Remember that feeling you experienced when you were awarded a gold star in school for a job well done? Even though we’re older now and the stakes are higher than learning the ABCs, that “gold star” feeling still can be a powerful motivator. Employees who believe that their employers recognize and value their contributions generally are more satisfied at work,
which is why most organizations today have employee recognition programs in place. On the following slides, we present some creative yet simple ideas for business owners and managers to give employees that “gold star” feeling in recognition of their efforts.
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Create an internal brand for your talent acquisition team | Talent Connect 2016LinkedIn Talent Solutions
Kara Yarnot, Meritage Talent Solutions
Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?
You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.
Join this discussion and learn the secrets to internal branding for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
#FIRMday London 28/04/16 - SMRS 'Talent Pools are they right for your company?'Emma Mirrington
Jennifer Cunningham, new Head of Employer Marketing at SMRS (previously Director of Talent Acquisition at Adidas group) presents a session on the different strategies an activities you can adopt for your talent pools and how social media can support your goals in engaging and attracting future talent.
The New Face of HR: Are you Ready for Employee Advocacy?MOO
The way you feel about where you work has an effect on the way you talk about it too. This means that happy employees become cheerleaders and advocates for a brand, while the not-so-happy ones, well, you know the rest… Get your pom-poms ready and register for our webinar on how to create and empower employee advocates.
We’ve teamed up with Human Resources expert and author JoAnn Corley to explore the emerging relationships between marketing and human resource departments and share the ins and outs of employee advocacy.
In this webcast you’ll learn:
- Exactly what employee advocacy is
- The keys and roadblocks to success
- How to get started
- The significant benefits you’ll experience professionally and for your organization
Watch the full webcast again here and be sure to scroll to the end for a special gift: http://bit.ly/New-Face-of-HR
#FIRMday London 28/04/16 - Glassdoor 'Building an employee engagement strateg...Emma Mirrington
Not surprisingly, happier, more content workers increase workplace productivity, drive higher company profits and make it easier for the organisation to recruit great talent. But what techniques and programs inspire those employees to do better work?
Remember that feeling you experienced when you were awarded a gold star in school for a job well done? Even though we’re older now and the stakes are higher than learning the ABCs, that “gold star” feeling still can be a powerful motivator. Employees who believe that their employers recognize and value their contributions generally are more satisfied at work,
which is why most organizations today have employee recognition programs in place. On the following slides, we present some creative yet simple ideas for business owners and managers to give employees that “gold star” feeling in recognition of their efforts.
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Create an internal brand for your talent acquisition team | Talent Connect 2016LinkedIn Talent Solutions
Kara Yarnot, Meritage Talent Solutions
Do many of your hiring managers still view your talent acquisition team as “order takers?” When something goes wrong in the business, are leaders quick to point the finger at the lack of results from the recruiting team? Are you still working to be viewed as the talent advisors that you really are?
You spent the past several years focusing on properly representing your talent brand to candidates and employees. In the process, you lost focus on how your team is viewed internally. How your executives and hiring managers view your team is as important to your success as your external talent brand.
Join this discussion and learn the secrets to internal branding for your team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
#FIRMday London 28/04/16 - SMRS 'Talent Pools are they right for your company?'Emma Mirrington
Jennifer Cunningham, new Head of Employer Marketing at SMRS (previously Director of Talent Acquisition at Adidas group) presents a session on the different strategies an activities you can adopt for your talent pools and how social media can support your goals in engaging and attracting future talent.
The New Face of HR: Are you Ready for Employee Advocacy?MOO
The way you feel about where you work has an effect on the way you talk about it too. This means that happy employees become cheerleaders and advocates for a brand, while the not-so-happy ones, well, you know the rest… Get your pom-poms ready and register for our webinar on how to create and empower employee advocates.
We’ve teamed up with Human Resources expert and author JoAnn Corley to explore the emerging relationships between marketing and human resource departments and share the ins and outs of employee advocacy.
In this webcast you’ll learn:
- Exactly what employee advocacy is
- The keys and roadblocks to success
- How to get started
- The significant benefits you’ll experience professionally and for your organization
Watch the full webcast again here and be sure to scroll to the end for a special gift: http://bit.ly/New-Face-of-HR
#FIRMday London 28/04/16 - Glassdoor 'Building an employee engagement strateg...Emma Mirrington
Not surprisingly, happier, more content workers increase workplace productivity, drive higher company profits and make it easier for the organisation to recruit great talent. But what techniques and programs inspire those employees to do better work?
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
What do Accenture, Achievers, Capital One, Deloitte, Genentech, Hyatt, Intel, McGladrey, and Stryker all have in common? Easy, they have a data driven edge when it comes to employment branding – they are walking the talk.
These 9 firms won recognition in 2014 for not only creating a great work environment but translating that commitment to the treatment of their candidates – even the ones they don’t hire.
This webinar talks about the practices they’ve put in place to define, measure, improve and spread the word about their ‘Great Rated!’ workplaces.
http://recruitingwebinars.com/walking-talk-aligning-candidate-experience-great-workplace/
Gerry Crispin, recruiting expert and CareerXRoads co-founder, chats with talent acquisition leaders from Capital One, Microsoft, and Risk Management Solutions about candidate experience trends and creative approaches.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Grant Cardone Sales Training For The Solar IndustryDavid Bradley
Learn how Sungrade Solar saw an ROI in their first week using Cardone University. The team closed 3 times more deals. Average sales consultant more than doubled their income from making $4k monthly to $10k.
"With the help of CU we were able to cut the learning curve and shorten the sales cycle.”
Zain Jan - VP of Sales - Sungrade Solar
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Marketing your brand to potential candidates and employees during your recruiting process has never been easier. Do you have a strategy? In this PowerPoint presentation we discuss ways to build up a profile so that your brand is prepared for growth or adversity.
How the answer to your growth goals/challenges has been under your nose the w...LinkedIn Talent Solutions
Andrew Carges, GoDaddy
Daniella Gigante, Allergan
Sarah Wagener, Pandora
Natalie Cramer, LinkedIn
Marty Finn, LinkedIn
As our talent market evolves, it has been critical to increase engagement at scale outside of our typical channels for recruitment. While this type of mass awareness is important, we are finding culture and diversity have become as important as quality, cost and retention. It's time that we look inward at our current assets/employees to create opportunity within new and untapped talent pools. Who's better to tell your story than your team?
Session highlights:
Employee engagement on social platforms is an organic and free branding opportunity.
Referrals are #1 source of hire and easy to activate.
Diverse groups that refer can grow exponentially with the right strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to attract, develop and retain your millennial talent! | Talent Connect 2016LinkedIn Talent Solutions
Frans Mahieu, Kimberly-Clark
Raymond Steward, American National
In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.
Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.
American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.
Frans will show you how to catch them; Raymond will show you how to keep them.
Key highlights:
How to differentiate your company from the competition.
Turning strategy into an execution that delivers.
Rallying the troops from collaboration to execution.
How to create a competitive edge by creating competitive VALUE.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Bring the customer traffic with the helpful tips of Herta Martha ShikapwashyaHertaMarthaShikapwas
That business is perfect where customer engagement is more. If you are running a business and lack of customer, you can take the assistance of Herta Martha Shikapwashya. She is the great Business Consultant helps businesses to develop in market.
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
Grant Cardone has spent the last 30 years of his career building a content library and a brand that will continue to live on, long after he is gone. His teaching on sales, closing, negotiations, follow-up, cold calling, motivation, business growth, and personal finances, have reached every corner of the world. Grant’s mission is to reach every person on this planet with his trainings, and a task of such magnitude will require the help of many able hands. So for the first time ever, we are opening the Cardone Certified Coach program.
By co-branding with Grant Cardone, you will benefit from the credibility and the confidence of the Cardone name.
Finding Your Fit: Using Company Culture to Hire the Right TalentTALiNT Partners
Lynn Cahillane, Marketing Manager, Totaljobs
- How to use company culture in your candidate attraction
- Learn why an employee’s cultural fit helps improve productivity
- Why company culture is key to retention
How can you best lead your team and company through periods of rapid change and uncertainty? What can you do to invest in values and culture at a time when they matter more than ever? Join this session to add actionable tools to your toolkit along with a boost of optimism and support.
Employee Referral - Innovative Approaches without Referral BonusWilliam Chin
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
The playbook 2.0: Tactical tips for ‘committing' to a social media recruitmen...LinkedIn Talent Solutions
Adriana Kevill, KRT Marketing
Michelle Sargent, KRT Marketing
Whether your company is a local business or an international powerhouse, social media can help your recruitment efforts. We’re making it easier to get started (or take your program to the next level!) with one session, one playbook. We’ve got actionable tactics, templates, and resources for you to take back to the office. Ready for the journey? Content strategy can be one of the toughest endeavors to start and maintain, but it’s so crucial to your social recruiting efforts. From curation to execution to analytics, we cover it all and everything in between, including employee advocacy. See how an advocacy tool can take your company’s network, brand awareness, and visibility to the next level on a global scale. If you’re starting from scratch or looking for tips, we’ll show you that when it comes to a content strategy and the social media challenges you may face, it really is a small world after all.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
What do Accenture, Achievers, Capital One, Deloitte, Genentech, Hyatt, Intel, McGladrey, and Stryker all have in common? Easy, they have a data driven edge when it comes to employment branding – they are walking the talk.
These 9 firms won recognition in 2014 for not only creating a great work environment but translating that commitment to the treatment of their candidates – even the ones they don’t hire.
This webinar talks about the practices they’ve put in place to define, measure, improve and spread the word about their ‘Great Rated!’ workplaces.
http://recruitingwebinars.com/walking-talk-aligning-candidate-experience-great-workplace/
Gerry Crispin, recruiting expert and CareerXRoads co-founder, chats with talent acquisition leaders from Capital One, Microsoft, and Risk Management Solutions about candidate experience trends and creative approaches.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Grant Cardone Sales Training For The Solar IndustryDavid Bradley
Learn how Sungrade Solar saw an ROI in their first week using Cardone University. The team closed 3 times more deals. Average sales consultant more than doubled their income from making $4k monthly to $10k.
"With the help of CU we were able to cut the learning curve and shorten the sales cycle.”
Zain Jan - VP of Sales - Sungrade Solar
Stand out, stay ahead, and showcase your expertise with LinkedIn Recruiter Ce...LinkedIn Talent Solutions
Craig Ringland, LinkedIn
Do you want to stand out in the recruiting crowd? LinkedIn Recruiter Certification is the only credential that differentiates you as a LinkedIn Recruiter expert to your network. Join our session so we can walk you through what learning steps you will need to take to prepare for Certification which will serve to validate your enhanced skills in finding, engaging and managing talent effectively with LinkedIn Recruiter!
Key highlights:
Why it is important as a recruiter to have that competitive edge that will allow you stand out among your peers.
Knowledge of the learning tracks that are available to you to enhance your LinkedIn Recruiter skills to prepare for Certification.
The options available to you to take the LinkedIn Certified Professional - Recruiter exam.
Success stories of how some of our clients have aligned LinkedIn Certified Professional - Recruiter to drive success across their recruitment teams.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Marketing your brand to potential candidates and employees during your recruiting process has never been easier. Do you have a strategy? In this PowerPoint presentation we discuss ways to build up a profile so that your brand is prepared for growth or adversity.
How the answer to your growth goals/challenges has been under your nose the w...LinkedIn Talent Solutions
Andrew Carges, GoDaddy
Daniella Gigante, Allergan
Sarah Wagener, Pandora
Natalie Cramer, LinkedIn
Marty Finn, LinkedIn
As our talent market evolves, it has been critical to increase engagement at scale outside of our typical channels for recruitment. While this type of mass awareness is important, we are finding culture and diversity have become as important as quality, cost and retention. It's time that we look inward at our current assets/employees to create opportunity within new and untapped talent pools. Who's better to tell your story than your team?
Session highlights:
Employee engagement on social platforms is an organic and free branding opportunity.
Referrals are #1 source of hire and easy to activate.
Diverse groups that refer can grow exponentially with the right strategy.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
How to attract, develop and retain your millennial talent! | Talent Connect 2016LinkedIn Talent Solutions
Frans Mahieu, Kimberly-Clark
Raymond Steward, American National
In this session you will hear from two different companies in two different industries on how they use creative but effective branding to attract and retain top talent.
Kimberly-Clark marketer of iconic brands such as Kleenex, Huggies, Scott and U by Kotex has created new categories and challenged conventional wisdom for over 144 years. Frans Mahieu will share how Kimberly-Clark applies the same powerful marketing techniques to recruitment marketing that the company uses to engage with consumers.
American National has been building meaningful relationships with our clients, employees and surrounding communities for more than 110 years. We provide protection, security and comfort to more than 5 million policyholders who put their trust in our financial stability and strength. In this interactive session, Raymond will talk about his successes & failures and share the journey of learning to develop and retain young talent.
Frans will show you how to catch them; Raymond will show you how to keep them.
Key highlights:
How to differentiate your company from the competition.
Turning strategy into an execution that delivers.
Rallying the troops from collaboration to execution.
How to create a competitive edge by creating competitive VALUE.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Finding Your People Story: How to Develop and Employer Brand That Attracts Ta...Snag
Here’s some food for thought: 90% of adults hired within the past year took an action to find a job within just six months of being hired. (Source: Indeed) With lots of folks looking, it can be hard to attract the right people to your company – people whose values and goals are aligned with yours.
That’s where your Employer Value Proposition (EVP) comes in. Simply put – what’s in it for your employees in exchange for their performance, time and effort – and how does that affect your ability to recruit and retain not only great people, but also great customers?
Check out our 'Finding Your People Story' webinar on demand with our friends from Catch Talent to:
-- Discover the three key steps to determining your true Employer Value Proposition … and how to leverage it
-- Uncover the impact that formal and informal, tangible and intangible benefits have on attracting and retaining top talent
-- Find out the nine must-haves for every company’s career site to ensure the best candidates apply to your jobs
-- Understand why each part of talent attraction lifecycle is a crucial part of your hiring strategy success
Bring the customer traffic with the helpful tips of Herta Martha ShikapwashyaHertaMarthaShikapwas
That business is perfect where customer engagement is more. If you are running a business and lack of customer, you can take the assistance of Herta Martha Shikapwashya. She is the great Business Consultant helps businesses to develop in market.
The Science of Talent Attraction: What Matters to Modern Candidates and What ...Snag
If you’re hiring right now, it’s no surprise that the uptick in the economy has led to the tightest labor market in nearly seven years. But what may surprise you is exactly what candidates want ... and how to attract them to your jobs.
Check our our presentation, "The Science of Talent Attraction: What Matters to Modern Candidates and What Makes Them Click,” featuring our job marketing partner, Indeed, to:
-- Understand the decision-making process for active vs. passive candidates in a talent-driven economy
-- Get the data behind who’s looking for jobs, where they’re going to find them and what makes them click on your post
-- Learn 5 ways to future-proof your talent attraction strategy, so you’re always one step ahead of the competition
-- Uncover how your specific recruiting tactics determine candidate quality
Grant Cardone has spent the last 30 years of his career building a content library and a brand that will continue to live on, long after he is gone. His teaching on sales, closing, negotiations, follow-up, cold calling, motivation, business growth, and personal finances, have reached every corner of the world. Grant’s mission is to reach every person on this planet with his trainings, and a task of such magnitude will require the help of many able hands. So for the first time ever, we are opening the Cardone Certified Coach program.
By co-branding with Grant Cardone, you will benefit from the credibility and the confidence of the Cardone name.
Finding Your Fit: Using Company Culture to Hire the Right TalentTALiNT Partners
Lynn Cahillane, Marketing Manager, Totaljobs
- How to use company culture in your candidate attraction
- Learn why an employee’s cultural fit helps improve productivity
- Why company culture is key to retention
How can you best lead your team and company through periods of rapid change and uncertainty? What can you do to invest in values and culture at a time when they matter more than ever? Join this session to add actionable tools to your toolkit along with a boost of optimism and support.
Employee Referral - Innovative Approaches without Referral BonusWilliam Chin
Presented at the HREC (HR Excellence Center) 9th Recruiting and Staffing Conference and Showcase (July 16-17, Shanghai) http://www.hrecchina.org/_en/index_en.html
The topic was on an innovative Employee Referral Program. I discuss where my company does not offer referral bonus but yet, consistently yield above average referral rates.
Referrals make the best hires: a fact that comes as no surprise to corporate recruiters. After all, it makes sense that the people closest to your best employees are also likely to be good employees. That’s why more and more forward thinking HR departments are trying to optimize their employee referral programs (ERPs) to yield a greater number of high quality referrals. Find some tips to take your ERP to the next level.
Driving Growth & Talent Retention through Pay for PerformanceBest Practices
Valuing and recognizing the company's top performers are critical factors to staying healthy and competitive in today's marketplace. In addition to other incentives, an annual bonus program provides companies with opportunities to financially reward employees for their contributions each year. However, smaller bonus pools, unfair distributions, misalignment of goals, complex global administration, and other obstacles can plague the integrity of the system, ultimately sending talent out the door.
Best Practices, LLC conducted this cross-industry study to investigate how compensation organizations at leading global companies are structuring and implementing pay for performance annual bonus programs to reward top performers and retain talent in today's environment of shrinking resources and increasing talent competition.
Savvy companies design, implement, and continuously evaluate a pay for performance compensation plan to reward top performers. By identifying drivers, measures of success, program elements, global differences, and implementation best practices, this study will highlight the must-haves of successful pay for performance bonus plans.
When it comes to recruiting and keeping top talent, companies need to understand what potential employees value and create a company culture that appreciates all they have to offer. The following slides are tips and management tactics to help employers find and keep their “A players”.
#FIRMday Manchester 9th March 2017 - Broadbean: Social Referral PresentationEmma Mirrington
Josh Willows, Broadbean, speaks about ‘How to get your employees hooked on your referral scheme’ Keeping employees engaged is one of the hardest challenges for an organisation. Josh will look at the ‘Hooked Model’ and other tips on referral programmes.
Human Performance Technology (HPT) is a process wherein you can positively impact the performance of your staff members. This introductory webinar will provide the basic concepts needed to effect these changes.
Lead Generation Campaigns:The Good, The Bad and The Ugly ClearEdge Marketing
In this deck we cover:
- Why Are Lead Generation Campaigns Important?
- What is a Lead Exactly?
The Good, The Bad and The Ugly for:
- Candidate Recruitment Campaigns
- Sales Lead Gen Campaigns
- Internal Hiring Campaigns
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Techniques of Social Selling: Just Do It! (Sales for Life)SAVO
In this presentation Jamie Shanks and Tim Keelan will provide you with TACTICAL Tips and Tricks that you can deploy within your sales team immediately to help them master Social Selling
With many recruiting teams facing resource challenges on a regular basis, how can you stay proactive and navigative hiring cycles?
This presentation covers:
- Challenges facing companies hiring at scale
- The 2016 Global Recruiting Trends to embrace these
- Tips and tricks to put you on the fast track of hiring at scale
LinkedIn's 2017 talent insights report has all the data you could need on the state of the candidate experience, but recruiting superstar Stacy Zapar goes beyond the data to tell you what it means for your everyday recruiting strategies.
So, for example, if you knew 63% of candidates feel flattered when a recruiter reaches out, how can you use this to improve your response rates? What's the best way to reach out? What information should be included in your first email?
Stacy gives you the answers to these questions and more to help you optimize the candidate experience from start to hire.
Get the full report now: https://lnkd.in/eyvZfwH
Similar to recruitDC presentation by Gary Cluff (20)
Everywhere we look, we are surrounded by communities, both at work and at home. Studies show that in the office, maximizing your community members’ 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. I’ll 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. We’ll 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. We’ll also analyze the relationship between culture and community- how they are different and how they are dependant upon one another.Finally, I’ll provide suggestions on a handful of resources that can be be helpful in your workplace community planning.
Navigating the Path to Diversity in HiringRecruitDC
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 “opt in” 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
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re 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. We’ll 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
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
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
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 aren’t 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 it’s 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
Let’s 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
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
Don’t 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. We’ll 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
This seminar is to learn and embrace social media in one’s 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
Learn the most critical 10 trends in talent acquisition technology. By understanding these technologies and trends and what’s driving these trends, you’ll make better technology purchases. You’ll 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 you’re confident about the immediate future of talent acquisition technology.
Choose Your Own Adventure, Recruitment Marketing Edition! - Lauryn SargentRecruitDC
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
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-don’t-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
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
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 – first for those that are beginners and just getting started, and then for full-on experts with sophisticated data sources and sets.
Blueprint - Building a World-Class Data Program for Recruiting - Andrew Gadomski
recruitDC presentation by Gary Cluff
1. Secrets of a SuccessfulEmployee Referral Program presented by Gary Cluff Corporate Recruiting Manager MITRE
2. The MITRE Corporation A Federally-Funded Research & Development Corporation (FFRDC) Not-for-Profit Nearly 7200 employees McLean, VA / Bedford, MA + 50 sites
3. Leveraging Our “Brand” Since our employees are fully engaged and excited about working for MITRE, they are our best ambassadors and “recruiters”. MITRE nets 50% of all new hires from it’s Employee Referral Program !
16. Program Basics Referrals reward eligible 6 months from submission date. Referring employee cannot be involved in the selection process. Rewards - $2000 for Tech. Professional; $1000 for Non-tech Prof.; $500 for Admin/Non-Exempt Rewards paid approximately 30 days after new person is hired. Special Campaign - - special grand prizes
17. Feedback to Employees Email to : Charles Smith Date: April 27 ,2011 Congratulations! Your referral, Mary Ellen Hopkins, received an employment offer from MITRE this week. If she should accept, and you continue to meet eligibility requirements, you could receive a referral bonus soon after she is hired. Thank you for your support and keep those referrals coming! Gary Cluff Corporate Recruiting Manager
18. Lessons Learned Constant promotion and education are critical to remind employees what the needs are and how to refer. Without an employee feedback system, the perception is that too many referrals end up in a “black hole”. Manage Expectations – not every referral will deserve or receive an interview. It is not the size of the prize ($$$), but rather the engaging nature of the promotions.