The New Monster!
•Download as PPTX, PDF•
1 like•345 views
The document describes a new resume search tool called Power Resume Search (PRS). PRS understands concepts, context, and meaning in resumes rather than just keywords. It can distinguish between similar words and phrases based on context. A study found recruiters found more qualified candidates, preferred PRS over keyword search, and believed PRS was faster. The document concludes by offering in-house training on PRS to learn about its features and benefits.
Report
Share
Report
Share
Recommended
Building The C-Suite: Effective Executive Recruitment Strategies | Talent Con...
Building The C-Suite: Effective Executive Recruitment Strategies | Talent Con...LinkedIn Talent Solutions
There’s a lot of talk today about passive talent and proactive recruitment, but how does that apply for executive recruitment? Learn how Rob Dromgoole and Monica Roberts successfully approach executive recruitment.
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/1bgERGjIntroduction to Boolean Search
Our first webinar focusing on the basics of Boolean Searching for the Indian recruitment community. We have covered a few examples of search strings with a combination of Boolean Operators, Modifiers and field commands.
Please Note: Internet keeps changing and so the results displayed in this video may change in future.
Please follow us on Twitter:
@TheSourcePro
@SourcingAdda
You can also join our Sourcing & Recruitment community:
http://sourcingadda.ning.com/
Video of the webinar: https://www.youtube.com/watch?v=qIVkMM7Zfew
The RIGHT Assessment Matters
The document discusses the importance of using tailored candidate assessments to evaluate job fits. It notes that while ideal candidates may not exist, organizations should aim to select candidates that meet at least 60% of job requirements if they have the right attitude and are a good cultural fit. The story of Rajesh highlights how one company used a simple interview and coding test to effectively hire him, while other companies' rigid aptitude tests that did not relate to the job frustrated him. The document argues that customized assessments designed for each job profile are needed to properly evaluate candidates and identify the right person for open roles. SkillMirror helps organizations identify and hire well-matched candidates through their tailored assessment approach.
Monster.com
INTRODUCTION
A global leader in connecting people
Time period: 20 year
Services provided: 40+ countries
Founded: 1999 Founder: Jeff Taylor
Headquarter: New York, U.S.
Website: www.monster.com
www.about-monster.com
HISTORY
It is one of the most visited employment websites in the United States and one of the largest in the world.
Jeff Taylor founded and served as CEO and “Chief Monster” for many years.
IN 1999 by the merger of The Monster Board (TMB) and online career centre(OCC).
MONSTER.COM IN INDIA
Established in 2003.
Headquartered in Hyderabad and present in 11 other cities of India.
In 2013 ,Monster.com ranks third behind indeed.com and careerbuilder.com.
Global rank 866 and rank in USA is 247.
Rating: 1.96
Traditional v/s Online Recruitment
Traditional Recruitment Method
Recruitment- new concept
Print media are mostly used
But this was long process and time taking as there was no filtration
Therefore,
Online Method is better:-
Fast acting
Efficient
Cost effective
Any place, anywhere
Online pre-employment screening
SERVICE MECHANISM
Registration Information
For Applicants:
Non-Paid
Paid
&
For Recruiter/ Employeer
ADMINISTRATOR
Should be able to create a new applicant.
Should be able to change any of the editable details for the applicant.
Should be able to search on applicant number and vacancy number.
Attach an applicant to a vacancy-The relationship between applicant and vacancy.
BENEFITS of signing up with Monster.com
Protect your personal information by never providing credit card , bank account number
or any other information.
help.monster.com > faq
BENEFITS of e-recruitment
A new approach – very common these days
Easier to find and get job – for job seekers
Cost- effective
Less time taking.
RESTRICTIONS
In violation of any applicable law or regulation,
In a manner that will infringe the copyright, trademark, trade secret or other intellectual property or proprietary rights of others.
That belongs to another person and to which the user does not have any right to,
Harm minors in any way,
COMPETITORS
CONCLUSION
Job matchmaking is an important issue in today’s global , distributed and heterogeneous market. We have briefly explored how available technology can possibly help how job recruitment and job seeking processes are implemented.
We strongly believe that ,due to its high social impact ,research has to look with ”Job matching” not only with the goal to propose advances in the scientific knowledge ,but this is an application area capable of bringing direct and immediate benefits to humanity.
Monster.com presentation
This document contains a list of 6 names submitted to Mrs. Anju Kumar of the ISME PGDM 2015-2017 Section-A program. The names included are Gagan, Aman, Harmanjeet, Anshul, Maninder, and Sushovit.
Monster.com
Monster.com is a global online employment platform established in 1999 as a subsidiary of Monster Worldwide. It operates job search engines in over 40 countries, generating revenue from banner ads and referral marketing. As one of the largest online job boards, it helps job seekers search listings and employers post openings and hire applicants. Headquartered in Massachusetts, Monster.com employs around 5,000 worldwide.
Monster.com Power Resume Search
Introducing Monster’s patented 6Sense™ Search Technology- the most advanced way to precisely match Job Seekers to your opportunities. Power Resume Search will help you find the relevant candidates you need quickly and effortlessly.
Monster Presentation
Team Monster was tasked with developing strategies to improve Monster Energy Drink's position in the energy drink market. They conducted secondary research on the market size, segments, growth rate, consumption, distribution channels, pricing, and major competitors. Their primary research examined main purchasing criteria and compared Monster to competitors. The energy drink market was growing, with consumption projected to reach 1.3 liters per capita by 2014. Monster's target markets included male students aged 17-30 seeking an energy boost for activities. Compared to Red Bull and Amp through a weighted decision matrix, Monster scored slightly lower than Red Bull but higher than Amp. The team's next steps were to research Red Bull further and position Monster to match or surpass Red Bull's performance
Recommended
Building The C-Suite: Effective Executive Recruitment Strategies | Talent Con...
Building The C-Suite: Effective Executive Recruitment Strategies | Talent Con...LinkedIn Talent Solutions
There’s a lot of talk today about passive talent and proactive recruitment, but how does that apply for executive recruitment? Learn how Rob Dromgoole and Monica Roberts successfully approach executive recruitment.
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/1bgERGjIntroduction to Boolean Search
Our first webinar focusing on the basics of Boolean Searching for the Indian recruitment community. We have covered a few examples of search strings with a combination of Boolean Operators, Modifiers and field commands.
Please Note: Internet keeps changing and so the results displayed in this video may change in future.
Please follow us on Twitter:
@TheSourcePro
@SourcingAdda
You can also join our Sourcing & Recruitment community:
http://sourcingadda.ning.com/
Video of the webinar: https://www.youtube.com/watch?v=qIVkMM7Zfew
The RIGHT Assessment Matters
The document discusses the importance of using tailored candidate assessments to evaluate job fits. It notes that while ideal candidates may not exist, organizations should aim to select candidates that meet at least 60% of job requirements if they have the right attitude and are a good cultural fit. The story of Rajesh highlights how one company used a simple interview and coding test to effectively hire him, while other companies' rigid aptitude tests that did not relate to the job frustrated him. The document argues that customized assessments designed for each job profile are needed to properly evaluate candidates and identify the right person for open roles. SkillMirror helps organizations identify and hire well-matched candidates through their tailored assessment approach.
Monster.com
INTRODUCTION
A global leader in connecting people
Time period: 20 year
Services provided: 40+ countries
Founded: 1999 Founder: Jeff Taylor
Headquarter: New York, U.S.
Website: www.monster.com
www.about-monster.com
HISTORY
It is one of the most visited employment websites in the United States and one of the largest in the world.
Jeff Taylor founded and served as CEO and “Chief Monster” for many years.
IN 1999 by the merger of The Monster Board (TMB) and online career centre(OCC).
MONSTER.COM IN INDIA
Established in 2003.
Headquartered in Hyderabad and present in 11 other cities of India.
In 2013 ,Monster.com ranks third behind indeed.com and careerbuilder.com.
Global rank 866 and rank in USA is 247.
Rating: 1.96
Traditional v/s Online Recruitment
Traditional Recruitment Method
Recruitment- new concept
Print media are mostly used
But this was long process and time taking as there was no filtration
Therefore,
Online Method is better:-
Fast acting
Efficient
Cost effective
Any place, anywhere
Online pre-employment screening
SERVICE MECHANISM
Registration Information
For Applicants:
Non-Paid
Paid
&
For Recruiter/ Employeer
ADMINISTRATOR
Should be able to create a new applicant.
Should be able to change any of the editable details for the applicant.
Should be able to search on applicant number and vacancy number.
Attach an applicant to a vacancy-The relationship between applicant and vacancy.
BENEFITS of signing up with Monster.com
Protect your personal information by never providing credit card , bank account number
or any other information.
help.monster.com > faq
BENEFITS of e-recruitment
A new approach – very common these days
Easier to find and get job – for job seekers
Cost- effective
Less time taking.
RESTRICTIONS
In violation of any applicable law or regulation,
In a manner that will infringe the copyright, trademark, trade secret or other intellectual property or proprietary rights of others.
That belongs to another person and to which the user does not have any right to,
Harm minors in any way,
COMPETITORS
CONCLUSION
Job matchmaking is an important issue in today’s global , distributed and heterogeneous market. We have briefly explored how available technology can possibly help how job recruitment and job seeking processes are implemented.
We strongly believe that ,due to its high social impact ,research has to look with ”Job matching” not only with the goal to propose advances in the scientific knowledge ,but this is an application area capable of bringing direct and immediate benefits to humanity.
Monster.com presentation
This document contains a list of 6 names submitted to Mrs. Anju Kumar of the ISME PGDM 2015-2017 Section-A program. The names included are Gagan, Aman, Harmanjeet, Anshul, Maninder, and Sushovit.
Monster.com
Monster.com is a global online employment platform established in 1999 as a subsidiary of Monster Worldwide. It operates job search engines in over 40 countries, generating revenue from banner ads and referral marketing. As one of the largest online job boards, it helps job seekers search listings and employers post openings and hire applicants. Headquartered in Massachusetts, Monster.com employs around 5,000 worldwide.
Monster.com Power Resume Search
Introducing Monster’s patented 6Sense™ Search Technology- the most advanced way to precisely match Job Seekers to your opportunities. Power Resume Search will help you find the relevant candidates you need quickly and effortlessly.
Monster Presentation
Team Monster was tasked with developing strategies to improve Monster Energy Drink's position in the energy drink market. They conducted secondary research on the market size, segments, growth rate, consumption, distribution channels, pricing, and major competitors. Their primary research examined main purchasing criteria and compared Monster to competitors. The energy drink market was growing, with consumption projected to reach 1.3 liters per capita by 2014. Monster's target markets included male students aged 17-30 seeking an energy boost for activities. Compared to Red Bull and Amp through a weighted decision matrix, Monster scored slightly lower than Red Bull but higher than Amp. The team's next steps were to research Red Bull further and position Monster to match or surpass Red Bull's performance
Foodpanda 2.0
Foodpanda 2.0 aims to expand Foodpanda's online food delivery and grocery delivery business in India. Its goals include occupying 15% of the online food delivery market by 2017, becoming profitable in India by 2019, and occupying 20% of the online grocery market by 2020. To achieve this, Foodpanda 2.0 will introduce a new premium app version with improved services, expand restaurant and supermarket partnerships, and leverage strategic marketing communications. The success of Foodpanda 2.0's expansion will be evaluated based on app downloads and the adoption of its paid app version and market share in online grocery delivery.
FoodPanda
This document discusses the results of marketing experiments, including getting 3 times as many impressions, 5 times more clicks from videos, and 90% fewer costs per impression (CPI) than Google, Facebook, and Twitter. App installs from one week of the experiments were 1.75 times more than all paid Facebook ad campaigns in 2013. Weekly email open rates increased from an average of 20% to over 40% for 4 emails after the experiments. Contact information is provided to discuss the results further.
Why Candidate Experience Will Make or Break More Than Just Hiring
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
Foodpanda ppt
the foodpanda group is a global mobile food delivery marketplace headquartered in Berlin, Germany, and operating in 40 countries and territories, including India, Pakistan, Russia, Brazil, Mexico and Singapore. The service allows users to select from local restaurants and place orders via the mobile application as well as the website. The company has partnered with over 58,000 restaurants.
Foodpanda
Foodpanda is a small team of problem solvers, designers, thinkers and tinkers, working around the clock to make foodpanda the most powerful online tool for food delivery in the universe. We believe that ordering food should be easy, fast and definitely fun! We wanted something simpler, so we made it.
Online marketing strategy of Food Panda
Foodpanda is an online food delivery service operating in over 40 countries. It allows users to order food from local restaurants via its website or mobile app. The presentation discusses Foodpanda's business goals of becoming the market leader in every market. It analyzes Foodpanda's competitors, conducts a SWOT analysis, and outlines strategies for marketing through social media, mobile apps, and promotional campaigns.
Monster Business Model
This document proposes a business model for Monster to provide pre-qualification job interviews via 15-minute mobile and web chats. The goal is to reduce hiring costs for employers and make the interview process more convenient for candidates. Revenue would come from per-chat fees paid by both employers and candidates. Monster would implement the chat capabilities on its website and smartphone applications to allow candidates to chat directly with employers from their devices.
E commerce
This document discusses different models of electronic commerce (e-commerce). It describes four main e-commerce models: business-to-business (B2B), business-to-consumer (B2C), consumer-to-consumer (C2C), and consumer-to-business (C2B). For each model, it provides an example of a company that uses that model. It also discusses how e-commerce enables more efficient online transactions between businesses and consumers.
Ultimate Recruiting Toolbox
This document provides templates for 10 common job descriptions to help recruiters write effective job posts. It includes templates for roles such as software engineer, project manager, account manager, executive assistant, business development manager, sales manager, business analyst, account executive, product manager, and marketing manager. Each template provides sample text for the job description, responsibilities, and qualifications for the role to help recruiters quickly and easily post jobs.
Bull IT- Recruitment Process
Bull IT Services is an outsourcing and consulting company with over 8 years of experience serving Fortune 500 companies. It has expertise in technologies like CRM, Microsoft, Java, and mainframes. Bull IT handles permanent, contract, and onsite staffing from its headquarters in Chennai and branches in other Indian cities. The recruitment process involves identifying needs, attracting candidates through various sources, screening and interviewing candidates, and presenting profiles to management for hiring decisions.
6 strategies for_recruiting
The document provides strategies that top companies use for sourcing talent. It discusses promoting from within as the safest option, using employee referrals and leveraging employees' networks, considering job boards as a low-cost initial option, using LinkedIn to find both active and passive candidates though it requires more advanced searching skills, and considering recruiting firms for more specialized searches. The document provides pros and cons of each strategy and recommends starting with lower-cost options before progressing to more advanced strategies.
ISSI\'s Corporate Capabilities Briefing
ISSI is a small woman-owned business dedicated to helping organizations find technology professionals since 1990. They recruit for a variety of industries and company sizes, maintaining a large network and inventory of talent. ISSI prides itself on providing qualified candidates within days to reduce clients' time to fill open positions.
Recruitment & Selection job analysis
Discussions and details on Recruitment and Selection.More emphasis on job analysis,job design,job evaluation.
Jobpostings toolkit-ent
This document provides templates and guidance for writing effective job postings. It includes a job posting template, examples of good job postings, and forms for preparing important details about the position and ideal candidate with hiring managers. The introduction explains that the toolkit aims to help recruiters quickly and smoothly manage the job posting process to write better posts and get back time for other priorities. The document then provides guidance on important prep work like defining the position and candidate before writing the posting, and includes templates to capture this information from initial meetings. It also showcases examples of well-written postings and emphasizes crafting compelling descriptions that attract quality applicants.
Co mpetency jd
Vexelle Manufacturing opened a new plant and needed to hire 15 maintenance workers. The HR manager, production manager, and maintenance manager all had different criteria for what qualified candidates should possess, resulting in very few job offers being made despite many applications. The chapter discusses how traditional job descriptions focusing on specific tasks are no longer effective, and introduces the idea of competency-based job descriptions that define the knowledge, skills, abilities, and other attributes needed for a role. A competency-based approach provides more flexibility and a broader definition of the work.
Staffing_Recruiters_Toolbox
This document provides tips and strategies for staffing recruiters to improve their sourcing and placement of candidates. It discusses using stakeholder alignment questions to start strong, techniques for writing compelling job descriptions, and savvy sourcing strategies. Key recommendations include asking stakeholders specific questions, highlighting what motivates candidates and tying roles to company purpose in job postings, and leveraging one's network to find new candidates.
Presentation
This document summarizes an executive search firm's process for finding candidates. The firm contacts everyone they know who fits the job description and gets references from references to expand their network. They also do cold calls and emails to find candidates outside their existing pool. The firm aims to find at least 3 pre-qualified candidates who are interested in the position to avoid getting to the offer stage only to discover a lack of interest. They keep all information confidential and provide updates to clients on contacted candidates within the first three weeks through an Excel spreadsheet.
SBR Slideshow
This document summarizes an executive search firm's process for finding candidates. The firm contacts everyone they know who fits the job description and gets references from references to expand their network. They also do cold calls and emails to find candidates outside their existing pool. The firm aims to find at least 3 pre-qualified candidates who are interested in the position to avoid getting to the offer stage only to discover a lack of interest. They keep all information confidential and provide updates to clients on contacted candidates within the first three weeks through an Excel spreadsheet.
2018 ultimate-recruiting-toolbox-en
This document provides templates, checklists, tips and other resources to help streamline the recruitment process. It includes time-saving checklists, recruiting templates, hiring essentials, expert tips and tricks. The toolbox is designed to help at every stage of recruiting, from prescreening candidates to onboarding new hires, to ensure being one step ahead in 2018. It provides templates and guidance for writing job descriptions, screening candidates, interviewing, following up, and onboarding.
2017 sga talentbrochure
Our team’s mission is to focus on the needs of each of our clients. Our depth of knowledge, experiences and sense of urgency attitude enables us to deliver the results required for our clients’ successes. All projects are led by individuals having experience in research and recruiting, thus providing us with a unique outlook, relative to the talent pool and recruiting realities.
How to Source in a Modern Healthcare Environment
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
More Related Content
Viewers also liked
Foodpanda 2.0
Foodpanda 2.0 aims to expand Foodpanda's online food delivery and grocery delivery business in India. Its goals include occupying 15% of the online food delivery market by 2017, becoming profitable in India by 2019, and occupying 20% of the online grocery market by 2020. To achieve this, Foodpanda 2.0 will introduce a new premium app version with improved services, expand restaurant and supermarket partnerships, and leverage strategic marketing communications. The success of Foodpanda 2.0's expansion will be evaluated based on app downloads and the adoption of its paid app version and market share in online grocery delivery.
FoodPanda
This document discusses the results of marketing experiments, including getting 3 times as many impressions, 5 times more clicks from videos, and 90% fewer costs per impression (CPI) than Google, Facebook, and Twitter. App installs from one week of the experiments were 1.75 times more than all paid Facebook ad campaigns in 2013. Weekly email open rates increased from an average of 20% to over 40% for 4 emails after the experiments. Contact information is provided to discuss the results further.
Why Candidate Experience Will Make or Break More Than Just Hiring
Monster Vice President Eric Winegardner and Chris Hoyt delivered this presentation on the candidate experience during the 2015 Monster Recruitment Summit, held in Boston on Oct. 7-10.
Foodpanda ppt
the foodpanda group is a global mobile food delivery marketplace headquartered in Berlin, Germany, and operating in 40 countries and territories, including India, Pakistan, Russia, Brazil, Mexico and Singapore. The service allows users to select from local restaurants and place orders via the mobile application as well as the website. The company has partnered with over 58,000 restaurants.
Foodpanda
Foodpanda is a small team of problem solvers, designers, thinkers and tinkers, working around the clock to make foodpanda the most powerful online tool for food delivery in the universe. We believe that ordering food should be easy, fast and definitely fun! We wanted something simpler, so we made it.
Online marketing strategy of Food Panda
Foodpanda is an online food delivery service operating in over 40 countries. It allows users to order food from local restaurants via its website or mobile app. The presentation discusses Foodpanda's business goals of becoming the market leader in every market. It analyzes Foodpanda's competitors, conducts a SWOT analysis, and outlines strategies for marketing through social media, mobile apps, and promotional campaigns.
Monster Business Model
This document proposes a business model for Monster to provide pre-qualification job interviews via 15-minute mobile and web chats. The goal is to reduce hiring costs for employers and make the interview process more convenient for candidates. Revenue would come from per-chat fees paid by both employers and candidates. Monster would implement the chat capabilities on its website and smartphone applications to allow candidates to chat directly with employers from their devices.
E commerce
This document discusses different models of electronic commerce (e-commerce). It describes four main e-commerce models: business-to-business (B2B), business-to-consumer (B2C), consumer-to-consumer (C2C), and consumer-to-business (C2B). For each model, it provides an example of a company that uses that model. It also discusses how e-commerce enables more efficient online transactions between businesses and consumers.
Viewers also liked (9)
Why Candidate Experience Will Make or Break More Than Just Hiring
Why Candidate Experience Will Make or Break More Than Just Hiring
Similar to The New Monster!
Ultimate Recruiting Toolbox
This document provides templates for 10 common job descriptions to help recruiters write effective job posts. It includes templates for roles such as software engineer, project manager, account manager, executive assistant, business development manager, sales manager, business analyst, account executive, product manager, and marketing manager. Each template provides sample text for the job description, responsibilities, and qualifications for the role to help recruiters quickly and easily post jobs.
Bull IT- Recruitment Process
Bull IT Services is an outsourcing and consulting company with over 8 years of experience serving Fortune 500 companies. It has expertise in technologies like CRM, Microsoft, Java, and mainframes. Bull IT handles permanent, contract, and onsite staffing from its headquarters in Chennai and branches in other Indian cities. The recruitment process involves identifying needs, attracting candidates through various sources, screening and interviewing candidates, and presenting profiles to management for hiring decisions.
6 strategies for_recruiting
The document provides strategies that top companies use for sourcing talent. It discusses promoting from within as the safest option, using employee referrals and leveraging employees' networks, considering job boards as a low-cost initial option, using LinkedIn to find both active and passive candidates though it requires more advanced searching skills, and considering recruiting firms for more specialized searches. The document provides pros and cons of each strategy and recommends starting with lower-cost options before progressing to more advanced strategies.
ISSI\'s Corporate Capabilities Briefing
ISSI is a small woman-owned business dedicated to helping organizations find technology professionals since 1990. They recruit for a variety of industries and company sizes, maintaining a large network and inventory of talent. ISSI prides itself on providing qualified candidates within days to reduce clients' time to fill open positions.
Recruitment & Selection job analysis
Discussions and details on Recruitment and Selection.More emphasis on job analysis,job design,job evaluation.
Jobpostings toolkit-ent
This document provides templates and guidance for writing effective job postings. It includes a job posting template, examples of good job postings, and forms for preparing important details about the position and ideal candidate with hiring managers. The introduction explains that the toolkit aims to help recruiters quickly and smoothly manage the job posting process to write better posts and get back time for other priorities. The document then provides guidance on important prep work like defining the position and candidate before writing the posting, and includes templates to capture this information from initial meetings. It also showcases examples of well-written postings and emphasizes crafting compelling descriptions that attract quality applicants.
Co mpetency jd
Vexelle Manufacturing opened a new plant and needed to hire 15 maintenance workers. The HR manager, production manager, and maintenance manager all had different criteria for what qualified candidates should possess, resulting in very few job offers being made despite many applications. The chapter discusses how traditional job descriptions focusing on specific tasks are no longer effective, and introduces the idea of competency-based job descriptions that define the knowledge, skills, abilities, and other attributes needed for a role. A competency-based approach provides more flexibility and a broader definition of the work.
Staffing_Recruiters_Toolbox
This document provides tips and strategies for staffing recruiters to improve their sourcing and placement of candidates. It discusses using stakeholder alignment questions to start strong, techniques for writing compelling job descriptions, and savvy sourcing strategies. Key recommendations include asking stakeholders specific questions, highlighting what motivates candidates and tying roles to company purpose in job postings, and leveraging one's network to find new candidates.
Presentation
This document summarizes an executive search firm's process for finding candidates. The firm contacts everyone they know who fits the job description and gets references from references to expand their network. They also do cold calls and emails to find candidates outside their existing pool. The firm aims to find at least 3 pre-qualified candidates who are interested in the position to avoid getting to the offer stage only to discover a lack of interest. They keep all information confidential and provide updates to clients on contacted candidates within the first three weeks through an Excel spreadsheet.
SBR Slideshow
This document summarizes an executive search firm's process for finding candidates. The firm contacts everyone they know who fits the job description and gets references from references to expand their network. They also do cold calls and emails to find candidates outside their existing pool. The firm aims to find at least 3 pre-qualified candidates who are interested in the position to avoid getting to the offer stage only to discover a lack of interest. They keep all information confidential and provide updates to clients on contacted candidates within the first three weeks through an Excel spreadsheet.
2018 ultimate-recruiting-toolbox-en
This document provides templates, checklists, tips and other resources to help streamline the recruitment process. It includes time-saving checklists, recruiting templates, hiring essentials, expert tips and tricks. The toolbox is designed to help at every stage of recruiting, from prescreening candidates to onboarding new hires, to ensure being one step ahead in 2018. It provides templates and guidance for writing job descriptions, screening candidates, interviewing, following up, and onboarding.
2017 sga talentbrochure
Our team’s mission is to focus on the needs of each of our clients. Our depth of knowledge, experiences and sense of urgency attitude enables us to deliver the results required for our clients’ successes. All projects are led by individuals having experience in research and recruiting, thus providing us with a unique outlook, relative to the talent pool and recruiting realities.
How to Source in a Modern Healthcare Environment
Erin Murray, President, eHospitalHire; Bobby Matthews, Innovation
and Transformation Architect, Talent Acquisition and Retention, Mount Sinai Health System
The presenters will cover sourcing techniques including how to’s on Twitter, Facebook, LinkedIn, SourceLync and more. In addition, they will walk through how to set up a sourcing
team, both externally and internally.
A beginners-guide-to-technical-recruiting
This document provides tips for writing job advertisements to attract the right candidates. It recommends using a job title that job seekers would search for, describing the job duties and required skills clearly, and highlighting the benefits of the role. Writing an accurate job ad can help recruiters find qualified candidates and reduce time sorting through irrelevant resumes.
Filling the Candidate Pipeline with Sheila Greco Associates
Sheila Greco Associates is a human resources firm that provides recruiting, research, and competitive intelligence services. It was founded in 1989 and is located in Amsterdam, NY. The company has over 32 employees and has served over 1,500 clients. It offers customized recruiting and research services tailored to clients' needs, with a focus on industries such as information technology, pharmaceuticals, and manufacturing.
COMPETENCY Describe how hiring practices support an organization.docx
COMPETENCY: Describe how hiring practices support an organization's strategy.
CRITERION: Identify which question types relate to the KSAs and required experiences for CapraTek's position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Identifies which question types relate to the KSAs and required experiences for CapraTek's position.
Faculty Comments:“
You made a nice start with this objective. I would like to see you develop your content further to fully analyze which question types relate to the KSAs and required experiences for CapraTek's position. Your analysis should be supported by information from outside resources, and it needs to be cited in APA format both in the body of your presentation and on your References page as well.
”
COMPETENCY: Assess approaches for recruiting, selecting, and retaining talent.
CRITERION: Explain why the interview questions are appropriate for CapraTek's position.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Proficient
Explains why the interview questions are appropriate for CapraTek's position.
Faculty Comments:“
I still would like to see you develop your information further to fully analyze the interview questions that are appropriate for CapraTek's sales position, and describe the consequences of asking illegal questions.
”
COMPETENCY: Analyze the impact of legal and regulatory issues on staffing management.
CRITERION: Explain why interview questions do not request illegal information.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Non-Performance
Does not explain why interview questions do not request illegal information.
Faculty Comments:“
I would have liked to see you develop your information further to fully identify the rulings and laws that govern what employers can ask during the interview process, and explain why interview questions cannot request illegal information, as this is still not addressed in your presentation.
”
COMPETENCY: Communicate in a manner that is scholarly and professional.
CRITERION: Design slides that are uncrowded, visually appealing, and easy to read.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Designs slides that follow graphic design best practices.
Faculty Comments:“
You successfully met the requirements for this objective.
”
CRITERION: Communicate in a professional manner that is appropriate for the intended audience.
DISTINGUISHED
PROFICIENT
BASIC
NON-PERFORMANCE
Distinguished
Communicates in a professional manner that addresses the intended audience and is free of grammar and mechanical errors.
Faculty Comments:“
You successfully met the requirements for this objective.
”
Screening and Interviewing External
Candidates
Khanh K. Nguyen
Capella University
October 15, 2019
What Is KSAs?
“A KSA, or Knowledge, Skills, and Abilities,
is a series of narrative statements that are
required when applying to United States Federal
government job openings. KSAs are used to
determine, along with résumés, who the best
applicants are when s ...
Monster Power Cv Search
The document describes Monster Power CV Search, a tool that uses natural language processing to understand concepts in resumes rather than just keywords. It can recognize the depth and recency of a candidate's experience, distinguish between required and optional skills, and automatically identify related skills. The tool understands contexts, job titles, industries, and the hierarchy of concepts. It also evaluates the length of time a candidate has spent in roles or using skills. The document claims the tool finds qualified candidates faster and saves recruiters significant time over traditional keyword searches.
HR Partner
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.
Sxsw hiring workshop 2022
The document provides an overview of a workshop on improving hiring and job seeking processes. It includes templates and activities for creating performance profiles, interview guides, and job/role profiles. Participants are guided through exercises to identify reasons for promotion, resignation, and defining expectations. The goal is to develop objective, targeted profiles and questions that align roles and expectations between hiring managers and candidates.
Resume Theory 101
This presentation on resume making will teach the viewer what should go into a resume, how to write excellent content, and how to become a versatile resume maker. See https://www.joyfuljobsearch.com/tips/how-to-write-a-resume-proving-value for more!
Similar to The New Monster! (20)
Filling the Candidate Pipeline with Sheila Greco Associates
Filling the Candidate Pipeline with Sheila Greco Associates
COMPETENCY Describe how hiring practices support an organization.docx
COMPETENCY Describe how hiring practices support an organization.docx
Recently uploaded
GraphSummit Singapore | Enhancing Changi Airport Group's Passenger Experience...
Dr. Sean Tan, Head of Data Science, Changi Airport Group
Discover how Changi Airport Group (CAG) leverages graph technologies and generative AI to revolutionize their search capabilities. This session delves into the unique search needs of CAG’s diverse passengers and customers, showcasing how graph data structures enhance the accuracy and relevance of AI-generated search results, mitigating the risk of “hallucinations” and improving the overall customer journey.
20240607 QFM018 Elixir Reading List May 2024
Everything I found interesting about the Elixir programming ecosystem in May 2024
How to Get CNIC Information System with Paksim Ga.pptx
Pakdata Cf is a groundbreaking system designed to streamline and facilitate access to CNIC information. This innovative platform leverages advanced technology to provide users with efficient and secure access to their CNIC details.
Large Language Model (LLM) and it’s Geospatial Applications
Large Language Model (LLM) and it’s Geospatial Applications.
Mind map of terminologies used in context of Generative AI
Mind map of common terms used in context of Generative AI.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
National Security Agency - NSA mobile device best practices
Threats to mobile devices are more prevalent and increasing in scope and complexity. Users of mobile devices desire to take full advantage of the features
available on those devices, but many of the features provide convenience and capability but sacrifice security. This best practices guide outlines steps the users can take to better protect personal devices and information.
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...
Leonard Jayamohan, Partner & Generative AI Lead, Deloitte
This keynote will reveal how Deloitte leverages Neo4j’s graph power for groundbreaking digital twin solutions, achieving a staggering 100x performance boost. Discover the essential role knowledge graphs play in successful generative AI implementations. Plus, get an exclusive look at an innovative Neo4j + Generative AI solution Deloitte is developing in-house.
Essentials of Automations: The Art of Triggers and Actions in FME
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
Building RAG with self-deployed Milvus vector database and Snowpark Container...
This talk will give hands-on advice on building RAG applications with an open-source Milvus database deployed as a docker container. We will also introduce the integration of Milvus with Snowpark Container Services.
Goodbye Windows 11: Make Way for Nitrux Linux 3.5.0!
As the digital landscape continually evolves, operating systems play a critical role in shaping user experiences and productivity. The launch of Nitrux Linux 3.5.0 marks a significant milestone, offering a robust alternative to traditional systems such as Windows 11. This article delves into the essence of Nitrux Linux 3.5.0, exploring its unique features, advantages, and how it stands as a compelling choice for both casual users and tech enthusiasts.
“I’m still / I’m still / Chaining from the Block”
“An Outlook of the Ongoing and Future Relationship between Blockchain Technologies and Process-aware Information Systems.” Invited talk at the joint workshop on Blockchain for Information Systems (BC4IS) and Blockchain for Trusted Data Sharing (B4TDS), co-located with with the 36th International Conference on Advanced Information Systems Engineering (CAiSE), 3 June 2024, Limassol, Cyprus.
20 Comprehensive Checklist of Designing and Developing a Website
Dive into the world of Website Designing and Developing with Pixlogix! Looking to create a stunning online presence? Look no further! Our comprehensive checklist covers everything you need to know to craft a website that stands out. From user-friendly design to seamless functionality, we've got you covered. Don't miss out on this invaluable resource! Check out our checklist now at Pixlogix and start your journey towards a captivating online presence today.
Removing Uninteresting Bytes in Software Fuzzing
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
TrustArc Webinar - 2024 Global Privacy Survey
How does your privacy program stack up against your peers? What challenges are privacy teams tackling and prioritizing in 2024?
In the fifth annual Global Privacy Benchmarks Survey, we asked over 1,800 global privacy professionals and business executives to share their perspectives on the current state of privacy inside and outside of their organizations. This year’s report focused on emerging areas of importance for privacy and compliance professionals, including considerations and implications of Artificial Intelligence (AI) technologies, building brand trust, and different approaches for achieving higher privacy competence scores.
See how organizational priorities and strategic approaches to data security and privacy are evolving around the globe.
This webinar will review:
- The top 10 privacy insights from the fifth annual Global Privacy Benchmarks Survey
- The top challenges for privacy leaders, practitioners, and organizations in 2024
- Key themes to consider in developing and maintaining your privacy program
A tale of scale & speed: How the US Navy is enabling software delivery from l...
Rapid and secure feature delivery is a goal across every application team and every branch of the DoD. The Navy’s DevSecOps platform, Party Barge, has achieved:
- Reduction in onboarding time from 5 weeks to 1 day
- Improved developer experience and productivity through actionable findings and reduction of false positives
- Maintenance of superior security standards and inherent policy enforcement with Authorization to Operate (ATO)
Development teams can ship efficiently and ensure applications are cyber ready for Navy Authorizing Officials (AOs). In this webinar, Sigma Defense and Anchore will give attendees a look behind the scenes and demo secure pipeline automation and security artifacts that speed up application ATO and time to production.
We will cover:
- How to remove silos in DevSecOps
- How to build efficient development pipeline roles and component templates
- How to deliver security artifacts that matter for ATO’s (SBOMs, vulnerability reports, and policy evidence)
- How to streamline operations with automated policy checks on container images
Presentation of the OECD Artificial Intelligence Review of Germany
Consult the full report at https://www.oecd.org/digital/oecd-artificial-intelligence-review-of-germany-609808d6-en.htm
Recently uploaded (20)
GraphSummit Singapore | Enhancing Changi Airport Group's Passenger Experience...
GraphSummit Singapore | Enhancing Changi Airport Group's Passenger Experience...
How to Get CNIC Information System with Paksim Ga.pptx
How to Get CNIC Information System with Paksim Ga.pptx
Large Language Model (LLM) and it’s Geospatial Applications
Large Language Model (LLM) and it’s Geospatial Applications
Mind map of terminologies used in context of Generative AI
Mind map of terminologies used in context of Generative AI
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...
National Security Agency - NSA mobile device best practices
National Security Agency - NSA mobile device best practices
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...
Essentials of Automations: The Art of Triggers and Actions in FME
Essentials of Automations: The Art of Triggers and Actions in FME
Building RAG with self-deployed Milvus vector database and Snowpark Container...
Building RAG with self-deployed Milvus vector database and Snowpark Container...
Goodbye Windows 11: Make Way for Nitrux Linux 3.5.0!
Goodbye Windows 11: Make Way for Nitrux Linux 3.5.0!
20 Comprehensive Checklist of Designing and Developing a Website
20 Comprehensive Checklist of Designing and Developing a Website
A tale of scale & speed: How the US Navy is enabling software delivery from l...
A tale of scale & speed: How the US Navy is enabling software delivery from l...
Presentation of the OECD Artificial Intelligence Review of Germany
Presentation of the OECD Artificial Intelligence Review of Germany
The New Monster!
- 1. The New Monster! Ralph DiBenedetto
- 2. 2
- 3. 3
- 4. 4
- 5. 5
- 6. 6
- 7. 7 The Power Behind Power Resume Search CONCEPTS Searches on the meaning of words. Understands job titles, skills, industries, education etc. Understands the hierarchy of concepts. Intelligently handles misspellings, acronyms, punctuation, and more. CONTEXT Knows the difference between: ● UC Berkeley ● Berkeley Farms ● 123 Berkeley Avenue ● George Berkeley Understands difference between recent/dated experience.
- 8. 8 Power Resume Search (cont)
- 9. 9 Power Resume Search ROI 9 Source: Data collected from 48 recruiters, managers and executives from 15 enterprise customers nationwide after hands-on testing of PRS vs. various keyword searches Less Time Taken using PRS vs. keyword search More qualified candidates found Recruiters preferred using PRS over keyword search Recruiters believed PRS found candidates faster 65% Less Time 150% More Candidates 90% Preferred PRS 97% PRS is faster
- 10. 10 In-house Training We can provide you and your recruiters with in-house training using the Monster resume database search function. We will touch on all the features and benefits. Provide sample searches. Q & A
- 11. 11 Thank You! Ralph Please call me if you would like to discuss. 317-616-5112
Editor's Notes
- Unlike any other automated solution on the market, Power Resume Search identifies candidates for your jobs based on recent and relevant experience and skills.