The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
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2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
The HR Revista 2nd Issue - Survival of the FittestChintan Trivedi
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2nd Issue of The HR Revista - Quarterly E-magazine published by MHRM students and Alumni Forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
Essence Of Corporate Leaders -by Ajay Bhat (Monnet Ispat)Mukesh
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Conceptually Management & leadership are two different sides of the same coin. All executives are managers, in fact all employees may classified as managers for the assigned task & responsibility but in essence only the executives working in top positions are genuinely defined as the, management of the company. Among the top management the Leaders by implication are the people with vision, deep understanding of business, acumen, drive, ability to lead & guide people, risk taking ability etc.
âWork keeps at bay three great evils: boredom, vice, and need.â
Voltaire from Candide
Human Resource Management (HRM) refers to the functions in an organization that designs the jobs, recruits, hires, creates and administers the rules of employee conduct and the relationship between employer and employee, and manages termination through firing, severance, or retirement. HRM has become very sophisticated in the last several decades as a greater appreciation of the strategic importance of leveraging an organizationâs talent pools has developed.
Creating employee engagement isnât as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and âmust knowâ facts that will keep you ahead of the curve and make you invaluable to your organization.
Youâll learn the top 5 trends:
⢠Quality Hires: Fastest growing sources of quality hires
⢠Talent Brand: Competitive advantages (and threats!)
⢠Data: Metrics you can use tomorrow to measure recruiting success
⢠Talent Retention: Stop your top talent from walking out the door
⢠Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
Having a candidate attraction strategy that speaks to your company culture will increase the likeliness of attracting and engaging talent who will thrive and stay with you longer
Dynamic! Engaging! Inspiring!
Sonia McDonald is the CEO of LeadershipHQ, a highly sought after and vibrant Speaker, Entrepreneur, Leadership Expert and Thought Leader.
Internationally recognised as an expert in leadership and strategy, organisational development and neuroscience, Sonia is highly sought after to speak at high profile events. Sonia is an engaging speaker who inspires as she educates. She has a natural ability to connect with her audience and presents content in a format, which motivates people to action.
Soniaâs key focus is on the strategies behind successful business and leadership. Her presentations are both fun, vibrant and informative. Taking a neuroscience approach, Sonia shows how the power of the human brain can become the driver for business and team success, pushing your business to achieve and surpass organisational objectives.
Sonia has presented to some of Australiaâs best recognised companies, events and conferences inspiring them with ideas and translating those ideas into productive strategies. For over 20 years Sonia has been inspiring leaders and organisations around the globe. She has worked across diverse industries such as retail, education, construction and engineering, consulting, executive search and the public sector.
She has also been published in The Australian, Smart Healthy Women, BBC Capital, HRD Magazine, Womenâs Business Media and more...
V2 The 5 Most Influential Women Leaders in HR 2023.pdfTHECIOWORLD
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This edition features a handful of The 5 Most Influential Women Leaders in HR 2023 across several sectors that are at the forefront of leading us into a digital future.
Essence Of Corporate Leaders -by Ajay Bhat (Monnet Ispat)Mukesh
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Conceptually Management & leadership are two different sides of the same coin. All executives are managers, in fact all employees may classified as managers for the assigned task & responsibility but in essence only the executives working in top positions are genuinely defined as the, management of the company. Among the top management the Leaders by implication are the people with vision, deep understanding of business, acumen, drive, ability to lead & guide people, risk taking ability etc.
âWork keeps at bay three great evils: boredom, vice, and need.â
Voltaire from Candide
Human Resource Management (HRM) refers to the functions in an organization that designs the jobs, recruits, hires, creates and administers the rules of employee conduct and the relationship between employer and employee, and manages termination through firing, severance, or retirement. HRM has become very sophisticated in the last several decades as a greater appreciation of the strategic importance of leveraging an organizationâs talent pools has developed.
Creating employee engagement isnât as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and âmust knowâ facts that will keep you ahead of the curve and make you invaluable to your organization.
Youâll learn the top 5 trends:
⢠Quality Hires: Fastest growing sources of quality hires
⢠Talent Brand: Competitive advantages (and threats!)
⢠Data: Metrics you can use tomorrow to measure recruiting success
⢠Talent Retention: Stop your top talent from walking out the door
⢠Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
Having a candidate attraction strategy that speaks to your company culture will increase the likeliness of attracting and engaging talent who will thrive and stay with you longer
Dynamic! Engaging! Inspiring!
Sonia McDonald is the CEO of LeadershipHQ, a highly sought after and vibrant Speaker, Entrepreneur, Leadership Expert and Thought Leader.
Internationally recognised as an expert in leadership and strategy, organisational development and neuroscience, Sonia is highly sought after to speak at high profile events. Sonia is an engaging speaker who inspires as she educates. She has a natural ability to connect with her audience and presents content in a format, which motivates people to action.
Soniaâs key focus is on the strategies behind successful business and leadership. Her presentations are both fun, vibrant and informative. Taking a neuroscience approach, Sonia shows how the power of the human brain can become the driver for business and team success, pushing your business to achieve and surpass organisational objectives.
Sonia has presented to some of Australiaâs best recognised companies, events and conferences inspiring them with ideas and translating those ideas into productive strategies. For over 20 years Sonia has been inspiring leaders and organisations around the globe. She has worked across diverse industries such as retail, education, construction and engineering, consulting, executive search and the public sector.
She has also been published in The Australian, Smart Healthy Women, BBC Capital, HRD Magazine, Womenâs Business Media and more...
V2 The 5 Most Influential Women Leaders in HR 2023.pdfTHECIOWORLD
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This edition features a handful of The 5 Most Influential Women Leaders in HR 2023 across several sectors that are at the forefront of leading us into a digital future.
Get to know The Overture Group. The Overture Group finds the right people for your organization so you can keep movingâand pick up speed. As one of the Midwestâs premier professional/executive/management search and interim placement firms, we tap into a network of the top finance, accounting, human resources, operations and technology professionals to find your fit. With expertise in every element of the hiring process, we can guide you from pre-search preparation to post-placement training. Weâll find you people so perfect, you wonât be able to imagine how you ever got along without them.
How HR Can Ensure a Smooth Return to the Office - Robert Stone, CHEP Network HR Network marcus evans
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Ahead of the marcus evans HR Summit 2024, read here an interview with Robert Stone on what approach would achieve the workplace culture and environment people are looking for today.
Unit VI Homework Use the CSU Online Library and look up the ar.docxmarilucorr
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Unit VI Homework
Use the CSU Online Library and look up the article âBaby Boomers Seek New Ways to Escape Career Claustrophobiaâ through the ABI/INFORM Complete database (from June 24, 2003). Use this article to help write a two-page memo outlining your recommendations for developing managers who are stuck in their jobs or feel underutilized. Use Microsoft Word to create your memo. You can use a memo template or create your own memo.
Be sure to cite all the sources used according to APA format.
IN THE LEAD: Baby Boomers Seek New Ways to Escape Career Claustrophobia
falseBy Carol Hymowitz. Wall Street Journal, Eastern edition; New York, N.Y. [New York, N.Y] 24 June 2003: B.1
ONE OF THE BIGGEST concerns for managers in their 40s and 50s, besides job security, is the lack of opportunities for advancement. There are so many baby boomers that the scramble for seats at the top is highly competitive. Even worse, the usual competition from younger people is tougher than ever as companies promote ambitious employees even in their 20s who are gaining technical and global experience very early in life.
The result is that many baby boomers feel underutilized and stuck in jobs they already have mastered years before they plan to retire. "Lots of companies pigeonhole people in their 40s and older as only being good at one particular thing," says Dory Hollander, an executive career coach in Arlington, Va. "They figure why take a chance on them for something new when they can get someone younger; but then they end up with managers who feel career claustrophobia."
A few companies recognize the need to motivate all their employees and are grappling with ways to challenge their baby-boomer managers. They encourage those they don't promote to make lateral moves that will broaden their experience. They also are receptive to veterans who raise their hands for very different assignments than they have had in the past. "If you don't keep people fresh and growing," Ms. Hollander warns, "they become stagnant."
AT GENERAL ELECTRIC, baby-boomer managers are encouraged to take advantage of the greater personal mobility they may have when their children leave home or they are more settled. "Suddenly they come to a stage when they may have more flexibility to take a foreign assignment or do something they couldn't at a younger age," says Susan Peters, vice president, executive development. Her staff actively recruits seasoned managers for jobs overseas.
One 50-something manager who spent most of his career in the U.S., transferred to a post in Budapest three years ago after his children were grown. Recently, he moved again to China, where he helps local employees understand GE procedures and culture. "The opportunities for growth in China are enormous but you can't establish a work force there overnight," says Ms. Peters. "We need seasoned people."
Other veteran GE managers are tapped to help integrate newly acquired businesses. They are well-suited for the task ...
âWhere the Rubber Meets the Road: Applying HR Technology to Solve Real-world Problems,â from LBi Software, brings the insight and wisdom of seven of HR's most recognized thought leaders to one topic: how to use today's powerful HR technology to focus on the people in your organization and become a more strategic business partner.
Our engaging e-book draws on the experience and knowledge of some of the most recognized thought leaders in HR today, including Steve Boese (HR Technology Conference & Expo), Ron Thomas (Human Capital Institute), Lisa Rosendahl (WomenofHR.com), Robin Schooling (HR Schoolhouse.com) and Matt Stollak (True Faith HR).
This e-book gives you succinct and revealing insight into how HR can better understand and rise to daily challenges, such as:
-Assuming too much about what employees think and feel.
-Meeting the increasing demand for workforce transparency and accuracy.
-Understanding the essential characteristics of employees, beyond job skills and goals
-Building your rewards program on your organization's culture
-Adapting to cultural developments and trends
-Using social media to assess the employee experience
-Embracing data to prove HR effectiveness
-Getting real-world use out of the newest HR technology
Insights Success Magazine, we have introduced The 10 Most Admired Corporate Recruitment Companies, in order to assist businesses to choose their right Corporate Recruitment Companies
Similar to recruitDC -Agenda with Speaker Biographies (20)
Everywhere we look, we are surrounded by communities, both at work and at home. Studies show that in the office, maximizing your community membersâ engagement leads to better retention and higher productivity. But how do you maximize that engagement?Take a journey with me as I dissect the elements of a strong community. Iâll start with my full circle career from Community Relations Intern with the Baltimore Orioles to Director of Talent and Community Engagement at a cutting edge software company. Next, we will look at building a community in your office, metrics and ROI around community engagement, and real life examples of community building successes. Weâll even identify your less active members and discuss approaches of how to engage them more- or even get value from them at their current status. Weâll also analyze the relationship between culture and community- how they are different and how they are dependant upon one another.Finally, Iâll provide suggestions on a handful of resources that can be be helpful in your workplace community planning.
Navigating the Path to Diversity in HiringRecruitDC
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Like eating the proverbial elephant, successfully navigating the path to diversity requires a series of small
steps rather than a single leap. It is a journey that combines people, processes, and technology across a wide
range of topics, each with its own challenges and rewards.
During this session, we will explore the rich landscape of hiring and how to blaze a trail to an unbiased,
diverse program: from communication and candidate experience, to qualifications, candidate evaluations,
assessments, and finally candidate selection. We will define goals, tactics and techniques, along with insights
on how to effect change within your organizations.
Join us as we map a step-by-step path to a more diverse and inclusive hiring program.
Job boards and resume databases have long been the primary methods of sourcing for Recruiters. While resume databases contain millions of âopt inâ candidates, the open-web contains billions of profiles and web pages. This track will discuss alternative means of finding talent which leverage open-source methods and open web sourcing. We will discuss the use of automation tools and repurposed open-source solutions to create custom recruiting solutions to improve sourcing efficiency.
Building a Best-in-Class Recruiting FunctionRecruitDC
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A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether youâre building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
RecruitDC President leads a panel of four top recruiting executives from global companies such as Hilton Worldwide, Leidos, Facebook, and Fannie Mae. Questions and responses cover topics ranging from how do you build, train, and retain a best in class recruiting team, how did you grow your career to get you where you are today, how do you manage underperforming team members, what stands out to you in your top hires, what are the latest trends and upcoming innovations you are seeing in the industry of global talent acquisition
We will start with the basics of sourcing and some tips for LinkedIn (Basic and Recruiter). We will then delve deeper into useful tools, tips, tricks, and techniques. Weâll also cover some ways to help you better navigate the DC landscape. Since the DC metro area is an eclectic mix of organizations and people unlike anywhere else in the country, we will discuss some sourcing tactics that are specific to the area.
Who Should Attend: Sourcers, recruiters, and talent acquisition leaders who realize the importance of the interaction between techniques, technology and tools in their daily recruiting efforts. Anyone looking for ways to improve their sourcing methodologies and best practices should also consider attending.
Overcoming the Urgent: Time Management in Talent Acquisition RecruitDC
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How many times have you looked up at 4:00pm and wondered "What have I accomplished today? Talent Acquisition Professionals, and particularly those on the Corporate side have constant and competing demands on their time. This session will provide insight into those demands and how to manage your time so that the urgent does not overcome the important. The session will look at the psychology of time management, and provide an in depth look at some practical and tactical ways to overcome the major time drains that we all face.
Gut Check: Candidate Behaviors Can Predict Quality of Hire - Ryan Healy; recr...RecruitDC
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There is no doubt predictive analytics can play a big role in helping talent acquisition teams target the best candidates for their organizations. However, without statisticians or business analytics professionals on the team, making sense of all the data can be next to impossible. Learn how recruiting teams can learn more about candidates from the behaviors they display. Gain insight into leading organizations' recruiting processes that enables top talent to find them as opposed to the other way around.
How to Build Community to Get Clients, Candidates, Dates and Fame - Chris Com...RecruitDC
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Learn why building your network is the single best thing you can do for you, your company, and people you want to help. The rules have changed, it's not as hard as people want you to think. This talk applies to both megastars and those early in their careers.
This is for you if:
Candidates arenât answering your email, phone, InMails or DMs.
You want to show you are not a TRANSACTIONAL Recruiter or Sourcer and care about giving back.
You want to learn how to join the Recruiting and Sourcing Influencer "Gold Rush" before itâs too late.
What you get:
Learn the exact steps to get in front of potential candidates and clients in a more meaningful way.
Learn the psychology of why people like to buy and nobody likes to be sold.
And what you need to learn from Justin Bieber, Facebook, and the 80/20 Principle.
How To Be An Effective, One Person Recruiting Team - Veronika Henderson; recr...RecruitDC
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Letâs get down to the bottom of recruiting, the really exciting part that goes beyond just order taking and sourcing. My session would cover smart recruiting approach to data and communication.
Learning Objectives:
1. Setting expectations with both hiring managers and candidates;
2. How and why it is important to utilize the recruiting data (I will show how to create Google Analytics accounts and run the reports);
3. Recruitment Branding
Talent Sleuthing in the Intelligence Community - Jo Weech; recruitDC Spring 2018RecruitDC
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How do you recruit for people with clearances? In 2016, I won the HRLA Leadership Excellence award for successfully growing a software engineering firm by 30% with zero attrition on contract. All had to have full scope polys. I will share all of my secret sauces so that you can be inspired to borrow mine or create your own!
Your Employer Brand IS Your Brand: Recruit Candidates & Customers with the Ta...RecruitDC
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Donât just hire great people⌠turn them into great recruiters! When making decisions, both candidates and consumers are influenced by branding, referrals, references, and reviews. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous cycle enabling your employees to become your best recruiters. Weâll show you how to use every stage of the candidate lifecycle to attract talent, from careers web pages to culture-infused job descriptions, from employee referral campaigns to reputation management, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, you win the war for talent!
Sourcing on Social Media - Jeremy Bonewitz; recruitDC Spring 2018RecruitDC
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This seminar is to learn and embrace social media in oneâs weekly sourcing and recruiting efforts. We will cover the basic 3 including using and targeting people & groups on LinkedIn and Facebook, sourcing candidates on Twitter. Besides these big 3 we touch on sites sites such as Zoominfo, Duck Duck Go, SlideShare and the use of Advanced Google Searching to source for potential candidates.
We will also cover tools that you can use to help make sourcing faster and more efficient!
Finally, we will cover resources that can help you learn about new tools, sourcing and recruiting techniques: LinkedInTalent Blog, ERE Media.com, and SocialTalent
For those in the Cleared Recruiting Community who are looking for a few tips on getting started building and implementing a Social Media recruiting strategy.
Tracking the Essential Talent Acquisition Technologies & Trends - William TincupRecruitDC
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Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and whatâs driving these trends, youâll make better technology purchases. Youâll understand what criteria you should use, and what tradeoffs should you expect to make with your purchases. Talent acquisition technology is NOT rocket science, but technology advancements are moving quite fast. The three goals with this session are that you are aware, you understand and youâre confident about the immediate future of talent acquisition technology.
Choose Your Own Adventure, Recruitment Marketing Edition! - Lauryn SargentRecruitDC
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Looking to create content to engage candidates, but not quite sure where to begin? Recruiter-turned recruitment marketer Lauryn Sargent will present on three companies, three story-based strategies, and three effective ways to get any employer brand off the ground:
1. Discover how Sodexo captured mission and purpose across their organization
2. Take a deep dive into niche talent groups with Dell Technologies
3. Tackle tough recruiting areas by highlighting an individual team, like CVS Health did with their Pharmacy Benefits Management team.
Attend for a behind-the-scenes look at the story collection process, and nab some tips you can try out yourself!
The Art of Connecting: Recruit Like an FBI Agent, the Original Social Enginee...RecruitDC
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Talent sourcing is undergoing a paradigm shift, new game, new rules. Agility is key. In this increasingly digitized and networked business environment, winning organizations proactively go beyond traditional workforce sourcing for competitive advantage. Learn the efficient, metrics-driven process to recruit the best candidates and learn the what-you-say and what-you-donât-say via NLP/Neuro-linguistics programming. Conni will share the most efficient talent sourcing web search strategies and dissect actual calls identifying, sourcing and reeling-in the most qualified talent--not the most easily findable or easiest to connect with--from IT to healthcare to defense to financial services and beyond. Now that LinkedIn has leveled the playing field, how are you distinguishing your results and demonstrating Staffing Subject Matter Expertise? In this session, identify, contact and compel candidates for any function, from individual contributors to senior management with empowering sourcing best practices/case studies. Excel in connecting with the people you most want to place for the most challenging open positions via this fun, fearless formula and improve your reputation as the Deliverer of Results!
Recruiting & On-Boarding: Like Peanut Butter and Jelly - Anna HalbrooksRecruitDC
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Lessons learned from building out the recruiting and onboarding functions for local start-ups and the importance of connecting the two to create a seamless experience for employees to launch them to achieve their full potential
Blueprint - Building a World-Class Data Program for Recruiting - Andrew GadomskiRecruitDC
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A presentation on how to set up a data analytics system and/or dashboard for all of recruiting. Andrew will review the foundations of building a strong program as well as the 6 categories of measures that matter to recruiting and sourcing and the measures themselves. We will then review how to segment data and present it in a progressive way â first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.
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).
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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.
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/
"đŠđŹđŽđźđľ đžđ°đťđŻ đťđą đ°đş đŻđ¨đłđ đŤđśđľđŹ"
đđ đđ¨đŚđŹ (đđ đđ¨đŚđŚđŽđ§đ˘đđđđ˘đ¨đ§đŹ) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
đđ đđ¨đŚđŹ provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
â đ đđđđŽđŤđđ đŠđŤđ¨đŁđđđđŹ:
⢠2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
⢠SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
â˘FreenBecky 1st Fan Meeting in Vietnam
â˘CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
⢠WOW K-Music Festival 2023
⢠Winner [CROSS] Tour in HCM
⢠Super Show 9 in HCM with Super Junior
⢠HCMC - Gyeongsangbuk-do Culture and Tourism Festival
⢠Korean Vietnam Partnership - Fair with LG
⢠Korean President visits Samsung Electronics R&D Center
⢠Vietnam Food Expo with Lotte Wellfood
"đđŻđđŤđ˛ đđŻđđ§đ đ˘đŹ đ đŹđđ¨đŤđ˛, đ đŹđŠđđđ˘đđĽ đŁđ¨đŽđŤđ§đđ˛. đđ đđĽđ°đđ˛đŹ đđđĽđ˘đđŻđ đđĄđđ đŹđĄđ¨đŤđđĽđ˛ đ˛đ¨đŽ đ°đ˘đĽđĽ đđ đ đŠđđŤđ đ¨đ đ¨đŽđŤ đŹđđ¨đŤđ˘đđŹ."
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
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Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
Memorandum Of Association Constitution of Company.pptseri bangash
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A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
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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.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
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Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
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Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
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 is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Buy Verified PayPal Account | Buy Google 5 Star Reviewsusawebmarket
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Buy Verified PayPal Account
Looking to buy verified PayPal accounts? Discover 7 expert tips for safely purchasing a verified PayPal account in 2024. Ensure security and reliability for your transactions.
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1. 8:00 â 8:45 Registration and Breakfast
8:45 â 9:00 Chairpersonâs Welcoming Remarks â Jessica Lee, APCO Worldwide
Jessica Lee, Senior Employment Manager, North America, APCO Worldwide
Jessica Lee is an HR professional based in Washington DC. Her
mission? To challenge your preconceived notions of what an HR pro
is. She's no Toby from The Office, nor does she believe other HR pros
need to suffer from the long-standing stigma of being a glorified paper
pusher or the policy police.
By day, she is a senior employment manager for APCO Worldwide, a
global communications consultancy where she manages their
recruitment activities ranging from pipeline generation to university
relations and employment branding initiatives. Prior to joining APCO,
Jessica held progressively responsible HR roles in both the public and
private sectors with experiences that include managing benefits, employee relations, HR
technology implementations and people program development making her a true generalist.
Outside of the daytime gig, Jessica is an active and influential member of the HR/recruiting social
media community including serving as editor of the highly trafficked blog Fistful of Talent where
she and her colleagues opine on anything and everything related to talent management. And she
holds nothing back in her sharing her opinions but remains grounded in her writing by leveraging
her firsthand experiences as an HR pro.
Jessica is called upon frequently to provide insight into using social media to recruit, build talent
communities and enhance employment brands. She is a sought after speaker, highly networked
blogger, and continues to try make HR look good and for those efforts, she has been recognized
as one of HR's top 100 influencers by Salary.com and the HRExaminer.
9:00 â 9:55 Keynote Speaker - Gerry Crispin, Career Xroads
Engage Them or Enrage Them: A Closer Look at the Candidate Experience in 2010 â
Theatre
Anyone who has looked for a job in the last decade has a moment when they suddenly realize they
really arenât going to be treated like a customer. In fact, the staffing equivalent of customer service
typically reminds you not to bother to email. So why should you care? Gerry will share 5 questions
every recruiting leader should ask themselves before they even begin to think about what
candidate experience should mean to you. Heâll also share a dozen best practices (and a few of
the worst) before heâs done as he reviews some of his more unique research approaches- applying
to hundreds of companies each year under an assumed name.
2. Gerry Crispin, Principal and Co-Founder, CareerXroads
Gerry Crispin, sphr is a consultant, HR practitioner, thought
leader and author of 8 books and 100 articles. His views on
employment strategy, hiring process and staffing technology are
sought by many of the world's most competitive corporations.
Acknowledged as one of the most influential leaders in the
staffing industry, Gerry and his business partner, Mark Mehler,
founded CareerXroads in the mid 90âs and today their firm
facilitates intense, small-group meetings with staffing leaders at
many of the worldâs most competitive companies. Their
Colloquium creates experiences that probe cutting-edge
employment issues, contrast staffing best practices, and contribute to the evolution of the
recruiting function.
It was in graduate school that Gerry awakened a keen interest in how Job Seekers âgameâ their
next career move while Employers tout their latest opportunitiesâŚeverywhere in the world.
In the 40 years since, Gerry has pursued his life-long passion about how firms design and build
staffing processes, the technology to enhance them and the systems to manage. He has worked in
nearly every facet of the staffing Industry and the HR profession â from Career Services in College,
HR leadership in major corporations like Johnson and Johnson to boutique search firms and
recruitment advertising agencies.
Gerry still sees himself as a student and, in the last several years, he interviewed and observed
students, job seekers and employers in China, Canada, Japan, Australia, Russia, the UK and,
most recently India to better understand how cultural differences change the playing field.
Gerry is also a long term volunteer leader with the Society for Human Resource Management and
is leading a Task Force formed in April 2009 to develop American (ANSI) and International (ISO)
standards in Staffing and Workforce Planning. He has served on SHRMâs national board, the
SHRM Foundation and EMA/Staffing Management Association boards and has been a member of
SHRMâs special expertise panels from 2003 through 2009.
Gerry also has returned to his alma mater each month for more than 25 years as a volunteer to
assist students and alumni in career transition.
10:05 -10:50 Candidate Experience Breakout: An opportunity to delve into this topic further with
fellow participants facilitated by Gerry Crispin â Theatre
Gerry Crispin, Principal and Co-Founder, CareerXroads (see above for bio)
10:05 â 10:50 Social Media Buzz Session: Twitter, Facebook, LinkedIn - What Separates the
Best from the Rest â Rehearsal Hall
Social media is on every Recruiting and HR professional's mind these days--whether you and your
company are on the cutting edge, or you have yet to dip a toe in the waters. Join brand and talent
acquisition professional Susan Strayer for a unique take on social media best practices and
strategies. You'll be broken into groups of professionals to begin a conversation about common
challenges as they relate to the 'Big 3' Social Media sties, Twitter, Facebook and LinkedIn. Then
you'll turn to peers who may be steps or light years ahead of you for advice. This session is for all
levels of social media expertise with the idea that everyone has something to learn.
Session Facilitator: Susan Strayer Director of Employer Brand and Marketing, Marriott
International and Career Coach/HR Consultant
3. Susan D. Strayer, Director of Employer Brand and Marketing, Marriott International and
Career Coach/HR Consultant
Susan Strayer is an HR, brand and talent acquisition professional with over
12 years of experience in HR, consulting and coaching. Currently, Susan
serves as Director of Employer Brand and Marketing for Marriott International.
She also works with individual clients in career management. Susan is well
versed in using social media for HR and recruiting, and was the first to have
a comprehensive list online of employers recruiting on Twitter. Her
performance strengths include: individual coaching and consultation,
employer branding and recruiting strategy, human resources communication,
and presentation and facilitation. She is the creator of the Kaleidoscope
Career Model which serves as the basis for her brand new book, The Right
Job, Right Now.
Susanâs broad based business experience also includes working in Staffing for The Home Depot,
specifically on National Hiring Partnerships and as a Project Manager for a human resources
consulting firm (GW Solutions) where she managed customized learning projects for both public
and private sector clients including the development and launch an automated career management
tool for use by the Federal workforce. Susan has also served as a Director for the Corporate
Executive Board (CEB) serving hundreds of Fortune 1000 executive clients in research programs
focusing on corporate human resources, benefits, recruiting and training and learning. Prior to
working for CEB, Susan worked in corporate human resources for Arthur Andersen LLP, where
she served in several recruiting, training and staffing functions.
Susan has a MBA from the Owen Graduate School of Management at Vanderbilt University, a MA
in Human Resource Development from The George Washington University, and a BA in
Communication from Virginia Tech. She is certified as a Senior Professional in Human Resources
(SPHR), the highest designation of the human resources profession, and is a certified
administrator of the Meyers-Briggs Type Indicator (MBTI). In addition to her recent book, The Right
Job, Right Now, Susan is also the author of Vault's Guide to Human Resources Careers.
Her expertise has been quoted in both print and online publications including The Washington
Post, CollegeGrad.com, Fast Company and The Washington Times. Originally from Philadelphia,
Susan currently resides in Washington, DC. When not coaching or writing, she can usually be
found dreaming about a good cheesesteak, watching HBO or football, buying shoes, or figuring out
how to make a career of sleeping late. Follow Susan on Twitter @dailycareertips.
11:00 â 11:45 Sourcing Panel: Finding Your Purple Squirrel: Sourcing Strategies and
Tactics for Your Hard-to-Fill Position â Theatre
Join our expert panel for a 45 minute discussion on how to create strategy, search strings and
move through the steps to find the talent you need. Our panel will be working with your tough
positions so that participants walk away with information that can be put into action upon return to
the office. Bring your toughest requisitions and get the opinions of these seasoned recruiting
professionals.
Panel Moderator: Kelly Dingee Sourcing Researcher & Trainer, AIRS
Panelists: Lori Gale CEO Fastlane Hires
Bret Hollander Founder of NetRecruiter
Pete Radloff Director of Recruitment, Strayer University
4. Kelly Dingee, Sourcing Researcher & Trainer, AIRS
Kelly Dingee is a Sourcing Researcher and Trainer with AIRS. She is also
editor of their free monthly newsletter, The AIRS Sourcing Report, and blogs
for the acclaimed Fistful of Talent. A resident of the DC metro area for the
past 20 years, Kelly has experience as an HR Generalist as well as Recruiter
and Sourcer. She has worked primarily within the Telecom and Engineering
industries and is particularly passionate about sourcing using the internet. A
self proclaimed student of Social Media, youâll find Kelly on Linkedin, Twitter,
Facebook and more locating the best talent for her clients at AIRS.
Lori Gale, CEO, Fastlane Hires
Lori Gale is CEO for FastLane Hires, an online job board and search firm
dedicated to jobs in Transportation and Infrastructure. She was most
recently Director of Transportation & Infrastructure for Equinox Partners, an
international executive search firm. There she spent several years recruiting
and managing searches for clients across all sectors.
An avid fan of the internet, Lori earned her Advanced AIRS⢠Certification
(ACIR) as a trained internet recruiter and AIRS⢠recognition as a Certified
Diversity Recruiter (CDR). Lori developed a particular focus on the use of
LinkedInÂŽ as an inexpensive but potent recruiting and marketing tool. For
the past year Lori has spoken to conference audiences, and coached
companies and individuals on the use of LinkedInÂŽ to market their message and personal brand,
and build their business.
Lori spent the prior fourteen years as VP of Sales & Marketing for Globe Transportation Graphics.
Her company designed and manufactured custom graphics for the transportation industry, serving
transportation agencies and manufacturers around the world. In this capacity, Lori became well
acquainted with the transportation industry, serving for several years on the American Public
Transportation Associationâs Board of Directors. She further embraced transportation industry
issues by serving on committees authoring recommendations on rail safety, emergency
preparedness, and accident investigations. Recently, Lori was appointed to a serve on a panel of
the National Research Council tasked with the Public Transportation Industryâs Professional
Development, and Human Capital Needs to Build a Sustainable Workforce.
Lori is thrilled to have found a career that combines so many of her skills and passions.
Bret Hollander, Founder of NetRecruiter
Bret Hollander is the founder of NETRECRUITER, a candidate sourcing
and contingency services firm that also offers strategic consulting on
Internet recruiting. Since 1997, Bret has taught thousands of recruiting
professionals how to maximize their recruitment efforts by utilizing the
Internet. He was also the author of the Sourcererâs Apprentice, a free
monthly electronic newsletter targeting the Internet recruiter. Bret is a
consummate road warrior, having spoken at numerous major
conferences each year, with topics such as âCutting Edge Tools for the
Internet Recruiterâ, âEffective Recruiting Begins At Homeâ, and âInternet
Recruiting Strategies.â He also maintains a blog at: www.netrecruiter.net,
entitled, Top 10 Tools & Techniques for Recruiting. Bret is a member of the Society for Human
Resource Management (SHRM) former moderator of the Staffing Alliance of Maryland Employers,
as well as a member of Project S.A.V.E.
5. Pete Radloff, Director of Recruitment, Strayer University
Pete Radloff has 10 years of recruiting experience in the Washington, DC
area, in both corporate and agency settings. He is currently the Director of
Recruitment at Strayer University, and previously was the Director of
Recruiting at comScore, Inc.. He has experience managing recruitment
functions and sourcing for a variety of industries and skill sets, including
Information Technology, Education, and Market Research. He holds a
bachelors Degree in Psychology and is pursuing a Masters in Human Resource
Management.
He is also AIRS CIR and CSSR certified
11:00am -11:45am Unconference Breakout: Nothing to Fear: Learning, Gaining Comfort and
Staying on the Leading Edge with Advancements in Recruiting Technology- Rehearsal Hall
Session Leaders Marvin Smith, Microsoft and Rayanne Thorn, Broadbean
Marvin Smith, Microsoft
Marvinâs career in recruiting has spanned nearly four decades and represents
both executive and third party recruiting with the last ten years in corporate
recruiting. He founded or was a principal in four different firms. The external
recruiting experience prepared him well for corporate recruiting roles in that he
learned the value of research, sourcing, relationships and adjusting to changes
mandated by technological advancements.
Prior to Microsoft, his corporate recruiting roles were with early stage
technology oriented businesses that required finding and recruiting talent that
were game changers. The startups allowed him to field test some third party recruiting strategies
and tactics with respect to their efficacy in a corporate environment.
The experience of building a recruiting function from scratch has served Marvin well in the
pioneering talent community development pilot at Microsoft. This initiative is to evangelize/market
the respective âbrandsâ of E&D (Zune, Xbox, Auto Sync, Windows Mobile, Surface, Microsoft
Game Studios, etc.) to the appropriate target talent audience. Their approach to talent community
relies heavily on Web 2.0 technologies and social communities to create a unique experience for
the prospect/candidate that is interested in exploring a career with Microsoft, either currently or in
the future. And the experiences necessary to accomplish these goals were based on foundational
experiences in external recruiting, tested in the laboratories of startups, and integrated into the
complex Microsoft staffing environment.
Rayanne Thorn, Broadbean
Recruiting is a second career for Rayanne and she fell in love with it and the
business of recruiting early on. She has had the opportunity to work as an
executive retained recruiter, an in-house/corporate recruiter and a third party
contingency recruiter giving her a strong knowledge base of the industry.
She became entranced with social media several years ago when she
discovered theLadders.com and myspace. Thank goodness both she and
new media have evolved. She has been writing about the recruiting industry
for two years and writes Bonus Track
http://www.recruitingblogs.com/forum/categories/bonus-
track/listForCategory) on RecruitingBlogs.com every day. She lovingly
6. describes social media as âThe New Front Porchâ and is eager to be a part of the constant
evolution of how we communicate and maintain relationships.
She recently jumped to the vendor side of the fence when she joined Broadbean Technology as
the US Marketing Director. Broadbean, the market leader in Europe, is a SaaS providing multiple
advert posting capabilities and job board ROI reports to recruiters and hiring managers. She is
very excited to be a part of their expansion into North America. Along with her marketing and
communications responsibilities will be the opportunity to remain an active recruiter as Broadbean
continues its growth in the US.
11:45 â 12:30 Lunch â An opportunity to share more best practices and knowledge sharing
about your recruiting challenges.
12:30 â 1:10 Sponsor Panel: 21st Century Recruiting: Addressing Your Recruiting
Challenges â Theatre
Hear from our sponsors: Indeed, Jobs2Web, SmartBrief, Monster, InsideJob about the recruiting
challenges they see facing the industry and their customers.
Panel Moderator: Mary Ellen Slater, SmartBrief
Mary Ellen Slater, Senior Editor
SmartBrief
Mary Ellen Slayter is senior editor of SmartBrief on Workforce, a daily e-
mail newsletter designed specifically to help recruiters and HR leaders
stay on top of the latest news and trends. Before joining SmartBrief, she
was a columnist and editor for the Business section of The Washington
Post.
12:30 â 1:10 Unconference Breakout: Cleared Recruiting: Finding the Secret Squirrel
Rehearsal Hall
Session Leaders Nicole Boucher, Booz Allen Hamilton, and Kathleen Smith, ClearedJobs.Net
Rehearsal Hall
Nicole Boucher, Booz Allen Hamilton
Nicole is a Global Sourcing Lead at Booz Allen Hamilton, In this role since
2007, she is responsible for the overall strategy development, leadership, and
management of a sourcing team supporting Booz Allenâs Analytics Capability
Team specializing in the cleared market. She has experience in full life-cycle
recruiting in the staffing of diverse disciplines within the realm of Intel,
Defense, Civil, Corporate, and IT for Federal and Commercial clients.
Throughout her 11 year career she has demonstrated growth and success in
recruiting management, candidate sourcing, recruiting process improvement,
and has the proven ability to coach, motivate and mentor others recruiting in
the intelligence community.
Kathleen Smith, CMO, ClearedJobs.Net
7. As Chief Marketing Officer for ClearedJobs.Net, Ms. Kathleen Smith
spearheads many of the community-building and communications
outreach initiatives catering to the organizationâs many audiences
including security cleared job seekers, cleared employers and
recruiters and online job board users within the defense and
intelligence community. Prior to joining ClearedJobs.Net, Kathleen led
the marketing efforts of nationally-recognized nonprofit brands
including the American Red Cross and World Wildlife Fund.
Building upon her 20+ years of extensive marketing experience and
insight, Kathleen brings a passion to finding unique and interesting ways to communicate with a
niche community to build brand visibility, heighten awareness and establish viable, authentic
relationships with ClearedJobs.Netâs friends, supporters and followers.
1:20 â 2:05 Hiring Veterans Panel: Hiring Military in Transition: Opportunities and
Challenges â Theatre
While defense related firms are often well versed in hiring military in transition, there are many
soldiers mustering out whose interests and aspirations take them further afield. This panel will
explore the growing opportunity this too often untapped pool of talent offers employers in every
sector.
Panel Moderator: Gerry Crispin Principal and Co-Founder, CareerXroads
Panelists: Angela Guidroz National Recruiter, Sodexo
Carl Savino President, Competitive Edge Services
Chad Sowash VP Business Development, Direct Employers Association
Kathleen Smith, CMO, ClearedJobs.Net
Gerry Crispin, Principal and Co-Founder, CareerXroads (see above for bio)
Angela Guidroz, Executive Director and founder, Geaux Veterans
Geaux Veterans mission is to connect the community to Veterans in the State of Louisiana. As the
Executive Director and founder she will guide the mission to focus on the needs of the Veterans
need at the community level in the state. A sampling of such areas will be: Employment, Training,
Counseling Services, Engagement Initiatives and Advocacy. Geaux Veterans will complement and
enhance the offerings from the Veterans Administration, State Workforce Development, Vet
Centers and other entities currently providing a wide array of services to this
community. Partnerships with employers and Veterans Organizations along
with a significant focus on the use of technology as the medium for
connection will enhance and deliver the reach necessary to disseminate
information and cut through the cloud of services that are not producing
results. Geaux Veterans is about results and action⌠Action to Service the
Veteran/Military Community.
In her last position with Sodexo, she held the role as National Recruitment
Manager for Military Sourcing and Strategy for Sodexo. Dually assigned as
the business segment recruiter specializing in eXPress Service Solutions
Brand of the Hospitals division along with leadership roles as the
Recruitment and Retention Chair for the Military Network Group HONOR and Disabilities Network
Group, SOAR. Remotely based in Baton Rouge, LA., Angela has worked in the hospitality industry,
in hospitals in various roles such as Human Resource Director, Training Manager, Director of Food
8. and Nutrition Services. Her passion in recruitment outreach is the support of our Veterans and the
military community.
An ESGR Ombudsman (Employer Support of the Guard and Reserve) for the State of Louisiana
she counsels on issues related to the Uniformed Services Employment and Reemployment Rights
Act (USERRA). Angela regularly presents to local Society of Human Resource Chapters about
Veteran recruitment and support of those candidates with disabilities. She is a Marine Corps
Veteran with Active and Active Reserve experience as a Marine Corp musician and Administrative
Chief.
Carl Savino, President, Competitive Edge Services
Carl S. Savino, a retired Army Major (USAR) and West Point graduate, has spent the past 14
years connecting military veterans with employers nationwide. As president of Competitive Edge
Services Inc., Carl runs the Corporate Gray Job Fairs for the Military Community, manages
Corporate Gray Online (www.CorporateGray.com), a niche employment site for transitioning and
former military, and co-authors The Military to Civilian Transition Guide, a book given to all
transitioning active duty military personnel.
Chad Sowash, VP Business Development, Direct Employers Association
Chad Sowash is Vice President of Business Development with
DirectEmployers Association & JobCentral. Chad is a leading authority in the
online recruiting and marketing space, a result of working his way up through
the online industry ranks since 1998 with Online Career Center,
Monster.com and now with DirectEmployers Association.
Chad's team is responsible for many aspects of the Association which
include leading National Labor Exchange efforts and developments,
distributing jobs to veterans through VetCentral, fostering alliances,
marketing, partnerships and uncovering innovative technologies and
business opportunities. Chadâs experience developed quickly from working side by side with online
recruiting industries top talent to include online recruiting founding father Bill Warren. Moreover
Chad interfaces daily with talent acquisition leaders from Fortune 500 keeping him in tune with the
ever changing talent market, and innovation.
Chad's leadership skills stem from his nearly 20 years of experience in the U.S. Army and U.S
Army Reserve where he attended many leadership schools, worked as an Infantry Drill Sergeant
and is a combat veteran. Recently Chadâs unit was activated in March of 2008 to once again serve
the same soldierization (Basic Training) mission it had performed in 2004-2006 at Fort Benning,
GA. He was able to complete Level 3 of the Armyâs Combatives Program, attended the
Asymmetric Warfare Groupâs marksmanship course, and was recognized by Major General
Kirkland on the M9 pistol range for flawless execution and by Major General Barbero, Fort Benning
Post Commander, for NBC, CNN, NPR and other media attention stemming from his work with
VetCentral. Moreover Chad was tasked by MG Barbero to work directly with the Wounded Warriors
Transition Battalion Command Group in their efforts to help wounded soldiers find jobs.
Chad has received numerous awards, over his almost 20 years of service, but is especially proud
of recently receiving the Order of Saint Maurice from the National Infantry Association for
conspicuous contribution to the United States Infantry.
Chad has out processed the active Army, in February 2009, once again then will finish out his
twenty years of reserve career ending in June 2009.
When Chad is not working as a Drill Sergeant, for Uncle Sam, he's an avid industry blogger,
leader, speaker and educator.
9. Chad resides in beautiful Columbus, Indiana with his wife Tracy, sons Hayden and Logan and
Daughter Ema.
Kathleen Smith, CMO, ClearedJobs.Net (see above for bio)
2:15 â 3:00 Recruiter Career Development Panel â Theatre
Youâre a RecruiterâŚSo, Now What? How to Make Sense of Potential Career Paths in Talent
Aquisition Unlike many other corporate organizations, Talent Acquisition Departments typically
provide recruiters with limited opportunities for professional growth. In many companies, recruiting
organizations are relatively smaller operations and have lower visibility with corporate executives.
As a result, recruiters often feel âtrappedâ in their jobs and struggle to make the appropriate career
decisions. However, there is hope!
Panel Moderator: Alan Strauss Founder and CEO of StartFinder and the Talent Acquisition
Leadership Council
Panelists: Scott Kubic Vice President Talent Acquisition, IBM
Michele Espada Recruiting Director, Freddie Mac
Melonie Parker Director Corporate Talent Acquisition, Lockheed Martin
Janeen Shaffer Federal Recruiting Manager and Certified Career Counselor, Deloitte Federal
Michele Neiman Director, Strategic Talent Acquisition, Northrop Grumman IS
Alan Strauss Founder and CEO of StartFinder and the Talent Acquisition Leadership
Council
Alan Strauss is the Founder and CEO of StartFinder. StartFinder is a
management consulting business that provides strategy and expertise to
corporate Talent Acquisition organizations. As the leader of StartFinder,
Alanâs mission is to help Talent Acquisition leaders develop proactive
business strategies to better align their organizations and beat competitors
to the right talent.
In addition to providing management consulting services at StartFinder,
Alan is the Founder of the Talent Acquisition Leadership Council (TALC).
TALC is an association of over 90 corporate Talent Acquisition executives
(Vice Presidents and Directors) representing over 40 organizations. TALC
members include recruitment leaders from professional services firms,
Federal contractors and Fortune 500 companies.
Prior to launching StartFinder, Alan was the Founder and Executive Director of a Recruitment
Process Outsourcing (RPO) business for a prominent DC based staffing company, and he
developed and executed a business plan that resulted in over $6 million of revenue within the first
3 years of operation.
Previous to working at Clovis, Alan was hired by Brianbench to help build the sales team for a start
up online certification and assessment company. While working out of one of the founderâs
basement, Alan developed a major account sales and marketing plan that lead to the companyâs
overall value increase from $14 million to over $80 million. Additionally, Alan presented at a
number of industry conferences and consulted to an International MBA program on Human Capital
Management.
Alan received a Bachelor of Arts Degree from University of Maryland College Park.
10. Scott Kubic, Vice President Talent Acquisition, IBM
Scott Kubic is a creative and innovative recruitment leader with 12 years of comprehensive
recruiting experience including talent strategies, staffing, talent management, strategic planning,
human resources and operations management. He has proven experience collaborating with
senior management to conduct Talent Strategy planning in order to support and further corporate
goals and possesses an expertise and broad knowledge of leading large recruiting organizations
for professional services firms within Defense/Intelligence Contracting, Information Technology,
Communications and Financial verticals.
Scott has demonstrated experience in building high powered recruiting organizations to deliver
quality talent for business growth at a reduced cost per hire and decreased cycle times. He has
excellent ability to address and implement strategic plans for talent acquisition, retention and talent
management planning. He has proven skills in OFCCP, EEO compliance and employment
regulations. Scott Kubicâs specialties include Intelligence and defense recruitment strategies,
leading recruitment organizations
Michele Espada, Recruiting Director, Freddie Mac
Michele Espada is a Recruiting Director for the Federal Home Loan
Mortgage Corporation (Freddie Mac). Michele is responsible for leading the
recruiting activities for the Operations and Technology business line. Prior
to assuming her current duties, Michele was a Director of Recruiting for
Nextel Communications. In this role, she was responsible for managing the
nationwide recruiting efforts for the Information Technology, Engineering
and Technology Development departments.
Michele brings over 10 years of recruiting and leadership experience to her
role with Freddie Mac. She has held multiple management positions with
increasing responsibility.
Michele earned her Bachelorâs Degree in Organizational Management from Cabrini College in
Radnor, PA
Melonie D. Parker, Director, Talent Acquisition
Lockheed Martin Enterprise Operations
Melonie Parker has been employed by Lockheed Martin since June 1997 and serves as Director,
Talent Acquisition in Crystal City, Virginia.
Ms. Parker has worked in human resources for more than 17 years. In that time, she has been
responsible for Employee Relations, Staffing, EEO/Affirmative Action, Diversity Programs,
Compensation, Benefits, and K-12 outreach initiatives. Prior to her current role, Melonie served as
the HR Lead for MS2 Mission & Unmanned Systems in Riviera Beach, Florida.
She received a Bachelorâs of Arts degree in Mass Communications from Hampton University in
1988.
Recently, Ms. Parker received the MS2 Presidentâs Excellence Award for her work in building a
more inclusive culture at MS2 by partnering with leadership and functions across the business to
showcase diversity efforts. She established and led the Executive Diversity Council, and worked
closely with the Operations Council to ensure an active operating rhythm for diversity initiatives.
Through her leadership of the MS2 Diversity Maturity Model Program, MS2 achieved a score of
3.3, a noteworthy improvement. Ms. Parkerâs efforts have been recognized by the Corporate
Diversity office and have been briefed to the U.S. Navy as best practices for inclusion.
11. Janeen Shaffer, Federal Recruiting Manager and Certified Career Counselor
Deloitte Federal
Janeen Shaffer is a Recruiting Manager with the Federal practice of
Deloitte Consulting. She leads the recruiting teams for the Defense,
Intelligence, Civilian, Healthcare, Energy, DHS and Financial Services
markets that supports the Deloitte Federal business. She has been in the
recruiting industry for 14 years across the commercial, international and
federal markets. She has been a recruiting manager with several
consulting firms and been recognized for providing strong customer
service, business understanding and team development to the recruiting
organizations. She has a passion around developing successful recruiting
teams that understand their impact to their clientâs business and its
priorities, provide valuable market and recruiting metrics data, and deliver
quality candidates in a timely fashion. She received a Leadership Coaching certificate from
Georgetown University. She incorporates her coaching training into her role as a manager with
the recruiting team, as well as working with other leaders on leadership and career management
skills.
Michele C. Neiman, Director, Talent Acquisition, Strategy & University Relations
Northrop Grumman Information Systems
Michele C Neiman is the Director of Talent Acquisition and University Relations & Recruiting for the
Information Systems Sector.
In this position, Ms. Neiman is responsible for increasing awareness of the value of a diversified
workforce and teaming with internal and external partners to develop and execute strategies that
will enable Northrop Grumman Information Systems to attract and expand a diverse pipeline of
qualified candidates. She is responsible for the strategic design and development of key programs
and intiatives to include diversity, university relations & recruiting, military relations, IDIQ &
contingent staffing and new business pursuit support.
Michele has been a Northrop Grumman employee since 2000. Prior to her current role, Michele
was the Director of Human Resources, Strategic Business Operations within the Advisory Services
Division (TASC) and prior to that role, she was the Talent Acquisition Director for the Advisory
Services Division (TASC). Michele has an extensive background full life cycle technical recruiting,
human resources, process development, business operations, strategy, diversity, military &
university relations and management within the Intelligence market and Information Technology
arena.
Michele has a bachelorâs degree in social work from the University of North Carolina at Greensboro
and her professional certification in Human Resources (PHR).
3:00 â 3:15 Closing Remarks Jessica Lee, APCO Worldwide
Jessica Lee, Senior Employment Manager, North America, APCO Worldwide (see above for
bio)