Understand the market supply and demand for your specific talent needs with the latest analysis across geographies, functions, industries, and seniority.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The document discusses the author's dream company, which is DataSoft. Some key points about DataSoft:
- It is a Bangladeshi IT company that has been operating since 1998 and is ISO 9001 certified.
- It has received several awards and recognition for its work, including being the first IT superbrand in Bangladesh.
- Its vision is to be powered by innovation and guided by integrity to deliver quality solutions. The mission involves developing distinctive processes and ensuring benefits for customers and employees.
- It has over 70 clients for its various products and services in areas like finance, ports and logistics, mobile applications, and ERP systems.
- Approximately 30% of its last year's revenue
Reclutamento e selezione dei talenti: campagne di employer brandingMake It So
In questa presentazione si possono approfondire alcuni elementi per comprendere che cos'è l'attività di employer branding e come può essere utilizzata per attrarre i migliori talenti in azienda.
Employer branding with social media for bright webinarsVeronica Segovia
The document discusses using social media to build an employer brand. It notes that 92% of employers use or plan to use social media for recruiting. Key strategies include creating careers presences on social platforms like LinkedIn, Facebook, and Twitter to highlight opportunities and engage with potential candidates. The document provides tips on auditing online conversations about a company, choosing appropriate networks, creating content calendars, and measuring results to improve employer branding through social media.
Selected Digital Technology Trends and their Impact on Talent Supply and Dema...Margaret Gernert
1. Streaming media is increasing demand for set-top boxes (STBs) that can stream to multiple devices beyond just TVs. However, the STB device and revenue markets are expected to decline slightly through 2019.
2. There are over 1300 STB-related jobs currently advertised across 328 employers, led by Dish Network. Roles in high demand include software engineers, QA engineers, and project managers with skills in Linux, Java, and Python. Demand for STB talent has risen since 2012.
3. Digital rights management (DRM) is experiencing strong growth between 16-25% due to the rise of digital content and new technologies like digital watermarking and system-on-a-
Using Canadian Talent Supply and Demand Data in your Recruiting StrategyWANTED Technologies
This document discusses how companies can use data on talent supply and hiring demand to improve their hiring strategies in Canada. It recommends analyzing the number of job openings for specific roles, salaries, required skills, and locations to understand demand. It also suggests examining the number of candidates with certain qualifications to understand supply. Considering both demand and supply data using a "Hiring Scale" can indicate how difficult different jobs will be to fill. The document is authored by WANTED Technologies, which provides analytics on global talent supply and demand to help companies with workforce and recruiting strategies.
Australian Talent Pools: Latest Views on Supply and Demand -- Breakout Sessio...LinkedIn Talent Solutions
Australian talent pools: Latest views on supply and demand
by Josh Coulson, Insights Manager, APAC, LinkedIn
When shaping your talent strategy, knowledge is power. Understanding market supply and demand for your specific talent needs is critical to engaging your executive team, and making smart investments. What markets in ANZ are most competitive? Where are the 'hidden gems’? Join LinkedIn’s data insights team as they review the latest analysis across geographies, functions, industries, and seniority.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
The document discusses the author's dream company, which is DataSoft. Some key points about DataSoft:
- It is a Bangladeshi IT company that has been operating since 1998 and is ISO 9001 certified.
- It has received several awards and recognition for its work, including being the first IT superbrand in Bangladesh.
- Its vision is to be powered by innovation and guided by integrity to deliver quality solutions. The mission involves developing distinctive processes and ensuring benefits for customers and employees.
- It has over 70 clients for its various products and services in areas like finance, ports and logistics, mobile applications, and ERP systems.
- Approximately 30% of its last year's revenue
Reclutamento e selezione dei talenti: campagne di employer brandingMake It So
In questa presentazione si possono approfondire alcuni elementi per comprendere che cos'è l'attività di employer branding e come può essere utilizzata per attrarre i migliori talenti in azienda.
Employer branding with social media for bright webinarsVeronica Segovia
The document discusses using social media to build an employer brand. It notes that 92% of employers use or plan to use social media for recruiting. Key strategies include creating careers presences on social platforms like LinkedIn, Facebook, and Twitter to highlight opportunities and engage with potential candidates. The document provides tips on auditing online conversations about a company, choosing appropriate networks, creating content calendars, and measuring results to improve employer branding through social media.
Selected Digital Technology Trends and their Impact on Talent Supply and Dema...Margaret Gernert
1. Streaming media is increasing demand for set-top boxes (STBs) that can stream to multiple devices beyond just TVs. However, the STB device and revenue markets are expected to decline slightly through 2019.
2. There are over 1300 STB-related jobs currently advertised across 328 employers, led by Dish Network. Roles in high demand include software engineers, QA engineers, and project managers with skills in Linux, Java, and Python. Demand for STB talent has risen since 2012.
3. Digital rights management (DRM) is experiencing strong growth between 16-25% due to the rise of digital content and new technologies like digital watermarking and system-on-a-
Using Canadian Talent Supply and Demand Data in your Recruiting StrategyWANTED Technologies
This document discusses how companies can use data on talent supply and hiring demand to improve their hiring strategies in Canada. It recommends analyzing the number of job openings for specific roles, salaries, required skills, and locations to understand demand. It also suggests examining the number of candidates with certain qualifications to understand supply. Considering both demand and supply data using a "Hiring Scale" can indicate how difficult different jobs will be to fill. The document is authored by WANTED Technologies, which provides analytics on global talent supply and demand to help companies with workforce and recruiting strategies.
Australian Talent Pools: Latest Views on Supply and Demand -- Breakout Sessio...LinkedIn Talent Solutions
Australian talent pools: Latest views on supply and demand
by Josh Coulson, Insights Manager, APAC, LinkedIn
When shaping your talent strategy, knowledge is power. Understanding market supply and demand for your specific talent needs is critical to engaging your executive team, and making smart investments. What markets in ANZ are most competitive? Where are the 'hidden gems’? Join LinkedIn’s data insights team as they review the latest analysis across geographies, functions, industries, and seniority.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
In a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater.
Workforce Forecasting & Planning is part of the (shared) strategic responsibilities recruiters have to pro-actively develop a as good as possible talent supply, now & in the (near) future.
Data Driven Hiring doesn't work,without paying attention to expected need for talent. So in a dynamic world the urgence for Data Driven Forecasting & Planning has never been greater. This workshop intents to give an idea what WF&P is about to recruitment professionals
In this 1 day workshop recruiters will learn about the basics of Workforce Forecasting & Planning in a VUCA, dynamic world.
10 Strategies for Building a Talent Pool That Makes Recruiting EasyHuman Capital Media
There’s no doubt about it. Competition for top talent is fierce these days. So the question is what can you do to entice the best and brightest professionals to seek out your company? Today’s smart employers are ever vigilant (and diligent) in developing talent pools and pipelines by employing both offensive and defensive recruitment strategies.
How successful are your recruitment strategies? Although your current efforts to find the best candidates might be yielding some good results, maybe it’s time to consider some other creative and progressive techniques designed to engage the interest and passion of your target populations.
Interested in discovering the best methods of cultivating interest from passive candidates who are not currently looking for new opportunities? Curious about how you can get industry superstars to stand in line and wait for vacancies in your company? Join us for this webinar!
In this session, Dr. Chris Lee will explore 10 proactive strategies that recruiters and HR managers can use to gain an advantage in the war for talent. Dr. Lee will discuss how your recruitment tactics, social media presence, employment brand, as well as training and development policies should be integrated into a larger talent management system. You’ll come away with valuable knowledge on how to develop talent pools that give you access to the best candidates before vacancies even occur.
In this webinar, you’ll learn how to:
Develop and employ talent pools to help organizations meet their strategic workforce planning objectives
Refine and tailor recruiting techniques that can organically populate your talent pools
Develop a social media strategy that supports talent pool engagement
Use best practices/state-of-the- art talent pool management techniques
The document discusses building talent pipelines and acquiring the right talent. It notes that human capital is now critical for organizational success and the chief talent officer is as important as the CEO. Companies must find the right balance of developing internal talent while also acquiring external talent. There is no single right strategy, as factors like an organization's needs, skills availability, and competitiveness must be considered. Both developing current employees and hiring new talent from outside are important for organizational growth.
Employer Branding in 3 eccellenze italiane: Elica, Ferrero e Dolce&GabbanaFree Your Talent
Project Work sulle strategie di Employer Branding in 3 aziende del Made in Italy: Ferrero, Dolce&Gabbana ed Elica.
Inteviste a cura di: Marcello Andriola, Daniele Boscari, Francesco Saverio Cantatore, Salvatore di Iulio, Giulia Manzo
Quali sono gli strumenti più efficaci per l’employer branding?
Il report annuale di LinkedIn con i trend italiani 2016 conferma che i maggiori successi si conseguono usando social network professionali in collaborazione con il settore marketing.
Webcast linked in per i professionisti e per le aziendeLinkedIn Italia
Webcast presentato da Alberto Benigno il 16 febbraio 2016.
Come ottimizzare il proprio profilo, creare e gestire la propria company page e utilizzare le soluzioni LinkedIn per la talent acquisition e l'employer branding.
This document discusses ways to improve talent attraction and retention at Mitsubishi Chemical Indonesia. It analyzes current issues such as a lack of clear career paths, bias towards technical roles, and an unclear culture. Recommendations are made to redefine the organizational culture and behavior through analyzing meetings, communication, and leadership styles. It also suggests providing a more plausible career structure through designing future job opportunities, analyzing potential job families, and creating scenarios for new positions to accommodate talents' specialties and allow for career growth. The goal is to transition from a natural selection model to one with clear potential mapping, standardized promotion procedures, and a balance of technical and managerial development.
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 KeynoteGlen Cathey
In theory, building a talent "pipeline" sounds like an ideal strategy, ensuring that you always have a steady supply of the talent you're looking for. In reality, there are many issues with building talent pipelines, and they all "leak" extensively. This presentation, delivered as the closing Keynote of Talent42 2014, deeply explores the core issues associated with building tech talent pipelines, proposes that recruiting is essentially a company's human capital supply chain and examines the many benefits of applying lean principles to the recruiting process, including reducing the 7 deadly wastes and Just-In-Time delivery.
The document announces the expansion of recruitment company The Andersen Partnership into Christchurch, New Zealand with the opening of an office in March 2017. It will include the brands Baker Andersen for construction and property roles, Walker Andersen for accounting and finance roles, and Stirling Andersen for insurance roles. The Andersen Partnership specializes in hard to fill mid to senior level roles and takes a boutique approach while offering a global service. It then provides details on current vacancies and contact information for its brands' Christchurch offices.
How to become the most sought after SQL Professional Vanessa Raath
Are you on the right career path? Have you got the right qualifications and/or certifications? What are the most in-demand IT Skills globally for 2018? What do you need to do if you ready to test the market?
The need to Globalize - A Zinnov PerspectiveZinnov
Zinnov is a globalization advisory firm that helps technology organizations expand globally. It was founded in 2002 and now has 120 consultants across offices in Silicon Valley, Houston, Bangalore, Beijing, Singapore and Delhi. Zinnov provides services like globalization strategy, engineering excellence, location analysis, and emerging markets support to clients in industries like semiconductor, enterprise software, telecom and networking. The document discusses Zinnov's clientele, service offerings, insights on global talent trends for skills like software development, big data, security and mobile, and implications for companies to globalize their engineering footprints.
This webcast provided strategies for effectively recruiting STEM talent. It discussed debunking common misperceptions that STEM jobs require specific degrees, as many professionals are self-taught. It also highlighted that the majority of STEM professionals are open to new opportunities if presented interesting work. The presentation emphasized defining the role of technology for your organization's employer brand story and recognizing differences among STEM audiences to attract a diverse talent pool. It suggested amplifying your message through employee ambassadors who can authentically represent your culture. The strategies focused on driving STEM professionals through the hiring funnel with targeted awareness-building, relationship-nurturing, and application conversion efforts on LinkedIn.
GradConnection AU's presentation at AAGE 2011Belinda Luby
The document summarizes key points from a presentation given to graduates about career opportunities. It discusses:
1) Statistics on the most popular locations, industries, and employers for graduates based on data from the website.
2) How social media and online forums can be used to engage with graduates and generate interest in employers.
3) The growing importance of mobile platforms for recruitment, especially in Asia, and how employers need to optimize their strategies for mobile.
Five innovations have changed the startup world:
1. Applying the scientific method to startups through experiments and iteration to learn about customers and business models.
2. Developing business models using the Business Model Canvas to validate assumptions with facts from experiments.
3. Conducting Customer Discovery to understand customer problems rather than focus on technology solutions.
4. Using the Lean Startup methodology to build minimum viable products to test learning hypotheses rather than fully developed products.
5. Defining metrics like the AARRR framework to measure acquisition, activation, retention, revenue, and referrals to guide business model optimization.
Presentation on "The National Capital Workforce and the Economic Graph" by Jonathan Lister
VP Americas, Sales Solutions, LinkedIn at the Ottawa Education and the Economy Summit with other speakers including the Governor General of Canada and Mayor of Ottawa.
Jumpstart a Lucrative Career in Data ScienceSharala Axryd
The Center of Applied Data Science (CADS) aims to make the world more sustainable through technology, data insights, and intelligence. CADS educates clients on data management, integration, and analysis to empower them and promote independence. As the first comprehensive data science training institution in ASEAN, CADS integrates learning, networking, and professional growth to train effective data scientists and cultivate the next generation of data professionals. There is high demand for data scientists as 90% of data in the last 2 years remains unused, with the potential value from data exceeding $300 billion annually. However, many countries in ASEAN still face gender gaps that CADS hopes to help address through education and training.
Tech Talents: The pivotal success factor for digital transformation and SEA G...Djoann Fal
The document discusses GetLinks, an Asia-based platform that connects tech talents to opportunities across Asia. It aims to close the talent gap in Asia by helping companies build dream teams and hire with speed/insights, and helping tech talents unleash potential, upskill, and relocate. GetLinks has a global database of 500,000 tech talents across Asia and offers sourcing, recruiting, staffing, and a marketplace to help companies achieve digital transformation.
10 Strategies for Building a Talent Pool That Makes Recruiting EasyHuman Capital Media
There’s no doubt about it. Competition for top talent is fierce these days. So the question is what can you do to entice the best and brightest professionals to seek out your company? Today’s smart employers are ever vigilant (and diligent) in developing talent pools and pipelines by employing both offensive and defensive recruitment strategies.
How successful are your recruitment strategies? Although your current efforts to find the best candidates might be yielding some good results, maybe it’s time to consider some other creative and progressive techniques designed to engage the interest and passion of your target populations.
Interested in discovering the best methods of cultivating interest from passive candidates who are not currently looking for new opportunities? Curious about how you can get industry superstars to stand in line and wait for vacancies in your company? Join us for this webinar!
In this session, Dr. Chris Lee will explore 10 proactive strategies that recruiters and HR managers can use to gain an advantage in the war for talent. Dr. Lee will discuss how your recruitment tactics, social media presence, employment brand, as well as training and development policies should be integrated into a larger talent management system. You’ll come away with valuable knowledge on how to develop talent pools that give you access to the best candidates before vacancies even occur.
In this webinar, you’ll learn how to:
Develop and employ talent pools to help organizations meet their strategic workforce planning objectives
Refine and tailor recruiting techniques that can organically populate your talent pools
Develop a social media strategy that supports talent pool engagement
Use best practices/state-of-the- art talent pool management techniques
The document discusses building talent pipelines and acquiring the right talent. It notes that human capital is now critical for organizational success and the chief talent officer is as important as the CEO. Companies must find the right balance of developing internal talent while also acquiring external talent. There is no single right strategy, as factors like an organization's needs, skills availability, and competitiveness must be considered. Both developing current employees and hiring new talent from outside are important for organizational growth.
Employer Branding in 3 eccellenze italiane: Elica, Ferrero e Dolce&GabbanaFree Your Talent
Project Work sulle strategie di Employer Branding in 3 aziende del Made in Italy: Ferrero, Dolce&Gabbana ed Elica.
Inteviste a cura di: Marcello Andriola, Daniele Boscari, Francesco Saverio Cantatore, Salvatore di Iulio, Giulia Manzo
Quali sono gli strumenti più efficaci per l’employer branding?
Il report annuale di LinkedIn con i trend italiani 2016 conferma che i maggiori successi si conseguono usando social network professionali in collaborazione con il settore marketing.
Webcast linked in per i professionisti e per le aziendeLinkedIn Italia
Webcast presentato da Alberto Benigno il 16 febbraio 2016.
Come ottimizzare il proprio profilo, creare e gestire la propria company page e utilizzare le soluzioni LinkedIn per la talent acquisition e l'employer branding.
This document discusses ways to improve talent attraction and retention at Mitsubishi Chemical Indonesia. It analyzes current issues such as a lack of clear career paths, bias towards technical roles, and an unclear culture. Recommendations are made to redefine the organizational culture and behavior through analyzing meetings, communication, and leadership styles. It also suggests providing a more plausible career structure through designing future job opportunities, analyzing potential job families, and creating scenarios for new positions to accommodate talents' specialties and allow for career growth. The goal is to transition from a natural selection model to one with clear potential mapping, standardized promotion procedures, and a balance of technical and managerial development.
Building Talent Pipelines vs Lean/Just-In-Time Recruiting - Talent 42 KeynoteGlen Cathey
In theory, building a talent "pipeline" sounds like an ideal strategy, ensuring that you always have a steady supply of the talent you're looking for. In reality, there are many issues with building talent pipelines, and they all "leak" extensively. This presentation, delivered as the closing Keynote of Talent42 2014, deeply explores the core issues associated with building tech talent pipelines, proposes that recruiting is essentially a company's human capital supply chain and examines the many benefits of applying lean principles to the recruiting process, including reducing the 7 deadly wastes and Just-In-Time delivery.
The document announces the expansion of recruitment company The Andersen Partnership into Christchurch, New Zealand with the opening of an office in March 2017. It will include the brands Baker Andersen for construction and property roles, Walker Andersen for accounting and finance roles, and Stirling Andersen for insurance roles. The Andersen Partnership specializes in hard to fill mid to senior level roles and takes a boutique approach while offering a global service. It then provides details on current vacancies and contact information for its brands' Christchurch offices.
How to become the most sought after SQL Professional Vanessa Raath
Are you on the right career path? Have you got the right qualifications and/or certifications? What are the most in-demand IT Skills globally for 2018? What do you need to do if you ready to test the market?
The need to Globalize - A Zinnov PerspectiveZinnov
Zinnov is a globalization advisory firm that helps technology organizations expand globally. It was founded in 2002 and now has 120 consultants across offices in Silicon Valley, Houston, Bangalore, Beijing, Singapore and Delhi. Zinnov provides services like globalization strategy, engineering excellence, location analysis, and emerging markets support to clients in industries like semiconductor, enterprise software, telecom and networking. The document discusses Zinnov's clientele, service offerings, insights on global talent trends for skills like software development, big data, security and mobile, and implications for companies to globalize their engineering footprints.
This webcast provided strategies for effectively recruiting STEM talent. It discussed debunking common misperceptions that STEM jobs require specific degrees, as many professionals are self-taught. It also highlighted that the majority of STEM professionals are open to new opportunities if presented interesting work. The presentation emphasized defining the role of technology for your organization's employer brand story and recognizing differences among STEM audiences to attract a diverse talent pool. It suggested amplifying your message through employee ambassadors who can authentically represent your culture. The strategies focused on driving STEM professionals through the hiring funnel with targeted awareness-building, relationship-nurturing, and application conversion efforts on LinkedIn.
GradConnection AU's presentation at AAGE 2011Belinda Luby
The document summarizes key points from a presentation given to graduates about career opportunities. It discusses:
1) Statistics on the most popular locations, industries, and employers for graduates based on data from the website.
2) How social media and online forums can be used to engage with graduates and generate interest in employers.
3) The growing importance of mobile platforms for recruitment, especially in Asia, and how employers need to optimize their strategies for mobile.
Five innovations have changed the startup world:
1. Applying the scientific method to startups through experiments and iteration to learn about customers and business models.
2. Developing business models using the Business Model Canvas to validate assumptions with facts from experiments.
3. Conducting Customer Discovery to understand customer problems rather than focus on technology solutions.
4. Using the Lean Startup methodology to build minimum viable products to test learning hypotheses rather than fully developed products.
5. Defining metrics like the AARRR framework to measure acquisition, activation, retention, revenue, and referrals to guide business model optimization.
Presentation on "The National Capital Workforce and the Economic Graph" by Jonathan Lister
VP Americas, Sales Solutions, LinkedIn at the Ottawa Education and the Economy Summit with other speakers including the Governor General of Canada and Mayor of Ottawa.
Jumpstart a Lucrative Career in Data ScienceSharala Axryd
The Center of Applied Data Science (CADS) aims to make the world more sustainable through technology, data insights, and intelligence. CADS educates clients on data management, integration, and analysis to empower them and promote independence. As the first comprehensive data science training institution in ASEAN, CADS integrates learning, networking, and professional growth to train effective data scientists and cultivate the next generation of data professionals. There is high demand for data scientists as 90% of data in the last 2 years remains unused, with the potential value from data exceeding $300 billion annually. However, many countries in ASEAN still face gender gaps that CADS hopes to help address through education and training.
Tech Talents: The pivotal success factor for digital transformation and SEA G...Djoann Fal
The document discusses GetLinks, an Asia-based platform that connects tech talents to opportunities across Asia. It aims to close the talent gap in Asia by helping companies build dream teams and hire with speed/insights, and helping tech talents unleash potential, upskill, and relocate. GetLinks has a global database of 500,000 tech talents across Asia and offers sourcing, recruiting, staffing, and a marketplace to help companies achieve digital transformation.
NAC-Tech has been conceived as an industry standard assessment and certification program to ensure the transformation of a "trainable" workforce into an "employable" workforce, hence creating a robust and continuous pipeline of talent for the IT/Engineering Industry. It is targeted at final year and pre-final year students, who will be seeking employment opportunities in the IT / Engineering sector.
The intent behind assessing these students is to identify the level of talent which is available across India, especially in Tier II and Tier III cities and provide feedback to them on areas they need to work on to improve their employ-ability.
Conceptualization of NAC-Tech
In-depth meetings with the large recruiters in the industry were conducted to understand their recruitment practices, cause of attrition desired skills in a candidate, etc. Based on this, a job-skill matrix was developed which formed the basis for the design of this assessment program. Core and Working Committees from the industry were formed and constant interactions were made to make sure that the program was in line with the industry requirements. An evaluation committee was set up to finalize the vendors and decide on the approach to the pilot. Multi-tier evaluation of the vendors happened after the initial interaction. The identified vendors provided the content and technology to run the test. The companies that have helped develop the assessment program are - TCS, Wipro, Infosys, Accenture, Cognizant and HCL.
Antal International is an expert in executive recruitment with a global network of over 130 offices in more than 30 countries. They have 22 years of experience making over 100,000 placements for over 60,000 clients. Their consultants have expertise in different sectors and can make placements faster with an understanding of client needs.
Digital Disruption – Opportunity and Threat for L&D. LearningCafe Online Disc...LearningCafe
Digital disruption requires employees to have the capabilities and mindset to quickly learn and unlearn to keep with pace of change. L&D often find themselves, willingly or unwillingly, supporting the increase pace of Learning and are finding the traditional methods of delivering Learning unresponsive and slow. L&D professionals themselves in many cases have not acquired the skills to deliver results in this new environment. We discuss if L&D will step up or itself be disrupted by others who can provide the answers.
LearningCafe Year End Webinar - Looking back at 2016. What is coming in 2017?LearningCafe
We explore what were the significant trends last year and what can we expect for 2017?
We Discuss:
Business drivers for Learning in 2016. How Learning design and delivery has changed?
Current and future capability of L&D teams and bridging the gaps.
Influences of disruptive business model of Learning.
Top 3 predictions for L&D in 2017.
This document discusses employability trends for fresh engineering graduates in India. It finds that employability varies significantly based on factors like gender, region, and type of college. Graduates from top 100 colleges have much higher employability rates than other colleges, especially in IT roles. While IT operations roles have the highest employability overall, core engineering roles have the lowest. Employability is also slightly higher for males than females. Regions like Bihar, Delhi and Kerala demonstrate top employability, whereas states like Gujarat and Tamil Nadu are in the bottom 25%. The document concludes by examining differences in aspirations, interview opportunities, and salaries based on branch of study.
Transform Your Approach To Talent By Leveraging Transparency and Data | Talen...LinkedIn Talent Solutions
Both data and transparency are secret sauces that each company has, but may not harness. Brendan Browne, LinkedIn's Sr. Director of Global Talent Acquisition, shares how you can use them correctly to know where to invest and when you’re making a mistake.
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
How to interview and hire game changers webcastLinkedIn
Identifying employees who can take your organisation from satisfactory to exceptional takes both skill and instinct. This webcast will show you how to strengthen relationships with hiring managers, get on the same page with interview teams, and identify the highest-potential, top talent during the hiring process.
CI or FS Poly Cleared Job Fair Handbook | February 10ClearedJobs.Net
KPMG is a professional services firm that provides accounting, consulting and tax services. They are hiring for various federal positions in Northern Virginia including senior associates, managers, and directors for roles in areas such as cybersecurity, data science, financial management, and program/project management.
All Clearances or Cyber Virtual Job Fair Handbook August 11, San AntonioClearedJobs.Net
This document provides information about a virtual job fair for cleared or cyber jobs being held on August 11 from 2-5pm CDT. It outlines the logistics of the event including an information booth, resume review booth, survey for job seekers, and a best recruiter vote. It then lists 11 employers participating in the fair along with brief descriptions and notes sections for each employer.
This document provides an overview of the history and popularity of Java as a programming language. It discusses the origins of Java in the 1990s, its growth in popularity globally and among developers. The document also summarizes statistics about the job market for Java developers, showing strong demand and above-average salaries. Finally, it discusses the history and activities of the Croatian Java User Group (HUJAK) in promoting Java in Croatia.
Similar to Talent Pool Update: Latest Views on Supply and Demand | Talent Connect San Francisco 2014 (20)
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
Team Building Activities for Introverts.pdfConfetti
Plan events that cater to all personality types! Activities that allow for quieter interaction and personal space can create a more inclusive and supportive atmosphere for all team members and help introverts feel more valued and understood.
Check out our blog for the full list 👉 https://share.withconfetti.com/4aV7kEz
Top 11 HR Trends for 2024 That Will Change Future of WorkVantage Circle
As an HR, it is critical to keep yourself updated with the newer developments to make a smooth transition in the workplace. So, here is a list of top HR trends that will impact the workplace in 2024.
12. >
>
>
Discovery questions
Which current or past Qualcomm employees fit the profile?
What skills or areas of expertise are required to be successful?
Which employers are well-known in this space?
#intalent
18. 624
Candidates by country
“NFC” + “payment / mobile” + APAC
519
348
282
167 163
70
700
600
500
400
300
200
100
0
Singapore China Korea Taiwan Japan Hong Kong Indonesia
#intalent
19. 74
71
Candidates by school
33
30 28
20 70 20 20 20
80
70
60
50
40
30
20
10
0
Nat'l
University
Singapore
Nanyang
Tech
University
Nat'l Taiwan
University
Yonsei
University
National
Chiao Tung
University
Shanghai
Jiaotong
University
Institut
Teknologi
Bandung
Seoul Nat'l
University
University of
Philippines
Singapore
Polytechnic
“NFC” + “payment / mobile” + APAC
#intalent
20. Let’s make this easier . . .
1. Energy - Renewable Energy
2. Oil & Gas - Subsea / Offshore
3. Business - Branding
4. Business - Non-profit
5. Computer - Software QA/Debugging
6. Computer - Java Development
7. Construction - Architectural Design
8. Ecology & Environmental Science
9. Finance - Corporate Finance
10. Law - Corporate Law
#intalent
21. Let’s make this easier . . .
In 2013…
10
Talent Pool Reports
In 2014…
100
Talent Pools Reports!
#intalent
22. #intalent X
Let’s make this easier . . .
In 2013…
10
Talent Pool Reports
In 2014…
100
Talent Pools Reports!
26. Wide variety of roles and regions
Talent pool count
Count
Talent pool audience
Business Owners (US) 4,951,804
Chefs (Sweden) 10,021
#intalent
27. Student interests shift
New grads
% new
grads
Talent pool audience
Assoc. Software Engineer
(India) 47%
Letter Carrier (United States) 1%
#intalent
28. Turnover varies widely
% changed jobs in past year
% changed
Talent pool audience
Brand Ambassador (US) 44%
Doctor (Asia) <1%
#intalent
29. NYC isn’t competitive for every role
Talent pool audience Competition
Letter Carrier LOW
Geologist LOW
Gardening & Landscaping LOW
Actor LOW
School Driver LOW
#intalent
30. Set
your talent
destination
Map
talent
supply & demand
Explore
alternate
routes
#intalent
31. Money isn’t everything
What this talent pool wants in a job
Talent pool audience % compensation
important
Community Outreach
(UK) 20%
Nurse (Australia) 22%
Fundraising (UK) 23%
Lab Scientist (UK) 24%
Research Assistant (DE) 25%
#intalent
32. What this talent pool wants in a job
Talent pool audience % compensation
important
Philippines 80%
Indonesia 74%
Korea 74%
Thailand 72%
Mexico 70%
#intalent