Tom Millward has experience in industrial design, hospitality, and retail. His most recent experience was an internship with Vinyl Council Australia developing methods to recycle PVC banners at an industrial scale. He is currently working on a group project to find solutions to recycle the 500 tons of PVC banners that end up in Australian landfill each year. His honors project in university involved designing an ultra-light one-person tent that fits inside a standard water bottle.
The document provides advice to achieve your dreams by following the letters A to Z. It encourages avoiding negativity, believing in yourself, considering all angles, and never giving up. It also recommends enjoying life today, valuing friends and family, giving more than planned, hanging on to your dreams, ignoring discouragement, practicing to improve, taking control of your destiny, and visualizing and wanting your goal strongly.
The Intersection of Talent Acquisition & MarketingRaneem Sawan
Talent branding is marketing applied to attracting job candidates. It involves communicating a company's value as an employer through defining the talent brand, segmenting target audiences, and positioning against competitors. Classic marketing tools can optimize the talent brand, including SWOT analysis, audience personas, and leveraging a company's consumer brand. Promoting the talent brand on LinkedIn uses tactics like targeted ads, content marketing, and showcasing employer pages to drive candidates through the hiring funnel.
How do you attract, retain and manage talent?DAYWATCHER.COM
Today, the person who works ten or more years for the same company is a rarity. This is especially true of talented managers and workers, for these individuals find nothing at all wrong with...
A presentation I put together based upon another book I have read by John C Maxwell, "Talent Is Never Enough." The book examines the question of why people with mediocre talent go further than those who are extremely talented. These are incites that I hope to share with every artist I have worked with in addition to anyone I may work with in the future.
The document summarizes key points from John C. Maxwell's book "Talent is Never Enough". It discusses 13 traits that help develop talent into skills and abilities, including belief, passion, initiative, focus, preparation, practice, perseverance, courage, teachability, character, relationships, responsibility, and teamwork. For each trait, it provides examples and explanations of how developing that trait can maximize a person's talent.
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
Tom Millward has experience in industrial design, hospitality, and retail. His most recent experience was an internship with Vinyl Council Australia developing methods to recycle PVC banners at an industrial scale. He is currently working on a group project to find solutions to recycle the 500 tons of PVC banners that end up in Australian landfill each year. His honors project in university involved designing an ultra-light one-person tent that fits inside a standard water bottle.
The document provides advice to achieve your dreams by following the letters A to Z. It encourages avoiding negativity, believing in yourself, considering all angles, and never giving up. It also recommends enjoying life today, valuing friends and family, giving more than planned, hanging on to your dreams, ignoring discouragement, practicing to improve, taking control of your destiny, and visualizing and wanting your goal strongly.
The Intersection of Talent Acquisition & MarketingRaneem Sawan
Talent branding is marketing applied to attracting job candidates. It involves communicating a company's value as an employer through defining the talent brand, segmenting target audiences, and positioning against competitors. Classic marketing tools can optimize the talent brand, including SWOT analysis, audience personas, and leveraging a company's consumer brand. Promoting the talent brand on LinkedIn uses tactics like targeted ads, content marketing, and showcasing employer pages to drive candidates through the hiring funnel.
How do you attract, retain and manage talent?DAYWATCHER.COM
Today, the person who works ten or more years for the same company is a rarity. This is especially true of talented managers and workers, for these individuals find nothing at all wrong with...
A presentation I put together based upon another book I have read by John C Maxwell, "Talent Is Never Enough." The book examines the question of why people with mediocre talent go further than those who are extremely talented. These are incites that I hope to share with every artist I have worked with in addition to anyone I may work with in the future.
The document summarizes key points from John C. Maxwell's book "Talent is Never Enough". It discusses 13 traits that help develop talent into skills and abilities, including belief, passion, initiative, focus, preparation, practice, perseverance, courage, teachability, character, relationships, responsibility, and teamwork. For each trait, it provides examples and explanations of how developing that trait can maximize a person's talent.
With 60% of employees stating that they will look to change jobs when the economy picks up, what should you be doing to manage & retain your talent?
With low unemployment, getting the right people in the right places in your organization can be a challenge. This webinar looks at how the landscape has changed and how you can be ahead of recruiting the best talent.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
This document outlines trends and best practices in talent acquisition based on a presentation by Simon Parkin. It discusses moving away from an overly automated applicant tracking system (ATS) to a candidate relationship management (CRM) tool. It also emphasizes deeper candidate assessment, balancing candidate experience with evaluation, using data to calibrate internal and external talent, and training recruiters to serve as talent advisors rather than just administrators. Recruitment is seen as underfunded and in need of improved capabilities, sourcing, and executive support. Best practices highlighted include boomerang hiring, varied interview panels, mobile optimization, and leveraging LinkedIn.
The document discusses talent management, which refers to anticipating an organization's human capital needs and developing a plan to meet those needs. It involves managing employees' abilities to recruit, retain, develop, reward, and motivate high-performing talent. Benefits include hiring the right people, retaining top performers, better decisions, and understanding employees. The talent management process involves understanding needs, sourcing, attracting, selecting, training, retention, promotion, assessment, planning, and exits. Effective talent management is important but complex to implement.
This document discusses talent management. It defines talent as a person's abilities, gifts, skills, knowledge, experience and more. Talent management is described as developing and retaining employees to meet an organization's needs. The document outlines the evolution and process of talent management, emphasizes its importance for performance, innovation and adapting to change. It lists nine best practices and discusses the strategic importance of talent management for revenue, costs, and having the right leaders. The conclusion states that talent management has become a key focus for human resources and success in today's complex global economy.
The document provides guidance on developing and managing an effective talent brand. It discusses conducting research to understand company culture and reputation, defining brand-led goals and objectives to ensure internal and external brand values are aligned. It also addresses evaluating employee perceptions of the brand, ensuring conformity from senior management, and measuring the brand's effectiveness through surveys. The overall aim is to create an authentic on-culture internal brand by formalizing the talent brand into HR processes to align employee behaviors with company goals. Regular evaluation of the brand's impact on recruitment, retention and employee engagement is also recommended.
The talent acquisition plan outlines strategies for building relationships, improving the recruiting and hiring process, incorporating new interview techniques, selecting an applicant tracking system, developing metrics, and expanding traditional and non-traditional sourcing strategies during the recruiter's first 90 days. The plan involves meeting with leadership, discussing processes, conducting needs analyses, developing standardized materials, and exploring technologies like video interviews. It also recommends metrics and expanding sourcing using social networks, alumni associations, and other online tools.
At RRE Ventures, an early stage venture capital firm in New York City, our founding teams always tell us that Talent is one of their biggest challenges. While it's gotten easier and less costly to start companies in the last few decades, getting the right team is still a major challenge and yet is a core differentiator for your company.
Given that Hiring and Talent can often seem unapproachable and complicated, we put this Talent Playbook together as a starting point to cover some of the fundamentals. We interviewed Heads of Talent in our network to highlight a few best practices. This also includes an excel template to get you started on hiring when you aren't at a point to invest in more sophisticated systems yet.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Talent Management Power Point PresentationEdwardsBuice
The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet...StepStone Sverige
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet och borde se ut för att lyckas? Det här seminariet presenterades av jobbsajten StepStone och Telia Sonera på Afternoon Tea i regi av Marknadsföreningen i Stockholm. Här lyftes taktiska och strategiska frågor gällande arbetsgivarvarumärket och hur marknads-och kommunikationsavdelningen borde jobba med HR och personalavdelningen. Dessutom presenterades statistik från en europeisk undersökning hur företag arbetar med employer branding idag och hur de anställda ser på detta.
Den digitala arbetsplatsen - Hur skapar du en digital arbetsplats som lyfter ...Unicorn Titans
Författarna Oscar Berg och Henrik Gustafsson presenterar i boken "Den digitala arbetsplatsen" ett konkret angreppssätt och metodik för hur man kan åtgärda problemen i den digitala arbetsmiljön, lyfta medarbetarna och skapa förutsättningar för en framgångsrik digitalisering och digital transformation av verksamheten. Här presenteras huvuddragen i boken och det angreppssätt den bygger på.
Det här med digital transformation, vad är det egentligen? och hur påverkas m...DigJourney
Digital transformation är ett hett diskussionsämne och perspektiven på ämnet många. Förståelsen för att digitaliseringen påverkar hela bolaget och dess konkurrenskraft är större och alltfler vet att de behöver göra något men frågan är vad, hur, när och vems är ansvaret?
Vi har bjudit in Marie Andervin, författare (till boken Att leda digital transformation) och rådgivare inom digital transformation. Du kommer att få med ny kunskap, konkreta exempel på hur du kan transformera ert arbetssätt för att fortsättningsvis vara relevant i en digitaliserad värld. Frukostträffen öppnar även upp diskussioner kring frågeställningarna;
Digital transformations olika uttryck
Varför digital transformation? Vem/vilka omfattas av den? Vad är det?
Hur påverkar den min roll, funktion och avdelning?
Vems är ansvaret?
Hur organiseras en transformation?
Vad är viktigt i olika faser i en verksamhets transformation?
Vilken är min roll i en digital transformation?
Nu är det lättare att komma igång med digital rekrytering i samklang med marknadsföring på LinkedIn.
Mindre företag upplever att det är utmanande att:
- Finna och behålla flera olika specialistkompetenser
- Investera i och lära sig alla verktyg
- Hänga med på alla förändringar
With low unemployment, getting the right people in the right places in your organization can be a challenge. This webinar looks at how the landscape has changed and how you can be ahead of recruiting the best talent.
Talent management refers to the skills of attracting highly skilled workers, of integrating new workers, and developing and retaining current workers to meet current and future business objectives.
This document outlines trends and best practices in talent acquisition based on a presentation by Simon Parkin. It discusses moving away from an overly automated applicant tracking system (ATS) to a candidate relationship management (CRM) tool. It also emphasizes deeper candidate assessment, balancing candidate experience with evaluation, using data to calibrate internal and external talent, and training recruiters to serve as talent advisors rather than just administrators. Recruitment is seen as underfunded and in need of improved capabilities, sourcing, and executive support. Best practices highlighted include boomerang hiring, varied interview panels, mobile optimization, and leveraging LinkedIn.
The document discusses talent management, which refers to anticipating an organization's human capital needs and developing a plan to meet those needs. It involves managing employees' abilities to recruit, retain, develop, reward, and motivate high-performing talent. Benefits include hiring the right people, retaining top performers, better decisions, and understanding employees. The talent management process involves understanding needs, sourcing, attracting, selecting, training, retention, promotion, assessment, planning, and exits. Effective talent management is important but complex to implement.
This document discusses talent management. It defines talent as a person's abilities, gifts, skills, knowledge, experience and more. Talent management is described as developing and retaining employees to meet an organization's needs. The document outlines the evolution and process of talent management, emphasizes its importance for performance, innovation and adapting to change. It lists nine best practices and discusses the strategic importance of talent management for revenue, costs, and having the right leaders. The conclusion states that talent management has become a key focus for human resources and success in today's complex global economy.
The document provides guidance on developing and managing an effective talent brand. It discusses conducting research to understand company culture and reputation, defining brand-led goals and objectives to ensure internal and external brand values are aligned. It also addresses evaluating employee perceptions of the brand, ensuring conformity from senior management, and measuring the brand's effectiveness through surveys. The overall aim is to create an authentic on-culture internal brand by formalizing the talent brand into HR processes to align employee behaviors with company goals. Regular evaluation of the brand's impact on recruitment, retention and employee engagement is also recommended.
The talent acquisition plan outlines strategies for building relationships, improving the recruiting and hiring process, incorporating new interview techniques, selecting an applicant tracking system, developing metrics, and expanding traditional and non-traditional sourcing strategies during the recruiter's first 90 days. The plan involves meeting with leadership, discussing processes, conducting needs analyses, developing standardized materials, and exploring technologies like video interviews. It also recommends metrics and expanding sourcing using social networks, alumni associations, and other online tools.
At RRE Ventures, an early stage venture capital firm in New York City, our founding teams always tell us that Talent is one of their biggest challenges. While it's gotten easier and less costly to start companies in the last few decades, getting the right team is still a major challenge and yet is a core differentiator for your company.
Given that Hiring and Talent can often seem unapproachable and complicated, we put this Talent Playbook together as a starting point to cover some of the fundamentals. We interviewed Heads of Talent in our network to highlight a few best practices. This also includes an excel template to get you started on hiring when you aren't at a point to invest in more sophisticated systems yet.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
HR / Talent Analytics orientation given as a guest lecture at Management Institute for Leadership and Excellence (MILE), Pune. This presentation covers aspects like:
1. Core concepts, terminologies & buzzwords
- Business Intelligence, Analytics
- Big Data, Cloud, SaaS
2. Analytics
- Types, Domains, Tools…
3. HR Analytics
- Why? What is measured?
- How? Predictive possibilities…
4. Case studies
5. HR Analytics org structure & delivery model
Talent Management Power Point PresentationEdwardsBuice
The panel discussion focused on optimizing talent management practices to address future business needs. George Langlois discussed key components of top companies' talent management systems, including performance management, emerging leader development, and retention of critical skills. Lori Muehling outlined considerations for reviewing talent practices, such as driving toward excellence and prioritizing gaps. Carl Kutsmode explained how workforce analytics can provide talent intelligence to inform decisions and ensure goals are met, for example by analyzing succession readiness and projected talent needs.
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet...StepStone Sverige
Employer branding - vem äger varumärket? HR? Marknad? Och hur sker samarbetet och borde se ut för att lyckas? Det här seminariet presenterades av jobbsajten StepStone och Telia Sonera på Afternoon Tea i regi av Marknadsföreningen i Stockholm. Här lyftes taktiska och strategiska frågor gällande arbetsgivarvarumärket och hur marknads-och kommunikationsavdelningen borde jobba med HR och personalavdelningen. Dessutom presenterades statistik från en europeisk undersökning hur företag arbetar med employer branding idag och hur de anställda ser på detta.
Den digitala arbetsplatsen - Hur skapar du en digital arbetsplats som lyfter ...Unicorn Titans
Författarna Oscar Berg och Henrik Gustafsson presenterar i boken "Den digitala arbetsplatsen" ett konkret angreppssätt och metodik för hur man kan åtgärda problemen i den digitala arbetsmiljön, lyfta medarbetarna och skapa förutsättningar för en framgångsrik digitalisering och digital transformation av verksamheten. Här presenteras huvuddragen i boken och det angreppssätt den bygger på.
Det här med digital transformation, vad är det egentligen? och hur påverkas m...DigJourney
Digital transformation är ett hett diskussionsämne och perspektiven på ämnet många. Förståelsen för att digitaliseringen påverkar hela bolaget och dess konkurrenskraft är större och alltfler vet att de behöver göra något men frågan är vad, hur, när och vems är ansvaret?
Vi har bjudit in Marie Andervin, författare (till boken Att leda digital transformation) och rådgivare inom digital transformation. Du kommer att få med ny kunskap, konkreta exempel på hur du kan transformera ert arbetssätt för att fortsättningsvis vara relevant i en digitaliserad värld. Frukostträffen öppnar även upp diskussioner kring frågeställningarna;
Digital transformations olika uttryck
Varför digital transformation? Vem/vilka omfattas av den? Vad är det?
Hur påverkar den min roll, funktion och avdelning?
Vems är ansvaret?
Hur organiseras en transformation?
Vad är viktigt i olika faser i en verksamhets transformation?
Vilken är min roll i en digital transformation?
Nu är det lättare att komma igång med digital rekrytering i samklang med marknadsföring på LinkedIn.
Mindre företag upplever att det är utmanande att:
- Finna och behålla flera olika specialistkompetenser
- Investera i och lära sig alla verktyg
- Hänga med på alla förändringar
Mindre företag upplever att det är utmanande att:
- Finna och behålla flera olika specialistkompetenser
- Investera i och lära sig alla verktyg
- Hänga med på alla förändringar
Då kan det vara bra att hjälp av en digital marknadsavdelning på distans
Tillväxtföretagens hinder för att växa har kartlagts av Ratio i en intervjustudie. Här kan du ta del av startup-företagens utmaningar med finansiering, rekrytering och skatter.
En kundcentrisk digital transformation - så skapar du ett digitalt och framgå...Tommy Jarnemark
I denna presentation beskriver jag hur företag ska agera för att öka sina chanser med att transformera sig in i framtiden. Det gäller både företag som behöver ställa om och "large scale ups" som behöver hitta en systematik i sin innnovationskraft. Nyckeln i ramverket är kundfokus och ledarskap. Utan rätt ledarskap kommer förändring aldrig ske.
Marknadsföreningen Stockholm. RIO nätverket 19 jan 2017DigJourney
Att leda digital transformation – Vad? Hur? När? Vem gäller det?
Välkommen till en workshop med Marie Andervin (Digjourney) och Alex Baker (ICA) där vi pratar om digital transformation och hur det påverkar Retail.
Att leda digital transformation IHM 160414 Göteborg SlideshareJoakim Jansson
Presentation in Swedish held at IHM in Göteborg the 14th of April 2016. What is digital transformation, why is it important and how do you go about to succeed. Includes an overview of our methodology for digital transformation. The Digital Maturity Matrix.
Ni vill ha de bästa. Vill de bästa jobba hos er?Linderoths
Fram till för några år sedan var varumärket mest en fråga för marknadsavdelningen. Men i dagens digitaliserade värld genomsyrar varumärkesfrågorna hela företagets verksamhet; hur man gör affärer, organiserar sig, beter sig, kommunicerar osv.
Världen står inför, eller kanske redan befinner sig inuti, ett nytt digitalt paradigm som inte bara påverkar tekniska lösningar utan framför allt hur vi beter oss, umgås med varandra, värderar och upplever världen.
Ni vill ha de bästa. Vill de bästa jobba hos er?
Företag som utnyttjar och anpassar sig till den nya digitala verkligheten lyckas mycket bättre med att anställa de bästa medarbetarna och vassaste talangerna. Och på så sätt hamnar man i en positiv spiral – bättre medarbetare bygger bättre och starkare varumärken, produkter och upplevelser. I sin tur skaffar varumärket sig fler och bättre kunder, fans och följare.
Fram till för några år sedan var varumärket mest en fråga för marknadsavdelningen. Men i dagens digitaliserade värld genomsyrar varumärkesfrågorna hela företagets verksamhet; hur man gör affärer, organiserar sig, beter sig, kommunicerar osv.
Världen står inför, eller kanske redan befinner sig inuti, ett nytt digitalt paradigm som inte bara påverkar tekniska lösningar utan framför allt hur vi beter oss, umgås med varandra, värderar och upplever världen.
Ni vill ha de bästa. Vill de bästa jobba hos er?
Företag som utnyttjar och anpassar sig till den nya digitala verkligheten lyckas mycket bättre med att anställa de bästa medarbetarna och vassaste talangerna. Och på så sätt hamnar man i en positiv spiral – bättre medarbetare bygger bättre och starkare varumärken, produkter och upplevelser. I sin tur skaffar varumärket sig fler och bättre kunder, fans och följare
8. THE TALENT ECONOMY
Hur LinkedIn passar in i pusslet
Sociala Plattformar Social / Passive /Passiva
Sociala | Aktiva| Active Active Job Seekers
Aktiva jobbsökare
<20%
185+M
>80%
9. THE TALENT ECONOMY
I huvudet på en LinkedIn medlem
82% 96% 73%
ÄR PASSIVA/UTFORSKANDE ÄR POSITIVA TILL NYA TITTAR PÅ
JOBBSÖKARE MÖJLIGHETER ANDRAS PROFILER
10. Landningssidan
”Career Page”
Jobb
“Job Slots” Kampanjer
“Recruitment Ads”
Example of InMail
Egna anställda
“Recruiter” Outreach “Work With Us”