Staffing For Excellence
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PXT Select used to benchmark top performers (concurrent study) and hire candidates most likely to perform at the level of your best employees.
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Hire Simpler and Smarter
Take the guess work and risk out of hiring. Make hiring right the first time your competitive advantage. Making a bad hire decision is avoidable if you add PXT Select data to your due diligence. The secret behind hiring quicker and smarter is better and more data. Typically employers lack about one third the information they need to make an informed hiring decision. They don't know if the person really likes the work, if they will mesh with their team, the culture and above all else see eye to eye with their manager. Hire great talent is one thing keeping it is another and that's where the PXT Select suite of reports kick in.
Coaching, career planning, teamwork, employee/manager communications, leadership development create a win for the employee, manager, team, and the organization.
How to hire a perfect PPC Specialist for your organisation
1.Craft a compelling job description
Crafting a compelling job description is paramount in the recruitment process as it serves as the initial touchpoint between a company and potential candidates.
2.Candidate discovery
Discovering relevant candidates is pivotal in the recruitment process. EasySource's talent discovery model uses advanced algorithms to identify candidates whose skills match job requirements
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds PPC specialist with relevant skills, profiles, and work experience.
4.Assess candidates
Assessing candidates' skills is crucial for identifying the right fit. EasyInterview's skill assessment tool evaluates candidates based on job-specific competencies.
5.Interview candidates
Automated video interviews offer insights beyond resumes. EasyInterview enables recruiters to assess candidates comprehensively, whether hiring for one position or at scale. Moreover, involving hiring managers expedites decision-making in the recruitment process.
6.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Conduct reference checks
Once you have shortlisted the candidates, verify their work history and performance in previous roles. This step is essential in ensuring the authenticity of their claims and understanding their strengths and areas for development.
8.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee. Share a comprehensive offer letter with the candidates that includes information about the position, such as the title, duties, salary, and benefits. It must include the start date, the probationary period (if any), and the signature of the employer.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/ppc-specialist
Multipurpose Assessment
Discover the industry leading multipurpose PXT Select assessment and experience the incredible ROI, as your organization enjoys, reduced turnover, improved engagement and productivity.
Give your managers the ability to lead at the level of one by providing them with a variety of reports for each of their team members that will improve teamwork, manager/employee communications, and the employee experience.
The PXT Select can be your organization's competitive advantage. If you truly believe that your employees are your greatest asset then you need the PXT Select to take your strategy to the next level.
How to hire the perfect Paid Marketing Specialist
1. Craft a compelling job description
When recruiting for a Paid Marketing Specialist, whether they're just starting or have years of experience, it's crucial that the job description accurately reflects the duties and expectations of the role. It should also highlight our company's values, perks, and opportunities for career growth. By doing so, we'll attract top-tier candidates who align with our organization and are eager to contribute to our success.
2. Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant Paid Marketing Specialists from active, passive, and hidden talent pools based on your job description or simple prompts.
3. Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds paid marketing specialists with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4. Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate paid marketing specialists' technical and workplace skills as well as personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5. Interview candidates
Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether you are hiring one Paid Marketing Specialist or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6. Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7. Verify references
After shortlisting candidates, it's crucial to verify their work history and performance in previous roles. This helps ensure the authenticity of their claims and provides insights into their strengths and areas for development. Additionally, inquire about the candidate's ability to collaborate effectively within a team and adapt to the company culture, as this role entails collaboration across multiple teams.
8. Select and onboard
Offering a comprehensive offer letter to candidates is essential as it safeguards both the employer and the employee.
Read the full article here: https://www.hirequotient.com/how-to-hire/paid-marketing-specialist
How to hire the perfect VP of Marketing for your organization
1. Craft a compelling job description
The job description should accurately reflect the functions and responsibilities of the position, regardless of whether you are employing entry-level personnel or an experienced one like the vice president of marketing. The career path for the role, benefits, and the organization's ideals should all be mentioned. This will undoubtedly draw in highly competent applicants who mesh well with the company.
2. Discover relevant candidates
Recruiters can locate active job seekers by using job boards like Indeed, LinkedIn, ZipRecruiter, and Glassdoor. To locate passive candidates for jobs, they would want recruitment tools. Based on your job description or easy prompts, EasySource's Candidate Discovery Module may quickly discover relevant VPs from active, inactive, and hidden talent pools.
3. Screen candidates
EasySource's Candidate Screening Module finds VPs with relevant abilities, profiles, and work experience by mapping the ideal candidate profile based on your job description or prompts. This helps you prevent situations like this. Recruiters can prioritize their outreach by using persona-based screening to rate applicants according to their relevancy.
4. Assess candidates
Technical and professional skills, as well as personality qualities, are validated by the pre-built and customizable adaptive skill assessments offered by EasyAssess, which is used by the VP of Marketing. By leveling the playing field with these pre-employment exams, recruiters can assemble successful teams from a diverse pool of talented applicants.
5. Interview candidates
Automated video interviews offer a unique opportunity to delve deeper into candidates' personalities, communication skills, and overall fit for the role beyond what a traditional resume can convey. Whether you're hiring for a single position or conducting mass recruitment, leveraging EasyInterview can provide recruiters with a competitive advantage in sourcing diverse and outstanding talent from around the world.
6. Engage candidates
EasySource's Candidate Engagement Module is designed to streamline the engagement process by providing recruiters with highly personalized strategies and messaging options across various platforms. This module allows recruiters to craft tailored messages that resonate with candidates, showcasing the organization's culture, values, and opportunities.
7. Conduct Reference Checks
After shortlisting candidates, it's crucial to conduct thorough reference checks to verify their work history and performance in previous roles.
8. Selection and onboarding
Once reference checks are complete, it's time to extend an offer to the selected candidate.
Read the full article: https://www.hirequotient.com/how-to-hire/vp-marketing
Recommended
Hire Simpler and Smarter
Take the guess work and risk out of hiring. Make hiring right the first time your competitive advantage. Making a bad hire decision is avoidable if you add PXT Select data to your due diligence. The secret behind hiring quicker and smarter is better and more data. Typically employers lack about one third the information they need to make an informed hiring decision. They don't know if the person really likes the work, if they will mesh with their team, the culture and above all else see eye to eye with their manager. Hire great talent is one thing keeping it is another and that's where the PXT Select suite of reports kick in.
Coaching, career planning, teamwork, employee/manager communications, leadership development create a win for the employee, manager, team, and the organization.
How to hire a perfect PPC Specialist for your organisation
1.Craft a compelling job description
Crafting a compelling job description is paramount in the recruitment process as it serves as the initial touchpoint between a company and potential candidates.
2.Candidate discovery
Discovering relevant candidates is pivotal in the recruitment process. EasySource's talent discovery model uses advanced algorithms to identify candidates whose skills match job requirements
3.Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds PPC specialist with relevant skills, profiles, and work experience.
4.Assess candidates
Assessing candidates' skills is crucial for identifying the right fit. EasyInterview's skill assessment tool evaluates candidates based on job-specific competencies.
5.Interview candidates
Automated video interviews offer insights beyond resumes. EasyInterview enables recruiters to assess candidates comprehensively, whether hiring for one position or at scale. Moreover, involving hiring managers expedites decision-making in the recruitment process.
6.Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7.Conduct reference checks
Once you have shortlisted the candidates, verify their work history and performance in previous roles. This step is essential in ensuring the authenticity of their claims and understanding their strengths and areas for development.
8.Selection and onboarding
An offer letter is important because it helps to protect both the employer and the employee. Share a comprehensive offer letter with the candidates that includes information about the position, such as the title, duties, salary, and benefits. It must include the start date, the probationary period (if any), and the signature of the employer.
To read the full article, visit
https://www.hirequotient.com/how-to-hire/ppc-specialist
Multipurpose Assessment
Discover the industry leading multipurpose PXT Select assessment and experience the incredible ROI, as your organization enjoys, reduced turnover, improved engagement and productivity.
Give your managers the ability to lead at the level of one by providing them with a variety of reports for each of their team members that will improve teamwork, manager/employee communications, and the employee experience.
The PXT Select can be your organization's competitive advantage. If you truly believe that your employees are your greatest asset then you need the PXT Select to take your strategy to the next level.
How to hire the perfect Paid Marketing Specialist
1. Craft a compelling job description
When recruiting for a Paid Marketing Specialist, whether they're just starting or have years of experience, it's crucial that the job description accurately reflects the duties and expectations of the role. It should also highlight our company's values, perks, and opportunities for career growth. By doing so, we'll attract top-tier candidates who align with our organization and are eager to contribute to our success.
2. Discover relevant candidates
EasySource’s Candidate Discovery Module can instantly surface relevant Paid Marketing Specialists from active, passive, and hidden talent pools based on your job description or simple prompts.
3. Screen candidates
EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds paid marketing specialists with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach.
4. Assess candidates
EasyAssess offers pre-built and customized adaptive skill assessments that validate paid marketing specialists' technical and workplace skills as well as personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds.
5. Interview candidates
Automated video interviews can be a great way to go beyond the resume and learn more about candidates. Whether you are hiring one Paid Marketing Specialist or at scale, EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster.
6. Engage candidates
EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization.
7. Verify references
After shortlisting candidates, it's crucial to verify their work history and performance in previous roles. This helps ensure the authenticity of their claims and provides insights into their strengths and areas for development. Additionally, inquire about the candidate's ability to collaborate effectively within a team and adapt to the company culture, as this role entails collaboration across multiple teams.
8. Select and onboard
Offering a comprehensive offer letter to candidates is essential as it safeguards both the employer and the employee.
Read the full article here: https://www.hirequotient.com/how-to-hire/paid-marketing-specialist
How to hire the perfect VP of Marketing for your organization
1. Craft a compelling job description
The job description should accurately reflect the functions and responsibilities of the position, regardless of whether you are employing entry-level personnel or an experienced one like the vice president of marketing. The career path for the role, benefits, and the organization's ideals should all be mentioned. This will undoubtedly draw in highly competent applicants who mesh well with the company.
2. Discover relevant candidates
Recruiters can locate active job seekers by using job boards like Indeed, LinkedIn, ZipRecruiter, and Glassdoor. To locate passive candidates for jobs, they would want recruitment tools. Based on your job description or easy prompts, EasySource's Candidate Discovery Module may quickly discover relevant VPs from active, inactive, and hidden talent pools.
3. Screen candidates
EasySource's Candidate Screening Module finds VPs with relevant abilities, profiles, and work experience by mapping the ideal candidate profile based on your job description or prompts. This helps you prevent situations like this. Recruiters can prioritize their outreach by using persona-based screening to rate applicants according to their relevancy.
4. Assess candidates
Technical and professional skills, as well as personality qualities, are validated by the pre-built and customizable adaptive skill assessments offered by EasyAssess, which is used by the VP of Marketing. By leveling the playing field with these pre-employment exams, recruiters can assemble successful teams from a diverse pool of talented applicants.
5. Interview candidates
Automated video interviews offer a unique opportunity to delve deeper into candidates' personalities, communication skills, and overall fit for the role beyond what a traditional resume can convey. Whether you're hiring for a single position or conducting mass recruitment, leveraging EasyInterview can provide recruiters with a competitive advantage in sourcing diverse and outstanding talent from around the world.
6. Engage candidates
EasySource's Candidate Engagement Module is designed to streamline the engagement process by providing recruiters with highly personalized strategies and messaging options across various platforms. This module allows recruiters to craft tailored messages that resonate with candidates, showcasing the organization's culture, values, and opportunities.
7. Conduct Reference Checks
After shortlisting candidates, it's crucial to conduct thorough reference checks to verify their work history and performance in previous roles.
8. Selection and onboarding
Once reference checks are complete, it's time to extend an offer to the selected candidate.
Read the full article: https://www.hirequotient.com/how-to-hire/vp-marketing
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Thank you for showing your interest in Proconnect Consulting. We request you to take just 5~10 minutes out of your busy schedule going through this brief synopsis. We’ll try to give a concise overview about Proconnect Consulting, the services which we offer and how we could add value to your esteemed organization. We’re sure, it’ll be worth your time.
Dear all,Looking forward to tonights presentationsPlease.docx
Dear all,
Looking forward to tonight's presentations?
Please find attached the case study which will constitute the final exam for this course.
Please read the case thoroughly, and write approximately 10 page case analysis addressing the following questions:
- Why is it important to understand thoroughly the various elements of the employee value proposition (EVP)?
- Why would a company want to know what are the most important aspects of EVP for their employees?
- Who is responsible for defining EVP?
- Would there be other elements to the EVP than the listed 38?
- What explains the differences in the preferences in different countries?
- Do you expect that there would be differences in preferences depending on the age, experience and gender of employees?
- After understanding the employee preferences, what should a company do next?
- Would you consider the EVP to mature or evolve over time?
- In your experience, what are the most important aspects of the EVP for the employees in your organisation?
Please also feel free to include any other discussion points.
As discussed, the value of the analysis can be improved by:
- using additional information sources for the analysis (company website, earlier research on the topic, background info on the company,...)
- presenting your own individual thoughts and views on the case
Implementing an Employee Value
Proposition in the GCC
A Case Study on TNT Express
Case study
Reference no 410-093-1
This case was written by Professor Abhilasha Singh, Institute of Management
Technology, Dubai and Jacqueline Mitchell, TNT Express. It is intended to be
used as the basis for class discussion rather than to illustrate either effective or
ineffective handling of a management situation. The case was made possible by
the co-operation of TNT Express.
© 2010, Institute of Management Technology, Dubai and TNT Express.
No part of this publication may be copied, stored, transmitted, reproduced
or distributed in any form or medium whatsoever without the permission
of the copyright owner.
ecch the case for learning
Distributed by ecch, UK and USA North America Rest of the world
www.ecch.com t +1 781 239 5884 t +44 (0)1234 750903
All rights reserved f +1 781 239 5885 f +44 (0)1234 751125
Printed in UK and USA e [email protected] e [email protected]
Implementing an Employee Value Proposition in the GCC:
A Case Study on TNT Express
Prof. Abhilasha Singh,
Institute of Management Technology, Academic City, Dubai, PO Box 345006 UAE
E-mail – [email protected]
Ms Jacqueline Mitchell
TNT Express, PO Box 15321, Dubai UAE
E-mail – [email protected]
ABSTRACT
In a highly competitive labor market, employee value proposition is becoming a solution
to attract and retain talent. The present case helps the readers to identify the factors of
Employee Value Proposition to build a credible, strategic and competitive EVP at TNT
Express in Kuwait, Bahrain and Saudi Arabia.
The case also focuses on the differe.
Hrinz Change Management Sig
I've done this workshop for the Change Management SIG of th Human Resources Institute New Zealand.
Puzzled by Employee Engagement
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Unconscious Bias and the Hiring Process
Download Today! State of Hiring White Paper
Did you know that 65% of managers guide their hiring decisions based on instinct rather than data?*
With organizations facing a struggle for talent and feeling pressured to fill positions quickly, speed becomes the predominant criteria in the selection process. The result? Hiring managers are left susceptible to unconscious bias and may unknowingly make decisions and choices that exclude certain individuals based on a single characteristic or trait.
Choosing this route could have a long-term effect on an organization’s ability to attract and retain quality talent.
But there is good news! Organizations can address unconscious bias, and in turn gain access to qualified candidates and a diverse and equitable workplace environment.
Download Today!
From building organization-wide awareness to committing to Diversity and Inclusion Initiatives, learn more about the steps your organization can take to combat unconscious bias by downloading State of Hiring, our new exclusive PXT Select™ white paper.
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Proconnect Intro
Thank you for showing your interest in Proconnect Consulting. We request you to take just 5~10 minutes out of your busy schedule going through this brief synopsis. We’ll try to give a concise overview about Proconnect Consulting, the services which we offer and how we could add value to your esteemed organization. We’re sure, it’ll be worth your time.
Dear all,Looking forward to tonights presentationsPlease.docx
Dear all,
Looking forward to tonight's presentations?
Please find attached the case study which will constitute the final exam for this course.
Please read the case thoroughly, and write approximately 10 page case analysis addressing the following questions:
- Why is it important to understand thoroughly the various elements of the employee value proposition (EVP)?
- Why would a company want to know what are the most important aspects of EVP for their employees?
- Who is responsible for defining EVP?
- Would there be other elements to the EVP than the listed 38?
- What explains the differences in the preferences in different countries?
- Do you expect that there would be differences in preferences depending on the age, experience and gender of employees?
- After understanding the employee preferences, what should a company do next?
- Would you consider the EVP to mature or evolve over time?
- In your experience, what are the most important aspects of the EVP for the employees in your organisation?
Please also feel free to include any other discussion points.
As discussed, the value of the analysis can be improved by:
- using additional information sources for the analysis (company website, earlier research on the topic, background info on the company,...)
- presenting your own individual thoughts and views on the case
Implementing an Employee Value
Proposition in the GCC
A Case Study on TNT Express
Case study
Reference no 410-093-1
This case was written by Professor Abhilasha Singh, Institute of Management
Technology, Dubai and Jacqueline Mitchell, TNT Express. It is intended to be
used as the basis for class discussion rather than to illustrate either effective or
ineffective handling of a management situation. The case was made possible by
the co-operation of TNT Express.
© 2010, Institute of Management Technology, Dubai and TNT Express.
No part of this publication may be copied, stored, transmitted, reproduced
or distributed in any form or medium whatsoever without the permission
of the copyright owner.
ecch the case for learning
Distributed by ecch, UK and USA North America Rest of the world
www.ecch.com t +1 781 239 5884 t +44 (0)1234 750903
All rights reserved f +1 781 239 5885 f +44 (0)1234 751125
Printed in UK and USA e [email protected] e [email protected]
Implementing an Employee Value Proposition in the GCC:
A Case Study on TNT Express
Prof. Abhilasha Singh,
Institute of Management Technology, Academic City, Dubai, PO Box 345006 UAE
E-mail – [email protected]
Ms Jacqueline Mitchell
TNT Express, PO Box 15321, Dubai UAE
E-mail – [email protected]
ABSTRACT
In a highly competitive labor market, employee value proposition is becoming a solution
to attract and retain talent. The present case helps the readers to identify the factors of
Employee Value Proposition to build a credible, strategic and competitive EVP at TNT
Express in Kuwait, Bahrain and Saudi Arabia.
The case also focuses on the differe.
Hrinz Change Management Sig
I've done this workshop for the Change Management SIG of th Human Resources Institute New Zealand.
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Dear all,Looking forward to tonights presentationsPlease.docx
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Project report on r & s at a1 selectors with page no.
Project report on r & s at a1 selectors with page no.
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Did you know that 65% of managers guide their hiring decisions based on instinct rather than data?*
With organizations facing a struggle for talent and feeling pressured to fill positions quickly, speed becomes the predominant criteria in the selection process. The result? Hiring managers are left susceptible to unconscious bias and may unknowingly make decisions and choices that exclude certain individuals based on a single characteristic or trait.
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Recruiting in the Digital Age: A Social Media Masterclass
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Staffing For Excellence
- 1. Staffing For Excellence You know who your best employees are and you want to hire people who will perform at their level? So how do you leverage that information to your advantage? You start by benchmarking your best employees and hire candidates that match their performance standards. The V.P of HR for Hakkasan wanted an objective talent selection process that would reinforce the culture of excellence in place. “The Job Fit PXT Select bench marking program from IFP was precisely what we were looking for to select General Managers for our expanding restaurant business. It gave us the ability to benchmark our top performers and the science to create a master performance model to compare a candidate's scores with those of our best General Managers".
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