The document discusses adopting a "talent mindset" in recruiting strategies. It emphasizes that attracting and retaining top talent is critical for competitive advantage. Old strategies like only recruiting for openings must change to continuously hunting for talent. Leaders must prioritize talent and hold managers accountable for strengthening their talent pools. A talent mindset requires real investment, breaking old rules, and communicating the new focus on talent externally.
Jerry Bernhart's presentation:
"Myth Busters: Transitioning from B2C to B2B is not possible!"
Presented at the Internet Retail Conference (IRCE), June 2019
The document provides guidance on recruiting marketing technologists. It emphasizes that companies need to identify the right marketing technologists for their specific needs. Finding qualified candidates is challenging due to a lack of standardized job titles and functions. The document recommends companies leverage their networks, vendors, and consultants to uncover candidates. It also stresses the importance of clearly communicating the benefits of the opportunity to attract top talent in a competitive market.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 29 years of experience. They have been selected by nearly 20% of the Fortune 2000 companies as an external recruiting solution. Their placed candidates have a 97% success rate of remaining in their jobs for two years or more. Bernhart focuses laser-like on cultural fit, which they believe is the most important factor for hiring success.
Jerry Bernhart is a preeminent recruitment firm specializing in marketing roles. They have 29 years of experience making over 570 placements. The firm focuses on digital marketing, ecommerce, and multichannel marketing roles from manager to CMO levels. The founder, Jerry Bernhart, has authored books on recruitment best practices and is widely published and quoted in marketing publications.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 27 years of experience. They have been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They boast a 97% success rate over two years for candidates they have placed. Their focus is on ensuring a strong cultural fit between candidates and companies, which they believe is key to hiring success and business performance.
Bernhart Associates Executive Search, LLC has over 27 years of experience in executive search and has been selected by 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate of placed candidates remaining in their new roles for at least one year. Bernhart focuses on ensuring a strong cultural fit between candidates and companies to maximize hiring success.
The document discusses adopting a "talent mindset" in recruiting strategies. It emphasizes that attracting and retaining top talent is critical for competitive advantage. Old strategies like only recruiting for openings must change to continuously hunting for talent. Leaders must prioritize talent and hold managers accountable for strengthening their talent pools. A talent mindset requires real investment, breaking old rules, and communicating the new focus on talent externally.
Jerry Bernhart's presentation:
"Myth Busters: Transitioning from B2C to B2B is not possible!"
Presented at the Internet Retail Conference (IRCE), June 2019
The document provides guidance on recruiting marketing technologists. It emphasizes that companies need to identify the right marketing technologists for their specific needs. Finding qualified candidates is challenging due to a lack of standardized job titles and functions. The document recommends companies leverage their networks, vendors, and consultants to uncover candidates. It also stresses the importance of clearly communicating the benefits of the opportunity to attract top talent in a competitive market.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 29 years of experience. They have been selected by nearly 20% of the Fortune 2000 companies as an external recruiting solution. Their placed candidates have a 97% success rate of remaining in their jobs for two years or more. Bernhart focuses laser-like on cultural fit, which they believe is the most important factor for hiring success.
Jerry Bernhart is a preeminent recruitment firm specializing in marketing roles. They have 29 years of experience making over 570 placements. The firm focuses on digital marketing, ecommerce, and multichannel marketing roles from manager to CMO levels. The founder, Jerry Bernhart, has authored books on recruitment best practices and is widely published and quoted in marketing publications.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
Bernhart Associates Executive Search, LLC is an executive recruiting firm with over 27 years of experience. They have been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They boast a 97% success rate over two years for candidates they have placed. Their focus is on ensuring a strong cultural fit between candidates and companies, which they believe is key to hiring success and business performance.
Bernhart Associates Executive Search, LLC has over 27 years of experience in executive search and has been selected by 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate of placed candidates remaining in their new roles for at least one year. Bernhart focuses on ensuring a strong cultural fit between candidates and companies to maximize hiring success.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information about a company or individual and the websites they own related to digital marketing, recruiting, and customer relationship management.
This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information on websites related to a company called Bernhart that offers digital marketing and customer relationship management recruiting services.
This document discusses letters of recommendation from Bernhart Associates. Bernhart Associates provides letters of recommendation for current or former employees. The letters describe the individual's qualifications, job duties and responsibilities, work performance and achievements, and recommendation for a new role.
Direct marketers switch jobs often, staying at a job on average 4.05 years according to a study of 1,000 resumes. Entry-level direct marketers will often work for 10-12 different companies. However, some direct marketers have been with the same company for 25 years or more. The median tenure for direct marketers was found to be 2.82 years, indicating that job hopping has become more common. Reasons for the frequent job changes include seeking promotions, as 73% of resumes listed only one position per employer while 12% listed two and 11% listed three. This suggests direct marketers frequently change jobs to advance their careers.
In 2009, The Direct Marketing Association partnered with Bernhart Associates to produce the Employment Outlook Report, the first comprehensive look at employment and talent management trends in digital and direct marketing.
The document discusses the importance and best practices of networking. It defines networking as developing and maintaining quality relationships that enrich one's life and help achieve goals. It provides tips for effective networking including developing an elevator pitch, active listening, using body language, exchanging business cards, following up with connections, and networking even when introverted. The document emphasizes that networking is an ongoing process and recommends strategies for maximizing networking opportunities.
The document discusses assessing candidates for cultural fit during the hiring process. It recommends asking candidates four types of behavior description questions to evaluate cultural alignment: 1) questions about past successes and what enabled them, 2) questions about greatest challenges and what caused them, 3) questions about what environment is needed to be successful, and 4) questions about what is important to the candidate in a job offer beyond salary. The questions are aimed at understanding a candidate's assumptions about success, challenges, work style preferences, and needs to determine if they will fit the company's culture. Speaking to a candidate's potential peers can also provide insight into whether their personality will be compatible.
This document provides tips and guidelines for preparing for and excelling in a job interview. It discusses presenting yourself in a positive light, asking strategic questions, handling concerns, and following up appropriately. Key points include focusing 2/3 of the conversation on the interviewer, acknowledging concerns and addressing them, and leaving behind a customized leave-behind document highlighting your fit for the role. The overall message is that preparation, active listening, addressing concerns directly, and following up are essential to interview success.
The document discusses the results of an employment survey for direct marketers. It found that 41% of companies plan to add staff in the fourth quarter of 2010, up from 30% in the previous year, while 35% still have a hiring freeze in place, down from 45% previously. The median length of unemployment for direct marketers is now 12 months, double the rate from a year ago. The document then provides recommendations for effective recruiting strategies in the digital age, such as using search engines, social networks, job boards, content marketing, and developing an online talent community.
Bernhart Associates Executive Search has 22 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 96% success rate over two years for placed candidates because they laser focus on ensuring a strong cultural fit, which they believe is the most important factor for hiring success. Their candidates have collectively earned clients hundreds of millions in incremental revenues and saved millions more through marketing efficiencies.
Bernhart Associates Executive Search has 23 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate over two years for placed candidates because they focus on ensuring strong cultural fit. Their candidates have earned clients hundreds of millions in incremental revenues and saved millions more in marketing efficiencies.
The document summarizes key points from a professional development workshop on hiring top performers. Speakers at the event discussed hiring for cultural fit, writing performance profiles instead of traditional job descriptions, and developing a proactive recruiting strategy focused on attracting top talent. An effective recruiting strategy involves instilling a talent mindset, defining superior performance, investing in talent, hunting for talent continuously, leveraging internal and external referrals, building university partnerships, following up on past candidates, and thinking outside the box.
The document discusses the changing realities of hiring and retaining top talent. Old ways of thinking centered around companies having all the power and employees being replaceable, while new realities find talented people driving competition and being in high demand. It suggests moving from an old strategy of growing talent slowly to a new approach of aggressively scouting diverse talent pools, selling the company vision, and investing in people to keep top performers loyal. It also provides questions for ensuring a company mindset focused on strengthening its talent pool.
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
[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
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.
Bernhart Associates is recommended to follow on LinkedIn according to Marketingterms.com. The website suggests following Bernhart Associates to stay up-to-date with their marketing insights and expertise shared on the professional networking platform LinkedIn. Marketingterms.com highlights Bernhart Associates' presence and engagement on LinkedIn.
This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information about a company or individual and the websites they own related to digital marketing, recruiting, and customer relationship management.
This document lists 3 websites: www.bernhart.com, www.digital-marketing-recruiter.com, and www.crm-recruiter.com. It appears to be providing information on websites related to a company called Bernhart that offers digital marketing and customer relationship management recruiting services.
This document discusses letters of recommendation from Bernhart Associates. Bernhart Associates provides letters of recommendation for current or former employees. The letters describe the individual's qualifications, job duties and responsibilities, work performance and achievements, and recommendation for a new role.
Direct marketers switch jobs often, staying at a job on average 4.05 years according to a study of 1,000 resumes. Entry-level direct marketers will often work for 10-12 different companies. However, some direct marketers have been with the same company for 25 years or more. The median tenure for direct marketers was found to be 2.82 years, indicating that job hopping has become more common. Reasons for the frequent job changes include seeking promotions, as 73% of resumes listed only one position per employer while 12% listed two and 11% listed three. This suggests direct marketers frequently change jobs to advance their careers.
In 2009, The Direct Marketing Association partnered with Bernhart Associates to produce the Employment Outlook Report, the first comprehensive look at employment and talent management trends in digital and direct marketing.
The document discusses the importance and best practices of networking. It defines networking as developing and maintaining quality relationships that enrich one's life and help achieve goals. It provides tips for effective networking including developing an elevator pitch, active listening, using body language, exchanging business cards, following up with connections, and networking even when introverted. The document emphasizes that networking is an ongoing process and recommends strategies for maximizing networking opportunities.
The document discusses assessing candidates for cultural fit during the hiring process. It recommends asking candidates four types of behavior description questions to evaluate cultural alignment: 1) questions about past successes and what enabled them, 2) questions about greatest challenges and what caused them, 3) questions about what environment is needed to be successful, and 4) questions about what is important to the candidate in a job offer beyond salary. The questions are aimed at understanding a candidate's assumptions about success, challenges, work style preferences, and needs to determine if they will fit the company's culture. Speaking to a candidate's potential peers can also provide insight into whether their personality will be compatible.
This document provides tips and guidelines for preparing for and excelling in a job interview. It discusses presenting yourself in a positive light, asking strategic questions, handling concerns, and following up appropriately. Key points include focusing 2/3 of the conversation on the interviewer, acknowledging concerns and addressing them, and leaving behind a customized leave-behind document highlighting your fit for the role. The overall message is that preparation, active listening, addressing concerns directly, and following up are essential to interview success.
The document discusses the results of an employment survey for direct marketers. It found that 41% of companies plan to add staff in the fourth quarter of 2010, up from 30% in the previous year, while 35% still have a hiring freeze in place, down from 45% previously. The median length of unemployment for direct marketers is now 12 months, double the rate from a year ago. The document then provides recommendations for effective recruiting strategies in the digital age, such as using search engines, social networks, job boards, content marketing, and developing an online talent community.
Bernhart Associates Executive Search has 22 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 96% success rate over two years for placed candidates because they laser focus on ensuring a strong cultural fit, which they believe is the most important factor for hiring success. Their candidates have collectively earned clients hundreds of millions in incremental revenues and saved millions more through marketing efficiencies.
Bernhart Associates Executive Search has 23 years of experience in executive recruiting and has been selected by nearly 15% of the Fortune 2000 companies as an external recruiting solution. They have a 97% success rate over two years for placed candidates because they focus on ensuring strong cultural fit. Their candidates have earned clients hundreds of millions in incremental revenues and saved millions more in marketing efficiencies.
The document summarizes key points from a professional development workshop on hiring top performers. Speakers at the event discussed hiring for cultural fit, writing performance profiles instead of traditional job descriptions, and developing a proactive recruiting strategy focused on attracting top talent. An effective recruiting strategy involves instilling a talent mindset, defining superior performance, investing in talent, hunting for talent continuously, leveraging internal and external referrals, building university partnerships, following up on past candidates, and thinking outside the box.
The document discusses the changing realities of hiring and retaining top talent. Old ways of thinking centered around companies having all the power and employees being replaceable, while new realities find talented people driving competition and being in high demand. It suggests moving from an old strategy of growing talent slowly to a new approach of aggressively scouting diverse talent pools, selling the company vision, and investing in people to keep top performers loyal. It also provides questions for ensuring a company mindset focused on strengthening its talent pool.
More from Bernhart Associates Executive Search, LLC, 28 Yrs Exp. Placing Digital and Multichannel Marketers (17)
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
[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
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.
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.
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.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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.”
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
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
Digital Marketing with a Focus on Sustainabilitysssourabhsharma
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
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.
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
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