I was tasked to complete a 360 Talent Sourcing Task for a well known company who I will keep incognito. I thought this task could help other people source. Therefore, I am sharing this.
The document outlines Standard Chartered Bank's (SCB) strategy to improve its use of LinkedIn in the Middle East, North Africa, and Pakistan (MENAP) region. It finds that while SCB spends $500,000 annually on LinkedIn globally, with $93,800 spent in MENAP, its return on investment is low due to underutilization and a lack of effective communication. The strategy proposes refreshing SCB's careers pages on LinkedIn, improving job postings, implementing targeted recruitment campaigns, and better communicating its values and employer value proposition to maximize its reach of 40,000 MENAP followers and increase hiring.
Talent Mapping - Intelligence Supporting your recruitment planResearchEurope
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
The document compares LinkedIn Recruiter Lite and Recruiter Professional Services (RPS) and highlights 10 key features that RPS offers over Recruiter Lite. RPS provides enhanced collaboration tools, data ownership, training and support, and more powerful search filters to help recruiters target candidates more effectively. It is suited for recruiters or teams that do ongoing recruitment throughout the year rather than just a few placements. RPS allows recruiters to extend their reach, use analytics to understand talent pools, contact candidates more efficiently, and empower their teams.
How to Build a Proactive Candidate Sourcing Strategy Lever Inc.
This document outlines a proactive candidate sourcing strategy in 3 stages: kickoff, search, and outreach. The kickoff stage involves gathering key information about the role and criteria. The search stage consists of preparatory research, market mapping, and identifying sources to search. The outreach stage focuses on motivations-based, personalized outreach using various tools and metrics to measure success.
Kribhani is a recruitment and human resources firm in Nepal that aims to bridge unemployment and corporate HR needs. It provides job placement services for both job seekers and employers. Kribhani has placed over 2,000 job seekers and works with over 200 client companies. It offers executive search, recruitment, skills testing, training programs and other HR services. Kribhani's goal is to be a one-stop solution for HR needs in Nepal.
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...Susanna Frazier
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates
The biggest change in talent acquisition today is top job seekers searching out companies they want to join. The tables have turned. Recruiters need strategy to ‘pull’ vs ‘push’ and be top of the heap in search when candidates come looking.
Master the success factors to:
Understand what SEO is and how to influence it
Ensure your company comes up in Google searches by job seekers
Work with your marketing team to attract the best candidates
Ensure your vacancies are easy for candidates to find online.
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.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
The document outlines Standard Chartered Bank's (SCB) strategy to improve its use of LinkedIn in the Middle East, North Africa, and Pakistan (MENAP) region. It finds that while SCB spends $500,000 annually on LinkedIn globally, with $93,800 spent in MENAP, its return on investment is low due to underutilization and a lack of effective communication. The strategy proposes refreshing SCB's careers pages on LinkedIn, improving job postings, implementing targeted recruitment campaigns, and better communicating its values and employer value proposition to maximize its reach of 40,000 MENAP followers and increase hiring.
Talent Mapping - Intelligence Supporting your recruitment planResearchEurope
As talent acquisition and management become more strategic and less reactive, companies increasingly seek intelligence to inform their decisions around recruitment and talent planning. Talent Mapping can provide valuable information on the ‘landscape’ of available talent ahead of any recruitment activity and is an important first stage in any meaningful talent pipeline programme.
Join us on this 30 minute webinar to learn:
- Why & when use Talent Mapping
- Using mapping for strategic talent planning/ pipelining
- It’s not just about people, what else can you use it for
- Not everyone’s on LinkedIn, so how do you find them?
The document compares LinkedIn Recruiter Lite and Recruiter Professional Services (RPS) and highlights 10 key features that RPS offers over Recruiter Lite. RPS provides enhanced collaboration tools, data ownership, training and support, and more powerful search filters to help recruiters target candidates more effectively. It is suited for recruiters or teams that do ongoing recruitment throughout the year rather than just a few placements. RPS allows recruiters to extend their reach, use analytics to understand talent pools, contact candidates more efficiently, and empower their teams.
How to Build a Proactive Candidate Sourcing Strategy Lever Inc.
This document outlines a proactive candidate sourcing strategy in 3 stages: kickoff, search, and outreach. The kickoff stage involves gathering key information about the role and criteria. The search stage consists of preparatory research, market mapping, and identifying sources to search. The outreach stage focuses on motivations-based, personalized outreach using various tools and metrics to measure success.
Kribhani is a recruitment and human resources firm in Nepal that aims to bridge unemployment and corporate HR needs. It provides job placement services for both job seekers and employers. Kribhani has placed over 2,000 job seekers and works with over 200 client companies. It offers executive search, recruitment, skills testing, training programs and other HR services. Kribhani's goal is to be a one-stop solution for HR needs in Nepal.
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates − Digital T...Susanna Frazier
Maximizing Your Talent Brand SEO to Attract Your Dream Candidates
The biggest change in talent acquisition today is top job seekers searching out companies they want to join. The tables have turned. Recruiters need strategy to ‘pull’ vs ‘push’ and be top of the heap in search when candidates come looking.
Master the success factors to:
Understand what SEO is and how to influence it
Ensure your company comes up in Google searches by job seekers
Work with your marketing team to attract the best candidates
Ensure your vacancies are easy for candidates to find online.
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.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment.
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
10 Keys to Success for Pipelining and Proactive Recruitment in EMEA | Talent ...LinkedIn Talent Solutions
Three Keys to Success for Pipelining and Proactive Recruitment are: 1) Set yourself up for success by laying the foundation, 2) Build a solid pipeline process, and 3) Don't forget to find new leads and build long-term relationships. Luxottica's talent pipeline strategy with LinkedIn helped them manage their recruiting process internally using LinkedIn as their sourcing and CV management tool. This allowed them to efficiently find the best talent globally and align their HR network.
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...LinkedIn Talent Solutions
Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.
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/1bgERGj
The document discusses talent acquisition and recruitment. It defines talent acquisition as a strategic process of attracting and developing the right people with the right skills. Talent acquisition focuses on long-term strategies and developing a talent pipeline, while recruitment focuses on filling open positions. An effective talent acquisition strategy involves conducting workforce planning, building an employer brand, sourcing and recruiting candidates both internally and externally, using recruiting technology, developing onboarding programs, and utilizing data analytics.
Bharat Headhunters is a specialized recruitment firm that sources passive candidates for client organizations. They focus on permanent IT and non-IT recruitment across India. The company prides itself on its commitment, flexibility, and quality. Bharat Headhunters builds internal databases through references and networks to find candidates without relying solely on job portals. They conduct thorough research on client needs and target companies to identify top talent through various headhunting techniques. Bharat Headhunters serves clients across various industries, with expertise in both IT and non-IT recruiting.
Art of sending Mass Mails - Ashish Peshave – Sourcing LabSourcingAdda
The document provides guidance on effectively sending mass emails to candidates. It discusses including key components like an intriguing subject line (SELO), opening paragraph to engage the reader, detailed information about the company and job, and clear instructions on how to apply. The document emphasizes finding the right candidates and attracting their attention, rather than just finding people, by creating an information gap to pique curiosity and the need to learn more. It also provides examples of effective mass email formats.
The ability to identify, engage and recruit top talent for your business has never been so important. With the economy starting to show signs of life, businesses need to quickly adapt and ensure that they have the infrastructure and talent in place in order to capitalise on this growth and not be left behind.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
This document summarizes a panel discussion on gathering feedback to improve hiring and retention strategies. The panel addresses four topics: 1) Screening and sourcing talent quickly, 2) Leveraging candidate survey feedback, 3) Curating employee feedback to refine sourcing, and 4) Creating an exceptional onboarding experience. Panelists provide tips on using close-ended survey questions and avoiding absolutes to gather feedback that can be incorporated into sourcing strategies. They also discuss how to gather employee recommendations and prioritize onboarding to differentiate the new hire experience.
Belong Executive Briefing Hyderabad: November 14, 2017Belong
For the 6th Edition of the Belong Executive Briefing, we organized the discussion at Radisson Blu Plaza, Hyderabad in association with GuildLive.
The session was attended by a diverse mix of leaders from across IT Consulting & Services, Product Development and Pharmaceutical Industries.
Attending companies included: Hitachi Consulting, JDA Software, Factset, Cigniti, AMD, Kony, Rockwell Collins, Virtusa Polaris, Pegasystems, EPAM Systems, CDK Global, MSN Laboratories, Polycom.
VBeyond Corporation is a US-incorporated company supported by its India-registered sister company Vision Beyond Resources India Pvt Ltd. It was established in 2006 and has over 130 employees working in its headquarters in New Jersey, USA and hub offices in Lucknow, India. It provides end-to-end recruitment and talent management solutions such as staffing, executive search, recruitment process outsourcing, and permanent hiring to clients across various industries in India and the US.
Building In-House Executive Search CapabilityResearchEurope
A hot topic amongst talent managers is “How do I build in-house executive search capability?”
Companies who have achieved this report not only cost-savings, but improvements in time-to-hire and talent retention.
However, very few firms have successfully built in-house capabilities – and it’s not as straightforward as some would lead you to believe.
In this 30 minute webinar, Stephen Buchanan explores issues around building an in-house executive search team:
• Why build an in-house executive search team?
• Hiring in the right skills and experience
• Processes and systems
• Pitfalls to avoid
• Getting buy-in from internal stakeholders
• Return on investment
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
Webinar#2- Outbound All Stars Webinar SeriesBelong
Aligned for Impact: Secret Weapons For A Winning Business and Talent Acquisition Partnership
In many ways, the talent acquisition function and business are like an orchestra - when they work together, you hear beautiful symphonies. Yet, if a single player is off-key or not aligned, the result is chaos and cacophony.
This is why aligning the business and talent acquisition function is at the very heart of Outbound Hiring. In this session we covered:
1. Competitive Talent Insights your Business really wants
2. Opportunity Profiles: How to map candidate desires to business needs
3. Business interventions that delight even the hardest-to-impress candidates
4. Fool-proof checklist for Business-TA alignment
This document discusses challenges in leadership hiring. It identifies key gaps between job seeker and recruiter expectations of leadership roles. When hiring leaders, credentials, character and competency must all be considered. Recruiters face issues assessing fit, filtering resumes properly, and managing candidate excuses. Non-traditional sourcing and flexible role mapping can help address these challenges. The document emphasizes selling opportunities well, managing expectations, and giving candidates a realistic picture to find the best leadership fits.
This Presentation consists of various tips and tricks on selecting the best candidates for your organization. It also consists of some methods which I have tried personally such as putting up Job posts on LinkedIn, Instagram and even WhatsApp Groups. This is just the beginning. You may want to use several other methods for hiring the best talent. I have mentioned few important techniques of using social media for recruitment in this article. https://m-dipti00.medium.com/steps-and-plan-for-recruitment-using-social-media-43197e6a8dc4
I have also listed down some points on how to get referrals from people on LinkedIn. You may have a look. https://m-dipti00.medium.com/steps-for-getting-referrals-on-linkedin-532f2134b7a9
This was the task mentioned in the GRIP Internship program (2021) by The Sparks Foundation. #GRIPMAR21 #TheSparksFoundation
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
This document outlines the key steps for effective employer branding:
1. Understand the business needs and target competencies required to execute the business plan.
2. Define the main internal and external target groups based on business needs and critical competencies.
3. Fully understand the main and secondary target groups through research to identify what is attractive to them and how to effectively communicate.
4. Optimize the employer value proposition to include attributes that are attractive, true, credible, sustainable, and allow for long-term differentiation.
Grow your Assets, not Liabilities - “Reaching Perfection is end of Growth.” Business is an ongoing journey which has to be blended with innovation in every aspect. It gives you Goosebumps when growth tickles& No longer the HR is left behind in contributing to that. We are presenting ourselves to share that tickle and make you feel more aggressive in moving ahead. Reach us to discuss the best suited and unique HR solution and give you manpower like never before.
Dignus Consulting Pvt. Ltd is a company that provides recruitment and staffing services. It aims to become clients' first choice for recruitment needs and eventually work as partners rather than just service providers. The document outlines Dignus' mission to provide high quality services, vision to continuously innovate, and values including customer focus, ethics, and transparency. It also describes the recruitment process, areas of expertise, and presence in India.
Org Design is (Largely) Information ArchitecturePeter Merholz
Given at the IA Conference in 2019, this talk connects the practices of org design with the practices, skills, and values from information architecture.
The document provides advice and guidance for finding a new job, including resume tips, interview preparation, and example questions. It highlights important factors such as personal presentation, body language, education, goals, job history, and suggested questions to ask or avoid during an interview. Key points emphasized include hiring managers liking people they interview, the importance of overcoming past failures, and conveying one's qualifications without condemnation.
Mohammad Al Radaydeh, a Recruitment Product Consultant at LinkedIn, shares the keys to success for pipelining and proactive recruitment.
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
10 Keys to Success for Pipelining and Proactive Recruitment in EMEA | Talent ...LinkedIn Talent Solutions
Three Keys to Success for Pipelining and Proactive Recruitment are: 1) Set yourself up for success by laying the foundation, 2) Build a solid pipeline process, and 3) Don't forget to find new leads and build long-term relationships. Luxottica's talent pipeline strategy with LinkedIn helped them manage their recruiting process internally using LinkedIn as their sourcing and CV management tool. This allowed them to efficiently find the best talent globally and align their HR network.
360 Sourcing: How to Find the Best Internal & External Talent | Talent Connec...LinkedIn Talent Solutions
Do your sourcing efforts focus on both internal and external talent? Have you empowered your employees to recruit through a stellar employee referral program? Learn from leaders who have built highly effective 360 sourcing strategies to hire the right talent for the right roles.
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/1bgERGj
The document discusses talent acquisition and recruitment. It defines talent acquisition as a strategic process of attracting and developing the right people with the right skills. Talent acquisition focuses on long-term strategies and developing a talent pipeline, while recruitment focuses on filling open positions. An effective talent acquisition strategy involves conducting workforce planning, building an employer brand, sourcing and recruiting candidates both internally and externally, using recruiting technology, developing onboarding programs, and utilizing data analytics.
Bharat Headhunters is a specialized recruitment firm that sources passive candidates for client organizations. They focus on permanent IT and non-IT recruitment across India. The company prides itself on its commitment, flexibility, and quality. Bharat Headhunters builds internal databases through references and networks to find candidates without relying solely on job portals. They conduct thorough research on client needs and target companies to identify top talent through various headhunting techniques. Bharat Headhunters serves clients across various industries, with expertise in both IT and non-IT recruiting.
Art of sending Mass Mails - Ashish Peshave – Sourcing LabSourcingAdda
The document provides guidance on effectively sending mass emails to candidates. It discusses including key components like an intriguing subject line (SELO), opening paragraph to engage the reader, detailed information about the company and job, and clear instructions on how to apply. The document emphasizes finding the right candidates and attracting their attention, rather than just finding people, by creating an information gap to pique curiosity and the need to learn more. It also provides examples of effective mass email formats.
The ability to identify, engage and recruit top talent for your business has never been so important. With the economy starting to show signs of life, businesses need to quickly adapt and ensure that they have the infrastructure and talent in place in order to capitalise on this growth and not be left behind.
2019 Summer of Sourcing: Gathering Feedback to Improve HiringLever Inc.
This document summarizes a panel discussion on gathering feedback to improve hiring and retention strategies. The panel addresses four topics: 1) Screening and sourcing talent quickly, 2) Leveraging candidate survey feedback, 3) Curating employee feedback to refine sourcing, and 4) Creating an exceptional onboarding experience. Panelists provide tips on using close-ended survey questions and avoiding absolutes to gather feedback that can be incorporated into sourcing strategies. They also discuss how to gather employee recommendations and prioritize onboarding to differentiate the new hire experience.
Belong Executive Briefing Hyderabad: November 14, 2017Belong
For the 6th Edition of the Belong Executive Briefing, we organized the discussion at Radisson Blu Plaza, Hyderabad in association with GuildLive.
The session was attended by a diverse mix of leaders from across IT Consulting & Services, Product Development and Pharmaceutical Industries.
Attending companies included: Hitachi Consulting, JDA Software, Factset, Cigniti, AMD, Kony, Rockwell Collins, Virtusa Polaris, Pegasystems, EPAM Systems, CDK Global, MSN Laboratories, Polycom.
VBeyond Corporation is a US-incorporated company supported by its India-registered sister company Vision Beyond Resources India Pvt Ltd. It was established in 2006 and has over 130 employees working in its headquarters in New Jersey, USA and hub offices in Lucknow, India. It provides end-to-end recruitment and talent management solutions such as staffing, executive search, recruitment process outsourcing, and permanent hiring to clients across various industries in India and the US.
Building In-House Executive Search CapabilityResearchEurope
A hot topic amongst talent managers is “How do I build in-house executive search capability?”
Companies who have achieved this report not only cost-savings, but improvements in time-to-hire and talent retention.
However, very few firms have successfully built in-house capabilities – and it’s not as straightforward as some would lead you to believe.
In this 30 minute webinar, Stephen Buchanan explores issues around building an in-house executive search team:
• Why build an in-house executive search team?
• Hiring in the right skills and experience
• Processes and systems
• Pitfalls to avoid
• Getting buy-in from internal stakeholders
• Return on investment
John Ham, Founding CEO and Chairman of Ustream Inc., and Luan Lam, Vice President of Global Talent Acquisition at AppDynamics, share how you can build an effective hiring strategy that will help you gain a competitive edge and scale your business in the new year.
Register for more SMB webcasts: http://linkd.in/1wN7l4p
Webinar#2- Outbound All Stars Webinar SeriesBelong
Aligned for Impact: Secret Weapons For A Winning Business and Talent Acquisition Partnership
In many ways, the talent acquisition function and business are like an orchestra - when they work together, you hear beautiful symphonies. Yet, if a single player is off-key or not aligned, the result is chaos and cacophony.
This is why aligning the business and talent acquisition function is at the very heart of Outbound Hiring. In this session we covered:
1. Competitive Talent Insights your Business really wants
2. Opportunity Profiles: How to map candidate desires to business needs
3. Business interventions that delight even the hardest-to-impress candidates
4. Fool-proof checklist for Business-TA alignment
This document discusses challenges in leadership hiring. It identifies key gaps between job seeker and recruiter expectations of leadership roles. When hiring leaders, credentials, character and competency must all be considered. Recruiters face issues assessing fit, filtering resumes properly, and managing candidate excuses. Non-traditional sourcing and flexible role mapping can help address these challenges. The document emphasizes selling opportunities well, managing expectations, and giving candidates a realistic picture to find the best leadership fits.
This Presentation consists of various tips and tricks on selecting the best candidates for your organization. It also consists of some methods which I have tried personally such as putting up Job posts on LinkedIn, Instagram and even WhatsApp Groups. This is just the beginning. You may want to use several other methods for hiring the best talent. I have mentioned few important techniques of using social media for recruitment in this article. https://m-dipti00.medium.com/steps-and-plan-for-recruitment-using-social-media-43197e6a8dc4
I have also listed down some points on how to get referrals from people on LinkedIn. You may have a look. https://m-dipti00.medium.com/steps-for-getting-referrals-on-linkedin-532f2134b7a9
This was the task mentioned in the GRIP Internship program (2021) by The Sparks Foundation. #GRIPMAR21 #TheSparksFoundation
The document provides guidance on presenting candidates to hiring managers in the most effective way. It outlines six criteria for a Most Marketable Candidate, including having in-demand, realistic job qualifications. An effective presentation stands out through formatting, measurable achievements, skills match to the job description, and reference feedback. The recommendation is tailored to sell the candidate as solving the hiring problem. Examples demonstrate highlighting a candidate's skills fit to the listed job requirements.
This document outlines the key steps for effective employer branding:
1. Understand the business needs and target competencies required to execute the business plan.
2. Define the main internal and external target groups based on business needs and critical competencies.
3. Fully understand the main and secondary target groups through research to identify what is attractive to them and how to effectively communicate.
4. Optimize the employer value proposition to include attributes that are attractive, true, credible, sustainable, and allow for long-term differentiation.
Grow your Assets, not Liabilities - “Reaching Perfection is end of Growth.” Business is an ongoing journey which has to be blended with innovation in every aspect. It gives you Goosebumps when growth tickles& No longer the HR is left behind in contributing to that. We are presenting ourselves to share that tickle and make you feel more aggressive in moving ahead. Reach us to discuss the best suited and unique HR solution and give you manpower like never before.
Dignus Consulting Pvt. Ltd is a company that provides recruitment and staffing services. It aims to become clients' first choice for recruitment needs and eventually work as partners rather than just service providers. The document outlines Dignus' mission to provide high quality services, vision to continuously innovate, and values including customer focus, ethics, and transparency. It also describes the recruitment process, areas of expertise, and presence in India.
Org Design is (Largely) Information ArchitecturePeter Merholz
Given at the IA Conference in 2019, this talk connects the practices of org design with the practices, skills, and values from information architecture.
The document provides advice and guidance for finding a new job, including resume tips, interview preparation, and example questions. It highlights important factors such as personal presentation, body language, education, goals, job history, and suggested questions to ask or avoid during an interview. Key points emphasized include hiring managers liking people they interview, the importance of overcoming past failures, and conveying one's qualifications without condemnation.
Presented at JAX London 2013.
Software craftsman and co-founder of the London Software Craftsmanship Community (LSCC). Sandro has been coding since a very young age but just started his professional career in 1996. He has worked for startups, software houses, product companies and international consultancy companies. Having worked as a consultant for the majority of his career, he had the opportunity to work in a good variety of projects, with different languages and technologies, and across many industries. Currently he is a director at UBS Investment Bank, where he works as a hands-on mentor, giving technical directions, looking after the quality of the systems and pair-programming with developers in the UK and abroad. His main objective is to help developers to become real software craftsmen.
Learn the tips and hacks for gaining a competitive edge in hiring. You will learn for example:
> How to shape your candidate pitch
> Secret (legal) hacks to finding candidates on Facebook
> How to crack popular services to find your candidate’s contact info
> List of useful interview questions
> How to save tons of time with the right efficiency apps
Rahul Garg- SEO Complete Project Report Free DownloadRahul Garg
Search engine optimization (SEO) is the art and science of publishing and marketing information that ranks well for valuable keywords in search engines like Google, Yahoo! Search, and Microsoft Live Search.
Hi All,
We are looking for:
Online Bidder 6m-2 yr of exp
PHP Developer 6m- 2yr of exp
Web Designer 6m-2yr years of exp
For our Mohali Office.
Interested candidates can drop their
nsis.hr@gmail.com
Startup Recruiting Workbook: Sourcing and Interview ProcessWork-Bench
This document provides templates and best practices for sourcing and interviewing candidates at startups. It includes templates for job descriptions, outreach emails, and interview communications. The document aims to help startup founders and recruiters build effective recruiting processes as their companies scale from 5 to 50 to 500 employees. Templates are provided for job descriptions, posting jobs, sourcing on LinkedIn, outreach emails, recruiter phone screens, phone interviews, on-site interviews, and rejection emails. Tactics focus on effective communication, setting expectations, and providing resources to help candidates prepare.
This document summarizes a presentation about sourcing strategies and techniques for recruiting using Web 2.0 and social media. The presenter, Steve Rath, has experience as a developer, in staffing agencies, and corporate recruiting. He discusses defining requirements, finding prospects through active and passive channels, and engaging candidates. Key topics include intake meetings, building candidate profiles, sourcing channels, outreach tips, and vetting.
Best tips to hire remote developers for your successful projects paidant will give the right peoples for your business. Hire the best remote python developers
Building A Site For Your Dev Community For PublicLauren Cooney
My presentation at Web2Expo, NYC 2009 - on Building a Successful Developer Community. Included is tips on building your community, your site, SEO tips, free products to help, and more.
Horizontal Talent Hiring For Java Developer.pdfJobs Hunt India
This document provides details about a job opening for a Java Developer position with Horizontal Talent in Chennai, India. The responsibilities include working on project inception, keeping up with software development trends, mentoring other developers, designing and implementing APIs and cloud-based solutions, and supporting applications. Requirements include a computer science degree and 3-8 years of experience in technologies like Java, Springboot, microservices, databases, RESTful APIs, and testing. The job is full-time with Horizontal Talent, a staffing company for IT, digital, and business roles that has offices globally including in India.
The document discusses plans to improve the technology hiring process at a company. It proposes increasing candidate outreach by 50% through alternative sourcing channels like GitHub and LinkedIn groups. It also suggests introducing coding tests and hackathons to better evaluate candidates' skills and filter out weaker performers. Examples are provided of innovative hiring practices used by other companies, such as predictive candidate engagement software and skill-specific coding challenges.
The document provides job listings from various companies in India, primarily in information technology and related fields. Positions include senior developers, UI/UX developers, quality assurance engineers, server administrators, HR executives, sales and marketing coordinators, and more. The magazine aims to help job seekers and students find employment by connecting them with relevant opportunities and career advice.
The document provides tips on how recruiters can better manage hiring managers during the candidate matching and selection process. It suggests recruiters identify the hiring manager's needs, search for suitable candidates using the right keywords, and pitch candidate profiles that align with the roles while also highlighting potential alternative fits. The document also discusses common challenges faced by both candidates and hiring managers to provide context around expectations.
This job posting is looking for a senior Ruby on Rails developer to join a growing London-based startup. The ideal candidate will have 5+ years of software development experience including 3+ years working with Ruby on Rails. They will work on an agile development team to build and scale the company's technology platform. Key requirements include strong Ruby on Rails skills, experience with cloud technologies, excellent leadership abilities, and experience mentoring other developers.
The document provides referral profiles for different roles at LinkedIn, including minimum qualifications and target companies. It encourages referrers to refer candidates who meet the qualifications and are within the top 10% of talent. Referrals should be made for specific openings and will be reviewed within 10-14 business days for campus roles and 2-3 business days for other roles. Common roles include software engineers, product managers, and sales roles.
Hitesh P. Prajapati has over 12 years of experience in software development and web design using languages like PHP, Java, C++ and frameworks like ASP.Net. He has worked on e-commerce projects, staffing websites, and created modules for sites. Prajapati also has 2 years experience teaching subjects like math, science and programming in schools.
You can view the recording by clicking on the link to the right. You'll also see a link to the PowerPoint presentation and audio file. Please post additional questions to the Web Building Forum.
The document contains questions and answers related to search engine optimization (SEO). It discusses SEO techniques like keyword stemming, keyword density, Google's sandbox, latent semantic indexing, meta tags and their character limits, SEO tools, types of SEO, and URL shortening services. Other topics covered include the differences between keywords and phrases, page rank and search engine results pages, on-page and off-page SEO aspects, and cloaking.
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Talent Sourcing 101 - Created by Manny Sangha
1. Talent Sourcer Task for
“Company”
This task is based on “company” – Senior
Web Developer position based in “city”
Created by Manny Sangha
2. Introduction
Questions to ask hiring manager when qualifying a requisition (Slides 3, 4, 5)
Sourcing strategy for active position (Slides 6, 7, 8)
Engagement Message (Slide 9)
Structure of the Call (Slides 10,11)
3. Qualifying Questions to Ask Hiring Manager
(Kick-off Meeting)
1. General Information:
Job title, Location, Salary
Range, New/Replacement,
Contract Type
2. Job Purpose (What does
success look like?):
Why do you need this
person?
When do you need this
position filled?
Where does this person sit
in your team?
3. Environment and
Culture:
•Describe the team (background,
length of service)
•Cross department engagement
•Social initiatives
4. Qualifying Questions to Ask Hiring Manager (Kick-
off Meeting)
4. Key Criteria (skills, traits, and experience that will make
someone successful in the job)
• What questions would you like me to ask the candidates?
• Must haves
• Nice to have
• 4 traits that will make someone successful
• Other job titles
5. Qualifying Questions to Ask Hiring Manager (Kick-
off Meeting)
5. The Hook (Why would
someone not actively
looking want this job?)
• Why did you join / What’s keeping
you here?
• What will they learn?
• Ability to grow?
6. Do you have an
onboarding plan?
7. How many interview
stages are there and what
is the interview purpose at
each stage?
8. Action Plan: Agreement
on the following plan
timelines and deliverables
(Owner, Deadline, Action)
9. Communication:
Agreement to update
weekly/bi-weekly by
email/phone/F2F meeting
scheduled via calendar invite
6. Sourcing Strategy – Step by step guide on
different methods and tools to help source
talent
As the Senior Web Developer position is an active rec advertised on “companies”
website these are the following steps I will take in accordance to this:
Step 1) Send out an employee referral scheme to all employees within the company
advertising the Senior Web Developer position (for big company maybe send to
specific team).
Step 2) Use LinkedIn Recruiter to search for any candidates actively looking by using
the “open to opportunities” feature and then move onto candidates which are “not
open to new opportunities”. The passive candidates I will contact will be based on
how long they have been in their current position and based off their skillset. I feel
people who have just started their new position are less reluctant to move, than
people who have served a long time in one position. However, being selective on
messaging will all depend on how big or small the candidate pool is on LinkedIn.
Step 3) Use a website called “Recruitin.NET” this website is great for X-Ray searching
on websites such as, LinkedIn, Dribble, Github, Xing, Stack Overflow, and Twitter.
7. Sourcing Strategy - Step by step guide on
different methods and tools to help source
talent
Step 4) Use various recruitment tools such as, Contact Out or Lusha to find contact
numbers and email addresses. This all depends on how desperate I am in finding these
candidates, as this is an “internal” position this method should be my last resort.
Step 5) If I am really struggling on the rec, I will involve the hiring manager in helping
to source by assigning them a seat on LinkedIn, or creating a project on LinkedIn for
them for them to send out inmails for better possible engagement. For example, a
CTO may get better response rates from Web Developers than a Recruiter. In addition
this, the hiring manager can also send messages to candidates sourced via Twitter,
Github and Stack Overflow, for better possible engagement.
8. Sourcing Strategy (Boolean search string)
For the Senior Web Developer position I typed the following Boolean string into
LinkedIn based off the job criteria:
o (“React*" OR "React.js" OR "ReactJS" OR "React") AND ("Node*" OR "Node.JS" OR
"NodeJS") AND ("GraphQL" OR "Graph QL")
o Postcode option on LinkedIn: (“Office Address”)
A good indicator that I knew my Boolean search was working well is that I was getting
most of the Senior Web Developers working for the company I am recruiting for
showing at the top of my search. Furthermore, I had a good talent pool to work with
around 110 people.
The reason for not putting everything from the job description into the Boolean string
is that not everything is listed on a persons LinkedIn profile. Therefore, this will limit
the amount of good profiles from getting through in the search.
9. Engagement Message via LinkedIn Recruiter
Subject Line: (Persons Name), (Your Company Name) Needs You!
Message:
Hi (Name),
Your experience working at (Their Company Name) as a Full Stack Developer is great for a
Senior Web Developer role I’m recruiting for, working here at (Your Company Name) in our
(Office Location Address).
You will be using your amazing skills in React, Node.js, Javascript, GraphQL and more to
help grow our #1 ranking shopping app on the Google Play Store which is helping millions of
users to buy and sell their products via web or mobile.
Please see link to job description (the link will be pasted here)
It would be great to speak with you over a call, even if you’re not yet looking
Many thanks,
Manny
10. Structure of call to candidate
(Introduction into the call)
Have you heard of (Our Company)? If not I can explain (always give an overview on
position and company, even if the candidate knows your company well)
(Technical/Behavioural questions)
Talk me through your position at (your company) (team structure, projects, report)?
How proficient would you say you are in using React, Node.js, GraphQL, and other
Javascript frameworks such as JEST for testing?
Are you currently building REST APIs, if so how comfortable are you in building them?
What types of version controls are you using (Git, CVS, SVN, etc.)
Have you got experience in using module bundlers such as Webpack and Continuous
Integration environments like Travis or Gitlab? (Nice to have)
11. Structure of call to candidate
(Background Question)
Do you stay up to date with latest development trends? If so, how? (Technical books,
Twitter blogs)
Are you active on Github? Do you contribute to any open source software projects? Or
do you take part in Hackthons? Or do you have any projects your creating on the side?
(games, websites etc.)
(General Questions)
What's your situation at the moment? (address pain-points)
What are you looking for in your new position? (use this to sell the role)
Desired Salary?
Current Salary?
Notice period?
Nationality/Right to work?
Do you have any other interview on the go? If so, what stage are they at? (if this is a
hot candidate, then we may need to move quickly)
(Short summary of notes to send to hiring manager)