Talent attraction – passive sourcing
•Download as PPTX, PDF•
2 likes•682 views
Talent Attraction and Talent Management is part of HR strategies and the key recruitment tool for companies. Most candidates are Passive. The question is how to Connect with them and how companies can Care about them. It is like Coaching! You must start to ask questions like: What is your dream? What is your Passion and What can we do for you. It all starts with YOU:-) #talent #talentattraction #coaching #talentmanagement #passion #recruitment #HR
Report
Share
Report
Share
Recommended
Got an Internship! - Now What?
Presentation for PhD and Postdocs preparing for a career outside of academia and/or considering or have applied for an Internship position. What to think about and why it is so important to have a Career Plan! And make the most out of your Internship period.
Google is your CV
A job title is just a job title and it is importanat to understand the mechanism behind all the job titles out on internet. When you are looking for a job, google is a fantastic support and inspirational machine. With google you can identify new job titles, new companies, new job descriptions, and also identify key professionals. Google supports LinkedIn! Did you know that? And what does that mean for you? A job can have many names! But why? And how can you figure out as many job titles as possible in order to increase you chances to find your dream job? Use google not only as a search machine but also a a source for information supporting you with ideas and inspiration. Many jobs that excisted five years ago are not on the job market anylonger. On the other hand, there are many new interseting jobs on the labour market! That did not excist for only three years ago. But how to keep up with all new trends on the labour market? And how important is it? The answear is: Yes! You must stay up-to-date with new trends, not only to get a new job, but also to secure your future career development.
You will learn following from the seminar and Workshop:
• Simple Bolean Search
• Strategy behind job ads search
• Strategy to identify new job titles
• Find jobs you did not knew exsisted
• What strategy is working for you
Every Change is a New Possibility to Grow - Adopt a Growth Mind-Set
Every Change is a Possibility to Grow – Adopt a Growth Mind-Set
Digitalisation, globalisation and urbanisation is a strong driving force on the labour market. It is not new! But more and more people feel that something dramatically has changed since the smartphone arrived on the market. It is more important than ever to stay up-to-date with new tools such as Social Media and Apps but also to adopt to a new way of social and communicational behaviour. The way we find information, communicate and organise communication in social groups has changed our way to learn and find answers. Communication is quicker and so is the feed-back.
If you are actively looking for a job, in a process to take a step towards a career change or in a transformational change in a company, you must stay tuned with new technologies and adopt a new social behaviour. Many jobs that excisted five years ago are not on the job market anylonger. On the other hand, there are many new interesting jobs on the labour market! That did not excist for only three years ago. How willing are you to learn new things? How frustrated are you? How easily do you give up? How do take a failure? Do you consider yourself smart? Do you consider your IQ important? What are your transferable skills?
Future labour market will require a Growth Mind-Set! But what does it take?
nPlan Company Culture deck v2
This deck describes the culture we have adopted and the core values of nPlan. If you identify with what you read, have a look at https://nplan.io/careers !
Life at nPlan
We are a purpose-driven company that values everyone individually. We invest in all of our employees' careers with training, development and learning opportunities at every level.We are driven by a deliberate and explicit set of values that guide us every day, and make all our decisions by our values and purpose.
Serve, Learn & Lead with Raymond Tay
This document discusses Raymond Tay's leadership philosophy and outlines his various programs and services for developing leadership skills. It shares Raymond's life journey and experiences in different subjects like marketing, engineering, and accounting. The document also lists co-curricular activities at NUS and beyond, and describes Raymond's vision to help mold tomorrow's leaders through programs that teach values, strategies for success, and personal development. It poses questions for reflection on goals and leadership.
Finding & keeping best employees
This document discusses the challenges of finding and keeping good employees. It notes that finding qualified personnel is expensive, time-consuming, and difficult given the aging current workforce. To attract younger millennial employees, the document recommends advertising through various channels like social media and forming partnerships with tech schools and internship programs. It also stresses the importance of retaining employees by interviewing for competence, flexibility, and character. Some retention strategies mentioned include career development, appreciation, incentives, mentoring, and avoiding micromanagement.
Words of Wisdom from Engaged Workplaces
Each year, the Achievers 50 Most Engaged Workplaces Awards recognized top employers - see what they do to engage their workplace.
Recommended
Got an Internship! - Now What?
Presentation for PhD and Postdocs preparing for a career outside of academia and/or considering or have applied for an Internship position. What to think about and why it is so important to have a Career Plan! And make the most out of your Internship period.
Google is your CV
A job title is just a job title and it is importanat to understand the mechanism behind all the job titles out on internet. When you are looking for a job, google is a fantastic support and inspirational machine. With google you can identify new job titles, new companies, new job descriptions, and also identify key professionals. Google supports LinkedIn! Did you know that? And what does that mean for you? A job can have many names! But why? And how can you figure out as many job titles as possible in order to increase you chances to find your dream job? Use google not only as a search machine but also a a source for information supporting you with ideas and inspiration. Many jobs that excisted five years ago are not on the job market anylonger. On the other hand, there are many new interseting jobs on the labour market! That did not excist for only three years ago. But how to keep up with all new trends on the labour market? And how important is it? The answear is: Yes! You must stay up-to-date with new trends, not only to get a new job, but also to secure your future career development.
You will learn following from the seminar and Workshop:
• Simple Bolean Search
• Strategy behind job ads search
• Strategy to identify new job titles
• Find jobs you did not knew exsisted
• What strategy is working for you
Every Change is a New Possibility to Grow - Adopt a Growth Mind-Set
Every Change is a Possibility to Grow – Adopt a Growth Mind-Set
Digitalisation, globalisation and urbanisation is a strong driving force on the labour market. It is not new! But more and more people feel that something dramatically has changed since the smartphone arrived on the market. It is more important than ever to stay up-to-date with new tools such as Social Media and Apps but also to adopt to a new way of social and communicational behaviour. The way we find information, communicate and organise communication in social groups has changed our way to learn and find answers. Communication is quicker and so is the feed-back.
If you are actively looking for a job, in a process to take a step towards a career change or in a transformational change in a company, you must stay tuned with new technologies and adopt a new social behaviour. Many jobs that excisted five years ago are not on the job market anylonger. On the other hand, there are many new interesting jobs on the labour market! That did not excist for only three years ago. How willing are you to learn new things? How frustrated are you? How easily do you give up? How do take a failure? Do you consider yourself smart? Do you consider your IQ important? What are your transferable skills?
Future labour market will require a Growth Mind-Set! But what does it take?
nPlan Company Culture deck v2
This deck describes the culture we have adopted and the core values of nPlan. If you identify with what you read, have a look at https://nplan.io/careers !
Life at nPlan
We are a purpose-driven company that values everyone individually. We invest in all of our employees' careers with training, development and learning opportunities at every level.We are driven by a deliberate and explicit set of values that guide us every day, and make all our decisions by our values and purpose.
Serve, Learn & Lead with Raymond Tay
This document discusses Raymond Tay's leadership philosophy and outlines his various programs and services for developing leadership skills. It shares Raymond's life journey and experiences in different subjects like marketing, engineering, and accounting. The document also lists co-curricular activities at NUS and beyond, and describes Raymond's vision to help mold tomorrow's leaders through programs that teach values, strategies for success, and personal development. It poses questions for reflection on goals and leadership.
Finding & keeping best employees
This document discusses the challenges of finding and keeping good employees. It notes that finding qualified personnel is expensive, time-consuming, and difficult given the aging current workforce. To attract younger millennial employees, the document recommends advertising through various channels like social media and forming partnerships with tech schools and internship programs. It also stresses the importance of retaining employees by interviewing for competence, flexibility, and character. Some retention strategies mentioned include career development, appreciation, incentives, mentoring, and avoiding micromanagement.
Words of Wisdom from Engaged Workplaces
Each year, the Achievers 50 Most Engaged Workplaces Awards recognized top employers - see what they do to engage their workplace.
Slideshare for LinkedIn final.
Dun & Bradstreet revealed a modernized brand to employees on March 9, 2015 with a new brand purpose and set of values. The new brand purpose is to uncover truth and meaning from data to grow the most valuable relationships in business. The new values that guide the company are to be inherently generous, relentlessly curious, and data inspired. The document also discusses transforming offices worldwide, simplifying people practices, focusing on priorities to advance the strategy, and building global teams and community relationships.
How to Build a Team Culture That People Leave — And Then Come Back To
Presented by Paddy Moogan at Turing Fest 2019. How to Build a Team Culture That People Leave —
And Then Come Back To
Cubiks identity
More information about what shapes who we are, our purpose, our ambitions, our vision, why people matter, how we empower people to achieve their potential and how we win together.
Hot Spots
Hot Spots is about a catching perspective on making innovative things happen. It is about collaboration, challenging objectives, exceeding boundaries and productive power. It is a co-creation of two friends who are thrilled by the Hot Spots in their lifes.
Darren ryemill
This document discusses ways to engage and motivate a team. It suggests that companies should recruit people who share the company's beliefs. It also emphasizes giving team members reasons to stay, such as career development opportunities and incentives. High-performing teams are motivated by setting clear performance targets and including the whole team in incentive programs.
Being a Soul Leader; SMART Objectives
The document discusses a leadership development program called Soul Leadership A Quest for Professional Legacy hosted by CRDA-ZAcademyby3Lighthouses. It provides wisdom on becoming a soul leader and achieving greatness. Participants are instructed to identify key challenges in areas of people, productivity, and profit, and recommend actions to address them before the leadership course.
Are You a Workplace Trendsetter?
The document discusses the need for companies to modernize their employee recognition strategies to engage today's workforce. It notes that only 13% of global employees are engaged and recognition that appreciates employees once a year is outdated. The document advocates for recognition strategies that engage and align employees to business goals through personalized, ongoing recognition adapted for all employees, including different generations and remote workers. It promotes recognition solutions that boost employee performance, commitment and responsiveness.
AmBank BizConf: Joseph Tan - Why Core Values Fail
Joseph Tan speaks at the Ambank BizConf on 3 big ideas to connect with your people at all levels. Joseph Tan is the Founder & CEO of Leaderonomics GoodMonday
The Learning House Way
The Learning House Way is intended to be intentional about creating a culture that reflects what we at Learning House want to be as a company. As we look to grow and scale our business even further, we need to be even more intentional about the type of culture we want to have.
Get to know OD
This document provides information about Organisation Dynamics, a consulting firm that specializes in organizational development. The firm offers services such as leadership development, change management, sales excellence, customer orientation, team effectiveness, executive coaching, and strategic advice. Organisation Dynamics prides itself on having experienced consultants who can provide pragmatic and creative solutions to clients' real-world challenges. They work with a variety of industries and enjoy meeting with potential clients to discuss projects.
Tsf task 4
The poster presentation summarizes The Sparks Foundation, a nonprofit organization that aims to inspire students to learn, create, and build a better society through motivation, innovation, and collaboration. The Sparks Foundation offers a Graduate Rotational Internship Program across domains like human resources, content development, data science, and more with workshops and guidance on skills and further education, and potentially a paid job offer after completing the 12-month program. The Sparks Foundation's mission is to inspire innovation among students to build the next generation, with a vision of enabling connected young minds to build the future.
2018 rate card (marketing consultation)
Have an experience, passion-driven and results-orientated team to assist you in reaching your marketing goals. Contact us to schedule an appointment.
To develop your company healthily, You need an internal culture
To ensure your company’s environment is anything but toxic, you need to lay down a stable foundation with healthy principles. How do you do it? Simply. By creating a company culture.
Read the entire article written by Oves Enterprise's CEO at https://ovesenterprise.com/blog/develop-a-healthy-company-culture/
Dixie Agostino-Speakers Portfolio 2016
Dixie Agostino is an experienced HR professional passionate about speaking on topics related to company culture, talent acquisition and retention, and employee engagement. Some of her favorite themes to present on include how to evaluate top talent, retain staff, and keep an engaged workforce. She presents to management audiences on developing recruiting and retention strategies, building cohesive teams, and establishing effective performance management systems. Her presentations aim to discuss the financial return on investment of these topics and how they can impact the bottom line today and in the future. Dixie has a direct and engaging presentation style with clear outcomes and audience participation.
HR's Top Priorities in 2015 - Insights from global HR executives
Achievers asked HR executives and influencers from around the world for their perspectives on the changes and challenges they’re facing in 2015.
We’re sharing their answers to three questions with the HR community to provide insight on a new year, with new challenges.
Top 10 traits to get you into the super rich circle
Whether you want to be a super-rich or not? If you ask this question to anyone whatever be the age, gender or profession. Yes! I want to be! This will be the answer of almost 95 percent people.
Blog: https://financebuddha.com/blog/top-10-traits-to-get-you-into-the-super-rich-circle
Key ingredients for entrepreneurial success
The document outlines key ingredients for entrepreneurial success. It finds that entrepreneurs with professional experience are more likely to succeed, raising more money and seeing better growth. It also finds that having a business plan nearly doubles chances of success versus not having a plan. Certain personality traits like openness and agreeableness also correlate with entrepreneurial success, while narcissism and emotional instability can hinder it. The document concludes that mentors can help new businesses by providing guidance, as entrepreneurs who work with mentors are more likely to start successful businesses and hire employees.
What will the future workplace look like?
On April 3rd 2014, 200 HR Executives met at the Fairmont San Francisco for the Aspire HR Executive Summit presented by Achievers. Here are some of the key takeaways...
Nordic Leadership Network 4th Oct - Future proof your Leadership
Slides from our interactive breakfast discussion on the future of leadership. Speakers covered organisational, coaching and business leadership perspectives.
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...
These are the presentation slides which was presented by Roshan Thiran, founder & CEO of Leaderonomics, at the AmBankBizConference in Penang. You can also find a lot of write-ups by Roshan at www.leaderonomics.com, where he shares more details on the 4 constraints model and other leadership nuggets.
Talent Management
This document is a student assignment on the topic of talent management. It includes an introduction to talent management, the need for talent management, challenges in talent management, the role of HR, and examples of talent management practices at Accenture and Infosys. The conclusion discusses future trends in integrated talent management.
Talent management
Talent refers to a person's current and future potential abilities rather than just their past achievements. It involves attributes like willingness to take risks and learn from mistakes, ambition, focus, and self-awareness. Talent management is a deliberate approach used by organizations to attract, develop, and retain talented individuals who can help meet current and future needs. It includes creating a supportive culture and integrating systems for recruiting, performance management, development, and retention. The goal is to ensure an organization has the right talented people in key positions to succeed.
More Related Content
What's hot
Slideshare for LinkedIn final.
Dun & Bradstreet revealed a modernized brand to employees on March 9, 2015 with a new brand purpose and set of values. The new brand purpose is to uncover truth and meaning from data to grow the most valuable relationships in business. The new values that guide the company are to be inherently generous, relentlessly curious, and data inspired. The document also discusses transforming offices worldwide, simplifying people practices, focusing on priorities to advance the strategy, and building global teams and community relationships.
How to Build a Team Culture That People Leave — And Then Come Back To
Presented by Paddy Moogan at Turing Fest 2019. How to Build a Team Culture That People Leave —
And Then Come Back To
Cubiks identity
More information about what shapes who we are, our purpose, our ambitions, our vision, why people matter, how we empower people to achieve their potential and how we win together.
Hot Spots
Hot Spots is about a catching perspective on making innovative things happen. It is about collaboration, challenging objectives, exceeding boundaries and productive power. It is a co-creation of two friends who are thrilled by the Hot Spots in their lifes.
Darren ryemill
This document discusses ways to engage and motivate a team. It suggests that companies should recruit people who share the company's beliefs. It also emphasizes giving team members reasons to stay, such as career development opportunities and incentives. High-performing teams are motivated by setting clear performance targets and including the whole team in incentive programs.
Being a Soul Leader; SMART Objectives
The document discusses a leadership development program called Soul Leadership A Quest for Professional Legacy hosted by CRDA-ZAcademyby3Lighthouses. It provides wisdom on becoming a soul leader and achieving greatness. Participants are instructed to identify key challenges in areas of people, productivity, and profit, and recommend actions to address them before the leadership course.
Are You a Workplace Trendsetter?
The document discusses the need for companies to modernize their employee recognition strategies to engage today's workforce. It notes that only 13% of global employees are engaged and recognition that appreciates employees once a year is outdated. The document advocates for recognition strategies that engage and align employees to business goals through personalized, ongoing recognition adapted for all employees, including different generations and remote workers. It promotes recognition solutions that boost employee performance, commitment and responsiveness.
AmBank BizConf: Joseph Tan - Why Core Values Fail
Joseph Tan speaks at the Ambank BizConf on 3 big ideas to connect with your people at all levels. Joseph Tan is the Founder & CEO of Leaderonomics GoodMonday
The Learning House Way
The Learning House Way is intended to be intentional about creating a culture that reflects what we at Learning House want to be as a company. As we look to grow and scale our business even further, we need to be even more intentional about the type of culture we want to have.
Get to know OD
This document provides information about Organisation Dynamics, a consulting firm that specializes in organizational development. The firm offers services such as leadership development, change management, sales excellence, customer orientation, team effectiveness, executive coaching, and strategic advice. Organisation Dynamics prides itself on having experienced consultants who can provide pragmatic and creative solutions to clients' real-world challenges. They work with a variety of industries and enjoy meeting with potential clients to discuss projects.
Tsf task 4
The poster presentation summarizes The Sparks Foundation, a nonprofit organization that aims to inspire students to learn, create, and build a better society through motivation, innovation, and collaboration. The Sparks Foundation offers a Graduate Rotational Internship Program across domains like human resources, content development, data science, and more with workshops and guidance on skills and further education, and potentially a paid job offer after completing the 12-month program. The Sparks Foundation's mission is to inspire innovation among students to build the next generation, with a vision of enabling connected young minds to build the future.
2018 rate card (marketing consultation)
Have an experience, passion-driven and results-orientated team to assist you in reaching your marketing goals. Contact us to schedule an appointment.
To develop your company healthily, You need an internal culture
To ensure your company’s environment is anything but toxic, you need to lay down a stable foundation with healthy principles. How do you do it? Simply. By creating a company culture.
Read the entire article written by Oves Enterprise's CEO at https://ovesenterprise.com/blog/develop-a-healthy-company-culture/
Dixie Agostino-Speakers Portfolio 2016
Dixie Agostino is an experienced HR professional passionate about speaking on topics related to company culture, talent acquisition and retention, and employee engagement. Some of her favorite themes to present on include how to evaluate top talent, retain staff, and keep an engaged workforce. She presents to management audiences on developing recruiting and retention strategies, building cohesive teams, and establishing effective performance management systems. Her presentations aim to discuss the financial return on investment of these topics and how they can impact the bottom line today and in the future. Dixie has a direct and engaging presentation style with clear outcomes and audience participation.
HR's Top Priorities in 2015 - Insights from global HR executives
Achievers asked HR executives and influencers from around the world for their perspectives on the changes and challenges they’re facing in 2015.
We’re sharing their answers to three questions with the HR community to provide insight on a new year, with new challenges.
Top 10 traits to get you into the super rich circle
Whether you want to be a super-rich or not? If you ask this question to anyone whatever be the age, gender or profession. Yes! I want to be! This will be the answer of almost 95 percent people.
Blog: https://financebuddha.com/blog/top-10-traits-to-get-you-into-the-super-rich-circle
Key ingredients for entrepreneurial success
The document outlines key ingredients for entrepreneurial success. It finds that entrepreneurs with professional experience are more likely to succeed, raising more money and seeing better growth. It also finds that having a business plan nearly doubles chances of success versus not having a plan. Certain personality traits like openness and agreeableness also correlate with entrepreneurial success, while narcissism and emotional instability can hinder it. The document concludes that mentors can help new businesses by providing guidance, as entrepreneurs who work with mentors are more likely to start successful businesses and hire employees.
What will the future workplace look like?
On April 3rd 2014, 200 HR Executives met at the Fairmont San Francisco for the Aspire HR Executive Summit presented by Achievers. Here are some of the key takeaways...
Nordic Leadership Network 4th Oct - Future proof your Leadership
Slides from our interactive breakfast discussion on the future of leadership. Speakers covered organisational, coaching and business leadership perspectives.
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...
These are the presentation slides which was presented by Roshan Thiran, founder & CEO of Leaderonomics, at the AmBankBizConference in Penang. You can also find a lot of write-ups by Roshan at www.leaderonomics.com, where he shares more details on the 4 constraints model and other leadership nuggets.
What's hot (20)
How to Build a Team Culture That People Leave — And Then Come Back To
How to Build a Team Culture That People Leave — And Then Come Back To
To develop your company healthily, You need an internal culture
To develop your company healthily, You need an internal culture
HR's Top Priorities in 2015 - Insights from global HR executives
HR's Top Priorities in 2015 - Insights from global HR executives
Top 10 traits to get you into the super rich circle
Top 10 traits to get you into the super rich circle
Nordic Leadership Network 4th Oct - Future proof your Leadership
Nordic Leadership Network 4th Oct - Future proof your Leadership
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...
Growing & Scaling Your SME - The 4 constraints preventing Your business from ...
Viewers also liked
Talent Management
This document is a student assignment on the topic of talent management. It includes an introduction to talent management, the need for talent management, challenges in talent management, the role of HR, and examples of talent management practices at Accenture and Infosys. The conclusion discusses future trends in integrated talent management.
Talent management
Talent refers to a person's current and future potential abilities rather than just their past achievements. It involves attributes like willingness to take risks and learn from mistakes, ambition, focus, and self-awareness. Talent management is a deliberate approach used by organizations to attract, develop, and retain talented individuals who can help meet current and future needs. It includes creating a supportive culture and integrating systems for recruiting, performance management, development, and retention. The goal is to ensure an organization has the right talented people in key positions to succeed.
Talent Acquisition Best Practices & Trends 2014
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.
Kierstin DeWest SHIFT Report Compost Modern
Kierstin De West's presentation from Compost Modern 2011: Design and Sustainability Storytelling. Understanding the People + Brands + Sustainability equation and the role for designers.
Talent management slides
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.
Talent acquisition
Talent acquisition involves attracting, selecting, and onboarding talented individuals who are aligned with the business strategy and possess the required competencies. It is part of an overall talent management strategy that aims to have the right people in the right jobs at the right time. The talent acquisition process includes defining needs, sourcing candidates, application screening and interviews, making offers, and notifying non-selected candidates. Effective talent acquisition requires considering both the person-job fit and person-organization fit to identify individuals who will integrate and perform well.
Proactive talent sourcing
This document discusses shifting from reactive to proactive talent sourcing. It defines proactive talent sourcing as identifying, pipelining, and engaging candidates before jobs are available. It recommends transforming recruiters into talent advisors with specialized skills. It provides tips for gaining insights on talent pools from data and developing a proactive sourcing strategy including building pipelines and engaging candidates as brands over time. The document advocates partnering with hiring managers and outlines a 3-step plan focusing on skills, data, and pipeline engagement.
The New Model for Talent Management: Agenda for 2015
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.
Viewers also liked (8)
The New Model for Talent Management: Agenda for 2015
The New Model for Talent Management: Agenda for 2015
Similar to Talent attraction – passive sourcing
The Staffing Equation: Strategies to Address Key Workforce Risks and Close th...
The Staffing Equation: Strategies to Address Key Workforce Risks and Close th...OPRA Psychology Group
Delivered by Dr Paul Wood (Head trainer at OPRA in New Zealand at the time) at the CIO Summit in New Zealand in 2010, this presentation discusses the strategy to attract and retain the most talented and valuable staff, who are incidentally the most mobile in a competitive market. The strategic use of technology and tools in selection was relevant then, remains so today, and continues to be part of OPRA’s approach to empowering our clients in their talent management. Supercharge Your Recruitment Efforts via Social Media
The document provides an overview of a presentation on supercharging recruitment efforts through social media. It discusses defining social media and how to use different social media platforms for recruiting purposes. Specific tactics covered include online reputation assessment, candidate experience, getting started using the POST method, examples of social media use, and advanced tactics.
Rethinking your profile Joe Gonzalez 4-15-14
The document discusses how to build an effective personal brand on LinkedIn. It recommends adding a personalized photo and tagline to introduce yourself. The summary section should engage readers in 5-10 seconds by capturing their attention and telling a story. The profile should highlight skills and expertise, provide details about work experience and how it contributes to company goals. Completing the profile with recommendations, languages and interests helps create opportunities. Connecting with colleagues and customizing your URL allows others to find you more easily. The key is to validate your expertise, educate readers and differentiate yourself from others.
Digital Insight
This is a synopsis of a Digital Insight talk that I delivered in February 2017 to an invited audience in Crawley and Chelmsford. It was intended to focus these small businesses as to what Digital is about and why their business should consider the opportunities available to them in embracing the digital change.
Social media strategy for recruiters
Social media for many recruiters has become a box ticking exercise which has offered little tangible value and can seem like “just more tech” to add to an already busy workload. It has introduced the risk to many recruitment firms.
I ran a webinar for APSCo and reviewed some strategic and tactical tips that recruitment directors and managers can take away to help them understand the real value of social media, both as a brand improver as well as adding real speed and £$€ value to a recruiter’s day to day role.
It really is time for recruiters to stop-box-ticking-job-posting-time-wasting-everyone-is-a-candidate-assuming and start having a real and positive reason to be on social media, and get giddy about some tangible and £$€ results.
Read here: http://www.barclayjones.com/blog/social-media-for-recruiters/social-media-strategy-webinar-free-to-apsco-members/
4 Essential Tips to Convert your Employees to Talent Brand Ambassadors
Almost 60% of employees are proud of their company and ready to tell the world about it.
Over half of employees would recommend their company to others as a place to work.
Learn how to leverage your greatest assets - your employees - to strengthen your employer brand:
• Understand what motivates employees to share their stories
• Discover the importance of engagement and measurement
• See how top recruiting teams involve their teams in brand-building
• Take away four steps to cultivate talent brand ambassadors at your organization.
Learn more: http://bit.ly/1NmnyWZ
ADP MOTM 2009 - "Now is the Time!"
The document discusses strategies for effective recruiting during economic downturns. It recommends that organizations 1) enhance their employer brand, 2) closely measure recruiting metrics, 3) innovate recruiting processes using new technologies, 4) understand total recruiting costs and consider outsourcing, and 5) remain nimble by evolving strategies as needed. Now is the time for smart companies to upgrade talent while competition is reduced.
How Can Executive Recruiters Benefit From Social Media
This is the presentation I delivered to the Association Executive Recruiters (AER) at their Executive Search and Selection Autumn Congress, on November 5th, 2009.
The presentation was written to give an overview of how valuable social media can be to executive search and selection recruiters.
Hiring in the Digital Age
The document summarizes trends in HR/talent acquisition and how digital platforms like LinkedIn can help companies address changes in the workplace. It discusses how talent behavior is changing and candidates now expect ease and relevance in their job search. Companies need to shift from recruitment to talent acquisition and focus on employer branding. The use of LinkedIn is presented as a way for companies to identify and understand their talent pool, conduct data-driven searches and conversations, understand their social footprint, and engage employees as brand advocates by sharing content about the company culture. Examples of case studies are provided that demonstrate how other companies have improved staff engagement, increased applicant pools, and been recognized as employers of choice by leveraging LinkedIn.
LinkedIn Talent Pool Report EMEA
Better understand the supply and demand for professionals from different industries across Europe. These Talent Pool Reports are based on data from LinkedIn's network of 259 million professionals and the results from a survey of over 100,000 LinkedIn members.
Talent Brand ROI Webcast: Metrics To Measure Talent Brand Success
Join LinkedIn's Talent Brand experts for a live webcast: 'Talent Brand ROI: Metrics Speak Louder Than Words', and learn how to demonstrate the impact of your talent brand including four key metrics to measure ROI and talent brand success.
Social recruiting presentation for SWHRMA
Social recruiting can be an effective way to reach potential candidates online if it is incorporated strategically into a company's overall recruiting process. The document discusses tools like LinkedIn, Facebook, and Twitter that can be used for social recruiting and provides examples of how Microsoft and UPS have successfully utilized social media to find candidates. It emphasizes that social recruiting requires an ongoing time commitment to develop engaging content and monitor profiles, but it can help meet diversity goals and attract younger professionals when done right.
Social media cipd pres
The document discusses social media and its growing role in recruitment and talent acquisition. It outlines the key social media platforms used for recruitment, including LinkedIn, Facebook, Twitter, and YouTube. Some of the benefits of social recruiting mentioned include being able to target passive candidates, engage with potential hires, filter out unsuitable applicants, and reduce costs. The document advocates that companies develop a social media strategy to join the online conversation around their employer brand in order to attract top talent.
Develop a Winning Talent Brand as a Small or Mid-Sized Company | Talent Conne...
Develop a Winning Talent Brand as a Small or Mid-Sized Company | Talent Conne...LinkedIn Talent Solutions
You don’t need to be a Fortune-ranked company or the latest hip start-up to have a winning, engaging talent brand. Talent acquisition leaders from Suncor and NPR’s Head of Talent Acquisition & Innovation share how they brought their employment brand to life through a targeted, multi-channel approach.
Get inspired with LinkedIn's Employer Brand Playbook: http://linkd.in/174lYC9
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGjChannel your inner marketer - SF Breakfast 093014
The document discusses applying marketing principles to talent acquisition efforts. It defines talent brand as the public version of an employer brand incorporating what talent thinks and feels about a company. It presents the talent acquisition funnel of awareness, engagement, leads, and hire. Companies are encouraged to engage candidates at multiple touchpoints like talent communities and career pages to improve hiring metrics like cost per hire and time to fill. Measurement of traffic, LinkedIn data, and business impact is also recommended. The case study of BrightRoll shows how their talent brand efforts led to increased hiring.
HR Professionals: Social Insights Report
The worlds of HR, technology and social media don’t simply overlap, they interact with more frequency and meaning than ever. Social media continues to grow as a tool to build employer brands and engage HR leaders and practitioners to discuss relevant and timely topics.
From Twitter Chats and brand-related real estate on Facebook, LinkedIn and Instagram to live video interviewing, social media has become an integral part of daily HR activities. So let’s look at a “month in the life” of HR leaders on social, and see what we can learn about how to reach, engage, and influence these B2B decision makers and organizational leaders.
Perry timms
The document discusses the need to transform HR in the public sector and proposes a new model for transformational HR. It describes an HR leader in Belgium who adopted collaborative technologies in a traditional government office. It then outlines a new four zone model for HR consisting of HR strategy, organization transformation, performance & development, and program support. Each zone has a defined purpose and vision. Finally, it proposes ways to transform HR through extreme pairs & squads, a new value proposition, and adopting agile principles.
Treysta Social Media
This document outlines a social media marketing plan for Treysta Wealth Management. The objectives are to grow Treysta's social media presence and audience awareness, increase engagement with their digital audience, and change their perception from "financial managers" to "financial life managers." The plan identifies Facebook, LinkedIn, and Twitter as key channels and provides details on target audiences, posting frequencies, positioning, key messages, and content types for each. It also provides ideas for growing audiences and engaging followers across channels through organic and paid content.
Social Media A Fad Or An Essential Career Tool
Presentation for Career Development Association of Australia, Queensland Branch, about the use of Social Media as a career tool.
Intrapreneurship: Developing the Entrepreneurial Spirit and Traits inside you...
Intrapreneurship: Developing the Entrepreneurial Spirit and Traits inside you...Compliance Global Inc
Recognize culture that encourages intrapreneurship and identify seven entrepreneurial traits you need to be a intrapreneur Similar to Talent attraction – passive sourcing (20)
The Staffing Equation: Strategies to Address Key Workforce Risks and Close th...
The Staffing Equation: Strategies to Address Key Workforce Risks and Close th...
Supercharge Your Recruitment Efforts via Social Media
Supercharge Your Recruitment Efforts via Social Media
4 Essential Tips to Convert your Employees to Talent Brand Ambassadors
4 Essential Tips to Convert your Employees to Talent Brand Ambassadors
How Can Executive Recruiters Benefit From Social Media
How Can Executive Recruiters Benefit From Social Media
Talent Brand ROI Webcast: Metrics To Measure Talent Brand Success
Talent Brand ROI Webcast: Metrics To Measure Talent Brand Success
Develop a Winning Talent Brand as a Small or Mid-Sized Company | Talent Conne...
Develop a Winning Talent Brand as a Small or Mid-Sized Company | Talent Conne...
Intrapreneurship: Developing the Entrepreneurial Spirit and Traits inside you...
Intrapreneurship: Developing the Entrepreneurial Spirit and Traits inside you...
Recently uploaded
一比一原版(QU毕业证)皇后大学毕业证如何办理
QU本科毕业证成绩单【微信95270640】办理皇后大学毕业证原版一模一样、QU毕业证制作【Q微信95270640】《皇后大学毕业证购买流程》《QU成绩单制作》皇后大学毕业证书QU毕业证文凭皇后大学
本科毕业证书,学历学位认证如何办理【留学国外学位学历认证、毕业证、成绩单、大学Offer、雅思托福代考、语言证书、学生卡、高仿教育部认证等一切高仿或者真实可查认证服务】代办国外（海外）英国、加拿大、美国、新西兰、澳大利亚、新西兰等国外各大学毕业证、文凭学历证书、成绩单、学历学位认证真实可查。
【实体公司】办皇后大学皇后大学本科毕业证成绩单学历认证学位证文凭认证办留信网认证办留服认证办教育部认证（网上可查实体公司专业可靠）
— — — 留学归国服务中心 — — -
【主营项目】
一.皇后大学毕业证成绩单使馆认证教育部认证成绩单等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
国外毕业证学位证成绩单办理流程：
1客户提供皇后大学皇后大学本科毕业证成绩单办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
专业服务请勿犹豫联系我！本公司是留学创业和海归创业者们的桥梁。一次办理终生受用一步到位高效服务。详情请在线咨询办理,欢迎有诚意办理的客户咨询!洽谈。
招聘代理：本公司诚聘英国加拿大澳洲新西兰美国法国德国新加坡各地代理人员如果你有业余时间有兴趣就请联系我们咨询顾问：+微信:95270640开始山娃就知道父亲的家和工地共有一个很动听的名字——天河工地的底层空空荡荡很宽阔很凉爽在地上铺上报纸和水泥袋父亲和工人们中午全睡在地上地面坑坑洼洼山娃曾多次绊倒过也曾有长铁钉穿透凉鞋刺在脚板上但山娃不怕工地上也常有五六个从乡下来的小学生他们的父母亲也是高楼上的建筑工人小伙伴来自不同省份都操着带有浓重口音的普通话可不知为啥山娃不仅很快与他们熟识起来还成了无话不谈的好朋友可惜快乐的时光总是太短太匆忙吹
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Leadership Ambassador club Adventist module
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
官方认证美国旧金山州立大学毕业证学位证书案例原版一模一样
原版一模一样【微信：741003700 】【美国旧金山州立大学毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(SFU毕业证)西蒙弗雷泽大学毕业证如何办理
SFU硕士毕业证成绩单【微信95270640】《西蒙弗雷泽大学毕业证书原版制作SFU成绩单》【Q微信95270640】《仿制SFU毕业证成绩单西蒙弗雷泽大学学位证书pdf电子图》，A.为什么留学生需要操作留信认证?
留信认证全称全国留学生信息服务网认证,隶属于北京中科院。①留信认证门槛条件更低,费用更美丽,并且包过,完单周期短,效率高②留信认证虽然不能去国企,但是一般的公司都没有问题,因为国内很多公司连基本的留学生学历认证都不了解。这对于留学生来说,这就比自己光拿一个证书更有说服力,因为留学学历可以在留信网站上进行查询!
B.为什么我们提供的毕业证成绩单具有使用价值？
查询留服认证是国内鉴别留学生海外学历的唯一途径，但认证只是个体行为，不是所有留学生都操作，所以没有办理认证的留学生的学历在国内也是查询不到的，他们也仅仅只有一张文凭。所以这时候我们提供的和学校颁发的一模一样的毕业证成绩单，就有了使用价值。
实体公司，专业可靠，办理加拿大毕业证|办美国成绩单|做德国文凭学历认证|办新西兰学位证，办澳洲文凭认证，办留信网认证（网上可查，实体公司，专业可靠）铸就十年品质！信誉！实体公司！
[留学文凭学历认证(留信认证使馆认证)西蒙弗雷泽大学毕业证成绩单毕业证证书大学Offer请假条成绩单语言证书国际回国人员证明高仿教育部认证申请学校等一切高仿或者真实可查认证服务。
多年留学服务公司,拥有海外样板无数能完美1:1还原海外各国大学degreeDiplomaTranscripts等毕业材料。海外大学毕业材料都有哪些工艺呢？工艺难度主要由：烫金.钢印.底纹.水印.防伪光标.热敏防伪等等组成。而且我们每天都在更新海外文凭的样板以求所有同学都能享受到完美的品质服务。
国外毕业证学位证成绩单办理方法：
1客户提供办理西蒙弗雷泽大学西蒙弗雷泽大学毕业证假文凭信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
— — — — 我们是挂科和未毕业同学们的福音我们是实体公司精益求精的工艺！ — — — -
一真实留信认证的作用(私企外企荣誉的见证):
1：该专业认证可证明留学生真实留学身份同时对留学生所学专业等级给予评定。
2：国家专业人才认证中心颁发入库证书这个入网证书并且可以归档到地方。
3：凡是获得留信网入网的信息将会逐步更新到个人身份内将在公安部网内查询个人身份证信息后同步读取人才网入库信息。
4：个人职称评审加20分个人信誉贷款加10分。
5：在国家人才网主办的全国网络招聘大会中纳入资料供国家500强等高端企业选择人才。娃没到过没资格跟小伙伴们争论在山娃的记忆深处只有过年时父亲才会在家呆上三五天无奈相聚的时光总是太短太匆忙记得今年正月就在父亲扛起蛇皮袋将要跨出门槛的一刹那山娃突然抱紧父亲的大腿嚎啕大哭父亲吃力地掰开山娃的手哽咽道山娃好好听话好好念书到了暑假爸也接你进城爸的城好远好大好美山娃于是天天扳着手指算计着读书也格外刻苦无奈时间总过得太慢太慢每次父亲往家打电话山娃总抢着接听一个劲地提醒父亲别忘了正月说的话电涌
一比一原版(UVic毕业证)维多利亚大学毕业证如何办理
UVic毕业证成绩单【微信95270640】《如何办理UVic毕业证维多利亚大学文凭学历》【Q微信95270640】《维多利亚大学文凭学历证书》《维多利亚大学毕业证书与成绩单样本图片》毕业证书补办 Fake Degree做学费单《毕业证明信-推荐信》成绩单，录取通知书，Offer，在读证明，雅思托福成绩单，真实大使馆教育部认证，回国人员证明，留信网认证。网上存档永久可查！
如果您是以下情况，我们都能竭诚为您解决实际问题：【公司采用定金+余款的付款流程，以最大化保障您的利益，让您放心无忧】
1、在校期间，因各种原因未能顺利毕业，拿不到官方毕业证+微信95270640
2、面对父母的压力，希望尽快拿到维多利亚大学维多利亚大学毕业证成绩单；
3、不清楚流程以及材料该如何准备维多利亚大学维多利亚大学毕业证成绩单；
4、回国时间很长，忘记办理；
5、回国马上就要找工作，办给用人单位看；
6、企事业单位必须要求办理的；
面向美国乔治城大学毕业留学生提供以下服务:
【★维多利亚大学维多利亚大学毕业证成绩单毕业证、成绩单等全套材料，从防伪到印刷，从水印到钢印烫金，与学校100%相同】
【★真实使馆认证（留学人员回国证明），使馆存档可通过大使馆查询确认】
【★真实教育部认证，教育部存档，教育部留服网站可查】
【★真实留信认证，留信网入库存档，可查维多利亚大学维多利亚大学毕业证成绩单】
我们从事工作十余年的有着丰富经验的业务顾问，熟悉海外各国大学的学制及教育体系，并且以挂科生解决毕业材料不全问题为基础，为客户量身定制1对1方案，未能毕业的回国留学生成功搭建回国顺利发展所需的桥梁。我们一直努力以高品质的教育为起点，以诚信、专业、高效、创新作为一切的行动宗旨，始终把“诚信为主、质量为本、客户第一”作为我们全部工作的出发点和归宿点。同时为海内外留学生提供大学毕业证购买、补办成绩单及各类分数修改等服务；归国认证方面，提供《留信网入库》申请、《国外学历学位认证》申请以及真实学籍办理等服务，帮助众多莘莘学子实现了一个又一个梦想。
专业服务，请勿犹豫联系我
如果您真实毕业回国，对于学历认证无从下手，请联系我，我们免费帮您递交
诚招代理：本公司诚聘当地代理人员，如果你有业余时间，或者你有同学朋友需要，有兴趣就请联系我
你赢我赢，共创双赢
你做代理，可以帮助维多利亚大学同学朋友
你做代理，可以拯救维多利亚大学失足青年
你做代理，可以挽救维多利亚大学一个个人才
你做代理，你将是别人人生维多利亚大学的转折点
你做代理，可以改变自己，改变他人，给他人和自己一个机会嘿的笑连连说记得记得但别忘了拿奖状进城啊考试一结束山娃就迫不及待地给父亲挂电话：爸我拿奖了三好学生接我进城吧父亲果然没有食言第二天就请假回家接山娃离开爷爷奶奶的那一刻山娃又伤心得泪如雨下宛如军人奔赴前线般难舍和悲壮卧空调大巴挤长蛇列车山娃发现车上挤满了叽叽喳喳的同龄人皆一脸惊喜地四处瞅山娃不认识他们也无暇去套近乎一味地跟着父亲昼夜兼程第二天凌晨就辗转到了父亲的城哇父亲的城真的好大好美哟走出广州火父
Resumes, Cover Letters, and Applying Online
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
一比一原版布拉德福德大学毕业证（bradford毕业证）如何办理
一模一样【微信：A575476】【布拉德福德大学毕业证（bradford毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
原版制作(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明一模一样
学校原件一模一样【微信：741003700 】《(RMIT毕业证书)墨尔本皇家理工大学毕业证在读证明》【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
一比一原版(TMU毕业证)多伦多都会大学毕业证如何办理
TMU本科学位证成绩单【微信95270640】☀️原版仿制多伦多都会大学毕业证书扫描件本科学位证书【办证Q微信95270640】TMU毕业证书扫描件原版仿制毕业成绩单，能完美还原海外各大学TMUBachelor Diploma degree, Master Diploma（本科/硕士多伦多都会大学毕业证书、成绩单）TMU大学Offer录取通知书、雅思成绩单、托福成绩单、雅思托福代考、语言证书、学生卡、高仿留服认证书等毕业/入学/在读材料。1:1完美还原海外各大学毕业材料上的多伦多都会大学毕业证书扫描件本科学位证书TMU毕业证书扫描件原版仿制毕业成绩单工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪。
【本科硕士】多伦多都会大学多伦多都会大学毕业证学位证（GPA修改）；学历认证（教育部认证）；大学Offer录取通知书留信认证使馆认证；雅思语言证书等高仿类证书。
办理流程：
1客户提供办理多伦多都会大学多伦多都会大学毕业证学位证信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）
真实网上可查的证明材料
1教育部学历学位认证留服官网真实存档可查永久存档。
2留学回国人员证明（使馆认证）使馆网站真实存档可查。
我们对海外大学及学院的毕业证成绩单所使用的材料尺寸大小防伪结构（包括：多伦多都会大学多伦多都会大学毕业证学位证隐形水印阴影底纹钢印LOGO烫金烫银LOGO烫金烫银复合重叠。文字图案浮雕激光镭射紫外荧光温感复印防伪）都有原版本文凭对照。质量得到了广大海外客户群体的认可同时和海外学校留学中介做到与时俱进及时掌握各大院校的（毕业证成绩单资格证结业证录取通知书在读证明等相关材料）的版本更新信息能够在第一时间掌握最新的海外学历文凭的样版尺寸大小纸张材质防伪技术等等并在第一时间收集到原版实物以求达到客户的需求。
本公司还可以按照客户原版印刷制作且能够达到客户理想的要求。有需要办理证件的客户请联系我们在线客服中心微信：95270640 或咨询在线高楼最底屋最下面很矮很黑是很不显眼的地下室父亲的家安在别人脚底下须绕过高楼旁边的垃圾堆下八个台阶才到父亲的家很狭小除了一张单人床和一张小方桌几乎没有多余的空间山娃一下子就联想起学校的男小便处山娃很想笑却怎么也笑不出来山娃很迷惑父亲的家除了一扇小铁门连窗户也没有墓穴一般阴森森有些骇人父亲的城也便成了山娃的城父亲的家也便成了山娃的家父亲让山娃呆在屋里做作业看电视最多只能在门口透透气不能跟陌生人搭腔更家
在线制作加拿大萨省大学毕业证文凭证书实拍图原版一模一样
原版一模一样【微信：741003700 】【加拿大萨省大学毕业证文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
5 Common Mistakes to Avoid During the Job Application Process.pdf
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
一比一原版(UBC毕业证)不列颠哥伦比亚大学毕业证如何办理
UBC硕士学位证成绩单【微信95270640】办理UBC毕业证【Q微信95270640】不列颠哥伦比亚大学毕业证书原版↑制作不列颠哥伦比亚大学学历认证文凭办理不列颠哥伦比亚大学留信网认证,留学回国办理毕业证成绩单文凭学历认证【Q微信95270640】专业为海外学子办理毕业证成绩单、文凭制作，学历仿制，回国人员证明、做文凭，研究生、本科、硕士学历认证、留信认证、结业证、学位证书样本、美国教育部认证百分百真实存档可查】
【实体公司】办不列颠哥伦比亚大学不列颠哥伦比亚大学毕业证成绩单学历认证学位证文凭认证办留信网认证办留服认证办教育部认证（网上可查实体公司专业可靠）
— — — 留学归国服务中心 — — -
【主营项目】
一.不列颠哥伦比亚大学毕业证成绩单使馆认证教育部认证成绩单等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
国外毕业证学位证成绩单办理流程：
1客户提供不列颠哥伦比亚大学不列颠哥伦比亚大学毕业证成绩单办理信息：姓名生日专业学位毕业时间等（如信息不确定可以咨询顾问：我们有专业老师帮你查询）；
2开始安排制作毕业证成绩单电子图；
3毕业证成绩单电子版做好以后发送给您确认；
4毕业证成绩单电子版您确认信息无误之后安排制作成品；
5成品做好拍照或者视频给您确认；
6快递给客户（国内顺丰国外DHLUPS等快读邮寄）。
专业服务请勿犹豫联系我！本公司是留学创业和海归创业者们的桥梁。一次办理终生受用一步到位高效服务。详情请在线咨询办理,欢迎有诚意办理的客户咨询!洽谈。
招聘代理：本公司诚聘英国加拿大澳洲新西兰美国法国德国新加坡各地代理人员如果你有业余时间有兴趣就请联系我们咨询顾问：+微信:95270640伟大了居然能单匹马地跑到这么远这么大这么美的地方赚大钱高楼大厦鳞次栉比大街小巷人潮涌动山娃一路张望一路惊叹他发现城里的桥居然层层叠叠扭来扭去桥下没水却有着水一般的车水马龙山娃惊诧于城里的公交车那么大那么美不用买票乖乖地掷下二枚硬币空调享受还能坐着看电视呢屡经辗转山娃终于跟着父亲到家了山娃没想到父亲城里的家会如此寒碜更没料到父亲的城里竟有如此简陋的鬼地方父亲的家在高楼最底屋最下面很矮很黑是很不显各
Recently uploaded (20)
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...
5 Common Mistakes to Avoid During the Job Application Process.pdf
5 Common Mistakes to Avoid During the Job Application Process.pdf
Status of Women in Pakistan.pptxStatus of Women in Pakistan.pptx
Status of Women in Pakistan.pptxStatus of Women in Pakistan.pptx
thyroid case presentation.pptx Kamala's Lakshaman palatial
thyroid case presentation.pptx Kamala's Lakshaman palatial
Talent attraction – passive sourcing
- 1. Talent Management – Passive Candidate Attraction Tina Persson, My HeadHunter&CareerCoach www.linkedin.com/in/tinapersson1 My HeadHunter&CareerCoach @TinaPersson1Tina Persson1 Tina Persson slideshare.net/tinapersson90
- 2. Talent Attraction – The Fight! Differentiation - Candidates today can consider to work for a wider spectrum of companies Building a Relationship – Temporary workforce (consultant, freelancer) Branding – Social Media Platforms (LinkedIn, Facebook, Twitter) Workforce Planning – HR must be strongly integrated with Sales&Marketing Tina Persson, MyHeadHunter&CareerCoach
- 3. Social Recruiting – Human & Social Management…. LinkedIn – 10.000.000 Facebook – 18.000.000 Twitter – 8.000.000 Facts about where US candidates found their recent job! Connect Communicate Care Social Media Platforms Tina Persson MY HeadHunter&CareerCoach Talent ManagerSocial Job Hunting
- 4. Talent Attraction – Trends last 2-4 years Social Networks – Strongly increased > 70% Company Web Page and Job Boards – Small decrease Social Networks – increased >70% Word of Mouth - decreased Time to Recruite Manager Satisfaction Recruiting Quality Tina Persson My HeadHiunter&CareerCoach Sourcing Measure Quality? Talent Brand
- 5. Talent Attraction – Top 1 Priority for Companies Professionals within IT, Engineering and Life Science (>50% of companies) Build a RARE candidate pools Tina Persson MyHeadHunter&CarerCoach Sourcing Connect, Communicate and Care
- 6. Talent Attraction – Global Fight is about Competition Brand Retention Social Media Strategy Proactive Work Tina Persson My HeadHunter&CarerCoach YOU need a Plan
- 7. Talent Attraction – Passive Candidates Less than 50% of Nordic Companies have a strategy for Passive Candidates (Globally ~65%) Tina Persson My HeadHunter&CareerCoach Proactive TB Top TS US UK GE Sca CA
- 8. Talent Attraction – Social Recruiting Social Networks has grown >70% the last 4 years (This is just the beginning) Tina Persson MyHeadHunter&CareerCoach Companies taking care of their TB and Social Media Strategy – less dependent on Staffing Companies
- 9. Talent Attraction - Future Social Media Networking is here to STAY Companies must understand candidate passion and behaviour for future Job Match Take care of Temporary Workforce – They Talk! Stay up-to-date with New tools! Tina Persson My HeadHunter&CareeCoach
- 10. Thanks for your Attention! Tina Persson My HeadHunter&CarerCoach