Use behavioural science to better understand and develop students’ skills, ability, motivational drivers and preferences to help them succeed in getting hired.
CCD- Benefits of Working as a Temporary Employee_RHTridentCADC
Trident University International Center for Career Development Employer information session presented by Robert Half (Accountemps and Office Team). Provided an overview of the benefits of working as a temporary professional and how temp work can assist in the job search process.
CCD- Benefits of Working as a Temporary Employee_RHTridentCADC
Trident University International Center for Career Development Employer information session presented by Robert Half (Accountemps and Office Team). Provided an overview of the benefits of working as a temporary professional and how temp work can assist in the job search process.
China recruitment challenges chinese executive search headhunter head hunter ...Mark Thibodeau
Recruitment in China Chinese Shanghai head hunter headhunter executive search recruiter in china manufacturing start-up in china china talent leadership recruitment automotive industry recruitment recruiter
Job descriptions are the foundation of many key activities in HR, but most organizations treat the creation and maintenance of job descriptions as an ad hoc process, driven by an immediate need to recruit or retain.
In this discussion Melissa Tessendorf will talk about best practices for creating and maintaining job descriptions and how job competencies can provide a more strategic overall approach.
This session will cover:
Best practices for writing job descriptions.
Who should be responsible for initiating the process and who should do the writing?
The differences between recruitment-focused job descriptions and job descriptions for HR.
How to avoid common job description writing mistakes.
Why critical competencies should be incorporated into the job description.
How the entire organization can benefit from a job descriptions enhanced with critical competencies.
How technology can assist.
Optimizing a Global Workforce with Enterprise SearchEric Andersen
How IBM's Professional Marketplace is leveraging enterprise search technology and techniques to optimize finding, matching, and deploying talent pools globally
Use behavioural science to better understand and develop students’ skills, ability, motivational drivers and preferences to help them succeed in getting hired.
China recruitment challenges chinese executive search headhunter head hunter ...Mark Thibodeau
Recruitment in China Chinese Shanghai head hunter headhunter executive search recruiter in china manufacturing start-up in china china talent leadership recruitment automotive industry recruitment recruiter
Job descriptions are the foundation of many key activities in HR, but most organizations treat the creation and maintenance of job descriptions as an ad hoc process, driven by an immediate need to recruit or retain.
In this discussion Melissa Tessendorf will talk about best practices for creating and maintaining job descriptions and how job competencies can provide a more strategic overall approach.
This session will cover:
Best practices for writing job descriptions.
Who should be responsible for initiating the process and who should do the writing?
The differences between recruitment-focused job descriptions and job descriptions for HR.
How to avoid common job description writing mistakes.
Why critical competencies should be incorporated into the job description.
How the entire organization can benefit from a job descriptions enhanced with critical competencies.
How technology can assist.
Optimizing a Global Workforce with Enterprise SearchEric Andersen
How IBM's Professional Marketplace is leveraging enterprise search technology and techniques to optimize finding, matching, and deploying talent pools globally
Use behavioural science to better understand and develop students’ skills, ability, motivational drivers and preferences to help them succeed in getting hired.
McKinsey looks for applicants who can resolve problems, create personal impact, communicate well, and think logically. These qualifications must be conveyed by your resume if you want to get an employment offer from this consulting firm.
Read this presentation for surefire tips and samples that will help you land a job in McKinsey. For additional input, download our free consulting guide at http://www.consultingfact.com/guides/land_a_consulting_job/
How technologies can help you to improve your Business Performance through systematically & scientifically enhancing Competencies of your Human Resources both potential & existing.
How today's technologies can help you to improve your Business Performance by enhancing the competencies of your existing & potential employees through scientific & systematic business processes.
Machine Learning and the Changing World of WorkWorkday, Inc.
Business agility is needed now more than ever to thrive in the face of new opportunities and threats that may surface in the future. So how can machine learning better equip you in the future to be able to deal with change? Find out in this webinar replay.
I strongly believe in the power of building relationships through listening, learning, and collaboration.
I’ve had proven success in corporate and university environments.
I work enthusiastically to generate top talent pipelines and assisting candidates with career coaching.
Based on the findings of the study, it will be concluded that there is still room for growth in after sales services and customer loyalty management as many marketers and product managers, especially in IT market, have not fully grasped and made use of the whole potential of after-sales service and the strategic importance of the management of customer loyalty for corporate profitability given the inputs of after sales services
How to Hire the Perfect Customer Service ManagerHireQuotient
Here's a step-by-step guide on how to identify, assess, and hire the perfect candidate for this critical role:
1. Craft a Comprehensive Job Description: Begin by creating a detailed job description that outlines the roles, responsibilities, and qualifications required. Highlight the key skills, experience, and qualities that will make a candidate successful in the role. Create the perfect job description with our JD Generator.
2. Discover Relevant Candidates: Tap into both active and passive talent pools to uncover qualified candidates. Utilize popular job boards like Indeed, LinkedIn, and Glassdoor for active job seekers, and employ recruitment tools to identify passive candidates. Explore EasySource for effective talent discovery.
3. Screen Candidates Effectively: Move beyond keyword-based screening by adopting persona-based screening. This method assesses candidates based on the ideal candidate profile, ensuring a more comprehensive evaluation and preventing the elimination of potentially excellent candidates. Leverage EasySource to enhance candidate screening.
4. Assess Candidates' Skills and Qualifications: Implement skill assessments that align with the specific needs of the role. These assessments can include scenarios and tasks relevant to the customer service manager position, helping you gauge a candidate's practical skills and decision-making abilities. Explore EasyAssess for pre-built and customized skill assessments.
5. Conduct Insightful Interviews: Craft interview questions that delve into a candidate's experience, problem-solving abilities, and alignment with the organization's values.
Engage Candidates Throughout the Process: Candidate engagement is crucial to retaining top talent throughout the hiring process. Utilize communication tools to build personalized messaging, keeping candidates informed and engaged. Optimize engagement with EasySource’s Candidate Engagement Module.
6. Conduct Reference Checks: Once you've shortlisted candidates, conduct thorough reference checks to verify their work history and performance in previous roles. Enquire about their ability to work effectively within a team and adapt to the company culture.
7. Selection and Onboarding: Extend a comprehensive offer letter that includes essential information about the position, salary, benefits, start date, and any probationary period. During the onboarding process, introduce the new Customer Service Manager to the organization's culture, values, and mission.
Read the full article here: https://www.hirequotient.com/how-to-hire/customer-service-manager
7 Critical Skills Every Business Needs to Develop Today
Our corporate partners tell us workforce agility is the #1 need today. And, agility comes from mastery of the Power Skills™. These seven skills were isolated as the most impactful based on exhaustive research. Today, these are integrated into Bellevue University’s curricula and offered separately in boot camps. Mastery of the Power Skills is foundational to our commitment to Real Learning for Real Life™.
The essential Power Skills that produce workforce agility are:
Problem-Solving
Decision-Making
Judgement
Communication
Self-Management
Collaboration
Values Clarification
E book - Hiring tool kit for Smart RecruitersTalview
Talview E-book for recruiters gives a complete working tool kit for recruiters for a better and quality hiring. The E-book is divided into brief Six chapters where it gives complete information about the innovative change in the Talent Acquisition Department.
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Data has become a true enterprise asset, but the gap between the enormous amount of data we have and achieving a firm foundation of master data which we can turn into business intelligence is vast. Join other councils to hear how they are meeting this challenge.
Ransomware Response Guide IBM INCIDENT RESPONSE SERVICESKatherine Duffy
A guide for organizations faced with a ransomware
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Use behavioural science to better understand and develop students' skills, ability, motivational drivers and preferences to help them succeed in getting hired.
Data Sheet
IBM Cloud
Accelerating digital
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Securely unlock enterprise data and services for the
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
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1. Data sheet
IBM Analytics
‘Get Hired’ IBM Kenexa
Assessments for Higher
Education
Use behavioural science to better understand and
develop students’ skills, ability, motivational drivers and
preferences to help them succeed in getting hired.
Understanding the Approach to Students’ Employability Guidance
IBM has conducted an internal study with University Interns and
Graduates that clearly conveys the need to change the way universities
approach students’ employability. The biggest gap in university career
services was around the lack of an active approach that would support
students’ career choices and challenge their presumptions. The study
suggested students have a strong need to better understand who they
are, what motivates them in the workplace and what jobs they would be
suited for before finishing their degree. They must also develop their
transferable and hard skills to be successful at getting hired and
ultimately succeed at what they end up doing. Students also want to
know what to expect and what is expected from them in the long term.
Most importantly, they do not want to resort to a “spray and pray”
approach in applying for jobs, but rather target jobs that suit and
complement their skills as well as align with their personality,
motivation and interests.
Recently, one of the UK’s biggest graduate recruiters announced it will
remove the degree classification from its entry criteria, emphasising the
importance of assessing traits and skills, elements which employers are
considering crucial in their recruitment process. IBM Kenexa has been
successfully enabling companies to source (identify, engage, assess,
nurture and recruit), retain and develop the best talent. We are now
bringing this experience to universities to prepare graduates applying to
relevant companies and roles so they can succeed in getting hired and
performing well.
Benefits
• Provide career counsellors with the
insights to offer tailored advice and
support.
• Enable students to be confident in
applying to their desired job and getting
hired.
• Partner with a provider that has over 25
years of assessment and talent consulting
experience, behavioural insight and
predictive analytics in the workplace for
recruitment and development of talent.
• IBM Kenexa has deployed over 40 million
assessments per year to some of the
largest, most respected organisations,
institutions and companies in the world.
• Tests available in multiple languages to
support students where English is a
second language.
• Immediate scoring with flexible reports
that can provide students with an outline
of strengths, development points and
practise interview questions.
• Assessments are mobile-enabled.
2. Data sheet
IBM Software
2
IBM ‘Get Hired’ Solution
In order to address the challenge of student employability,
IBM offers deep and detailed insights about each student’s
traits and compatibility to different jobs. This will determine
the skills gap that the students will want to develop and
improve to succeed in the desired position.
How Can IBM Online Assessments Help?
IBM Kenexa offers a wide portfolio of assessments that assess
innate traits, learned skills, and job/organisational fit for
The following tests can be offered to students:
Traits (What can you do?)
• Cognitive Ability Tests – Aptitude tests are designed to assess
your potential for acquiring and dealing with new information in
order to achieve a particular solution.
• Personality Assessments – Personality questionnaires assess an
individual’s preferences in the work place
Fit (What do you want to do?)
• Motivational Questionnaire – An assessment that gauges an
individual’s primary environmental, interpersonal, and intrapersonal
needs to assist with understanding areas of employments, strengths
and development. Applicable across positions and industries.
Skills (What have you done?)
• Skills Assessments – Identify and select talented candidates by
using validated skills assessments that span many different job roles
in various industries.
Skills
What have you done?
Traits
Whatcanyoudo?
Fit
Whatdoyouwanttodo?
individuals. Using the appropriate assessments, IBM can give
students the insight into what their personality preferences are
and their level of aptitude, as well as understand what motivates
them in the workplace and what their proficiency level is in
learned skills such as MS Office. This insight can be used by
universities to support career services offering tailored advice on
the best suited job role students should consider applying for, and
support students with development areas and practice interview
questions included in the assessment reports.