Talent Engagement Summit 2019 - Craig Pyke
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THE FUTURE IN MOTION: APPLYING OUR TAGLINE TO OUR TALENT ACQUISITION STRATEGY - CRAIG PYKE, TALENT ACQUISITION MANAGER - Continental
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- The Coit Group has been operating in San Francisco for 18 years and has successfully completed over 5,000 search assignments.
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- One client, Apttus, hired all 100 sales positions they needed in just 8 months with Coit's help, increasing their hiring rate by 900-1150% and reducing time-to-hire by 66%.
- The Coit Group utilizes a dedicated delivery model and the best AI tools to efficiently fill clients' open positions on time and on budget.
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Join us to discuss Talent Acquisition trends that will shape 2017, so you can plan for the future. We’ll look back into 2016, discuss the current role of the TA team, and explore where TA is going next year. The goal of this presentation is to help talent leaders like you benchmark yourself against teams across the globe - by reviewing the most important metrics from our most recent Global Recruiting Trends survey. We will outline what global TA leaders had to say about their teams, their business and what matters to them in 2017 and beyond.
Key highlights:
Learn what your TA peers are planning for in 2017.
Benchmark yourself against your peers on key metrics.
Understand the importance of employer brand to your overall strategy.
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From InDemand 2014, Suzanne Myers who is the Talent Acquisition Director at RealPage, shares how you can leap out of your comfort zone to create an irresistible employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
2018's Recruitment Operations Best Practices Guide
If you think some of your processes are falling through the cracks, especially when you have a bunch of open seats, come by and get some ideas for bolstering the nuts and bolts of what you do.
Understand your source channel percentages - and recruit differently when you do
Match your recruiting team design to your process and your organization - and don’t have senior recruiters process applicants all day (but definitely process all your applicants!)
Contract with executive leadership on cost/quality/speed – and leverage that agreement to drive agreement (and sanity) at the HM and Director level
Aca Talent
The document discusses how ACA Talent helps companies drive revenue through optimizing their sales recruitment processes. It outlines ACA Talent's sales recruitment optimization services, including professional search, project management of high-volume recruiting, and recruitment technology solutions to improve efficiency. The goal is to help companies recruit better sales talent faster to maximize revenue opportunities.
Client Experience for Professional Services - Keynote
Experience for Client Services is different. Law firms, consultancies, engineering firms, management consultancies have to plan for and deliver experiences where the relationship is the core product. This keynote was delivered by Steven Keith from CX Pilots at CXPS 2017. It details what Client Services professionals need to thinking and doing to succeed in Professional Services today.
It explores the difference between CX/CEM (customer experience) and Client Experience.
Customer Experience: Customer Experience is the sum total of all feelings and interactions a customer has with a brand over time. It’s a volume concern. Lower incremental stakes.
Sure, it’s about relationships, but it’s a lot more about removing friction from discrete interactions.
Client Experience: Client Experience has a similar sum but it is far more concerned with longevity and depth of relationships.While discrete interactions are important, it’s more about qualitative relationships where highly-skilled services are the “product” delivered, personally.
Talent Works Intro
Talent Works International provides cost-effective and innovative resourcing solutions through talent pooling, recruitment research, and market intelligence. They create talent pipelines for clients to reduce costs and time associated with hiring. Talent Works maps competitors to gain market insights and identifies potential candidates. Their solutions include maintaining talent pools of passive candidates and identifying targets from competitors to approach about current and future opportunities. Clients include large multinational companies across various industries.
Tallent management ibm smarter workforce
The document discusses challenges that companies face in attracting and retaining talent. It notes that addressing talent gaps is a top concern for company executives. A study found that 87% of HR executives say employees feel increased pressure and stress. The document then lists various talent management solutions offered by IBM that can help companies assess skills, develop leaders, engage employees, analyze workforce data and optimize hiring and retention. These include solutions for recruitment, learning, performance management, succession planning and compensation. An example is also given of how IBM tools helped a seasonal employer improve hiring speeds and reduce time to productivity.
Overcoming Asia's Cost Per Hire Dilemma
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
The talent to win
Global megatrends are escalating the war for top talent and reshaping business as we know it. To stay ahead, organizations are innovating at warp speed. The problem is, in most organizations business innovation dramatically outpaces talent innovation. And when your business strategy and talent strategy are out of sync, you can't drive top business performance. By creating talent innovations that accelerate your top business goals and integrating them throughout your entire organization, you will establish talent as a strategic advantage.
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
BrightHouse Networks Puts the HelloExcellence in Talent Acquisition with a Re...
BrightHouse Networks Puts the HelloExcellence in Talent Acquisition with a Re...SmashFly Technologies
Senior Director of Talent Acquisition Jennifer Tracy shares how Bright House Networks has transformed its talent acquisition strategy with a Recruitment Marketing Platform.
As presented at the 2014 IHRIM ConferenceInsiders e brochure 2014 (NEW)_CXO Mapping
Insiders is India's first recruitment research firm focused on providing CXO mapping, search, and intelligence solutions. The firm maps leadership talent across companies and sectors to identify skills, experience, and contact details. This helps clients have a pipeline of potential leadership hires and reduces executive hiring costs by 70%. Insiders offers talent mapping, pipeline, inventory, and intelligence solutions to give clients insights into available talent and successors.
Similar to Talent Engagement Summit 2019 - Craig Pyke (20)
GraylinkTrends and Talent Sourcing in Nigeria- Sept 2015
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Redesigning the Role of Talent Acquisition From Transactional to Strategic
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Cognitive Analytics For Perfect Hire in Shortest Time
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Build an Irresistible Talent Brand | InDemand 2014
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2018's Recruitment Operations Best Practices Guide
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Client Experience for Professional Services - Keynote
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#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent Pipelining
BrightHouse Networks Puts the HelloExcellence in Talent Acquisition with a Re...
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Explore 3 ways that AI can impact talent goals. Discover the full webinar series "Accelerating Talent Transformation with AI" on the Beamery resources section here: https://beamery.com/resources
AI in Talent Acquisition: The Fundamentals
AI is an accelerator for Talent Transformation. It’s a layer of technology that means great talent teams can be even more powerful, but for the best results, the right foundations need to be in place.
In this first session of “Accelerating Talent Transformation with AI”, we’re cutting through the buzz and focusing on what will set talent leaders up for success when it comes to this new technology. What do today’s Talent leaders absolutely need to know about AI, and what questions should they ask when investigating new talent tech?
Why Your Talent Transformation is at Risk of Failing
There is a serious lack of alignment between talent leaders, CHROs and CEOs on core aspects of the transformation agenda: what gaps to address first, what skills matter most, and even how to manage recruiter engagement. To help talent leaders navigate their transformation plans successfully, we've pulled together an all-star panel with leaders from Paradox, Workday and Hiredscore.
Back to Basics with integrations, Data Management and Automation
No one wants to spend time on talent tech integrations or data management when there are sexy new features to talk about.
And yet, in a recent research report on the success factors of transformation projects in talent teams, we find that transformation projects that ignore the foundational aspects of talent technology, namely integrations, talent data management, and recruiting automation, are most likely to fail. During the 2020 pandemic, companies rushed to roll out transformation agendas, prioritizing a speedy response at the expense of viability, adoption, and positive returns. Madeline Laurano and Kyle Lagunas explore how that can happen, and what talent leaders can do to avoid this outcome, or course-correct if necessary.
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We invited Sultan Murad Saidov, Co-founder and President at Beamery, to host a Q&A about the risks associated with handling candidate data from across the world, and to offer talent leaders ideas on where to look next to identify and eliminate their data compliance risks.
Diversity, Equity and Inclusion: Why You're Solving the Wrong Problem
We’ve invited three Beamery experts to tell us why talent leaders might be by working on the wrong problems when it comes to Diversity, Equity and Inclusion. Sinead Daly, diversity and inclusion specialist, and Samantha Bagley, talent technology implementation consultant, both discuss this issue with Steve Bianchi, Chief People officer at Beamery.
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Recruiting leaders have had to pack months, sometimes years of digital transformation plans into a few weeks to adapt to the Covid health crisis.
In this webinar, we invited Pavlína Schuster, Recruiting Operations Analyst at Kiwi.com, to describe how she worked with her team to accelerate the digital transformation agenda that her organization had started before the pandemic. She discussed remote events, at-home recruiting processes, and new ways to measure success for these adapted recruiting processes.
Cultivating Resilience with Talent Teams
What is the rulebook for being a successful talent leader during a crisis like the COVID 19 pandemic? How can you arm yourself with the right tools, and cultivate the right skills to help both yourself and your team? That is what our speaker for this webinar, Morgan Massie, discusses in this session.
Rise of Talent Operations - Measuring Success
The true impact of the talent operations function cannot be measured using traditional recruiting metrics, so how do you measure success for it? We invited a global talent acquisition leader from IBM to challenge the notion of what success looks like for talent operations.
Rise of Talent Operations- The Fundamentals
For this webinar, we’ve collected and curated the inputs of talent practitioners, providers, and analysts on why talent operations is so important to a modern recruiting team.
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What does a future-proof talent acquisition team look like?
Kevin Blair, who has led global talent acquisition teams in one multinational tech giant after the other, has some ideas on the subject.As a talent leader, you are probably in the middle of planning for 2020 hiring targets, but you also have long-term growth on your mind. You know that to deliver best-in-class candidate experiences, attract top talent, or make hiring more predictable, you need to invest in new skills and a new team structure. But what does good look like, and where can you start?
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We invited Steve Bianchi, Chief People Officer at Beamery and experienced talent analytics executive, to discuss these findings in this webinar.
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The document discusses how AI can transform talent engagement and recruitment by overcoming limitations of traditional recruiting. It provides examples of how AI tools like Hiretual found more qualified candidates in less time compared to LinkedIn for an engineering role, and how sourcing on Twitter identified an engineering manager in 30 minutes. The document advocates that AI should supplement rather than replace human judgment, by determining key skills, cross-referencing across sites, and remembering to recruit the whole person.
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The document discusses how to build talent teams at scale. As teams grow, communication breaks down and processes become misaligned if not standardized. Maintaining operational excellence is key through establishing effective technology, processes, metrics and data-driven decision making. The presentation recommends taking a problem-solving approach using frameworks like Lean Six Sigma and 5 Whys to identify root causes. It emphasizes planning data collection, building collaborative processes, formalizing handoffs, and cementing processes with tools designed for the team's evolving needs.
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In companies where talent leaders know how to identify the right partners and proactively build a relationship with them, navigating the buying process for new talent technology is much simpler.
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Talent acquisition leaders understand the need to proactively establish relationships with candidates in order to attract and retain the best talent. But being successful requires more than big ideas--in fact, it often comes down to something far more practical: Operations.
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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
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6:个人职称评审加20分
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The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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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
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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
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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
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
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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
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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
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
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【业务选择办理准则】
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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。
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Talent Engagement Summit 2019 - Craig Pyke
- 1. THE FUTURE IN MOTION: APPLYING OUR TAGLINE TO OUR TALENT ACQUISITION STRATEGY CRAIG PYKE, TALENT ACQUISITION MANAGER
- 2. CRAIG PYKE Talent Acquisition Manager at Continental
- 3. Thoughtful innovation Solid foundation of recruiting fundamentals Great talent acquisition strategy
- 6. SHARED SERVICES VERSE ON-SITE RECRUITERS
- 8. MANAGE HIGH VOLUME MAKE TECH WORK PITCH INNOVATION
- 10. … but we needed much more functionality than the ATS offered. ● One place to capture candidates sourcing ● A way to track talent pipelines ● … the demise of Excel for our recruiters!!
- 11. SOME OF THE CHALLENGES OF IMPLEMENTING RECRUITING TECHNOLOGY
- 14. … we have a vision to mirror our business’ level of innovation in our efforts to identify, screen and hire the best talent … Our leadership gave us ... Freedom to act on ideas Freedom to fail and learn quickly
- 15. OUR JOURNEY WITH A CRM
- 16. … we started using Beamery as our CRM in 2017 to … Track the efforts of our sourcing team Eliminate reliance on spreadsheets for talent pooling and engagement
- 18. … we have seen great success by leveraging our CRM ... Eliminate paper resumes at events Improve recruiter collaboration More proactive recruiting
- 19. INTRODUCING AI
- 20. … we started using Hiretual as our AI search partner to … Source for passive talent that couldn’t be located on a job board
- 21. GREAT TECH WITHOUT GREAT INTEGRATIONS?
- 22. … we needed an integrated tech stack. And found that our CRM and AI partners were here to build one in partnership with us. Beamery + Hiretual
- 24. WHAT DOES THE FUTURE OF TALENT ACQUISITION LOOK LIKE AT CONTINENTAL?
- 26. Active & passive talent is always in motion Identify & track talent movements Employee development & skills evolve
- 27. THE DIGITAL TRANSFORMATION OF HR & THE RECRUITER EXPERIENCE
- 28. … Importantly - there should be a balance of candidate, customer and … Recruiter experience
- 29. … The future of Continental’s TA strategy will be to focus on … Connectivity
- 30. THE FUTURE OF OUR TALENT ACQUISITION TEAM IS IN MOTION
- 31. Smart, curious Recruiters - open to change Strong relationships with technology partners internally and externally Fail quickly & learn from mistakes
- 32. QUESTIONS?