The document provides information about a presentation by Allison Chappelle on strategies for crafting a customized talent pipeline. The presentation agenda includes discussing how to manage the current skills gaps in the workforce, how ineffective applicant screening can cause companies to miss top talent, and where to look for candidates and how to get them interested in opportunities. Allison Chappelle is the Director of Talent Acquisition at Adecco Group North America and has over 15 years of experience developing talent strategies for Fortune 500 companies.
How to Build a Strong Recruiting Pipeline in 2019Newton Software
Join us in our on-demand webinar with Elicia Hughey, VP of HR at Octave Music Group and the experts from Glassdoor and Newton to learn what it takes to build a strong pipeline by being as strategic as possible at every stage in hiring.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
How to master candidate sourcing and nurturingLever Inc.
How to master candidate sourcing and nurturing, including steps to building a successful strategy, tricks for finding emails addresses, questions to ask your hiring manager before you kick off a search, tips for sourcing on LinkedIn, and real sourcing email examples.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
How to Build a Strong Recruiting Pipeline in 2019Newton Software
Join us in our on-demand webinar with Elicia Hughey, VP of HR at Octave Music Group and the experts from Glassdoor and Newton to learn what it takes to build a strong pipeline by being as strategic as possible at every stage in hiring.
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Learning objective: Discuss strategies for successful recruiting strategies
Diversity is not just about colorful teams; it’s about colorful solutions. Organizations that successfully design and implement strong diversity strategies spark greater performance, motivation, and success. Differences capture broad thinking and enhance human performance and motivation. Most organizations understand the need for diversity and create plans, yet, there is something missing. In this seminar, understand how to recruit and attract diverse talent and transform your organization into an innovative powerhouse.
At the end of this seminar participants will be able to:
a. Identify what diverse talent pools look for in an organization
b. Explore elements of successful diversity strategies
c. Discover strategies to attract and retain top talent
d. Explore innovative recruitment resources
How to master candidate sourcing and nurturingLever Inc.
How to master candidate sourcing and nurturing, including steps to building a successful strategy, tricks for finding emails addresses, questions to ask your hiring manager before you kick off a search, tips for sourcing on LinkedIn, and real sourcing email examples.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
“Recruiting is much more complex than it used to be. You can’t just post an ad on a site like Monster and wait for candidates to come.
You really need to do your homework and think of recruiting as a marketing campaign – who is my target market, and how can I reach them.” - SHRM
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!
Gone are the days when you used the company directory to cold call candidates. Now you have access to more candidate information than ever before. But can you find what you're looking for?
This presentation will show you the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
Interviewing is stressful when you're looking for a job. It's also stressful when (surprise!) you're suddenly the interviewer. You want good team members, but how do you identify them? This talk distills lessons learned from recruiting and managing development teams. It covers the technical and non-technical considerations of identifying your team's needs and finding the people that fit them. By applying this framework to your own team, you'll be prepared to ask the right questions and know whether candidates will fit your team today and in the future.
People, Workforce, Managing the Talent Pipeline for Global ManufacturersTom Hood, CPA,CITP,CGMA
Is retaining your top talent becoming increasingly difficult? Is your organization encountering issues when trying to hire employees whose skills meet the organization’s needs? The global war for specialized finance and technology talent is intensifying. Learn about the human capital trends that are facing today’s manufacturing and accounting industries.
You will hear from a panel of people in the front lines of the talent challenges facing global manufacturers. This world class panel of Doug Roosa, CPA, CGMA - General Motors, Cami Jacobson - University of Phoenix Strategy Group, Nicole Lenz, KPMG Director of People & Change, and Kimberly Burch, CPA, CIA, CFE will be covering both the macro workforce issues and micro accounting and finance teams.
Panelists will present their perspectives on these systemic talent pipeline issues, and you will learn how different organizations are addressing these challenges.
See the full presentation here: https://youtu.be/Dn4pFT4aVn4
Recruiting organizations must centralize their talent pools and move to more proactive "source first" recruiting strategies. This presentation outlines the building blocks of using strategic recruiting CRM to form the foundation of a more efficient and scalable recruiting model.
The Role of Background Screening and Risk Management in Building a Better Workforce: Our latest slideshow looks at key concepts employers should know about background screening; the connection between your hiring process and organizational risk management; and major classes of risk that can be mitigated through employment screening.
“Recruiting is much more complex than it used to be. You can’t just post an ad on a site like Monster and wait for candidates to come.
You really need to do your homework and think of recruiting as a marketing campaign – who is my target market, and how can I reach them.” - SHRM
The top talents are crucial for each modern organization. Without top talents the company cannot survive. The talents are usually the source of innovation, they do manage challenging projects and they deliver results.
The job market is tough today, the quality of education is decreasing, but the companies require highly skilled employees. Companies do fight for talents.
How your company can find the right talents on the job market? How the company can build the pool of interesting talents available on the market?
LinkedIn is not the only solution, the company has to design a mix of different HR and marketing tools to promote itself on the job market to become a really attractive target to top talents.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!
Gone are the days when you used the company directory to cold call candidates. Now you have access to more candidate information than ever before. But can you find what you're looking for?
This presentation will show you the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
This standalone presentation was originally created in INTE 6710 at the University of Colorado Denver. It has since been modified to better fit the needs and culture of my organization.
Employee Value Proposition. How and why your EVP plays a critical role in you...N. Robert Johnson, APR
Companies with a clear and differentiated employee value proposition outperform their competitors. In this 30+3 Webinar, we take a quick look at ways to develop a clear and differentiated EVP.
Interviewing is stressful when you're looking for a job. It's also stressful when (surprise!) you're suddenly the interviewer. You want good team members, but how do you identify them? This talk distills lessons learned from recruiting and managing development teams. It covers the technical and non-technical considerations of identifying your team's needs and finding the people that fit them. By applying this framework to your own team, you'll be prepared to ask the right questions and know whether candidates will fit your team today and in the future.
People, Workforce, Managing the Talent Pipeline for Global ManufacturersTom Hood, CPA,CITP,CGMA
Is retaining your top talent becoming increasingly difficult? Is your organization encountering issues when trying to hire employees whose skills meet the organization’s needs? The global war for specialized finance and technology talent is intensifying. Learn about the human capital trends that are facing today’s manufacturing and accounting industries.
You will hear from a panel of people in the front lines of the talent challenges facing global manufacturers. This world class panel of Doug Roosa, CPA, CGMA - General Motors, Cami Jacobson - University of Phoenix Strategy Group, Nicole Lenz, KPMG Director of People & Change, and Kimberly Burch, CPA, CIA, CFE will be covering both the macro workforce issues and micro accounting and finance teams.
Panelists will present their perspectives on these systemic talent pipeline issues, and you will learn how different organizations are addressing these challenges.
See the full presentation here: https://youtu.be/Dn4pFT4aVn4
Recruiting organizations must centralize their talent pools and move to more proactive "source first" recruiting strategies. This presentation outlines the building blocks of using strategic recruiting CRM to form the foundation of a more efficient and scalable recruiting model.
Candidate Attraction and Job Marketing StrategiesTalemetry
View full presentation here: https://youtu.be/9F3KMo47M4o
What kind of strategies are you using to make sure you're attracting the right kind of candidates. Is you job distribution centralized, segmented, measured and optimized for all you job families?
This presentation outlines modern job distribution strategies and give you practical tools you can put into use right away, discussing how recruiting professionals can take steps to optimize candidate attraction as part of their overall approach to recruiting. The presenters will touch on several key practices including:
-Candidate segmentation
- Targeted placement
- Candidate experience
- Integrated distribution tools
- Mobile and social considerations
- Success metrics
Talemetry Source & CRM and Candidate Attraction for Taleo Business EditionTalemetry
See full presentation here: https://youtu.be/0RaxW6PP1i0
Recruiting organizations are adjusting their strategies to increase their capabilities for finding, engaging and pipelining great candidates. Now TBE clients have access to integrated solutions for sourcing, tracking and engaging candidates.
How to Transfer Your Company From an Outsourced Recruiting Model to Direct So...Talemetry
View the webinar recording: http://talemetry.com/resources/webinars/how-to-transform-your-company-from-an-outsourced-recruiting-model-to-direct-sourcing/
In these tough economic times, all organizational costs are being scrutinized, including the cost of recruiting. Unfortunately, the two most widely used methods for finding and attracting talent also happen to be the most costly; recruiting agencies and job advertising.
Many leading organizations have begun to shift away from these traditional, costly methods in favor of a direct sourcing model, where in-house recruiting teams proactively identify top talent, build relationships, and promote open jobs to them. Not only does direct sourcing reduce costs, it is also shown to reduce time-to-hire and increase quality of hire.
This presentation will highlight the key strategies and technologies required to support shifting to a direct sourcing model.
You'll learn:
- The benefits of direct sourcing over the use of traditional recruiting agencies or job advertisements
- The key strategies and technologies required for direct sourcing
- How a talent generation solution like Talemetry can support your direct sourcing initiative
website: www.talemetry.com
blog: www.talemetrytoday.com
Moving to a More Proactive Recruiting Model with TalemetryTalemetry
View the full presentation here: https://youtu.be/K22C3kbQ0-c
Moving to a more proactive recruiting model touches all aspects of your talent acquisition efforts. It requires a game plan based on a long term view of the recruiting process.
Talemetry Director of Talent Sourcing and Marketing Solutions Stephen Schwander and VP Marketing Ian Alexander discuss:
- What is proactive recruiting
- Why it’s important
- Impediments to change
- Key practices for proactive recruiting success
Fill Current Jobs Faster By Building Talent PipelinesTalemetry
Watch the recording: http://talemetry.com/resources/webinars/building-talent-pipelines
Whether the need is volume or targeted hiring, organizations continue to struggle to find quality candidates in a timely and cost effective manner for many reasons:
- Multiple candidate databases to search
- Limited search functionality
- Limited access to large numbers of candidates
- Costly and inefficient use of database subscriptions
- Difficult to search for past applicants
- No central talent pool outside of applicants
- Not leveraging talent pool before spending on advertising and agencies
- Limited relationship management/talent pipeline CRM capabilities
This presentation on talent pipelines will show both sourcing and talent marketing teams how Talemetry can solve these challenges and find and attract the right talent faster and more cost effectively.
You'll learn:
- How to search and rank candidates from multiple sources include job board candidate databases, social networks, applicants in your ATS, and 100m+ open web candidate profiles.
- How to organize talent pipelines; manage candidate relationships and related activities, communications, and campaigns in support of:
- Tactical CRM: Find and rank candidates for immediate job openings and invite them to apply
- Strategic CRM: Build Talent Pipelines for future hiring requirements
website: www.talemetry.com
blog: www.talemetrytoday.com
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
ABC Presents: Recruiting and Retaining Top TalentSkoda Minotti
Businesses today are experiencing a workforce shortage that is crippling production and growth. Even more, our workforce has become increasingly disengaged as companies expand and diversify. Never before has it been so challenging to recruit, hire, develop and retain a skilled construction workforce. Estimates are that there will be a shortage of 1.4 million construction workers in the next 10 years. How can you build your company and its workforce? Heidi Hoyt, Skoda Minotti’s managing director of Staffing, shares views about staffing challenges and opportunities for organizations of every size and scope.
Global Talent Shortages and How HR Will Evolve to Manage Them The HR Observer
Global talent shortage is at a seven-year high as 36% of employers cannot fill open jobs. HR leaders have the expertise and influence to reshape their companies' talent-base by evolving their role in three critical ways. This session will explore supply and demand issues and how HR can provide market intelligence supported by relevant data, understand internal/external talent supply and the forces shaping availability of required skills. You will also explore the role of HR as marketers in a world of talent shortages where your role has expanded to include attracting/retaining customers. Finally, you will have insights into the idea of HR as designers where diverse thinking is required to cultivate communities of work and balance the employment mix to include outsourced, partially retired and other workers
Simon Matthews, Country Manager - Middle East, ManpowerGroup
Company leadership and hiring managers are only as great as the team they build. So, it’s no surprise that a core responsibility of all group managers is to design and hire top talent for their organization. But, in order to be effective at hiring and building a grade-A team, managers need to know what questions to ask during the initial interview stages. By asking candidates strategic interview questions, hiring managers can quickly identify the best job candidates or potential employees.
Cory Eustice, Talent Director at Hart, reveals ways the most effective leaders interview candidates to identify those great hires.
You’ll learn:
*The interview process most leaders and managers take
*The art and science to developing custom and strategic interview questions based on the role
*What to look for in the interview answers received from candidates
*The top interview questions CEOs ask candidates
See more upcoming LinkedIn Talent Solutions webinars: https://lnkd.in/gjfYMp9
Designing a Recruiting Strategy for Hiring DesignersChris Avore
Presentation to help recruiters understand the nuances of hiring design positions in a hyper-competitive job market.
Presented at Recruiting Trends 2014 in Alexandria VA.
How to prepare for the Non Executive Director Interview Richard Davies
I share practical tips to help you increase your chances of landing and being successful in an interview for a NED or Non Executive Director position. This is also available as a webinar with Q&A on BrightTalk
https://www.brighttalk.com/webcast/14157/369031?utm_campaign=knowledge-feed&utm_source=brighttalk-portal&utm_medium=web
Andy Dolby, Head of RPO, Capita Resourcing
We examine the significant social shifts that are influencing the future of work.
We look at how businesses need to alter the way they remain relevant in the talent market place.
We look at how these changes are pushing businesses to redefine the talent they want/need and how to find, attract, and retain people.
Our very own Obi-Wan Kenobi and Jedi Master Brian Fink is here to take us through 60 minutes of LIVE training on how to develop kick-ass habits that will boost your tech recruiting efficiency.
These takeaways will benefit you no matter what position you hold: recruiter, sourcer, hiring manager, train conductor - you need to be here.
Data and trends from the Bureau of Labor Statistics. Reflective of the "Employment Situation" report for the month of September. Released October 2, 2015.
Adecco Creative & Marketing specializes exclusively in the placement of creative & marketing talent on a freelance, temporary and direct hire basis across all industries, including: Fashion, Consumer Products, Publishing & Editorial, Beauty & Retail and more.
Leverage staffing resources with a team of expert recruiters experienced in the creative space: Digital, Marketing, Communications and Fashion.
We develop customized recruitment models built around our clients’ needs.
CONNECT WITH US
1.855.371.5744
creativetalent@adeccona.com
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
It’s no surprise that social media is infiltrating every industry within the business world.
We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?
In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.
In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:
- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting
Using Corporate Social Responsibility as a Retention and Recruitment Tool | S...Adecco Staffing, USA
[Webinar Slides Only]
Learn how to make corporate social responsibility an important part of your company’s culture, which will naturally lead to better retention and more successful recruitment.
Watch this webinar - http://www.slideshare.net/AdeccoUSA/using-corporate-social-responsibility-as-a-retention-recruitment-tool-webinar - to hear best practices and HR policies to help your company establish and remain committed to a socially responsible environment.
Our expert panel covers how to:
•Make clear how paramount corporate ethics are to potential and current employees and clients
•Attract the next generation of workers (Millennials) through your philanthropic footprint
•Empower employees through HR policies and company involvement
•Create and share a digestible plan and/or policy for 2015
This survey explores CEO and business owner opinions of departments within their organization; specifically evaluating, Customer Service/Sales, Operations, Marketing/Communications, Research and Development, Human Resources, IT, Finance, and Legal.
Managing a Multi-Generational Workforce in a Customer Service Environment - S...Adecco Staffing, USA
This is the powerpoint deck for our September 2014 webinar. To view the webinar on demand, navigate to: http://www.slideshare.net/AdeccoUSA/webinar-managing-a-multigenerational-workforce-in-customer-service
Managing multiple generations in the workplace is no easy task; add a customer service environment to the mix and you've definitely got your work cut out for you.
Watch our webinar to get expert advice and tips for how to manage all the generations in the world of fast-paced customer service.
Our webinar features industry leaders Bruce Tulgan, Lauren Griffin, Wendy Slayton, and Kristen Leverone.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
5 Things You Need To Know Before Hiring a Videographer
Pump up your talent pipeline
1. •
Pump up your talent pipeline
Presented by Allison Chappelle
Director of Talent Acquisition at Adecco Group North
America
Wednesday, April 17, 2:00pm EDT
2. •
Adecco Staffing US is the nation’s leading provider of recruitment
and workforce solutions.
We are the pre-eminent workforce management partner for Fortune 500
companies and career advisement expert for American workers, serving
all of the key industries and professions that drive our economy forward.
Adecco has over 900 career centers and, on any given day, connects
70,000 talented workers to the best job opportunities across the country,
making us one of America’s largest employers.
Please visit us at adeccousa.com to learn more.
Have a question?
Ask us on Twitter using hashtag #AskAdecco
2
About us
3. •
Allison Chappelle
Director of Talent Acquistion
• More than 15 years experience in developing
and managing talent strategies for Fortune 500
companies
• Responsible for developing talent strategies aimed
at finding, developing and retaining the best
internal talent possible for Adecco Group
companies
• Global Recruiting Community leader for
Adecco Group
• Subject matter expert on global talent and
technology projects
3
About our presenter
4. •
• Strategies for crafting a customized talent pipeline approach
• Managing the current skills gap in the American workforce
• How ineffective applicant screening can cause you to miss out on the
best professionals
• Where to look for top candidates and how to get them looking for you
4
Today’s agenda
5. •
5
The talent pipeline
You can’t hire people who have what it takes
unless you first define what ‘it’ actually is,
what ‘it’ you require today, and what ‘it’ you
may require in the future.
7. •
• Talent pipelining in not just about getting a resume into your system.
• It’s about identifying talent for both current and future needs and ensuring
you can access that talent when you need it.
• A well-built pipeline ensures that employers are never without relevant,
qualified candidates – whether they are ready to hire right now or a year
from now.
7
The art of the talent pipeline
8. •
• Post and pray is no longer an option.
• You can’t hide your brand.
• Your recruitment resources continue to be lean.
• Competition for top talent is only going to increase as the market continues
to open up.
• Social media isn’t going anywhere.
8
Reality check – the recruitment game has changed!
9. •
• First step is identifying what you need now and what you will need
in the future.
• Then you’ll need to understand what talent you may already have
and how to access them.
• The key is examining not just what’s going on today, but what is coming
in the future.
9
Drafting a strategy
10. •
• Take the time to re-examine the skill set of your hiring teams or those involved
in the hiring process:
- Do they have expertise in the discipline they are recruiting for?
- Do they have a strong relationship with the hiring manager?
- Do they understand the company’s overall mission, vision and strategy?
10
Who is doing the hiring?
11. •
• Recruiters today need to be
able to analyze and interpret
candidate skill sets, behaviors
and motivations rather than just
screen for experience.
• They also need to be tied into
the company’s short, medium and
long-term talent strategies in order
to avoid missing out on top talent
that could bring value in the future.
11
Who is doing the hiring? (continued)
• Are your hiring managers, leaders
and current colleagues engaged and
networking for talent?
• Do you have a clear process for
your recruiters or hiring managers
to bubble up future/passive
candidates?
• How are you tracking these
candidates in your system(s)?
13. •
• While a big part of the skills gap is a shortage of people skilled in the
STEM (science, technology, education, and math) industries, there also is
a gap in soft skills such as communication and advanced leadership skills.
• You need to decide whether you are willing to wait to hire for these skills,
or provide training on the job.
13
The soft skills gap
14. •
• Technology has changed the way we communicate.
• Employers are struggling with otherwise highly
skilled individuals that can’t communicate at a
professional level.
• Dependence on technology has affected our ability
to communicate effectively when face-to-face.
- Proper grammar is being replaced by
abbreviations and slang.
- This can also limit our ability to deal with conflict.
14
Communication
15. •
A recent survey of senior executives done by the Center for Creative
Leadership showed that the five most important leadership competencies
desired in people entering the workforce today are:
15
Leadership skills
Sources: Center for Creative Leadership
Learning agility
Self-motivation
Communication skills
Self-awareness
Adaptability
16. •
• Provide access to courses that address these skills in a real-world
professional work environment.
• Lead by example:
- Highlight those that possess strong communication skills and
the importance of it.
- Consider partnering up-and-coming leaders with strong leaders
in your organization.
16
Training is the solution
18. •
• Technology has improved the efficiency of applicant screening.
• It can also cause you to miss out on top talent.
• Criteria includes:
- Minimum qualifications
- Experience levels
- Required skills
• Why?
18
Modern applicant screening methods
19. •
• Is your screening simply a key word match on skills?
• Consider your “must have” vs “want to have” skill sets.
• List the skills you'd like to have, then weigh skills by priority
- What if all 10 of these skills together are not worth as much
as your top required skill?
• Use a system of inclusion rather than disqualification on the front-end
and be sure you understand what is important.
19
Poorly constructed job ads
and screening questions
20. •
• Who would you rather have?
- A candidate with 2 years of strong performance
- Or one with 10 years of mediocre performance?
• Be careful with years of experience requirements, especially in performance
driven roles.
• Instead ask about recent results, achievements, performance.
• Screening out on X years work experience may screen out candidates
with related volunteer or community experience
20
Be careful screening out
based on years of experience
21. •
• During and after the recession,
people took on more responsibilities
and skills.
• This was mostly tailored to who
they were, vs. what makes sense
for a job.
• Once economy turns around, people
start quitting and new people who
come on can’t be expected to fill
a 2 in 1 role automatically.
21
Are your job requirements realistic?
• Think of your job description:
How much did you have to take over
during the downturn?
• Seek someone who has the ability
to adapt and learn.
22. •
Screening questions typically don’t consider the soft skills:
22
Screening questions
People and relationship building skills
Communication
Writing
Internal motivation
23. •
• Is the hiring manager clear on what
they want?
• Is the recruiter clear? Or is it a game
of telephone?
• The proper match can only happen
when there is complete clarity and
truth in what people are looking for.
23
Do you really know what you want?
• You must understand the “must
haves” vs. the “nice to haves”.
• You don’t have to lower your
expectations, you just have to be
hones about what is really required
to be successful in the job.
24. •
• Candidates are more than a resume and you’re not hiring someone
on their ability to craft a great resume.
• Through meeting candidates you get perspective you wouldn’t get from
the resume.
• Consider video interviewing when a face-to-face interview isn’t an option,
especially where positions require a strong communication or presentation skill
set.
24
The resume doesn’t tell the whole story
25. •
• Don’t be the company candidates apply to and never hear back from.
• Use professional courtesy, even if automated.
• Create a positive image.
• People can handle rejection and honesty, but not being disregarded
or ignored.
25
Consider your company image
26. •
• With the job market picking back up, people are typically interviewing
with several companies at one time.
• There is now more immediacy and urgency to the process.
• If you find talent, grab it. Otherwise they will have moved on.
26
Get out of hiring paralysis!
27. •
Where to source for open positions?
27
Difficulty of the position
Timetofill
Active candidates
Passive candidates
70% of jobs
30% of jobs
Your ATS
Job/resume boards
Job postings
Referrals/networking
Social media outreach
Advanced X-Ray
Search Strings
30. •
• Who are you as an employer and why would candidates
want to work for you?
• This should match who you are TODAY, not who you want
to be or who you used to be.
• Use your superstars as a starting point for conversation.
30
Start introspectively – Who are we?
31. •
• Take inventory:
- Where have you found strong
people in the past?
- Where are these people
spending their time?
31
Start introspectively
• Start building your ads and your
sourcing strategies around these
people.
• Search within your workforce
for candidates.
32. •
• 2/3 of skills should be essential, and the other skills are “nice to have”.
• What is the top skill for each job?
• If you’re unsure, talk to your experts (your current top employees)
or even have them review your ad and provide feedback.
• Don’t rely on a potentially outdated HR job description to speak to
your candidates.
32
Really understand the skills you are seeking
33. •
33
When you run an ad,
how much of the talent pool are you accessing?
Passive job seekers
Employed and not looking
*Active job seekers
Employed and looking
Those who are not physically
in your market – could they
be relocated?
34. •
• Referral bonus programs
• Current employee social media outreach
- Post links to your jobs
- Use your intranet
- Post to social media pages
34
Using referral networks and
your current employees to refer talent
35. •
Social media sourcing
• Align your social media strategy to
ensure you are engaging with both
current and future candidates.
Provide valuable content to build
the relationship and engage directly
with the talent.
35
Additional sourcing methods
University/Alumni networks
•Coordinate with local universities
to access alumni networks and
explore speaking or sponsorship
opportunities to build brand
awareness on campus.
36. •
• Ensure your screening or filtering processes don’t screen out key skills
or experience or future talent
• Consider offering training or continuing education to prospective (or current)
employees to bridge any skill or experience gaps
• Ensure all of your employees understand their responsibility in finding talent.
Ensure they are educated and engaged in the process and are clear how
and where to bubble up leads and how to keep talent interested and engaged.
• Ensure your applicant tracking system/process is able to track passive and
future talent in a way that allows you to easily access in the future
• Get in the habit of adding any top talent to the system, even if you don’t have
an opening. Nurture your networks to ensure they know you are open to leads.
36
Key takeaways
37. •
• Create tags, statuses or folders to organize future/passive candidates
to make them easy to find in your system (if in doubt ask your ATS rep)
• Document all contact with future/passive candidates to ensure you can
• Set tasks or reminders to follow-up or send valuable content to passive
candidates to keep them engaged
• A Talent Strategy needs to be flexible and adaptable and change along with
your company. Measure your efforts and continually re-visit your strategy
with fresh eyes to make sure you understand
37
Key takeaways (continued)
Allison Chappelle is a strategic talent leader with over 15 years ’ experience in developing and managing talent strategies for Fortune 500 companies, including Best Buy and Adecco Group North America. Currently at Adecco Group, a world leader in staffing, Allison is responsible to develop talent strategies aimed at finding, developing and retaining the best internal talent possible for Adecco Group companies including talent acquisition and recruitment, training, technology management and HR leadership and development. Allison is also the current Global Recruiting Community leader for Adecco Group and a regular SME for global talent and technology projects.
You can ’t hire people who have what it takes unless you first define what ‘it’ actually is, what ‘it’ you require today, and what ‘it’ you may require in the future.
The art of the talent pipeline Talent pipelining is not just about getting a resume into your system It ’s about identifying talent for both current and future needs and ensuring you can access that talent when you need it. A well-built pipeline ensures that employers are never without relevant, qualified candidates — whether they are ready to hire right now or a year from now — so they never have to start at square one when it comes to hiring.
Reality Check – the recruitment game has changed Post and pray is no longer an option. Ten years ago, you could put an ad online, maybe ask for referrals then simply wait around hoping for applications to come in. You can ’t hide your brand. No longer can you keep your brand hidden from prospective employees. They WILL research you so you need to understand what candidates are able to find out about you as an employer. And you need to think about what you want them to see and how you want to be viewed. Your recruitment resources continue to be lean. It ’s about doing more and finding more with less. Competition for top talent is only going to increase as the market continues to open up. And that talent wants to be wanted. And wants to be engaged with you as a prospective employer. Social Media isn ’t going anywhere. Talent wants to be engaged with employers. Ensure your social media strategy is solid and provides valuable content to candidates to build this relationship.
Drafting a strategy First step is identifying what you need now, and what you will need in the future (i.e. growth into new markets, new skill sets, new technologies/processes) Also need to understand what talent you may already have (i.e. current employees, candidates in your database) and how to access it Not uncommon for a recruiting firm to present a candidate that a company has been struggling to find, candidate is great, same candidate was in the system the whole time The key is examining not just what's going on today, but what is coming in the future. If a candidate is not qualified for current listing, could they be qualified for the next?
Who is doing the hiring? Need to re-examine the skill set of your hiring teams or those involved in the hiring process Do they have expertise in the discipline they are recruiting for? Do they have a strong relationship with the hiring manager? Do they understand the company ’s overall mission, vision and strategy? Recruiters today need to be able to analyze and interpret candidates ’ skill sets, behaviors and motivations rather than just screen for experience Recruiters need to be tied into the company ’s short, medium and long-term talent strategies in order to avoid missing out on top talent that could bring value in the future
Managing the current skills gap in the American workforce
The Soft Skills Gap While a big part of the skills gap is a shortage of people skilled in the STEM (science, technology, education, and math) industries, there also is a gap in soft skills such as communication and advanced leadership skills You need to decide whether you are willing to wait to hire for these skills, or provide training on the job
Communication Technology has changed the way we communicate (email, texting, social media) Employers are struggling with otherwise highly skilled individuals that can ’t communicate at a professional level Harming our ability to communication effectively face-to-face Proper grammar is being replaced by abbreviations and slang Can also limit ability to deal with conflict – tempting to address issues via email/text vs. face to face
Leadership skills A recent survey of senior executives done by the Center for Creative Leadership showed that the five most important leadership competencies desired in people entering the workforce today are: communication skills self-motivation learning agility self-awareness adaptability
Training is the solution Provide access to courses that cover these skills Consider partnering up and coming leaders with strong leaders in your organization (mentoring) Leading by example – highlight those that possess strong communication skills and the importance of it
How ineffective applicant screening can cause you to miss out on the best professionals
Modern applicant screening methods Technology improves the efficiency of applicant screening (and is a must in some cases) but can also cause you to miss out on top talent Such criteria include minimum qualifications, experience levels, required skills and competency models, among others. Why?
Poorly constructed job ads and screening questions Is your screening simply a key word match on skills? Consider your “must have” vs “want to have” skill sets. List the skills you'd like to have, then weight skills by priority Start with weighting of skills vs. keyword. What is all 10 of these skills together are not worth as much as your top required skill? Use a system of inclusion rather than disqualification on the front-end and be sure you understand what is important. You can always dig deeper in the interview.
Be careful screening out based on years of experience Who would you rather have? A candidate with 2 years of strong performance or one with 10 years of mediocre performance? Be careful with years of experience requirements, especially in performance driven roles Instead ask about recent results, achievements, performance Screening out on X years work experience may screen out candidates with related volunteer or community experience
Are your job requirements realistic? With the recession, 6 jobs became 3 and people took on more responsibilities and skills, Mostly tailored to who they were, vs. what makes sense for a job Once economy turns around, people start quitting and new people who come on can ’t be expected to fill a 2 in 1 role automatically Think of your job description how much did you have to take over during the downturn ability to adapt and learn
Screening questions Screening questions typically don ’t consider the soft skills: Writing Communication People and relationships building skills Internal motivation
Do you really know what you want? Is the hiring manager clear on what they want, is the recruiter clear…. or is it a game of telephone? The proper match can only happen when there is complete clarity and truth in what people are looking for Must understand the “must haves” vs. the “nice to haves” Don't have to lower expectations, just have to be honest about what is really required to be successful in the job
Resume doesn ’t tell the whole story Candidates are more than a resume and you ’re not hiring someone on their ability to craft a great resume Through meeting candidates you get perspective you wouldn ’t get from the resume Consider video interviewing where a face to face interview isn ’t an option, especially where positions require a strong communication or presentation skill set
Consider your company image Don ’t be the company candidates apply to and never hear back from Professional courtesy, even if automated (Thank people for their application) Creating a positive image People can handle rejection and honesty, but not being disregarded or ignored
Get out of hiring paralysis! With the job market picking back up, people are typically interviewing with several companies at one time and have more of an immediacy and urgency to the process. If you find talent, grab it. Otherwise they will have moved on.
Where to look for top candidates and how to get them looking for you
Start introspectively – Who are we? Who are you as an employer and why would candidates want to work with you? Avoid propaganda, this needs to match who you truly are TODAY, not who you want to be, or even who you used to be. Use your superstars as a starting point (When we hire, we want a superstar). Talk to them – why do they stay? Why would they join again today if given the option?
Start introspectively Take inventory – where have you found strong people in the past? Where are these people spending their time (i.e. websites, social media, etc.) Start building your ads and your sourcing strategies around these people Look into your workforce (There are good people who meet the requirements of your ad that already work for you)
Really understand the skills you are seeking and talk to the experts 2/3 things being essential, the others are “nice to have” What is the top skill for each job - if you could only find one skill for each job, what is it? If you ’re unsure, talk to your experts (your current top employees) or even have them review your ad and provide feedback. Don ’t rely on a potentially outdated HR job description to speak to your candidates.
When you run an ad, how much of the talent pool are you accessing? * Active job seekers Passive job seekers Employed and looking Employed and not looking Those who are not physically in your market – could they be relocated?
Using referral networks and your current employees to refer talent Referral bonus programs Current employee social media outreach (i.e. posting links to your jobs or to your social media page on your current employee ’s pages – LinkedIn, Facebook, Twitter, etc.). - Post links to your jobs - Use your intranet - Post to social media pages