Download this report for the top 4 important recruiting trends in 2013 for search and staffing firms.
Learn more about LinkedIn Talent Solutions for recruitment firms: http://linkd.in/1iTsTH5
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This project report describes the development of a Human Resource Management Information System (HRMIS) for CARE Bangladesh. The report outlines the need for an HRMIS to manage employee information more efficiently. It discusses the design and implementation of the proposed HRMIS, including defining the system scope, components, data requirements and database structure. The report also covers testing the HRMIS during implementation to ensure it meets requirements. The HRMIS is aimed to help CARE Bangladesh better manage human resources and align them with organizational strategies.
This document provides an overview and outline of an HR Management System project. It includes sections on the current problems with the existing system, the proposed new system, key modules like Time Management and ATS (Apprentice Training), and technologies used like .NET, C#, Oracle 11g, and the Spiral model of software development. Feasibility aspects like technical, economic and operational feasibility are also summarized. The goal of the project is to develop a centralized web-based system to replace manual and decentralized existing systems for better management of employee attendance, leave, payroll and student training functions.
ROLE OF HRIS IN EFFECTIVE WORKFORCE PLANNINGGarg Eshank
This document discusses a study on the role of human resource information systems (HRIS) in effective workforce planning. It begins with background information on the topic and outlines the research problem, questions, and objectives. The study uses a quantitative methodology including surveys of HR executives to understand how HRIS supports workforce planning functions like recruitment, training and development, and succession planning. The results show that HRIS provides benefits for analyzing training needs and job roles. There is also a correlation found between HRIS recruitment features and effective workforce planning. In conclusion, the study demonstrates how HRIS can increase the efficiency of HR planning.
In this presentation, we will discuss the factors that need to be considered while implementing the HRIS in an organization along with issues that might occur and ways to handle and control the same in a professional way without hampering the general workflow.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document discusses Human Resource Information Systems (HRIS). It provides an overview of HRIS, including why they are needed, their applications and utilities, implementation process, benefits, and limitations. It also includes a case study of SunGard, a company that uses an Oracle/PeopleSoft HRIS for functions like payroll processing, training, and recruitment. The HRIS allows for speedy data retrieval and processing, accurate reporting, and more effective HR decision making. However, implementation can be challenging and affect company culture, and systems may face issues like downtime.
The document outlines the steps for implementing a Human Resource Information System (HRIS). It discusses 14 steps: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It also provides details on each step and highlights the importance of properly implementing each step for a successful HRIS system. This is illustrated through a case study of a global logistics company that implemented an HRIS to improve employee leave management across its operations
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
This project report describes the development of a Human Resource Management Information System (HRMIS) for CARE Bangladesh. The report outlines the need for an HRMIS to manage employee information more efficiently. It discusses the design and implementation of the proposed HRMIS, including defining the system scope, components, data requirements and database structure. The report also covers testing the HRMIS during implementation to ensure it meets requirements. The HRMIS is aimed to help CARE Bangladesh better manage human resources and align them with organizational strategies.
This document provides an overview and outline of an HR Management System project. It includes sections on the current problems with the existing system, the proposed new system, key modules like Time Management and ATS (Apprentice Training), and technologies used like .NET, C#, Oracle 11g, and the Spiral model of software development. Feasibility aspects like technical, economic and operational feasibility are also summarized. The goal of the project is to develop a centralized web-based system to replace manual and decentralized existing systems for better management of employee attendance, leave, payroll and student training functions.
ROLE OF HRIS IN EFFECTIVE WORKFORCE PLANNINGGarg Eshank
This document discusses a study on the role of human resource information systems (HRIS) in effective workforce planning. It begins with background information on the topic and outlines the research problem, questions, and objectives. The study uses a quantitative methodology including surveys of HR executives to understand how HRIS supports workforce planning functions like recruitment, training and development, and succession planning. The results show that HRIS provides benefits for analyzing training needs and job roles. There is also a correlation found between HRIS recruitment features and effective workforce planning. In conclusion, the study demonstrates how HRIS can increase the efficiency of HR planning.
In this presentation, we will discuss the factors that need to be considered while implementing the HRIS in an organization along with issues that might occur and ways to handle and control the same in a professional way without hampering the general workflow.
To know more about Welingkar School’s Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
The document discusses Human Resource Information Systems (HRIS). It provides an overview of HRIS, including why they are needed, their applications and utilities, implementation process, benefits, and limitations. It also includes a case study of SunGard, a company that uses an Oracle/PeopleSoft HRIS for functions like payroll processing, training, and recruitment. The HRIS allows for speedy data retrieval and processing, accurate reporting, and more effective HR decision making. However, implementation can be challenging and affect company culture, and systems may face issues like downtime.
The document outlines the steps for implementing a Human Resource Information System (HRIS). It discusses 14 steps: 1) inception of idea, 2) feasibility study, 3) selecting a project team, 4) defining requirements, 5) vendor analysis, 6) package contract negotiation, 7) training, 8) tailoring the system, 9) collecting data, 10) testing the system, 11) starting up, 12) running in parallel, 13) maintenance, and 14) evaluation. It also provides details on each step and highlights the importance of properly implementing each step for a successful HRIS system. This is illustrated through a case study of a global logistics company that implemented an HRIS to improve employee leave management across its operations
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
The document outlines 8 steps companies can take to engage candidates online without large investments. It discusses establishing metrics to measure brand success, understanding the target audience by interviewing top performers, developing a content plan, enlisting employees as brand ambassadors, optimizing the company careers page, utilizing free design tools, elevating the candidate experience, and providing a question and answer session. The speaker is Ed Nathanson, founder of Red Pill Talent, who has over 20 years of experience in talent acquisition, HR, and employer branding.
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
The document outlines 8 steps companies can take to engage candidates online without large investments. It discusses establishing metrics to measure brand success, understanding the target audience by interviewing top performers, developing a content plan, enlisting employees as brand ambassadors, optimizing the company careers page, utilizing free design tools, elevating the candidate experience, and providing a question and answer session. The speaker is Ed Nathanson, founder of Red Pill Talent, who has over 20 years of experience in talent acquisition, HR, and employer branding.
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Ellen Burstyn: From Detroit Dreamer to Hollywood Legend | CIO Women MagazineCIOWomenMagazine
In this article, we will dive into the extraordinary life of Ellen Burstyn, where the curtains rise on a story that's far more attractive than any script.
The Most Inspiring Entrepreneurs to Follow in 2024.pdfthesiliconleaders
In a world where the potential of youth innovation remains vastly untouched, there emerges a guiding light in the form of Norm Goldstein, the Founder and CEO of EduNetwork Partners. His dedication to this cause has earned him recognition as a Congressional Leadership Award recipient.
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Unlocking WhatsApp Marketing with HubSpot: Integrating Messaging into Your Ma...Niswey
50 million companies worldwide leverage WhatsApp as a key marketing channel. You may have considered adding it to your marketing mix, or probably already driving impressive conversions with WhatsApp.
But wait. What happens when you fully integrate your WhatsApp campaigns with HubSpot?
That's exactly what we explored in this session.
We take a look at everything that you need to know in order to deploy effective WhatsApp marketing strategies, and integrate it with your buyer journey in HubSpot. From technical requirements to innovative campaign strategies, to advanced campaign reporting - we discuss all that and more, to leverage WhatsApp for maximum impact. Check out more details about the event here https://events.hubspot.com/events/details/hubspot-new-delhi-presents-unlocking-whatsapp-marketing-with-hubspot-integrating-messaging-into-your-marketing-strategy/
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
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Enhancing Adoption of AI in Agri-food: IntroductionCor Verdouw
Introduction to the Panel on: Pathways and Challenges: AI-Driven Technology in Agri-Food, AI4Food, University of Guelph
“Enhancing Adoption of AI in Agri-food: a Path Forward”, 18 June 2024
Tired of chasing down expiring contracts and drowning in paperwork? Mastering contract management can significantly enhance your business efficiency and productivity. This guide unveils expert secrets to streamline your contract management process. Learn how to save time, minimize risk, and achieve effortless contract management.
During the budget session of 2024-25, the finance minister, Nirmala Sitharaman, introduced the “solar Rooftop scheme,” also known as “PM Surya Ghar Muft Bijli Yojana.” It is a subsidy offered to those who wish to put up solar panels in their homes using domestic power systems. Additionally, adopting photovoltaic technology at home allows you to lower your monthly electricity expenses. Today in this blog we will talk all about what is the PM Surya Ghar Muft Bijli Yojana. How does it work? Who is eligible for this yojana and all the other things related to this scheme?
Prescriptive analytics BA4206 Anna University PPTFreelance
Business analysis - Prescriptive analytics Introduction to Prescriptive analytics
Prescriptive Modeling
Non Linear Optimization
Demonstrating Business Performance Improvement
2. The US Recruitment Firm Landscape at a Glance
LinkedIn has conducted its 3rd Annual Global Recruiting Trends survey in 12 countries.
We surveyed over 1,500 recruitment firm leaders to capture their thoughts on what keeps them up at night, trends in
the recruitment industry, and key sources for high-quality placements. We distilled all this and more into 4 key trends
you need to know, as a strategic recruitment leader, to be most effective to your candidates, your clients, and your
company.
4 most important trends shaping the future of recruitment firms
1
Recruitment market is heating up, especially in the United States
2
Social professional networks are increasingly driving quality of hire
3
Firms must close the passive talent “capabilities gap” to stay competitive
4
Context and content in marketing are more important than ever
For details on survey methodology, please see page 24.
Global and other country-specific reports coming soon.
LinkedIn 2013 Global Recruiting Trends
2
3. 1
Recruitment market is heating up
Especially in the United States
LinkedIn 2013 Global Recruiting Trends
3
4. US hiring growth is far outpacing global growth
2013 Placement Volume
2013 Placement Volume
Full-time and part-time
Contractors, interim and temporary
100%
100%
Increase
80%
Same
80%
57%
67%
60%
60%
84%
40%
Decrease
72%
40%
28%
23%
20%
20%
21%
12%
0%
4%
10%
“Considering only full and part-time professional
employees, how do you expect the volume of candidates
placed by your organization to change this year? ”
0%
7%
15%
“Considering only contractors, interim and temporary
professionals, how do you expect the volume of candidates
placed by your organization to change this year?”
LinkedIn 2013 Global Recruiting Trends
4
5. And hiring volume remains healthy in 2013, but budgets
have not kept up – requiring firms to do more with less
Placement Volume
Full-time and part-time
Recruitment Budgets
100%
100%
80%
80%
53%
60%
78%
84%
51%
Increase
60%
Same
Decrease
40%
40%
40%
20%
20%
15%
12%
7%
4%
2012
0%
45%
2013
“Considering only full and part-time professional
employees, how do you expect the volume of candidates
placed by your organization to change this year?
7%
4%
2012
0%
2013
“How has your organization’s budget for recruiting
solutions changed this year?”
LinkedIn 2013 Global Recruiting Trends
5
6. At the same time, competition is high in the
recruitment market
Biggest obstacles to attracting top talent
Top 3 obstacles reflect a highly competitive landscape
Availability of quality talent
Competition
Offer made by client (includes compensation, role, location, etc.)
Recruiting team too small
Inability to effectively use data to improve our approach
Recruiting team skills
Lack of familiarity with my firm’s brand
Recruiting team doesn’t have the right tools/systems
Lack of familiarity with client’s brand
65%
46%
33%
16%
11%
11%
11%
10%
8%
“What are your company’s biggest obstacles to attracting the best talent?”
LinkedIn 2013 Global Recruiting Trends
6
7. In this environment, efficiency is prized more than ever
Top 5 most valuable metrics for recruitment firms
Number of placements prioritized above all
1. Number of placements
2. Client satisfaction
3. Quality of placement
4. Candidate submittals
5. Time to place
40%
20%
16%
9%
3%
“What is the single most valuable metric that you use to track your recruiting team’s performance today?”
LinkedIn 2013 Global Recruiting Trends
7
9. Social professional networks are #1 source of key quality
hires by far
Top 5 sources of quality hires
1. Social professional networks
2. ATS / internal candidate database
3. Internet resume databases
4. Internet job boards
5. Employee referral programs
63%
40%
37%
35%
32%
59%
45%
31%
39%
20%
“Think about the key quality hires that your organization placed in 2012. Which of the following were the most
important sources for those key positions?”
LinkedIn 2013 Global Recruiting Trends
9
10. Social professional networks also the #1 long-lasting trend
Top long-lasting trends
Utilizing social and professional networks
Finding better ways to source passive candidates
Using an internal database to manage talent leads
Boosting referral programs
Reducing dependence on traditional job boards
Posting jobs online
Using mobile for recruiting
Upgrading branding/marketing for staffing firms
69%
65%
39%
30%
24%
18%
18%
16%
70%
56%
39%
25%
21%
24%
18%
21%
“What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?”
LinkedIn 2013 Global Recruiting Trends
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11. In fact, recruitment leaders view social professional networks
as #1 competitive threat
Top 5 competitive threats in recruitment
1. Use social networking and social media more effectively
2. Build and nurture strong talent pools or pipelines
3. Hire recruiters to strengthen the team
4. Use data more effectively
5. Invest in existing recruiting and/or tools (e.g., ATS, job boards, LinkedIn, etc.)
28%
25%
23%
22%
20%
“What are the things that your competitors have done or may plan on doing that would make you most nervous?”
LinkedIn 2013 Global Recruiting Trends
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12. Our favorite tips: Using LinkedIn to source and attract
high-quality candidates
1
It all starts with your profile.
Your profile is your first opportunity to build your personal brand as a recruiting
professional. Add a picture, get creative with your headline, and feature
recommendations. Your profile summary should articulate why you’re a trusted
partner. Think BRAND, not resume.
2
Engage your followers.
Make sure your firm has a Company Page on LinkedIn, where members can follow
your organization. Use Targeted Status Updates to share brand messaging,
company news and open positions with your follower base – you can target by
industry, function, geography and more.
3
Get involved in LinkedIn Groups.
There are more than 2M Groups on LinkedIn. Join recruiting groups or those
relevant to your key talent pools to keep your finger on the pulse. Participate in a
few to brand yourself as an expert. And consider creating a group about your firm
or industry to drive your company brand, build pipeline, and even source.
For more tips and best practices, visit: talent.linkedin.com.
LinkedIn 2013 Global Recruiting Trends
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13. 3
The passive talent “capabilities gap”
Firms must close it to remain competitive
LinkedIn 2013 Global Recruiting Trends
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14. Passive talent is the #2 long-lasting trend
Top long-lasting trends
Utilizing social and professional networks
Finding better ways to source passive candidates
Using an internal database to manage talent leads
Boosting referral programs
Reducing dependence on traditional job boards
Posting jobs online
Using mobile for recruiting
Upgrading branding/marketing for staffing firms
69%
65%
39%
30%
24%
18%
18%
16%
70%
56%
39%
25%
21%
24%
18%
21%
“What do you consider to be the three most essential and long-lasting trends in recruiting for professional roles?”
LinkedIn 2013 Global Recruiting Trends
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15. 90% of firms focus on passive candidates; more than half
say passive talent is central to their recruiting strategy
Focus on passive candidate recruiting
9% 1%
Very much so – it’s central to
our recruiting strategy
To some extent
34%
56%
Not much
Not at all – we focus on
active candidates only
“To what extent does your recruiting organization focus on hiring passive talent? (‘Passive talent:’ individuals who
are not actively looking for a job).”
LinkedIn 2013 Global Recruiting Trends
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16. Reasons for not focusing more on passive talent reveal a
“capabilities gap”
Reasons for not focusing on passive talent
4 out of 5 top reasons show skill and tool deficiencies
1. We get enough quality active candidates already
2. We haven’t been successful at it in the past
3. It takes too long
4. We don’t have the tools to do it well
5. We don’t know how to find passive candidates
34%
28%
21%
17%
14%
“For which reasons does your organization typically not focus on hiring passive talent?”
LinkedIn 2013 Global Recruiting Trends
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17. Our favorite tips: Engaging passive candidates
1
Immerse yourself in the candidate’s world.
Get smarter on the industry, using sources like LinkedIn Today to keep up with
hot relevant topics. Research your prospect’s current role and leverage mutual
connections when possible.
2
Build relationships, avoid being transactional.
Send fewer, more targeted InMails. Compliment profiles sincerely, and ‘dangle
a carrot’ to lure them in rather than blasting out lengthy job descriptions. Ask to
connect and continue the dialogue.
3
Listen and adapt.
Invite candidates to talk about themselves, uncover their needs/motivations,
and keep detailed notes on their profiles or within LinkedIn Recruiter at every
touchpoint. Reflect on their input as you explain why your client’s opportunity is
right for them.
For more passive talent tips and best practices, visit: talent.linkedin.com/passivetalent.
LinkedIn 2013 Global Recruiting Trends
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18. 4
Context and content in marketing
More important than ever for recruitment firms
LinkedIn 2013 Global Recruiting Trends
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19. Most firms spend money on marketing and advertising
Advertising Spend
4%
16%
Yes, on an ongoing basis
39%
Yes, from time to time
No
No response
41%
“Does your company spend money to advertise your business?”
LinkedIn 2013 Global Recruiting Trends
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20. Fastest-rising and falling marketing channels illustrate importance of
professional context and high-quality content in brand-building
Fastest-Rising and Falling Marketing Channels
Top 10 Channels
2012
2013
Company website
61%
47%
34%
35%
13%
20%
15%
5%
9%
9%
57%
56%
37%
32%
18%
16%
13%
10%
10%
7%
Online professional networks (e.g. LinkedIn)
Friends/family, word of mouth
Traditional Job Boards
Public relations efforts
Social media (e.g. Facebook)
Search engine marketing (SEM)
Content generation (whitepapers, blogs, etc.)
Other online advertising
Public recognition/awards
Increase (+)
Decrease (-)
-4%
+9%
-3%
+5%
-4%
+5%
“Which channels or tools have you found most effective in advertising your business?
LinkedIn 2013 Global Recruiting Trends
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21. Our favorite tips: Content marketing for recruitment firms
1
Plan.
Your objective: educate and convert a target audience (for example, your
customers or candidates) through high-quality content.
2
Target.
Identify a specific target market for your content. Ask yourself: What does that
person care about? What does he or she want to learn?
3
Create.
The best content starts with a strong title that piques interest (e.g., “7 Common
Mistakes Made in the Hiring Process”) and delivers tangible tips or takeaways.
4
Distribute.
Share your content through channels including social media and your company’s
website and blog. On LinkedIn, distribute your content via company status
updates, your team’s personal status updates, targeted advertising, and LinkedIn
Groups.
For more content marketing tips and best practices, visit: http://lnkd.in/ContentWebcast.
LinkedIn 2013 Global Recruiting Trends
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23. Talent Acquisition is…
Complete the sentence with a single word or phrase: "Talent acquisition is..."
LinkedIn 2013 Global Recruiting Trends
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24. Trends Survey Sampling and Methodology
Survey Sample
Survey respondents are talent acquisition
professionals who:
–
–
–
–
Data Comparisons
work for a recruitment firm
represent an even mix of small, medium and large
firms
have at least some budget authority
focus exclusively on recruiting professional hires for
clients
Survey respondents are members of LinkedIn who
have opted to participate in research studies. They
were selected based on information in their
LinkedIn profile and contacted via email.
Global comparisons are reported as un-weighted averages
from the noted countries
Historical data comparisons are taken from 2012 Global
Recruiting Trends research, which had similar sampling
criteria and methodology to 2013
–
–
2013 survey fielded April-May 2013 with 292 US respondents
2012 survey fielded May-July 2012 with 416 US respondents
Nordics: 89
Netherlands: 182
Canada: 200
UK: 188
France: 101
China: 90
USA: 292
India: 170
Australia: 201
LinkedIn 2013 Global Recruiting Trends
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25. To learn more….
2013 Global Recruiting Trends Reports – Recruitment Firms
Global and Additional Countries: COMING SOON
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LinkedIn 2013 Global Recruiting Trends
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