu
161. INTRODUCTION TO THE DIRECT
EMPLOYERS ASSOCIATION
Alan Whitford
Operations Director
+44 7971 864620
alan@directemployers.eu
Website: www.directemployers.eu
Copyright Direct Employers Association 2013
162. What Is The DEA?
The first UK Trade Body specifically created for commercial hiring
organisations with a specific focus on the Talent
Acquisition/Resourcing function and the in-house professionals who
deliver the recruitment agenda
Provides the members with a single voice supported by the
power of the collective force of the UK's best and most
innovative employers
Work with and influence policy makers, key stakeholders and
business leaders to create the right environment for effective
recruiting
Formulate and deliver best practice in all aspects of the recruitment
function whether that be permanent or contingent worker hiring
163. The DEA Agenda
Influence Government and Policy Makers
Educate and Support Business Leaders
Establish Best Practices, Develop and Support
Resourcing Practitioners
Engagement with Government, industry and the vendor
supply chain
Community and Talent Acquisition
Educate the Supply Chain
164. Talent, Social & Mobile
Summit:Digital, IT & Technology
Focus
#SRTech13
WIFI Network: VENUE GUESTS
Password: VENUE