What do Accenture, Achievers, Capital One, Deloitte, Genentech, Hyatt, Intel, McGladrey, and Stryker all have in common? Easy, they have a data driven edge when it comes to employment branding – they are walking the talk.
These 9 firms won recognition in 2014 for not only creating a great work environment but translating that commitment to the treatment of their candidates – even the ones they don’t hire.
This webinar talks about the practices they’ve put in place to define, measure, improve and spread the word about their ‘Great Rated!’ workplaces.
http://recruitingwebinars.com/walking-talk-aligning-candidate-experience-great-workplace/
What do Accenture, Achievers, Capital One, Deloitte, Genentech, Hyatt, Intel, McGladrey, and Stryker all have in common? Easy, they have a data driven edge when it comes to employment branding – they are walking the talk.
These 9 firms won recognition in 2014 for not only creating a great work environment but translating that commitment to the treatment of their candidates – even the ones they don’t hire.
This webinar talks about the practices they’ve put in place to define, measure, improve and spread the word about their ‘Great Rated!’ workplaces.
http://recruitingwebinars.com/walking-talk-aligning-candidate-experience-great-workplace/
Stacy Zapar, employer branding and social recruiting expert, presents "Building an Employer Brand that Attracts Top Talent" at the Recruiting Optimization Roadshow in Los Angeles.
Everyone SAYS you have to network, but how do you do it effectively and not waste your time and theirs? Here are 5 ridiculously easy hacks to make your networking time turn to gold.
Creating and Building Your Virtual ImageHannah Morgan
Do you have the right kind of digital dirt? Owning digital terrain is a key factor in being found online. We’ll look at strategies and tools to help you be the master of your dirt!
1.What are the first steps to take in building the right message
2.How do you rise to page one of search rankings without devoting every minute of your time
3.How do you fix a tarnished online reputation
4.Tips and tricks for monitoring and keeping the soil fertile
Presented by: Hannah Morgan of Career Sherpa.net
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
Are you a recent graduate of St. Lawrence College? Learn what ‘steps for success’ you should take next! Take advantage of Career Services, alumni discounts, graduate awards, internship opportunities, and options for continuing education!
Whether you need motivation on a Monday, or inspiration to take on a new challenge, click through these 20 encouraging pieces of advice from fellow recruiters and talent acquisition leaders.
Read more on the Talent Blog: http://linkd.in/1dIftJI
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
Allen Hom, LinkedIn
Peter Sweeney, LinkedIn
Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.
Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.
Key highlights:
Case studies on effective Talent Pipelining strategies
Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Copywriting workshop designed for the Writer's League of Texas. Includes an introduction to copywriting (writing for business), who's hiring, professional qualities, and the most profitable writing projects.
Gerry Crispin, recruiting expert and CareerXRoads co-founder, chats with talent acquisition leaders from Capital One, Microsoft, and Risk Management Solutions about candidate experience trends and creative approaches.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
State and federal government employees will retire in droves over the next few years, including many of the more than 30% of federal workers eligible for retirement in 2017. This comes as millennials are poised to represent half of the workforce by 2020. In response, the public sector needs to competitively attract, engage, and retain millennials now more than ever.
The slides explore:
- The 3 things every worker wants, but millennials won’t work without.
- Interview questions to distinguish enlightened job candidates from entitled applicants.
- Why overemphasizing job competencies chills morale, and what to focus on instead.
- How 5 minutes of good coaching every day dramatically improves retention.
Learn more at: https://lnkd.in/g6cBRJB
Microfeedback, Confrontation & Value Alignment: How to Get Better Performance...SocialHRCamp
Maren Hogan will share how she built a culture of excellence within Red Branch Media using microfeedback tools, a homegrown performance review system and an internal value pyramid. Learn why confrontation is a good thing, how to use
values to help internalize both constructive and positive feedback and when and how to move employees, up the ladder, across the "lattice" and sometimes, out into the broader community.
Create a Hollywood Style Employer Brand Alex Putman
This was my keynote presentation from the Expo Capital Humano in Santiago, Chile for Trabjando.com on Employer Branding and how to create. I have also presented this PPT in Canada and all over the U.S.
Stacy Zapar, employer branding and social recruiting expert, presents "Building an Employer Brand that Attracts Top Talent" at the Recruiting Optimization Roadshow in Los Angeles.
Everyone SAYS you have to network, but how do you do it effectively and not waste your time and theirs? Here are 5 ridiculously easy hacks to make your networking time turn to gold.
Creating and Building Your Virtual ImageHannah Morgan
Do you have the right kind of digital dirt? Owning digital terrain is a key factor in being found online. We’ll look at strategies and tools to help you be the master of your dirt!
1.What are the first steps to take in building the right message
2.How do you rise to page one of search rankings without devoting every minute of your time
3.How do you fix a tarnished online reputation
4.Tips and tricks for monitoring and keeping the soil fertile
Presented by: Hannah Morgan of Career Sherpa.net
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
Are you a recent graduate of St. Lawrence College? Learn what ‘steps for success’ you should take next! Take advantage of Career Services, alumni discounts, graduate awards, internship opportunities, and options for continuing education!
Whether you need motivation on a Monday, or inspiration to take on a new challenge, click through these 20 encouraging pieces of advice from fellow recruiters and talent acquisition leaders.
Read more on the Talent Blog: http://linkd.in/1dIftJI
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
Allen Hom, LinkedIn
Peter Sweeney, LinkedIn
Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.
Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.
Key highlights:
Case studies on effective Talent Pipelining strategies
Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Copywriting workshop designed for the Writer's League of Texas. Includes an introduction to copywriting (writing for business), who's hiring, professional qualities, and the most profitable writing projects.
Gerry Crispin, recruiting expert and CareerXRoads co-founder, chats with talent acquisition leaders from Capital One, Microsoft, and Risk Management Solutions about candidate experience trends and creative approaches.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
State and federal government employees will retire in droves over the next few years, including many of the more than 30% of federal workers eligible for retirement in 2017. This comes as millennials are poised to represent half of the workforce by 2020. In response, the public sector needs to competitively attract, engage, and retain millennials now more than ever.
The slides explore:
- The 3 things every worker wants, but millennials won’t work without.
- Interview questions to distinguish enlightened job candidates from entitled applicants.
- Why overemphasizing job competencies chills morale, and what to focus on instead.
- How 5 minutes of good coaching every day dramatically improves retention.
Learn more at: https://lnkd.in/g6cBRJB
Microfeedback, Confrontation & Value Alignment: How to Get Better Performance...SocialHRCamp
Maren Hogan will share how she built a culture of excellence within Red Branch Media using microfeedback tools, a homegrown performance review system and an internal value pyramid. Learn why confrontation is a good thing, how to use
values to help internalize both constructive and positive feedback and when and how to move employees, up the ladder, across the "lattice" and sometimes, out into the broader community.
Create a Hollywood Style Employer Brand Alex Putman
This was my keynote presentation from the Expo Capital Humano in Santiago, Chile for Trabjando.com on Employer Branding and how to create. I have also presented this PPT in Canada and all over the U.S.
AN EXPLICIT LOSS AND HANDOFF NOTIFICATION SCHEME IN TCP FOR CELLULAR MOBILE S...IJCNCJournal
With the proliferation of mobile and wireless computing devices, the demand for continuous network connectivity exits for various wired-and-wireless integrated networks. Since Transmission Control Protocol (TCP) is the standard network protocol for communication on the Interne, any wireless network with Internet service need to be compatible with TCP. TCP is tuned to perform well in traditional wired
networks, where packet losses occur mostly because of congestion. However cellular wireless network
suffers from significant losses due to high bit errors and mobile handoff. TCP responds to all losses by
invoking congestion control and avoidance algorithms, resulting in degraded end-to-end performance. This
paper presents an improved Explicit Loss Notification algorithm to distinguish between packet loss due to congestion and packet loss due to wireless errors and handoffs. Simulation results show that the proposed protocol significantly improves the performance of TCP over cellular wireless network in terms of throughput and congestion window dynamics.
Your UX Career Path: In-house, agency, both or neither?Fell Swoop LLC
With User Experience designers in such high demand, those entering the field today have more choices than ever before. There’s no single right way to embark on your journey, but many before you have uncovered a path to success, so why not learn from them? Matt Dente has shared insights from surveys and interviews with UX professionals in this presentation. If you’re planning your first step in a career, or considering your next move, this presentation will provide insights that will help you make the right choices for your own path.
After my transition, I quickly realized my success was very rare. The way I arrived where I am only retains value if I share and duplicate the results.
Are you ready to get a job in public relations? Are you hungry to learn how to set yourself apart from the thousands of applicants? We hosted a webinar on “Getting a Job in Public Relations” that examined the characteristics and traits in demand for public relations positions, offered helpful tips on how to stand out from the competition in your job search and provided insight on how managers attract, retain and develop top performers.
The webinar featured experts who discussed their observations on the hiring process within public relations agencies and corporations. The experts were:
Keith Burton, principal, Grayson Emmett Partners
Rick Looser, president and COO, The Cirlot Agency
Virginia Noriega, associate, Heyman Associates
Kevin Saghy, manager of communications, Chicago Cubs
Boomer employment re entry path 2021 reviewed and updated 8.16.2021Joe Slade
Age bias is rampant throughout the hiring process. Recruitment process outsourcing (RPO) recruiters need a new paradigm and path to create measurably better hires by focusing on talent recruitment and the elimination of age and inclusion biases through the entire pipeline – from job description to applicant tracking software (ATS) usage to onboarding and team development.
How to put your best self online and land the interview
- Ideas to upgrade your resume and make it stand out
- How to enhance your social profiles and get noticed
- Best practices for a phone or video interview
In Seminar#7 you will learn to write effective cover letters so employers will notice you faster.
Using a Cover Letter Checklist to organize content
Formatting a Cover Letter
Emphasizing what you can do for employers, not what they can do for you
5 Ways to Improve your Cover Letter’s Selling points
Interview Likes It's Second Nature | Dalena Bradleypdx MindShare
Dalena Bradley, career marketing specialist, will be our speaker for February’s Webinar! She is here to share her interviewing expertise with us and teach us how to shine in every interview and leave with your dream job!
--
In this webinar you will learn:
1) How to succeed in all phases of the interview, from preparation through follow-up.
2) How to create unique success stories that will help bring to life your fit for the job.
3) How to address both common and “I-hope-they-don’t-ask-me-that” interview questions while being yourself.
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Website: https://pdxmindshare.com/
1. Please sign in on check in sheet and have a
seat in front of a packet. Complete the
registration form on top and place your name
in big letters on cardstock to fold and place in
front of you. Class will begin in a moment.
Professional Development
3. How to get back to work
• Where to look
• Job compatibility
• Create Your Own Insurance
• Homework
4. Where to Look
• www.indeed.com
• www.glassdoor.com
• www.indianacareerconnect.com
• www.linkedin.com
• Local newspapers
• Craigslist
• Facebook
• Torq
5. Resume Readability
• Employer Focused
• Skills required to do job
• Short, sweet and to the point
• Statistical achievements
6. Job Compatibility
• Experience with organization
• Requirement matching
• Company needs met
• Your needs met
If you don’t know what you bring to the
table, you don’t get a seat there.
~Dan Schwabel, Millennium Branding, LLC
7. What does a company look for in a
professional employee during an interview
• Experience
• Education
• Professional Appearance
• Ability to communicate
• Readability
• Adaptability
• Compatibility
8. Did You Know
Statistics show that 82% of people hired are
interviewed between 9:00 am and 11:00 am.
Only 2% of the people interviewed between
2:00 pm and 4:00 pm are hired!
9. The Hard Part
• Introduce yourself
• Give your biggest weakness on a job
10. Create Your Own Insurance
STAND OUT
• Resume Job Specific
• Cover Letter
• Research on Company
• Readability
• Thank You Letter
11. Group Interviewing
• Job Auction
• Scenario
• Maintain Professionalism
When you brand yourself properly, the
competition becomes irrelevant
• ~Dan Schawbel
We will discuss this in greater detail later in class, but it is very important that you all have plenty of time to think and answer this question. I will be asking for you to discuss your greatest weakness on the job. Think about it.
Everyone is here because they had a job at one time and were very good at the job and now they find themselves looking for a way to get back on top again. You will get lots of advice or suggestions for how to do this, but this class is designed to give you the tools you will need to achieve your goals. The key components of achieving those goals are outlined here and will be discussed and developed throughout the class.
First we want to discuss where to look to find a job. As you can see there are many different outlets available to search for a job. The key is to finding an outlet that is specific to you and your experience. Once you determine what you have to offer, you will be able to isolate those outlets to the ones that meet your needs more appropriately. If you are unsure which of these outlets will meet your needs most appropriately , I suggest making an appointment with a Case Manager to determine the best outlet to use. As hard as it may be to think some of these outlets could produce quality positions, you may be surprised at how some of them have catered to those in your profession quite well. Key here is to expand beyond what your current methods may have been. (give brief description of each outlet)
The key to a great professional resume is to make it employer focused. You all know how difficult it is to obtain a position in the professional world when you have numerous other candidates that are just as qualified as you are for the position Make sure your resume stands out by cataloguing your skills that match the job description of the position you are applying for. A job description about a position that you are applying for is not overly wordy or hard to understand, otherwise you would not even be thinking about applying for it. Give them the same courtesy they are giving you. Your skills will probably outnumber their requirements ten to one and you don’t want to sell yourself too short by not including more detail, but you will have time to expand on them during the interview process, so for the time being stick to what you know is important to them. The rest they will skip over anyway. Anytime you can use numbers or achievements involving the creation or implementation of something on your resume it helps sell you. An example would be an Accounts Payable Manager listing an achievement of 11% increase in Collectables during a given period of time or a Business Analyst listing an achievement of Creation and Implementation of inventory tracking module for profit of $37,000 per month.
Next we will identify job compatibility. Is your past experience compatible within the same type of industry or organization as what you are applying for. For example; Are you applying for jobs in the banking field, but have no experience or background in that field? Do you have experience with the industry or organization for which you are applying for? Does that company’s job requirements match what your skills are? If a company is seeking an employee with CAD programming and you think of CAD as an ill bred man who is disrespectful to women, your skills may not match their requirements. Make sure you have what they are looking for. After reading a brief job description for a position that is available, you will be able to determine if the job is something you are interested in and will meet your needs. Company’s have interviews to determine if you meet the needs within the job description. Don’t waste their time or yours by applying for a position that you know is not a good fit for you or them.
After you have searched the necessary outlets to find a job that matches your skills and that job has decided that you are closely aligned to meeting their needs as well, you will receive the communication to proceed to next step of interviewing. Interviewing has changed and expanded drastically over the years. So what does a company look for in a professional during an interview. Things they already know the answers to because of your resume. This is the time, I mentioned earlier to truly expand and shine on those skills and abilities that were not in front of them. Make sure you are professionally presented in appearance based on the position you are applying for. How you communicate is going to help you stand out. Are you easy or interesting to read? Can someone determine your mood by looking at you? Do you show the world your emotions and feelings? Be able to identify in the first couple of minutes in an interview what your interviewer is looking for in regards to readability. (Ask participants to suggest ways they can determine what interviewer is looking for). Example of what an interviewer does to show readability is by talking about themselves or family members. Engaging in conversations not related to position. If it is determined that your interviewer wants to see more of your true nature and is more readable, than take a deep breath and show more of who you are. If you determine the interviewer is all about the position, put your mask on and show only the professional side of you. All interviewers look for a story or situation in your interview that determines you can adjust to different situations easily. Make sure you find a way to incorporate how adaptable you are. When an interviewer is filling a position within their organization, they look for a well qualified individual that can adapt, change and grow within that position, but they also are looking for someone who will fit in with their current dynamics in the workplace. (Have participants give some examples of compatibility). All potential employers are looking for a candidate with the ABILITY to perform the job asked of them
As promised from earlier. Many organizations hiring for a professional want to know how well a potential employee will do with understanding their weaknesses. This is incredibly hard for most to do because we all want to believe we are perfect and have no true weaknesses especially those of us that have been incredibly good at our jobs previously. I’m here to tell you that we all have a weakness and for some their true weakness is in their inability to identify that they could have a weakness. Once you determine a flaw in yourself it is much easier to set goals for fixing that flaw. Now I am going to ask each of you to give me your name and your biggest weakness on the job. I will start with myself.
Everyone buys insurance to protect themselves from accidents or to cover loss in a situation not within their control. What I am asking you to do is to create insurance not to protect yourself but to market yourself. You want to stand out in a field of 100 other qualified candidates applying for the same position. To do this successfully you will need to have a resume that is job specific and plays on skills you have that match the job you are wanting. Make sure you include a cover letter that is more personable detailing how you suit for the position available. The cover letter shows who you are as a person more than what your skills for the job are. Once you receive the confirmation of an interview, do the research on the company you will be meeting with. Have useful information to communicate with the interviewer. Present yourself in a way that reflects what the interviewer is trying to read from you. Make sure you have a follow-up communication with interviewer showing your appreciation for their time and consideration in interviewing you. Make sure everything you do, makes you stand out from what your competition may or may not be doing.
Corporate recruiting companies do exercises with their team including job auctions to keep them on their toes and understanding of what competitive candidates bring to the table. You all will be participating in a few job auctions today. You will be given a scenario or job description of a professional position available and I will be interviewing all of you at the same time for that position. I understand that some of you won’t have the experience or skills needed to do the job but I want all of you to pretend you have everything needed to perform the job accurately. This exercise will teach you how to stand out among others that have the same qualifications and build your communication skills. It is important to remember that we are all professionals and even though you will be competing against others for the same position, you need to continue to retain that professionalism without becoming aggressive or upset if someone is able to communicate better than you. As a professional in your previous jobs, you all have shown the ability to communicate effectively. This exercise is designed to help you be competitive and to find weaknesses you may or may not have known you had and to set goals for turning those weaknesses into strengths.
Everyone should have a job description in front of them for an Office Manager position available. Take a couple minutes to review the requirements needed for the position. Now I will ask you a serious of questions relating to the job. Each of you will individually answer one question at a time and once everyone has answered, depending on how you answered, I will start grouping you in 3 classifications. A, B, or C. After each question is answered, you will continue to get grouped by classification. Sometimes your classification may not change and you may stay grouped in same group until the end. Then we will discuss how the auction went and who got hired and who didn’t and why.
Ok same as in last scenario, but now you should all be looking over the Executive Director job description for the next couple minutes. And now after being involved in one successful auction, you all should know how it works and what weaknesses you need to work on for next position.
Now we should all be pros at how to conduct a group interview and auctioning so this last scenario is used as a way to be creative and expand on what you know works and doesn’t work during an interview. Look over your last scenario for Account Manager and we will begin auction in a few minutes.
Everyone always asks how important are these items in getting the job? Again it is just like your insurance you took out on yourself. If you are applying for a job that is aligned with what you want to be doing long term and for a career, is it not worth the extra time to complete these items to help insure you get the job you want. A little extra time now as tedious as it may sound pays off when you are set apart from those that choose not to take the insurance out on themselves. So take your homework seriously. You don’t get an A in a class without putting forth effort and doing your homework for each subject. No difference with a job.
Thank you all for your participation and I truly hope you received useful information today. If you could fill out the survey rating the workshop as well as any suggestions or feedback you may have on ways to improve the workshop, it would be greatly appreciated. If there are any additional questions that you felt were not answered during the workshop, please let me know.
