Recruitment needs to shift focus from re-active filling vacancies to enabling companies to deal with the dynamics of todays business by on demand talent supply.
Talent Relationship Management provides the fundament for this "on demand talent supply".
Viral video challenges are more popular than ever! What is a viral video challenge? They can be fun! They can be silly, but most challenges can be dangerous...
The U.S. Self improvement Market - Overview & Forecastsjonlar
This is the ONLY business analysis of the huge $10 billion self-improvement market, published by Marketdata Enterprises. No one else tracks it and there's no trade association. This 382-page market study covers: books, audiobooks, websites, infomercials, public seminars, top motivational speakers/gurus, personal coaching, online courses, webinars, holistic institutes, training organizations--covering health & fitness, financial, spiritual and personal development area.
Viral video challenges are more popular than ever! What is a viral video challenge? They can be fun! They can be silly, but most challenges can be dangerous...
The U.S. Self improvement Market - Overview & Forecastsjonlar
This is the ONLY business analysis of the huge $10 billion self-improvement market, published by Marketdata Enterprises. No one else tracks it and there's no trade association. This 382-page market study covers: books, audiobooks, websites, infomercials, public seminars, top motivational speakers/gurus, personal coaching, online courses, webinars, holistic institutes, training organizations--covering health & fitness, financial, spiritual and personal development area.
Learning is Not a Mechanism: Assessment, Student Agency, and Digital SpacesJesse Stommel
An objective and portable system for grading students was created so that systematized schooling could scale. And we’ve designed technological tools in the 20th and 21st Centuries that have allowed us to scale even further. Toward mass-processing and away from subjectivity, human relationships, and care.
در این کتاب چه میخوانیم :
• ضرورت استفاده از Siem و بخش soc , noc
• بررسی عنوان IDS و IPS ها
• معماری ossec
• معماری wazuh
• نصب ossec
• نحوه مهاجرت از ossec به Wazuh
• نصب آفلاین wazuh
• ویژگیهای wazuh و امکانات آن
http://www.ianlivingstone.ca/2015/11/17/enabling-autonomy/
The drastic increase in the importance of knowledge workers has turned traditional management structures and philosophy upside down. Previously, all of the information and authority was centralized in management and workers simply operated according to some proscribed procedure with limited ability to make their own decisions. However, the rise of the knowledge worker such as developers, designers, and product managers has thrown these structures out the window as they've proven unable to deliver incredible products and technology.
The new name of the game is enabling teams to operate autonomously and build towards a vision that is seeded by the leadership but authored by the team. How do we enable teams to operate autonomously while ensuring that they are held accountable? How does this change as organizations grow? Why does this matter and what are the results?
Oto prezentacja pokazana studentom-członkom i członkiniom Studenckiego Psychologicznego Koła Naukowego na Uniwersytecie Medycznym w Poznaniu, 3 lutego 2011.
Slides realizzate con Cristiano Ferrari ed Andrea Cremaschi al raduno Sod - Spaghetti openData 2015. Il documento è un sintesi, come se fosse una scheda tascabile, su alcuni suggerimenti per iniziare un percorso virtuoso e sostenibile per il rilascio dei dati in formato aperto ed in generale per avere un approccio corretto agli opendata. Spunti più analitici li trovate qui: https://goo.gl/g6Qimt
Licenza CC-BY-SA
Hoe verleid je docenten om te gaan werken met digitaal leermateriaal?Henk Orsel
Hoe verleid je docenten om te gaan werken met digitaal leermateriaal?
Tijdens deze interactieve presentatie nam ik mijn publiek mee op de weg die ik meerdere keren heeft bewandeld. Een boeiende tocht die gaat over visie, eigenaarschap, didactiek, motivatie en prestaties van leerlingen. Ontwikkelen en arrangeren van lessen, opzetten van een nieuw curriculum en randvoorwaarden. Steun van collega’s en leidinggevenden, vallen, opstaan, evalueren, bijstellen en doorgaan!
Ter gelegenheid van het jubileumevent van VO-Content heb ik deze presentatie gegeven. Zie ook
http://www.vo-content.nl/jubileumevent/henk-orsel/
Любое постоянство в нашей жизни иллюзорно - реальны лишь изменения. Как, в каком направлении сейчас меняетесь вы, меняется ваши бизнес, ваша страна, всё человечество? Как оказать содействие таким изменениям, которые приведут к росту возможностей системы? Как избежать отступления назад? В этой теме рассматриваются необходимые условия для изменений человеческих систем и даются несколько инструментов для содействия изменениям.
Presented by the healthy river projects in Myanmar, this presentation looked at the potential of biomonitoring as a way of measuring river health, specifically working with local communities to gather and catalog bugs.
Learning is Not a Mechanism: Assessment, Student Agency, and Digital SpacesJesse Stommel
An objective and portable system for grading students was created so that systematized schooling could scale. And we’ve designed technological tools in the 20th and 21st Centuries that have allowed us to scale even further. Toward mass-processing and away from subjectivity, human relationships, and care.
در این کتاب چه میخوانیم :
• ضرورت استفاده از Siem و بخش soc , noc
• بررسی عنوان IDS و IPS ها
• معماری ossec
• معماری wazuh
• نصب ossec
• نحوه مهاجرت از ossec به Wazuh
• نصب آفلاین wazuh
• ویژگیهای wazuh و امکانات آن
http://www.ianlivingstone.ca/2015/11/17/enabling-autonomy/
The drastic increase in the importance of knowledge workers has turned traditional management structures and philosophy upside down. Previously, all of the information and authority was centralized in management and workers simply operated according to some proscribed procedure with limited ability to make their own decisions. However, the rise of the knowledge worker such as developers, designers, and product managers has thrown these structures out the window as they've proven unable to deliver incredible products and technology.
The new name of the game is enabling teams to operate autonomously and build towards a vision that is seeded by the leadership but authored by the team. How do we enable teams to operate autonomously while ensuring that they are held accountable? How does this change as organizations grow? Why does this matter and what are the results?
Oto prezentacja pokazana studentom-członkom i członkiniom Studenckiego Psychologicznego Koła Naukowego na Uniwersytecie Medycznym w Poznaniu, 3 lutego 2011.
Slides realizzate con Cristiano Ferrari ed Andrea Cremaschi al raduno Sod - Spaghetti openData 2015. Il documento è un sintesi, come se fosse una scheda tascabile, su alcuni suggerimenti per iniziare un percorso virtuoso e sostenibile per il rilascio dei dati in formato aperto ed in generale per avere un approccio corretto agli opendata. Spunti più analitici li trovate qui: https://goo.gl/g6Qimt
Licenza CC-BY-SA
Hoe verleid je docenten om te gaan werken met digitaal leermateriaal?Henk Orsel
Hoe verleid je docenten om te gaan werken met digitaal leermateriaal?
Tijdens deze interactieve presentatie nam ik mijn publiek mee op de weg die ik meerdere keren heeft bewandeld. Een boeiende tocht die gaat over visie, eigenaarschap, didactiek, motivatie en prestaties van leerlingen. Ontwikkelen en arrangeren van lessen, opzetten van een nieuw curriculum en randvoorwaarden. Steun van collega’s en leidinggevenden, vallen, opstaan, evalueren, bijstellen en doorgaan!
Ter gelegenheid van het jubileumevent van VO-Content heb ik deze presentatie gegeven. Zie ook
http://www.vo-content.nl/jubileumevent/henk-orsel/
Любое постоянство в нашей жизни иллюзорно - реальны лишь изменения. Как, в каком направлении сейчас меняетесь вы, меняется ваши бизнес, ваша страна, всё человечество? Как оказать содействие таким изменениям, которые приведут к росту возможностей системы? Как избежать отступления назад? В этой теме рассматриваются необходимые условия для изменений человеческих систем и даются несколько инструментов для содействия изменениям.
Presented by the healthy river projects in Myanmar, this presentation looked at the potential of biomonitoring as a way of measuring river health, specifically working with local communities to gather and catalog bugs.
We are equipped with the best in-class facilities to turn you into a professional driver. There is no match to our experience,we always put sincere efforts to help you master driving arts.
METROFOOD infrastruttura per la sicurezza e la tracciabilità dei prodotti agr...Tecnopolo ENEA Bologna
METROFOOD infrastruttura per la sicurezza e la tracciabilità dei prodotti agroalimentari: Dott. Massimo Iannetta (ENEA - Divisione Biotecnologie e Agroindustria SSPT - BIOAG)
http://www.cross-tec.enea.it/tecnopolo/imple/listezoom.asp?xmlsrclista=/tecnopolo/imple/news-lista.xml&lingua=it&k=935&rtdr=/tecnopolo/
Python Assignment Statement and Types - Python assignment helpAnderson Silva
This slide describes basics of python programming language. How to assignment variables. For python project, coursework and homework, you can ask for help at http://www.needassignmenthelp.com/python-assignment
Stack Overflow DK Recruitment Day 2015 PresentationAngela Nyman
This is a presentation about the technical hiring landscape 2015, focusing on the Nordic Region. It discusses three areas:
1) Stack Overflow's Developer Hiring Landscape 2015
2) Five common terms that recruiters use in job listings, how developers interpret that and advice on what you can say instead
3) Seven tips for recruiters on how to reach, attract and engage with developers.
Advancing LTE architecture with NFV and SDNAlberto Diez
My presentation at LTE MENA 2015 in Dubai. It was the last one before some 5G discussions and after some good introductions to the NFV/SDN topics from the mobile operator perspective so I decided to do a remake of my NFV/SDN Orchestration presentation to address the maybe unwanted effects that NFV and SDN could have in the LTE network architecture. At the end I had to cut a couple of slides because I only had 20 minutes. Here is complete.
Lasting success requires credible business practices and the prevention of such activities as fraudulent accounting and labour exploitation.
Recognition of the need for more ethically responsible business practices has seen the emergence of a strong global movement to embrace and promote the concept of social responsibility.
ISO 26000 : 2010 standard offers a definition of what it means to be a socially responsible organization and why it is important that companies adopt this position.
Conversational UX isn't a new channel or hardware. It's the milestone we’ve always been striving towards: the seamless interaction between human and technology.
We break down the most significant digital transformation since the rise of mobile computing.
Why bots? Why now? Discover what you should know about the bot and conversational UX revolution from Michael Sikorsky, Robots and Pencils CEO, and Mike Brevoort, CTO of Robots and Pencils and Founder of Beep Boop, a ridiculously simple Slack and Messenger bot hosting platform.
Talent Relationship Management part of the SAAA Recruitment modelAlexander Crépin
Talent Relationships replacing Life-time-emloyment.
A more strategic view on the importance & logic of being connected to Target Talent Groups to strengthen organisation's agility.
Developing a longer term relation with Target Talent by building a Talent Community, ensuring an "on-demand" Talent Pipeline.
Workshop Corporate Recruitment, Recruiters in the (st)age of Social Media by ...Alexander Crépin
Corporate recruiters, overview of the roles and responsibilities in the fast changing world with social media. It is about People and understanding why & how your target talents use social media. If this is clear engagement has a change, establishing a life time talent relationship.
What is the future of recruiting. Tips from global CEO Greg Savage from Firebrand Talent Search on how recruiters need to adapt to thrive in the world of recruitment.
TalenTTipper referral recruitment & building a Talent Pipeline (2015 update)Alexander Crépin
How Referral Recruitment should be used to build a Talent Pipeline
How to make the best sourcing channel even more successful?
TalenTTipper international referral recruiting services
A top recruiter at LinkedIn shares 25+ years of recruiting secrets and reveals her favorite sources, tools, and tips to find top tier talent in a competitive market. To watch the on-demand webcast, visit:
https://lnkd.in/g76TXhz
This presentation is from a recent interactive session we held in our EMEA HQ where we had a series of speakers discussing the 'Laws of Attraction', a trend that came from last year's Talent Connect, of how a strong employer brand and content marketing strategy can impact hiring the best talent.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
LinkedIn For Good presents a training for workforce development and refugee-serving organizations who want to incorporate LinkedIn 101 into their existing training programs. Use this presentation to train your staff on how to talk about LinkedIn to newcomer populations.
LHH HR Network 040411 - Social Media in RecruitingSteve Lewis
Presentation given to Lee Hecht Harrison HR Network on April 4, 2011. It shares information on how social media can be used by job seekers based on how corporate recruiters are using the tools.
Recruiting has evolved due to technological innovations and candidate expectations and so should your measurement practices. From employer branding and recruitment marketing to social recruiting and sourcing, recruiting activity these days generates an immense amount of data. But gathering and analyzing this data is a full-time job – and recruiters already have their hands full with managing endless req loads, as well as the needs of candidates and hiring managers.
However, a growing number of organizations are leveraging insights derived from more robust analytics and measurement practices, and outperforming their peers. In this webinar, Will Staney, Founder and Principal Consultant at Proactive Talent Strategies, LLC and Kyle Lagunas, Founder and Principal Analyst at Lighthouse Research & Advisory will examine key practices emerging in data-driven recruiting, showcase their research, and spotlight examples of these practices at work today.
We’ll be covering the following topics:
The Evolution of Recruiting
Social media and consumer technologies have changed candidate expectations and the way we attract talent.
Defining Data-Driven Recruiting
What does “data-driven recruiting” mean?
Metrics, Measurement & Analysis
How are top talent leaders measuring the effectiveness of their talent attraction efforts? We’ll look at the research.
Cool Tools & Applications
Technology driving the industry forward that both
The following Presentation is an excerpt from my talk to startups at IIM Bangalore.
Do let me know if you like it.
For more info you can get in touch with me on shashank@multirecruit.com
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
Aanpakken van de COVID-19 pandemie leidt over de hele wereld tot dilemma's. In dit boek krijgt de lezer inzicht in die dilemma's en hoe deze succesvol aan te pakken. Tegelijkertijd wordt er in vogelvlucht een beeld geschetst van de aanpak in de diverse landen in de wereld.
Het vermogen om effectief met dilemma’s om te gaan krijgt steeds meer belangstelling. HR heeft volgens de schrijver van het voorwoord Dave Ulrich ook een belangrijke rol als Paradox Navigator. Zo biedt dit boek niet alleen beleidsmakers een leidraad bij het aanpakken van de crisis, maar is het boek ook een mooi naslagwerk voor HR professionals voor het verkrijgen van meer inzicht in de aanpak van dilemma’s en dit bijvoorbeeld te benutten bij de opzet en invulling van veranderings- van change managementtrajecten.
Coaching Explained, An Exploration by Alexander Crepin Part 2 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb. Part 1 & Part 2
This is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-1-of-2
rthe
Coaching Explained, an exploration by Alexander Crepin Part 1 of 2Alexander Crépin
In this presentation I share what Coaching is about for me.
I used a lot of images, that is why I had to share this presentation in a manner that uses less mb.
I apologize for the inconvenience.
Here is the link to part 2 https://www.slideshare.net/alhoupart/coaching-explained-an-exploration-by-alexander-crepin-part-2-of-2
Alexander Crepin HR Bridging Today and Tomorrow SuccessfullyAlexander Crépin
HR challenges in times of ongoing change and developing a future proof organisation and workforce
We are in a transition process to a New Era.
Times of Transition come with uncertainty & dilemma's.
To do so successfully requires a skilled committed workforce and an agile organisation.
A strong skilled HR team with a clear mission & vision can make this ongoing journey a success.
Alexander Crepin can help you to design the journey and make the transition happen. Bridging Today & Tomorrow .....
Job Branding & SAAA Model for Corporate Recruitment by Alexander Crepin part 1 Alexander Crépin
In the War for Talent, the STEM-I talent are changing the game. Recruitment in a Candidate Driven, very competive market requires marketing to get attention and gain interest of Target Talent. Also to support Talent Sourcing and informing prospect candidates..
This workshop is to train recruiters, recruiting professionals and managers about what it Job Branding takes to be more successful in the War for Talent.
This training provides a lot of information and the workshop will require an equal investment in time to really get an understanding about Job Branding.
Sourcing talent key recruiting differentiator part 1 BAlexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the STEP model, part of the SAAA data driven recruitment model.
Sourcing talent a key recruiting differentiator Part 2 B Sourcing CraftsmanshipAlexander Crépin
Craftsmanship of the sourcing team members is playing an important role in successfully attracting talent in the War-for-Talent. This workshop is provides insight in the role of the sourcing specialist. It is about getting a pretty good idea what the today's Sourcer job is about.
Sourcing talent a key recruiting differentiator part 2 - the (Big) Data Lands...Alexander Crépin
Sourcing today is Data Driven.
Big Data is an emerging trend, in this workshop you will get a better idea of the present status of using (Big) Data in Sourcing successfully and become a winner in the War-for-Talent.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Sourcing talent as key recruiting differentiator part 1 A Alexander Crépin
Talent Sourcing is a core part of recruitment. In the War-for-Talent
In the first part you learn about What sourcing is about How to Source data driven.
We use the A STEP model, part of the SAAA data driven recruitment model.
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Strategic Workforce Forecasting & Planning for Recruiters in a VUCA world, In...Alexander Crépin
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
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.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
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.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) 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.
𝐓𝐉 𝐂𝐨𝐦𝐬 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
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢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
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
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/
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Recruitment in the next decades, Talent Relationship Management (2015 update)
1. Corporate recruitment in the next decades
From: re-active “vacancy” recruitment
To: pro-active talent relationship management
Professional outlook by
Alexander Crépin
Talent Acquisition & Engagement
strategist, trainer & interim manager
www.TalenTTipper.nl an innovative TRM service
2. The winners of the near future
Agile companies
with direct, on demand access to
top talents, active & passive candidates
to meet or surpass customer demands
Alexander Crépin TalenTTipper.nl
3. Recruitment shift in focus
From:
Reactively filling vacancies
Alexander Crépin TalenTTipper.nl
4. Recruitment shift in focus
To:
Talent Relationship Management
For:
Pro-active on-demand talent supply
Alexander Crépin TalenTTipper.nl
5. Talent Relationship Management & WEB 2.0
Interactive internet / social media are a success
around the world
• Online professional & personal relationships are becoming “normal”
• Talents are used to the idea of social networking
• Tools supporting relationship building (Linkedin, Facebook) becoming common practice
• Online search technologies are improving
• Online options to get in touch like Skype etc. are getting more affordable
• Social Media via telephones ensure further growth of the online population
• Etc. etc.
Now it is becoming cost effective to proactively invest
in identifying top talents &
in development of a mutual beneficial work relationship
6. Talent Relationship Management & WEB 2.0
New social networking & database technologies are transforming the way
people ‘look’ for work
Web technology changed looking for & finding passive candidates
new rules around hiring & engagement emerge for
a new generation of independent, transient & ‘globalised’ workers in the knowledge economy
Z. Misko global director of Kelly Outsourcing & Consulting
7. Talent Relationship Management (TRM)
• Talent Intelligence (TI)
• Talent Engagement (TE) TRM = TI + TE + TP
• Talent Pool (TP)
Alexander Crépin TalenTTipper.nl
8. TRM: Talent Intelligence
Knowing the Best to hire the Best
Finding talents around the globe for your Top Talent Pool
your talent pipeline
Ensuring on demand supply of top talents
in the areas that are key to your companies success
Develop a people assets portfolio for recruitment ROI
earn back periods for recruitment are getting shorter as life time employment is fading out
Alexander Crépin TalenTTipper.nl
9. Identifying key roles, strategic positions
Who are you looking for?
Alexander Crépin TalenTTipper.nl
10. potential
performance
Problem
Cases
To Early to Judge
Meeting
Requirements
Effective
Performers
Acknowledged
Talent
Irreplaceable
Professionals
High Performers
High Potentials
Your Top Talent Targets
Consider hard- & soft competencies
Alexander Crépin TalenTTipper.nl
11. Resilient talents for agile companies
Main characteristics of talents to successfully cope with the dynamics of change
They are Positive, self confident about the world and self & able to
frame unknown into possibilities
Face reality head-on, labeling their setbacks, losses & disappointments for
what they are
They remain Focused during times of ambiguity and confusion
Being Flexible both internally in their thoughts & externally with others, so they
can create opportunities rather than see things in black or white
Being Organized to put order and structure to chaos They use their “energy
by putting systems and discipline to good use
Pro-active action driven & don’t wait – they make things happen
Eager to learn & share expertise & experience together for employability
Alexander Crépin TalenTTipper.nl
12. Talent Intelligence
Talent Scouting, Identifying & Searching Top Talents
+
Talent Intelligence Framework development
• Target labor markets, target professions
• Demand & supply modeling
• Demand analysis, key roles, key competencies
• Talent supply demographics, internal & external
• Talent source tracking
• Identifying talent competitors, talent competition
• Insight in target talent expectations
• Ensuring a differentiating labor market positioning
• Testing your brand image
• Employer Value Position, Employer Branding
• Developing & fostering a talent scouting / referral culture
• Develop Talent Intelligence System, a Talent Bank, a Social Network
• Engage professions opinion leaders network
• Talent background / pre employment screening, talent assessment
• Etc.
Alexander Crépin TalenTTipper.nl
13. Talent Intelligence
Make and/or buy
- Developing a Talent Intelligence Framework (TIF)
- Managing your TIF
- Top talent identification
- Searching top talent globally
- Screening talent
- Data / intelligence supply
- Professional Sourcing Partners around
the globe
Alexander Crépin TalenTTipper.nl
14. Talent Intelligence
Never forget your internal talent base!!!
Offer succession opportunities
Take care of succession planning
NB
Referrals from employee networks are essential
If “outsiders” are “preferred”, the quantity & quality of employee
referrals will decline
Alexander Crépin TalenTTipper.nl
15. TRM: Talent Engagement
The extent to which talents are emotionally &
rationally involved, motivated & committed to
work for or to be connected to your company
Alexander Crépin TalenTTipper.nl
17. Life Time Employment is over
will be replaced by
Life Time Talent Relationships
Company
recruitment
Alexander Crépin TalenTTipper.nl
18. Traditional Careers: Life time employment
Birth School Profession Professional edu Working & Training Pension
linear, destination based model, job security
“What would you like to be?”
Employer
Life time employment
Job 1 Job 2 Job 3 Job 4
Assessment & choice
Alexander Crépin TalenTTipper.nl
19. Birth
School
Work
Work
Work
Training
Education
Training
Training
Education
Pension
Sabbatical
Today: Careers become like a journey
It is estimated that today employees change jobs 20 or more times & will change career fields at least 7 times during their work life.
• Career paths less linear
• Careers less organizational, more employers
• Future employability less certain
• End of job, exit = new phase in relationship
• “Returning” to previous employers becoming “normal”
being employed several times, but non sequentially
Alexander Crépin TalenTTipper.nl
20. Modern Career Paradigm
Main Challenges
Employers : Employer of choice, Talent Magnet
Talents : Employ & Employability
How?
Life Time Talent Relationships development
Alexander Crépin TalenTTipper.nl
21. Employer of Choice talent magnet
Employer Value Position check
Interest Value:
The extent of attractiveness because of the excitement of the work & work environment
Social Value:
Attraction based on a collegial work environment with good team atmosphere
Trust value
Transparent open organization, you get what you see, clear communications, social media savvy
Economic Value:
Attraction based on salary and benefits & businesswise a steady ROI performer
Development Value:
Based on recognition of work and career-enhancing opportunities
Application Value:
The talent’s ability to apply the learned & to teach others & interact with customers
Stakeholder / community value:
The to be part of an organization with a responsible “citizenship” culture of giving, caring & sharing
Alexander Crépin TalenTTipper.nl
22. Talent Engagement
Relationship building
Trust, showing, sharing, doing, communicating are key
• Vision, purpose, clear perspectives & expectations
• Building trust, start giving without asking
• Making your employer value position alive, quality
• Invest in mutual talent relationship development
• Share & exchange business information, resources
• Participating, be open to external input
• Career care & support, development/learn options
• Meeting each other, (virtual) career round-up talks
• Alignment of all HR practices to support & reinforce engagement
Alexander Crépin TalenTTipper.nl
24. TRM: Talent Pool / Community
Developing & managing a network of talents
- with specific qualities to meet or surpass customer demands
- committed / open to help you and/or to work for you
- ensuring direct & easy access to these talents for on demand
talent supply
Alexander Crépin TalenTTipper.nl
25. TRM: Talent Pool / Community
o is likely a network a pipeline of potential
talent not yet applicants, but very well could be someday
o an interactive group of people joined
together by a common interest or affinity
o all members can have a conversation (listen & share) with
another members
Alexander Crépin TalenTTipper.nl
26. TRM: Talent Pool / Network
4 different types of communities
o Talent networks
o Company-branded communities
o Profession-based communities (of practice)
o Hybrid communities (branded & profession-
based)
Alexander Crépin TalenTTipper.nl
27. TRM: Talent Pool / Community
Next generation talent communities
are about UNITING all of the existing fragmented
populations and conversations around an organization
Produce a more holistic visibility into the talent
ecosystem, in the overall talent pipeline ….
Alexander Crépin TalenTTipper.nl
28. Talent Pool / Community
Top Talent Pipeline of Connected Talents
Engaged for a life time talent relationship
Alexander Crépin TalenTTipper.nl
29. Talent Pool Tools
To make your community easy accessible for
users & easy to give and exchange information
Make /use a relationship platform that supports both sides of the relationship
Alexander Crépin TalenTTipper.nl
30. …...the world is becoming too fast,
too complex & too networked for any
company to have all the answers
inside …. (Yochai Benkler)
Talent Pool / Community
Expanding your options to meet or surpass
customer demands
Alexander Crépin TalenTTipper.nl
31. Not all smart people in
the world are working
for you
You need to keep looking outside
Bill Joy, founder, Sun Microsystems
Remember !
Alexander Crépin TalenTTipper.nl
32. ….. We have lot of smart people at SAP, but
we don’t have all of the smart people
We want to hear insights from others, especially from our customers and partners. Maybe a
manufacturer in Mexico can help a chemical company in India apply some operational best
practices or use their SAP software in a different way………..
Alexander Crépin TalenTTipper.nl
33. Tapping the "wisdom of the crowd"
Answering customer demands is no
longer confined within company walls!
34. Almost all smart people
around the world could
work WITH you
share expertise & experience
co-create, co-produce
advise
We now have global platforms for free collaboration
(Don Tapscott)
Not all smart people work for you
Alexander Crépin TalenTTipper.nl
35. Internal
External
inside & outside the organization
the borders are blurring between these two
check your workforce paradigm
Inside
Outside
Alexander Crépin TalenTTipper.nl
36. TRM holistic agile workforce model
HR Human Relations based
Combining a core group of permanent employees
with a contingent workforce of connected talents
• temporary employees
• independent contractors
• consultants
• alumni
• all other identified stakeholders that could support you to meet
& surpass your customer demands
It helps to manage more closely workload volumes, labor costs, diversity ambitions and on demand sourcing of key resources!
Alexander Crépin TalenTTipper.nl
37. Talent Pool / Community
Timely sourcing of scarce/strategic resources
• Vacancies, a screened candidate pipeline
• Tapping expertise, specific know how
• Tapping experience, operational context
• Access to people “Politically” need to know for network
• Temporary, ad hoc work arrangements
• Specific tasks of limited duration
• Flexibility & diversity needs
• Sharing resources, co-creation, co-production
• Inplacement, outplacement ………
Alexander Crépin TalenTTipper.nl
38. Talent Pool / Community
Talent pools & communities are a new
breed of infrastructure designed to
support the real organization!
Talent pools holistically will be:
o sourcing or recruiting solutions
o communications or marketing solutions
o training or workforce development solutions
o collaboration or productivity enhancement solutions
Alexander Crépin TalenTTipper.nl
39. Talent Pool / Community
Beware of the talent pool becoming
NOT just a database of resumes!!
Communication should be taking place from:
o recruiter-to-candidate
o candidate-to-recruiter
o candidate-to-candidate!
Alexander Crépin TalenTTipper.nl
41. TRM not a “shortcut” route
• Building a talent pool / community / network
takes time & effort
• Challenge: making them organic & self-
sustaining
• Members driving the dialogue about what the company
does and how it does it and why it could be a great place to work
• The shared content drives affinity, loyalty and ultimately, increased
applications and referrals
• Gives recruiters visibility into that most nebulous — but most important —
consideration of all: organizational / cultural fit
Alexander Crépin TalenTTipper.nl
42. TRM some (HR) implications
• A focus on top performers
• Mindset = employees don’t intend to stay but like to work for you
• Work out a succession plan, including possible rehire options
• Engage and challenge your top performers to keep them as long as you can
• Conduct off-boarding interviews
• Have an employer branding & engagement team in place
• Keep in touch using an alumni program, or social media community program
• Use workshops & offer training to top alumni to engage them
• Have a boomerang rehire program in place
• Plan for some returning for contingent work
• Don’t forget your retired talent for post-retirement work
Alexander Crépin TalenTTipper.nl
43. With TRM recruiters add value
by structurally improving companies
- agility
- people assets portfolio
- competitive talent advantage
- innovation & problem solving capabilities
by offering opportunities to talents
- to build agile sustainable work relationships
- to work & to earn a living
Alexander Crépin TalenTTipper.nl
44.
45. Always remember
It’s is about People & Trust!
Alexander Crépin
Alexander Crépin TalenTTipper.nl
46. Call
Alexander Crépin
+ 31 (0) 653 641 905
http://nl.linkedin.com/in/alexandercrepin
www.twitter/alexandercrepin
Interested in
Talent Relationship Management ?
Alexander Crépin TalenTTipper.nl
I help you to succeed
47. How I can help you:
– Explore how TRM can make your organization more agile
– Explore how TRM can increase your recruitment ROI
– Develop a customized TRM recruiting strategy
– Make the transition towards TRM based talent supply
– Train & coach your recruiters to work along the TRM model
– Develop a Talent Intelligence Framework
– Talent Intelligent Services via Top Talent ReSearch Center in
Slovakia & international network of executive researchers
– Building your in-company Talent Bank / Talent Pool
– Outsourcing of your Talent Bank for specific job roles
Alexander Crépin
Alexander Crépin TalenTTipper.nl