My Specialties;
Practical HR and sourcing strategy | End-to-end recruitment process (talent acquisition) | Sourcing technology, social network
for recruitment, targeted selection and talent pipeline | Employer branding and recruitment campaign and channel.
The Recruiting Revolution: How Technology is Transforming Talent AcquisitionKip Michael Kelly
We are living through an exciting era in technology development—the emergence of interactive, social media and virtual technologies whose business applications are not yet fully realized. While marketing professionals have been quick to embrace the potential of these technologies for product placement, branding and sales, HR and talent management professionals have approached them with a little more caution as they explore how interactive, social media and virtual world technologies can be effectively applied to attract talent to their organizations. This white paper: Identifies some of the major players in social media and describes their main features;Examines the pros and cons of using social media, simulations and virtual world technologies to expand talent pools and to identify good job candidates;Explores how leading organizations are using these technologies in their HR practices, and;Provides HR and talent management professionals with information they can use to help them incorporate social media and virtual technologies into their organizations’ hiring practices.
Here is a magazine article we got published as a result of Mary Ellen and Jackie doing the workshop at the MFM conference. It was published in the TFM(The Financial Manager) bimonthly magazine, which goes out to all MFM members.
This is the webinar that was done on HCI by Microsoft E&D on how they are building their talent communities using Jobs2Web and other web 2.0 technologies.
The Recruiting Revolution: How Technology is Transforming Talent AcquisitionKip Michael Kelly
We are living through an exciting era in technology development—the emergence of interactive, social media and virtual technologies whose business applications are not yet fully realized. While marketing professionals have been quick to embrace the potential of these technologies for product placement, branding and sales, HR and talent management professionals have approached them with a little more caution as they explore how interactive, social media and virtual world technologies can be effectively applied to attract talent to their organizations. This white paper: Identifies some of the major players in social media and describes their main features;Examines the pros and cons of using social media, simulations and virtual world technologies to expand talent pools and to identify good job candidates;Explores how leading organizations are using these technologies in their HR practices, and;Provides HR and talent management professionals with information they can use to help them incorporate social media and virtual technologies into their organizations’ hiring practices.
Here is a magazine article we got published as a result of Mary Ellen and Jackie doing the workshop at the MFM conference. It was published in the TFM(The Financial Manager) bimonthly magazine, which goes out to all MFM members.
This is the webinar that was done on HCI by Microsoft E&D on how they are building their talent communities using Jobs2Web and other web 2.0 technologies.
This document is a property of Microsoft Corporation.
Microsoft is defining a connected and forward-looking enterprise, the successful enterprise of the future.
How Businesses Use Web 2.0 and Social Media. Presentation by Charlie Kreitzberg and Anne Pauker Kreitzberg, Cognetics at CIO Summit, April 2009, Valley Forge, PA. www.cognetics.com
Jane Marsh's powerpoint presentation from the June 27 webinar from People Management magazine – People power: Sourcing brilliant ideas using social media.
Watch the webinar on demand at http://webinars.peoplemanagement.co.uk/
Web 2.0 At Work - Simple And Social Collaboration Between CoworkersAcando Consulting
This is a presentation from an "awareness seminar" held by Oscar Berg and Henrik Gustafsson from Acando about how Web 2.0 principles and social tools can be used to improve collaboration, knowledge exchange and innovation in an enterprise context.
This document is a property of Microsoft Corporation.
Microsoft is defining a connected and forward-looking enterprise, the successful enterprise of the future.
How Businesses Use Web 2.0 and Social Media. Presentation by Charlie Kreitzberg and Anne Pauker Kreitzberg, Cognetics at CIO Summit, April 2009, Valley Forge, PA. www.cognetics.com
Jane Marsh's powerpoint presentation from the June 27 webinar from People Management magazine – People power: Sourcing brilliant ideas using social media.
Watch the webinar on demand at http://webinars.peoplemanagement.co.uk/
Web 2.0 At Work - Simple And Social Collaboration Between CoworkersAcando Consulting
This is a presentation from an "awareness seminar" held by Oscar Berg and Henrik Gustafsson from Acando about how Web 2.0 principles and social tools can be used to improve collaboration, knowledge exchange and innovation in an enterprise context.
“Social media is hot. And for businesses it represents opportunities to connect directly with candidates on a totally different level. A year ago, businesses were uncertain about social media. Now it's here to stay and companies are rapidly adopting social media recruiting.”
How to leverage Social media for Recruitment - the BraveNewTalent wayGautam Ghosh
presentation made to the Knowledge Management Center of a global Executive Search firm in Delhi on how social media tools are changing business as well as recruitment
Career education-review-robert-starks-jr-social-media-strategies-max knowledgeMaxKnowledge
Robert Starks Jr., Vice President of Learning Initiatives for MaxKnowledge and Founder of Careertipster, discusses the opportunities to use social media strategies in the private postsecondary education sector in an interview for Career Education Magazine.
This Interview with Vanessa DiMauro, CEO Leader Networks and the Patricia Seybold Group explores the best practices for building professional peer communities. This joint collaboration was written in 2007 and stands as a classic reference for online community-building today.
Model-driven Development of Social Network-enabled ApplicationsMarco Brambilla
Social technologies are transforming the Web to a place where
users actively contribute to content production and opinion making. Social
networking requirements are becoming a core part of the needs of modern
enterprises too, which need ad-hoc Web platforms that incorporate the right
set of social features for their business. This leads to the need to provide facilities
and methods for developing such socially enabled applications. In
this paper we propose a model-driven approach that is specifically focused
on the development of Web applications that exploit social features. In particular,
we describe an extension of the WebML notation (a Domain Specific
Language designed to model Web applications), comprising a set of
modeling concepts that encapsulate the logic of the interaction with the social
platforms. Upon this, we define a set of design patterns that respond to
the typical needs of enterprises and we show some sample application scenarios.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading & best Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide.
www.nidmindia.com
Exploring Career Paths in Cybersecurity for Technical CommunicatorsBen Woelk, CISSP, CPTC
Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
7. Talent Acquisition
"Talent acquisition professionals are usually skilled not only in sourcing
tactics, candidate assessment, compliance and hiring standards, but also in
employment branding practices and corporate hiring initiatives. Talent
acquisition as a function has become closely aligned with Marketing and PR
as well as Human Resources"
~ www.recruiter.com
[Available from: http://www.recruiter.com/glossary/talent-cquisition]
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9. Social Technology
"Social technology" is a term
that has historically had two
meanings: as a term related to
social engineering, a meaning
that began in the 19th century,
and as a description of social
software, a meaning that began
in the early 21st century.
Source:
http://en.wikipedia.org/wiki/Social_technology
Social Media Landscape
2012 (web 2.0)
This is a great infographic that
shows how social media landscape
has changed and what it looks like
in 2012
Source: fedcavazza.net
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10. Why use social networks to recruit?
Speed Global reach Scale
These networks will become
Online communities hold a The largest social networks are now
wealth of hiring opportunities increasingly global, making it bigger than entire countries- the
for both active and passive easier to find people independent Facebook community is larger than
candidates who can be of geography France, Spain, Germany and the UK
referred, courted and hired combined
with unprecedented speed A significant percentage of our
from nearly anywhere candidate pool now spend enormous
amounts of time connecting with each
Active & passive candidates other - two thirds of the world’s internet
Social networking blurs the population are visiting social networks
distinction between active and and blogging sites
passive candidates, increasing
the ‘referral factor’ and the Candidate availability
‘serendipity factor’ (opportunities Soon most people will have some
one stumbles across whilst sort of profile posted somewhere,
doing something else) some sort of community they below
Job postings get passed virally to, some sort of work portfolio they
through social networks and want people to see
candidates increasingly use
social networking tools to learn Branding/communication
about an organisation and its Post job opportunities
culture Invite members to connect with you
Direct marketing e.g. LinkedIn Inmails
Professional networks and Introductions
Marketing Events
Build networks of contacts with industry
Post job opportunities
specific professionals Employment sections
Profiles
Cost effective
Alumni networks
Tap in to university and company Post Careers Website link
alumni networks Source: Group TA
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11. Understand the importance of the data we possess as recruitment first!
•No technology can replace the recruiter's ability to network a role and ask for referrals but
“Social Recruitment Tools” help recruiters to source candidates, interact and learn about
their most recent projects and skill sets. When they’re used properly, they enable a very
different level of performance.
•Recruiters can leverage social media channels to promote “Employer Branding” by
sharing and engaging with targeted prospects – successful branding exactly attracts top
talent.
•No external database can ever have the richness of data than you have at your disposal
(leveraging social media and technology need skill, passion and effort) if you understand
how to use your own database – particularly the value of building and working our internal
database for referrals and sourcing “Employee Referral Program”
•Effective talent sourcing channel strategy relies on a very proactive approach and the right
MIX of tools, media, resources and good teamwork – “Collaboration” is key to success.
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12. Baitong’s Timeline
Recruiting Channels and Social Technology
Standard Chartered Bank, THAILAND
On Baitong’s timeline
as of 14 March 2012
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15. Careers website “Leave Your Details” -- Avature
Candidates interested in a career with Standard Chartered will be able to “leave their details” by
telling us their name and email address, identifying which type of roles and locations they are interested
in. They also have the option to attach a resume. These resumes will be uploaded to Avature !!
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