The Power of Employee Advocacy to Engage Talent Henry Davies, Communications Consultant, 106 Communications
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The Power of Employee Advocacy to Engage Talent Henry Davies, Communications Consultant, 106 Communications
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This whitepaper describes 10 ways that leaders of all types of organizations can take action to strengthen employee engagement.
DIY employer branding webcast
Presented on the 16th of July 2015 by Guillaume Turpin and Rob Leach who are talent brand experts at LinkedIn
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As today’s work environment becomes more mobile and dispersed, it is increasingly challenging to keep employees fully engaged. With research showing that improving employee engagement leads to higher levels of profit, higher shareholder return, better employee performance and greater employee retention, increasing employee engagement has become a mandate for today’s human resources and corporate communications professional.
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Internet Time Lab write white papers, presentations, and marketing plans for vendors in the educational renaissance.
Authentic and accessible employee engagement with microsoft 365 dwcnz
Informed employees work with greater purpose and a shared vision. Authentic leadership promotes honesty and engenders loyalty. When org-wide conversations are accessible, everyone has a chance to have their say and be heard.
This presentation was delivered at the Digital Workplace Conference NZ, Apr/May 2019.
Ai hack covid - aimed 2021 - pitch workshop (2)
Workshop on Presentation skills
AIHACKCOVID
There have been millions of deaths and recoveries worldwide from COVID-19. If we work together and learn from worldwide data on the pandemic, we can prevent or better manage future pandemics.
This June, we are empowering the Artificial Intelligence and Medical community of Northern NL to hack the COVID-19 crisis together and to advise Dutch policy makers.
Using machine learning techniques, you are are invited to explore a worldwide data set of COVID-19 hospitalizations, policy decisions, and more to find patterns that can hack our crisis.
Changescape overview
Changescape is a consulting and training company founded in 2002 that provides project management, consulting, and learning services. It has over 1,000 years of combined experience across its team and offers flexible, high quality services at reasonable prices. Changescape's values include doing right by clients, partnering with clients, and making work enjoyable. It has a diverse client list and portfolio of services that includes project management, HR, process, and lean consulting as well as over 140 training courses.
How To Design An All-Hands Meeting Your Employees Actually Want to Attend
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Cracking The Employer Branding Code
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At the most recent Tidewater TechExpo, we presented Top 10 Best Practices in Talent Acquisition for a large group of government contractors doing business in the Fort Belvoir area.
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Measuring Team Happiness – A Real-Life Journey of Fostering an Engaging Worki...
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Daniel Tardif
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The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand approach and set goals; 4) Promote the brand through LinkedIn and other channels; 5) Measure results and adjust the strategy. It emphasizes the importance of consistency, authenticity, and using LinkedIn and employee networks to engage talent at all stages of the hiring process.
Knowledgeforsuccess09.28.2012
This document outlines an agenda and presentation on using LinkedIn for professional and business purposes. The event will include an arrival time, presentation beginning and ending times, a hands-on portion, and break periods. The presentation will cover optimizing LinkedIn profiles, building connections, using additional LinkedIn features and applications, and social media marketing strategies. The goal is to help attendees understand how to use LinkedIn to be found online, engage with others, and further their careers and businesses.
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Authentic and accessible employee engagement with microsoft 365 dwcnz
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Clair Bush, Marketing Consultant & Cofounder at Talent Stories presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Artificial Intelligence, machine learning and automation feature heavily in the headlines. It’s been reported that corporate spend on AI will grow to $47 billion by 2020, but what does this mean for recruitment agencies, and how can you compete?
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First Universal Solution for Hirers, Agencies, Workers and Payroll Companies
Drey Francis, Commercial Director at Engage Technology Partners presented at Recruitment Leaders Connect: The Year Ahead on 8th March with his innovation spotlight on Connecting up the Supply Chain
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Daniel Zetazate, Director - Client Success EMEA at JobDiva presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the latest innovations in intelligent recruitment.
Direct Sourcing – The Insider’s View
John Wallace, Author of "Hire Power" presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
Why companies will direct source
What the issues are and why does it succeed or fail
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Leveraging Communications Technology in Recruitment & Staffing
Simon Cleaver, CEO at Cloudcall presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
With 52% of recruitment businesses predicting an increase in tech investments in 2018, this session highlights how to use communications technology solutions to boost results, drive productivity and enhance candidate experience.
The role of technology and its impact on the candidate’s experience.
The ‘robots are coming’. The communications technology that will impact recruiter processes in the future.
GDPR without tears – how you can ease GDPR compliance with communications technology.
PR – Why it’s an Investment Rather than a Cost
Tracey Barett, Managing Director at BlueSky PR presented at Recruitment Leaders Connect: The Year Ahead on 8th March covering the following.
“It’s expensive…it’s a cost…we can’t measure it “ Three things I hear a lot of from recruitment leaders. This presentation will show you how to set measurable KPIs that will deliver inbound leads for your agency:
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Ken Brotherston, Managing Director at TALiNT Partners hosted our annual Talent Leaders Connect conference where he introduced the events upcoming for 2018, The New Talent Acquisition Reality and the Good Recruitment Benchmark & Awards
The Impact of Informed Candidates on Your Business
Joe Wiggins, Head of Communications at Glassdoor presented at Talent Leaders Connect - The Year Ahead and Candidate Experience 2018. He covered the characteristics of informed candidates and what they are looking for,
the benefits of interviewing and hiring informed candidates
and the challenges in attracting informed candidates plus tips for recruiters.
Flex or Break - How to Engage the New Talent Economy
James Bridgland, Head of Product Development at Reed Talent Solutions presented at Talent Leaders Connect The Year Ahead and Candidate Experience 2018. In his talk, he dispenses the myths of AI, Gig Economy, IR35 and Millenials!
Connecting Up the Supply Chain
Drey Francis, Commercial Director of Engage Technology Partners presented an innovation spotlight on the First Universal Solution for Hirers, Agencies, Workers and Payroll Companies
The times, they are changing...
Setting the scene on the ever-changing times we operate in, Ken presents a view of the key, current market trends and drivers affecting the industry. He will talk to what the implications are for recruitment business owners and leaders, noting potential strategies and tactics which you can adopt to be successful in such a rapidly changing market.
Keep a Pulse: Turning Data into Relationship Insights and (Automated) Action
Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn
- Are you working harder OR smarter? The technology and subsequent data at our fingertips creates boundless opportunities and valuable insights if harnessed properly
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Data Analytics in Today's War for Talent
Richard Turner , CEO, Innovantage
- The Key V’s of Data
- The Approach on Data Acquisition
- The Gen Z Expectation
Exceptional Talent
Matt Alder, Recruitment Marketing Expert and Author 'Exceptional Talent'
- Cutting through the noise to reach outstanding candidates
- Using technology to persuade at scale
- What does good look like and which organisations are getting it right
WHY – A Sense of Purpose and the Positive Impact That This Can Have on Perfor...
Derek May, CEO, Brightwork
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- It’s not all about KPI’s and hitting target but more about relationship building and solving client problems
- Passion and purpose are the key ingredients for long term success
Innovation Spotlight: The First Universal Solution for Hirers, Agencies, Wor...
Drey Francis, Director, Engage
The powerful new platform that’s changing the way hirers and recruitment agencies work. Engage enables the entire supply chain to work together seamlessly without duplication and inefficient process. Engage removes the need for multiple expensive back office solutions and instead replaces them with cutting edge technology that will streamline the entire recruitment process
Creating Value Beyond Recruitment
Russell Dalgleish, Managing Partner & Founder, Exolta Capital Partners
Creating value in our businesses is the core purpose. Placing candidates has traditionally been viewed as the way to achieve this but in this age of networks and communities there is much, much more we can do!
- Russell will cover some of these new value creation channels and share some of his experience of over twenty five years in the recruitment sector in the UK and US
Welcome to RLCon Scotland 2017
The document discusses the evolution of talent acquisition and recruitment technologies over three generations from the 1990s to present. The first generation in the 1990s included the introduction of job boards and early applicant tracking systems. The second generation from the 2000s brought improvements like professional networks, video interviewing, and applicant tracking systems 2.0. The third generation from 2010 onward includes new innovations such as chatbots, skills assessments, and analytics tools to help optimize recruitment and talent strategies.
Finding Your Fit: Using Company Culture to Hire the Right Talent
Lynn Cahillane, Marketing Manager, Totaljobs
- How to use company culture in your candidate attraction
- Learn why an employee’s cultural fit helps improve productivity
- Why company culture is key to retention
The New Talent Journey
09:15-09:35 The New Talent Journey
Matt Alder, Talent Acquisition & Innovation Consultant & Author 'Exceptional Talent, MetaShift'
- How the relationship between people and the organisations they work for has fundamentally changed
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6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
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The Power of Employee Advocacy to Engage Talent Henry Davies, Communications Consultant, 106 Communications
- 1. The power of employee advocacy to transform recruitment
- 6. LinkedIn. It’s just a tool.
- 7. Time. You don’t have enough.
- 8. Now imagine hundreds of you
- 9. Ave user has 420 Facebook Friends 370 Twitter Followers 348 LinkedIn Connections Overlap between Brand and Employees is just 8% (Dell)
- 12. Employee Advocacy is… “…empowering employees to support the goals of your brand…”
- 14. Trust
- 15. Reach
- 16. Understanding
- 17. Engagement
- 18. What’s in it for colleagues? 87%
- 19. “Employees that use social media at work are more creative, collaborative and productive.”
- 20. Advocacy is empowering… • Speaking at events • Taking responsibility • Sharing with friends and former colleagues • Learning new skills • Connecting with colleagues and managers • Working for a cause…
- 21. How do you make this happen?
- 22. The Purina Pack
- 24. Role models, even at early age
- 25. Outreach
Editor's Notes
- Recruitment seems easy enough on the surface of it. Surely all you need is an EVP, a website (ATS), LinkedIn, Time.
- Do people really believe what they read about you on the website?
- How many times do people look at LI each week? It’s a way to contact people – but how do you engage them?
- Who does? You’re one person, potentially responsible for thousands of applications and candidate touchpoints.