Resources aren't always unlimited. Especially for smaller teams. This webinar will cover how to eliminate costs while maintaining a great candidate experience. OpExpert Founder Tanya Bourque will explore how the right tools and technology can enable your talent acquisition process.
Automating the Candidate Journey: Strategic Recruitment Marketing Made SimpleAggregage
By streamlining your marketing efforts through simple mindset shifts and automation, you will be on your way to a more efficient talent acquisition process. Join Employera’s Employer Branding and Recruitment Marketing Senior Director Andrew Levy as he discusses how to analyze your current marketing practices and transform them to ensure your candidates turn into employees.
Automating the Candidate Journey: Strategic Recruitment Marketing Made SimpleErin Washington
By streamlining your marketing efforts through simple mindset shifts and automation, you will be on your way to a more efficient talent acquisition process. Join Employera’s Employer Branding and Recruitment Marketing Senior Director Andrew Levy as he discusses how to analyze your current marketing practices and transform them to ensure your candidates turn into employees.
copy writing skills and its impact and day to day improvement and practices play a critical role.As day by day practices and assessment occurs, skills improves with variety of writing and challenges of routine will improve writing. vocabulary and format and practices are the keys.
Thinking Outside the Bots: How to Scale Your Workforce from 0 to 100 in Less ...Erin Washington
With the unemployment rates reaching all-time lows, it has undoubtedly become a candidate-driven market. Engaging, attracting, hiring and retaining candidates quickly, while not compromising culture and candidate experience, is paramount to driving brand loyalty. Many external Recruiters and internal Talent Acquisition teams build or destroy their careers based on how well they can do this in a competitive market like the one we are in.
Join Gaurav Valani - Head of Talent at Overstock, VP of Talent and HR at tZERO, Speaker, Entrepreneur, and Advisor - to learn how to create a more efficient hiring process that will enhance your candidate experience and encourage retention.
We are passionate about bringing the best recruiter and sales training to the IT, Engineering and HIT staffing industry. Our goal is deliver training and management consulting that enables our clients to grow faster, increase productivity, gain competitive advantages, and improve their financial performance.
NewVector trainers are practicing industry experts averaging 15 years of industry experience. They are highly accomplished professionals and speakers who love to share their expertise and insights with others.
Automating the Candidate Journey: Strategic Recruitment Marketing Made SimpleAggregage
By streamlining your marketing efforts through simple mindset shifts and automation, you will be on your way to a more efficient talent acquisition process. Join Employera’s Employer Branding and Recruitment Marketing Senior Director Andrew Levy as he discusses how to analyze your current marketing practices and transform them to ensure your candidates turn into employees.
Automating the Candidate Journey: Strategic Recruitment Marketing Made SimpleErin Washington
By streamlining your marketing efforts through simple mindset shifts and automation, you will be on your way to a more efficient talent acquisition process. Join Employera’s Employer Branding and Recruitment Marketing Senior Director Andrew Levy as he discusses how to analyze your current marketing practices and transform them to ensure your candidates turn into employees.
copy writing skills and its impact and day to day improvement and practices play a critical role.As day by day practices and assessment occurs, skills improves with variety of writing and challenges of routine will improve writing. vocabulary and format and practices are the keys.
Thinking Outside the Bots: How to Scale Your Workforce from 0 to 100 in Less ...Erin Washington
With the unemployment rates reaching all-time lows, it has undoubtedly become a candidate-driven market. Engaging, attracting, hiring and retaining candidates quickly, while not compromising culture and candidate experience, is paramount to driving brand loyalty. Many external Recruiters and internal Talent Acquisition teams build or destroy their careers based on how well they can do this in a competitive market like the one we are in.
Join Gaurav Valani - Head of Talent at Overstock, VP of Talent and HR at tZERO, Speaker, Entrepreneur, and Advisor - to learn how to create a more efficient hiring process that will enhance your candidate experience and encourage retention.
We are passionate about bringing the best recruiter and sales training to the IT, Engineering and HIT staffing industry. Our goal is deliver training and management consulting that enables our clients to grow faster, increase productivity, gain competitive advantages, and improve their financial performance.
NewVector trainers are practicing industry experts averaging 15 years of industry experience. They are highly accomplished professionals and speakers who love to share their expertise and insights with others.
The Affiliate Masters Course is an intensive 10-DAY course on becoming a
high-earning affiliate champion.
How? By “building income through content,” the proven, C T P M way!
An affiliate business is one of the easiest ways to get your feet wet in e-business.
You send visitors (i.e., potential customers) to a merchant’s Web site that you are
representing. If they buy or complete a required action (for example, fill in a
form), the merchant pays you a commission. No fuss, no muss!
Business Development Tool Kit Presentation for New Media ManitobaJay Powell
Ever notice how some of your greatest business relationships emerge from conversations that started with no expectations to do business at all? There is a science behind this starting with a genuine desire to understand what the other person needs, how you can help them, and by undisputed universal law - help yourself. :) So how do you get started? Go-Go-Gadget Business Development!
On Tuesday, Feb 11th 2014, New Media Manitoba presents a special New Media Business Development evening with expert Jay Powell of The Powell Group from North Carolina. Jay will share his methodology and tools for creating a plan to generate business, maintain great relationships, and how to create a solid plan of attack when attending conferences.
We will discuss:
How to track business relationships
Who should do Business Development and why
Recommended tools for Business Development and Customer Relationships
What tools to avoid, and why
When to start (hint: now)
How to start (hint: attend this presentation)
Social media integration that makes your clients [heart] you
Attendees will Learn:
How to get the most out of a conference when building new business
How to maintain your network post-conference
5 important things to remember when developing your elevator pitch - and when to use it
Tools for all aspects of New Media Business Development
Having a strong employer brand can make a big difference when it comes to attracting and retaining the best talent in the marketplace.
Employee profiles that shine a spotlight on your team members are one easy way to promote your employer brand. Here we take a closer look at effective employee profiles.
Revealed: NEW, Artificially Intelligent Web-App Will Write, Create, Host, Publish AND Syndicate Profit-Producing Videos FOR YOU In ANY Language and ANY Niche In 3 Minutes or Less!
What You Need to Know About Hiring Interns - JobLabAidan Cramer
With Aidan Cramer - Cofounder of JobLab.com
We all need help at the start of our business, but we can’t always afford it. We are probably not even paying ourselves.
Aidan will share what you need to know about hiring Interns;
Where to find them
The law on paying them
The benefits of using them
The risks of abusing them
Aidan’s passion comes from being a recent graduate himself, and now he is on a mission to change the way young people start their careers by getting them into awesome jobs at awesome young companies. He and his co-founders went straight from graduating and being interns themselves to starting their first business - so understand the benefits and drawbacks from both sides of the coin.
JobLab helps small businesses grow by giving them direct access to the best interns and graduate talent across the UK. The platform matches employers with relevant candidates who can be reviewed on a personal level, through video cover letters. JobLab’s focus is on reducing time to hire by providing the right candidates exactly when they’re needed.
Thinking Outside the Bots: How to Scale Your Workforce from 0 to 100 in Less ...Aggregage
With the unemployment rates reaching all-time lows, it has undoubtedly become a candidate-driven market. Engaging, attracting, hiring and retaining candidates quickly, while not compromising culture and candidate experience, is paramount to driving brand loyalty. Many external Recruiters and internal Talent Acquisition teams build or destroy their careers based on how well they can do this in a competitive market like the one we are in.
Join Gaurav Valani - Head of Talent at Overstock, VP of Talent and HR at tZERO, Speaker, Entrepreneur, and Advisor - to learn how to create a more efficient hiring process that will enhance your candidate experience and encourage retention.
CONNECTWorking 202005 | Succeed when remoteGTA Talents
This unprecedented situation leaves us with uncertainties, but we surely need to adapt, especially by leveraging digital technologies at every level of the workforce: recruiters, job-seekers, entrepreneurs, workers.
To support you in these changes, GTA Talents invite you to discuss their impact on two topics related to your career: remote job interviews and digital networking.
How to get prepared for your next remote job interview? How to master digital technologies to grow your networking and keep making connections?
[Webinar] How To Build A Predictable ABM EngineMintigo1
To view the full webinar replay, please visit:
http://www.mintigo.com/webinar-how-to-build-a-predictable-abm-engine/
Description:
If you are one of the 60% of marketers exploring how to deploy Account-Based Marketing, then you may be wondering where and how to start. Which tactics work and how can your martech stack and marketing database support your ambitious ABM efforts?
In this session, you will hear from ABM practitioners Josh Hill (author of MarketingRockstarGuides.com), Tony Yang (VP of Marketing at Mintigo), and Charlie Liang (Director of Marketing at Engagio) discuss the steps they took to build a martech stack and infrastructure that’s optimized for an ABM strategy. This hands-on session will cover:
- How predictive marketing enables ABM
- Building a martech infrastructure for ABM
- How to structure the right ABM programs
- Understanding how analytics change with ABM
- Achieving marketing and sales alignment
Speakers:
- Josh Hill, Marketing Technologist & Demand Generation Expert
- Charlie Liang, Director of Marketing at Engagio
- Tony Yang, VP of Demand at Mintigo
9 Tips on How to hire Tech Talent when you are not a TechieInterview Mocha
Looking for the tech talent, without being a tech expert yourself can be difficult. Here are few ways on how to hire tech talent that can help you find the great developer.
The Affiliate Masters Course is an intensive 10-DAY course on becoming a
high-earning affiliate champion.
How? By “building income through content,” the proven, C T P M way!
An affiliate business is one of the easiest ways to get your feet wet in e-business.
You send visitors (i.e., potential customers) to a merchant’s Web site that you are
representing. If they buy or complete a required action (for example, fill in a
form), the merchant pays you a commission. No fuss, no muss!
Business Development Tool Kit Presentation for New Media ManitobaJay Powell
Ever notice how some of your greatest business relationships emerge from conversations that started with no expectations to do business at all? There is a science behind this starting with a genuine desire to understand what the other person needs, how you can help them, and by undisputed universal law - help yourself. :) So how do you get started? Go-Go-Gadget Business Development!
On Tuesday, Feb 11th 2014, New Media Manitoba presents a special New Media Business Development evening with expert Jay Powell of The Powell Group from North Carolina. Jay will share his methodology and tools for creating a plan to generate business, maintain great relationships, and how to create a solid plan of attack when attending conferences.
We will discuss:
How to track business relationships
Who should do Business Development and why
Recommended tools for Business Development and Customer Relationships
What tools to avoid, and why
When to start (hint: now)
How to start (hint: attend this presentation)
Social media integration that makes your clients [heart] you
Attendees will Learn:
How to get the most out of a conference when building new business
How to maintain your network post-conference
5 important things to remember when developing your elevator pitch - and when to use it
Tools for all aspects of New Media Business Development
Having a strong employer brand can make a big difference when it comes to attracting and retaining the best talent in the marketplace.
Employee profiles that shine a spotlight on your team members are one easy way to promote your employer brand. Here we take a closer look at effective employee profiles.
Revealed: NEW, Artificially Intelligent Web-App Will Write, Create, Host, Publish AND Syndicate Profit-Producing Videos FOR YOU In ANY Language and ANY Niche In 3 Minutes or Less!
What You Need to Know About Hiring Interns - JobLabAidan Cramer
With Aidan Cramer - Cofounder of JobLab.com
We all need help at the start of our business, but we can’t always afford it. We are probably not even paying ourselves.
Aidan will share what you need to know about hiring Interns;
Where to find them
The law on paying them
The benefits of using them
The risks of abusing them
Aidan’s passion comes from being a recent graduate himself, and now he is on a mission to change the way young people start their careers by getting them into awesome jobs at awesome young companies. He and his co-founders went straight from graduating and being interns themselves to starting their first business - so understand the benefits and drawbacks from both sides of the coin.
JobLab helps small businesses grow by giving them direct access to the best interns and graduate talent across the UK. The platform matches employers with relevant candidates who can be reviewed on a personal level, through video cover letters. JobLab’s focus is on reducing time to hire by providing the right candidates exactly when they’re needed.
Thinking Outside the Bots: How to Scale Your Workforce from 0 to 100 in Less ...Aggregage
With the unemployment rates reaching all-time lows, it has undoubtedly become a candidate-driven market. Engaging, attracting, hiring and retaining candidates quickly, while not compromising culture and candidate experience, is paramount to driving brand loyalty. Many external Recruiters and internal Talent Acquisition teams build or destroy their careers based on how well they can do this in a competitive market like the one we are in.
Join Gaurav Valani - Head of Talent at Overstock, VP of Talent and HR at tZERO, Speaker, Entrepreneur, and Advisor - to learn how to create a more efficient hiring process that will enhance your candidate experience and encourage retention.
CONNECTWorking 202005 | Succeed when remoteGTA Talents
This unprecedented situation leaves us with uncertainties, but we surely need to adapt, especially by leveraging digital technologies at every level of the workforce: recruiters, job-seekers, entrepreneurs, workers.
To support you in these changes, GTA Talents invite you to discuss their impact on two topics related to your career: remote job interviews and digital networking.
How to get prepared for your next remote job interview? How to master digital technologies to grow your networking and keep making connections?
[Webinar] How To Build A Predictable ABM EngineMintigo1
To view the full webinar replay, please visit:
http://www.mintigo.com/webinar-how-to-build-a-predictable-abm-engine/
Description:
If you are one of the 60% of marketers exploring how to deploy Account-Based Marketing, then you may be wondering where and how to start. Which tactics work and how can your martech stack and marketing database support your ambitious ABM efforts?
In this session, you will hear from ABM practitioners Josh Hill (author of MarketingRockstarGuides.com), Tony Yang (VP of Marketing at Mintigo), and Charlie Liang (Director of Marketing at Engagio) discuss the steps they took to build a martech stack and infrastructure that’s optimized for an ABM strategy. This hands-on session will cover:
- How predictive marketing enables ABM
- Building a martech infrastructure for ABM
- How to structure the right ABM programs
- Understanding how analytics change with ABM
- Achieving marketing and sales alignment
Speakers:
- Josh Hill, Marketing Technologist & Demand Generation Expert
- Charlie Liang, Director of Marketing at Engagio
- Tony Yang, VP of Demand at Mintigo
9 Tips on How to hire Tech Talent when you are not a TechieInterview Mocha
Looking for the tech talent, without being a tech expert yourself can be difficult. Here are few ways on how to hire tech talent that can help you find the great developer.
An overview of marketing automation today and what to consider when making an investment in this new technology. Includes top tips from leading marketers as well as highlighting common issues to be overcome
Ryan McInerney | PEO Marketing Technology to Generate RevenuePACE PEO Association
Presented by Ryan McInerney – Founder, Bluematter
What marketing technology you need, what you don't, and how to choose.
The PACE Annual Conference focuses on the sales, marketing, and technology trends that affect PEOs and the service providers that support them.
Let’s Make a Deal: How the Customer Journey Mirrors the Candidate JourneyAggregage
Join Janine Nicole Truitt to learn how to reimagine the candidate journey and amplify your recruitment marketing and branding strategies to sell the right people on your company.
Automating the Candidate Journey: How the Customer Journey Mirrors the Candid...Erin Washington
Join Janine Nicole Truitt to learn how to reimagine the candidate journey and amplify your recruitment marketing and branding strategies to sell the right people on your company.
Many job postings in the cleared community are pulled straight from the government contract award. While you can’t change the requirements of the job, you do have some flexibility in how you choose to advertise it. Improve your job postings to meet their full potential with these tips.
Se déployer à l’international est un investissement à long terme qui nécessite beaucoup d’habileté organisationnelle et d’adaptation culturelle. Afin d’accompagner au mieux les startups dans cette phase d’expansion, Polyglot Group a réuni mardi dernier de nombreux acteurs de l’écosystème des startups à Paris. En partenariat avec Mercurr et Orrick, cet évènement a mis en avant les étapes clés de l’internationalisation.
Intégrer une dimension internationale s’inscrit aujourd’hui directement dans l’ADN d’une startup et la vision de ses fondateurs. Une table ronde, animée habilement par le co-fondateur d’Early Metrics, Antoine Baschiera, a permis de découvrir comment Stuart et Uber se sont fait une place à l’international. Benjamin Chemla, Co-founder @Stuart, et Alexandre Droulers, International Launcher @Uber ont donné leurs secrets pour une internationalisation simple et facile.
Avec un bon partenaire RH, s’internationaliser devient simple et facile.
Plusieurs workshops pratiques ont été également animés par des experts internationaux, tel que Polyglot Group. Cette boutique RH aide les entreprises à s’implanter à l’international avec des solutions pragmatiques : Recrutement, chasses de têtes, hébergement & domiciliation d’entreprise, gestion administrative locale «back-office», création de filiale / Bureau de représentation traductions, Externalisation de la paie, externalisation services RH, etc.
La mise en œuvre d’une stratégie d’internationalisation est primordiale et s’accompagne de partenaires professionnels. Le recrutement de managers juniors ou expérimentés, déterminés, polyglottes, et plein de bonne volonté s’impose. En tant que partenaire en Ressources Humaines, le Managing Director de Polyglot Group Europe a présenté comment recruter & manager efficacement ses équipes à l’étranger.
Pour en savoir plus : www.polyglotgroup.eu
Recevoir plus d'information sur le workshop RH organisé par Polyglot Group : info@polyglotgroup.eu
Tips For Developing A Successful Remote Interview ProcessAbishAlathukattil
After 2020, the global workforce shifted from prioritizing traditional interview practices to conducting remote interviews. And we all are aware that an in-person interview is vastly different from conducting interviews via Google meet or telephone. Therefore, when hiring a remote worker for a remote position, hiring managers and recruiters want to ensure that the recruitment process is as effective as possible and the company is hiring the best talent for themselves. Let’s take a look at some tips for developing a successful remote interview process that will get the best candidates for your company.
No Ego: How Leaders Can Cut the Cost of Drama, End Entitlement and Drive Big ...Naba Ahmed
Cy Wakeman proposes a radically different approach to HR leadership. Changing the ways leaders think and the strategies they use in their work is a serious and critical economic issue. Leaders should help others develop the great mental processes they need to eliminate self-imposed suffering and choose to be accountable for driving results.
Go Beyond: Go Beyond with Compliance TrainingNaba Ahmed
There are few words that will make corporate learners tune you out more quickly than "compliance” or “mandatory." Justin Muscolino, Head of North America Compliance Training for GRC Solutions, believes that compliance training can be engaging, interesting, and yes, sometimes fun - and he has the experience to back up that claim. Let’s be part of a push to remove this psychological block and do what’s best for our organizations. Who's in?
Set Employees Up for Success: Using Onboarding to Increase Engagement and Ret...Naba Ahmed
When a company's retention is low, it affects employee engagement. When engagement is low, it negatively affects our ability to retain good people. How do you stop the downward cycle? A strong onboarding program can help. It doesn't have to be costly, but it does have to be intentional. Join The Currence Group President Jennifer Currence to learn how to design and structure an efficient onboarding process.
Managing Employee Milestones and Moments that Matter Through a Digital Transf...Naba Ahmed
When implementing new technology in the workforce, it is important to ensure you have an effective HR business strategy in place. During the transition, employees will need to be trained on the capabilities of the technology to allow them to improve their workflow, rather than disrupt it. Everbridge Director of Sales Training and Enablement William Petersen will explain how to create an effective employee experience strategy during a period of digital transformation.
Assessing and Fostering a Culture of InnovationNaba Ahmed
Welcome to an interactive empowering session on how to sharpen your future through innovation management, which can help guide your company’s goals. During this webinar, Magnus Penker, international thought leader and author, will dive into how to assess and foster culture and capabilities for innovation.
Candidate Experience: Attract Top Talent Who Say “Yes” to Your Job OpportunitiesNaba Ahmed
Your company doesn’t have to be a household name to attract top talent. Nor do you have to spend tons of money. You can effectively showcase your company and sell people on your job opportunities by delivering a personalized hiring experience.
Join Chief Advisor & Strategist of the Wintrip Consulting Group, Scott Wintrip, as he explains how to attract the attention of quality candidates, design and run a faster and more engaging hiring process, and get prospective hires to sell themselves on accepting your job offer.
People-Driven Engagement: Leveraging People Analytics to Motivate EmployeesNaba Ahmed
People analytics can help uncover what motivates your employees and what matters to them. Learn from Dr. Michael Moon, the Director of People Insights at ADP, as she discusses the entire process of gathering, analyzing and understanding your people data.
Up Your Analytics Game: How to Empower People to Take ActionNaba Ahmed
HR leaders in Financial Services are adopting the use of data and analytics faster than many other business functions and job roles. For so long their focus has been within the HR function; they express doubt regarding their ability to collaborate effectively with their Finance counterparts to uncover actionable insights. In fact, in a recent survey of 450 Financial Services professionals, 95% of respondents agreed that better integration of HR and Finance data was a top priority for the year.
Why is this so important? Because the demands on HR have changed significantly, as HR leaders move into a more strategic role. It requires both an increasingly forward-looking workforce strategy, and quantification of HR’s business contributions. This is compounded for the Financial Services sector, which is faced with rapidly changing regulatory and compliance requirements, and the need to attract and retain tech-savvy talent in an industry that is sometimes viewed as more traditional and less tech-savvy.
Join our webcast featuring top-ranked analyst and bestselling author of Competing on Analytics, Tom Davenport, to learn how analytics technology provides HR with unique insights that create strategic value.
People-Driven Engagement: Engage Your Employees Through a Culture of CreativityNaba Ahmed
Encouraging employees to be more creative will provide a better employee experience, and increase their engagement and contribution of new ideas. Peter Merrill help you assess your own innovative aptitude and learn how to contribute to the innovation process.
Candidate Experience: A Better Candidate Experience, By DesignNaba Ahmed
The interview is the place where any company can win against any talent competitor. Win your candidates by being fast. Win them by being smooth. Win them by making them feel special. Win them by letting them experience the best of your company and your brand at every step in their candidate journey. Win by design. Companies who are great at this are intentional about it and leave nothing to chance. They masterfully design each step in the candidate journey and ensure their people, systems, and processes support the intended experience. And you can do it too. We’ll show you how.
Transitioning to HR Tech: Leveraging Technology to Automate HR Naba Ahmed
As the HR industry embraces the future of work, we have the technology to become more efficient. However, many organisations continue to use manual workarounds for processes that could be partially or fully automated. To embrace this transition, CleaHRStrat Consulting Inc. CEO Eric St-Jean explores the capabilities of technology and how you can leverage it for both small and large HR projects.
Transitioning to HR Tech: You Can Do This - Drive Company Value with a HR App...Naba Ahmed
As HR professionals are becoming more technologically proficient, we have the capability to implement new, more efficient systems. By implementing a HR application network, we enable work and increase the value of our company’s output.
This webinar will outline the cost and benefits of HR suite solutions that deliver integrated HR, Payroll, Employee Time, and Benefits. It will compare the HR suite approach to a true application network approach that can bring best-in-class boutique applications for each HR function and reduce vendor lock-in. HRIS Solution Architect Steve Pruneau will explore the idea of an app network strategy which includes integrating specialty apps from different vendors, each selected based on how they will meet your company’s needs.
Payroll & Compliance: Global Payroll Reporting - What Good Looks LikeNaba Ahmed
If you can’t measure it, you can’t manage it.
In a data driven world, reporting is becoming increasingly more important for driving key business decisions.
With real time, up-to-date information on your organization housed within your payroll department, global payroll reporting has fast become a hot topic for multi-national companies.
Board level reports with accurate, real time information is the end goal.
But better reporting starts with good data...
Transitioning to HR Tech: Payroll Integration - The Good, the Bad, and the Ug...Naba Ahmed
There are many benefits to keeping up with technology. By embracing ideas like fully-integrated payroll, your organization will be able to save time and resources by eliminating what was once a very manual part of your workflow. In addition, you may be able to mitigate substantial compliance risk by eliminating the potential for human error.
Texting for Talent: How to Build Your Talent Pipeline Through MobileNaba Ahmed
Emails and phone calls can go unanswered, but 95% of text messages are read within 3 minutes of being sent, and 45% get a response. The way your candidates communicate has changed, and you need to meet them where they are in order to elevate your candidate experience and win top-tier talent for your team.
eLearning for Sales Success: 2019 State of Sales Coaching - Managers, Reps, a...Naba Ahmed
Virtually every sales organization sees the value of good sales coaching. So why do so few organizations do it systematically and well?
Join Henry Bruckstein, Founder of Canam Research, and Jake Miller, product marketing manager at Allego, to learn why--and more--from the new 2019 State of Sales Coaching survey.
Transitioning to HR Tech: The Power of Pilot Programs Naba Ahmed
With technology constantly changing, it is important to find the HR tech system that will drive transformation. Existing systems may be limiting productivity and resulting in unnecessary costs. When it comes to integrating new technology, pilot programs may be the answer. Founder & CEO of The Devon Group and Women in HR Tech Summit Chair for U.S. & Singapore Jeanne Achille will discuss how to integrate HR technology pilot programs without disrupting the employee experience.
Transitioning to HR Tech: Are HR Technologies Ruining Your Employee Experience? Naba Ahmed
In this webinar, experienced HR Tech Strategist and Marketer, Rayanne Thorn shares ideas about how to positively impact employee experience and change management without shortchanging the humans that HR Tech and technological innovation are supposed to benefit.
Even happy employees peruse job boards for the next best thing, especially during a time of low unemployment like we are currently experiencing. Increase employee retention & decrease attrition in order to hang on to the quality employees you worked so hard to attract and hire.
Payroll & Compliance: Ringing in the New Year - 10 Things HR Should Do NowNaba Ahmed
From #MeToo to the mid-terms, 2018 was a banner year for significant events and momentous societal movements that should make HR practitioners sit up and take notice. HR’s role in protecting organizations as well as their human assets is a complicated business, yet so necessary particularly during tumultuous times.
Product Management Excellence: Data-Driven Insights into High PerformanceNaba Ahmed
What do high performing Product Management teams do right? SiriusDecisions has conducted research into highly successful organizations, looked at the data, and identified the key characteristics that separate the top performers from everyone else.
Jeff Lash, VP and Group Director, Product Management at SiriusDecisions and recognized product management leader, will cover the four key factors uncovered in the data that drive successful product management organizations and describe some problems that a company may see when these are not done well. You'll leave with specific, practical tips you can start to implement immediately to improve your product management team's performance in these areas.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Thinking Outside the Bots: How to Recruit with a Small Team and a Lean Budget
1. How to Recruit with a Small Team
and a Lean Budget
Tanya Bourque Naba Ahmed
With: Moderated by:
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Thinking Outside the Bots
Webinar Series
2. Hiretual uses AI and machine learning to source the strongest talent, 10x
faster. Source across 30+ platforms and 700M professional profiles with
Hiretual's AI sourcing assistant. Engage the strongest candidates first with AI
prioritization and save time with instant contact info, and hire efficiently with
team collaboration, pipeline management, and intelligent engagement.
3. 3
Thinking Outside the Bots
Webinar Series
Click on the Questions panel to
interact with the presenters
www.recruitingbrief.com/webinar-series/thinking-outside-the-bots
www.humanresourcestoday.com/webinar-series/thinking-outside-the-bots
4. About Tanya Bourque
In the recruiting world, Tanya Bourque is a rarity. Before launching OpExpert in 2016, she spent nearly a decade working
in corporate America where she recruited over 2,000 people for myriad of business categories. She understands the
ceaseless challenges and changing hiring landscape facing HR professionals these days, because she been there. She
knows what it’s like to have to fill over 100 positions simultaneously, because she’s done that. Tanya has been featured in
ERE, SourceCon, Recruiting Daily, Recruiter.com, and TLNT.
About Naba Ahmed
Naba went to Cal Poly, San Luis Obispo and majored in Journalism and minored in Integrated Marketing Communications.
After working as Editor-in-Chief at the campus newspaper, she became interested in developing content across multiple
platforms, and now works as a Content Marketing Specialist at Aggregage, providing some of the most interesting thought-
leaders across a wide variety of industries with a space to celebrate the diversity, depth, and experience of their professional
cultures, personalities, and passions.
Thinking Outside the Bots
Webinar Series
6. 6Thinking Outside the Bots
Webinar Series
Our Objectives
• Calculating The Cost Per Hire.
• Recruiting Smarter Not Harder
• The Tools And Technology That Will Make The Hiring Process More Efficient
• Behavioral Interviewing Techniques
• Personality Testing
• Organizational Physics
• Offer Letter & Onboarding
• Intake Meetings with Hiring Managers
How to Recruit with a Small Team and a
Lean Budget
8. 8Thinking Outside the Bots
Webinar Series
Calculating The Cost Per Hire
How to Recruit with a Small Team and a
Lean Budget
𝐶𝑜𝑠𝑡 𝑃𝑒𝑟 𝐻𝑖𝑟𝑒 = (∑(External Costs) + ∑(Internal Costs)
Total Number of Hires in a Time Period
External Costs Example
Advertising & Marketing
Background & Eligibility Checks
Campus Recruiting
Consulting Services
Contingency to Regular Fees
Drug Testing
Employee Referral Awards / Payments
Immigration Expenses
Job Fairs / Recruiting Events
Internal Costs Example
Cost of Recruiting Staff
Cost of Sourcing Staff
Internal overheads
Non-labor office costs
Recruiting L&D
Secondary Management – Cost of Time for Events
Secondary Management – Cost of Time for Recruiting
# of Hires
Total number of hires in a time period
New hires
Backfill due to attrition
9. 9Thinking Outside the Bots
Webinar Series
How To Set A Budget
How to Recruit with a Small Team and a
Lean Budget
List of Expenses (Not Including the cost of
recruiter salaries):
Job Advertising
Employee Referral Bonus Program
Recruiting Agency Costs
Employer Branding
Recruiting Events
Recruiting Systems and Tools
Other Costs / Candidate Travel & Expenses
11. 11Thinking Outside the Bots
Webinar Series
Social
Media
Career's
Website
Job
Boards
Employee
Referrals
Recruiting Smarter Not Harder
How to Recruit with a Small Team and a
Lean Budget
Recruiting As A Marketing Function
Use the Power of Technology (e.g. Video-
conference Interviews)
Use the Power of AI (e.g. Algorithm Based
Prospect Pre-qualification)
Use the Power of the Web (e.g. Build Your
Employer Brand Online)
Use The Power of Social Media (e.g. Targeted
Reach Even on the Move)
Employee Referral Program (e.g. Pre-qualified;
Statistically Lower Attrition)
12. 12
Thinking Outside the Bots
Webinar Series
The Tools And Technology That Will
Make The Hiring Process More
Efficient
13. 13Thinking Outside the Bots
Webinar Series
The Tools And Technology That Will Make The Hiring Process More Efficient
How to Recruit with a Small Team and a
Lean Budget
Inbound Marketing
Targeted Email Campaigns Or Auto-responders
Posting Adverts Job Boards e.g. Indeed
Targeted Paid Advertising On:
Google
Social Media Platforms Such As Facebook,
LinkedIn And Twitter
Search Engine Optimization – SEO
Effective Use Of Artificial Intelligence (Ai)
Chatbots On Career Page
Effective Use Of Analytics & Automated
Algorithms
AI Tools Like Hiretuals
Paid Social Media Advertising
‘On-the-go’ Recruitment (Mobile Presence)
Website As Magnet To Potential Candidates
Blogs And Subject Matter Expert Articles On
Your Website
Revamp The Career Page On Your Website
15. 15Thinking Outside the Bots
Webinar Series
Behavioral Interviewing Techniques
How to Recruit with a Small Team and a
Lean Budget
Use behavioral interviews to
determine fit:
A bad hire can be expensive
Teamwork
Client-Facing
Skills
Ability to
Adapt
Time
Management
Communication
Skills
Motivation and
Values
16. 16Thinking Outside the Bots
Webinar Series
How to Recruit with a Small Team and a
Lean Budget
Talk about a time when you had to work closely with
someone whose personality was very different from
yours.
Give me an example of a time you faced a conflict while
working on a team. How did you handle that?
Describe a time when you struggled to build a
relationship with someone important. How did you
eventually overcome that?
We all make mistakes we wish we could take back. Tell
me about a time you wish you’d handled a situation
differently with a colleague.
Tell me about a time you needed to get information from
someone who wasn’t very responsive. What did you do?
Teamwork
Client-Facing
Skills
Ability to
Adapt
Time
Management
Communication
Skills
Motivation and
Values
Behavioral Interviewing Techniques
17. 17Thinking Outside the Bots
Webinar Series
Behavioral Interviewing Techniques
How to Recruit with a Small Team and a
Lean Budget
Teamwork
Client-Facing
Skills
Ability to
Adapt
Time
Management
Communication
Skills
Motivation and
Values
Describe a time when it was especially important to make
a good impression on a client. How did you go about
doing so?
Give me an example of a time when you did not meet a
client’s expectation. What happened, and how did you
attempt to rectify the situation?
Tell me about a time when you made sure a customer
was pleased with your service.
Describe a time when you had to interact with a difficult
client. What was the situation, and how did you handle
it?
When you’re working with a large number of customers,
it’s tricky to deliver excellent service to them all. How do
you go about prioritizing your customers’ needs?
18. 18Thinking Outside the Bots
Webinar Series
Behavioral Interviewing Techniques
How to Recruit with a Small Team and a
Lean Budget
Teamwork
Client-Facing
Skills
Ability to
Adapt
Time
Management
Communication
Skills
Motivation and
Values
Tell me about a time you were under a lot of pressure.
What was going on, and how did you get through it?
Describe a time when your team or company was
undergoing some change. How did that impact you, and
how did you adapt?
Tell me about the first job you’ve ever had. What did you
do to learn the ropes?
Give me an example of a time when you had to think on
your feet in order to delicately extricate yourself from a
difficult or awkward situation.
Tell me about a time you failed. How did you deal with
this situation?
19. 19Thinking Outside the Bots
Webinar Series
Behavioral Interviewing Techniques
How to Recruit with a Small Team and a
Lean Budget
Tell me about a time you had to be very strategic in order
to meet all your top priorities.
Describe a long-term project that you managed. How
did you keep everything moving along in a timely manner?
Sometimes it’s just not possible to get everything on your
to-do list done. Tell me about a time your responsibilities
got a little overwhelming. What did you do?
Tell me about a time you set a goal for yourself. How did
you go about ensuring that you would meet your
objective?
Give me an example of a time you managed numerous
responsibilities. How did you handle that?
Teamwork
Client-Facing
Skills
Ability to
Adapt
Time
Management
Communication
Skills
Motivation and
Values
20. 20Thinking Outside the Bots
Webinar Series
Behavioral Interviewing Techniques
How to Recruit with a Small Team and a
Lean Budget
Give me an example of a time when you were able to
successfully persuade someone to see things your way
at work.
Describe a time when you were the resident technical
expert. What did you do to make sure everyone was
able to understand you?
Tell me about a time when you had to rely on written
communication to get your ideas across to your team.
Give me an example of a time when you had to explain
something fairly complex to a frustrated client. How did
you handle this delicate situation?
Tell me about a successful presentation you gave and
why you think it was a hit.
Teamwork
Client-Facing
Skills
Ability to
Adapt
Time
Management
Communication
Skills
Motivation and
Values
21. 21Thinking Outside the Bots
Webinar Series
Behavioral Interviewing Techniques
How to Recruit with a Small Team and a
Lean Budget
Tell me about your proudest professional
accomplishment.
Describe a time when you saw some problem and took
the initiative to correct it rather than waiting for someone
else to do it.
Tell me about a time when you worked under close
supervision or extremely loose supervision. How did
you handle that?
Give me an example of a time you were able to be
creative with your work. What was exciting or difficult
about it?
Tell me about a time you were dissatisfied in your work.
What could have been done to make it better?
Teamwork
Client-Facing
Skills
Ability to
Adapt
Time
Management
Communication
Skills
Motivation and
Values
23. 23Thinking Outside the Bots
Webinar Series
Personality Testing
Responses to questions in the personality
test allow potential employers to make
predictions about how one will respond
across a range of vastly different work-
related activities.
These predictions assist employers to
measure how suitable one is for a role.
A Personality Test Is A Method Of
Assessing Human Personality
Constructs.
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Most Popular Personality Tests
1. The Myer-Briggs Type Indicator (MBTI): sensation, intuition, feeling and thinking
2. Disc Assessment: dominance, inducement, submission, and compliance
3. The Winslow Personality Profile: career success and happiness
4. Process Communication Model: harmonizers, thinkers, rebels, imagineers, persisters, promoters
5. The Holtzman Inkblot Technique: reaction time, rejection, place, space, and form of ink blots
6. Hexaco Personality Inventory: humility, emotionality, extraversion, agreeableness,
conscientiousness, and openness to experience
7. The Revised Neo Personality Inventory (Neo Pi-R): extraversion, conscientiousness, agreeableness,
neuroticism, and openness to experience
8. The Personality Assessment System: person’s intelligence, skills, character formation
9. The Birkman Method: person’s reaction to stress; strengths and social behaviour
10. The Enneagram: reformers, helpers, achievers, individualists, investigators, loyalists, enthusiasts,
challengers, peacemakers
26. 26Thinking Outside the Bots
Webinar Series
Organizational Physics: What Is It
There are indeed some basic laws of nature that
determine the performance of any organization……If
“physics” is the science of matter and energy and
their interactions, and “management” refers to
principles and methods used to lead organizations,
then Organizational Physics is the translation, or the
common ground, between the two.
~ Lex Sisney ”
“
27. 27Thinking Outside the Bots
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1. An organization is a complex adaptive system.
2. An organization is subject to the 1st law of thermodynamics.
3. An organization is subject to the 2nd law of thermodynamics.
4. An organization must shape and respond to its environment and do so as a whole system,
including its parts and sub-parts.
5. An organization is subject to the conditions in its environment.
6. An organization is subject to the laws of motion.
Organizational Physics: The 6 Laws
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Organizational Physics: The Adaptive
Systems Model
Shaping change by managing the
parts or tasks within the system
Shaping change by driving forward
big-picture innovations (the whole)
Responding to change by managing
the parts or tasks within the system
Responding to the whole by keeping
people working well together
29. 29Thinking Outside the Bots
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Organizational Physics: The 4 Forces
Producing: Focused on what to do
now
Stabilizing: Focused on how to do
things the right way
Innovating: Asking “why not do it this
way?”
Unifying: Focused on who is doing
what
30. 30Thinking Outside the Bots
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Organizational Physics: The 4 Styles
Producer: Results-oriented; follows a
structured approach
Stabilizer: Process-oriented; follows a
structured approach
Innovator: Results-oriented; takes a
long-term view and operates in an
unstructured way
Unifier: Process-oriented; but takes an
unstructured, freewheeling approach
and a long view of change
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Organizational Physics: Mind The Gap
Measure what style(s) is showing up
in an employee, team, or
prospective new hire;
Measure the style(s) they desire to
express;
Measure the style(s) they are
expected to express.
Then pay attention to any gaps!
Any productivity or engagement “gap” starts to emerge by assessing how an
individual wants to be compared with how they are.
35. 35Thinking Outside the Bots
Webinar Series
Offer Letters and Onboarding: A Few Tips
How to Recruit with a Small Team and a
Lean Budget
Have an offer letter template that you can tailor to each
candidate.
Stick to one company for background checks because
some of them have volume based pricing or monthly pricing.
Always revisit that cost to see what makes sense for your
company.
Have a standard onboarding process for everyone in the
company and try to have onboarding only once a week to curb
costs.
Consider going completely digital to save costs.
Consider the time of the year when relocating a candidate.
You want to be mindful when travel costs are generally lower
(e.g. Spring break time, just before and after the Holiday Season
and for that matter, all Monday mornings & Friday evenings are
high ticket slots).
37. 37Thinking Outside the Bots
Webinar Series
Intake Meetings with Hiring Managers : Top 10 Questions To Ask
How to Recruit with a Small Team and a
Lean Budget
1. Why is this position open? Is this a new position or a replacement? If a replacement position, why did the
person leave?
2. What can you tell me that is not in the job description? (This question is great for finding out what type
of personality and background would fit in this position.)
3. What challenges do you foresee us facing in filling this position? (Great question that will provide us
with insight as to what is going on in the industry and the company.)
4. What is the career mapping for this position? (This question will outline the reporting structure and career
advancement opportunities for potential candidates. Candidates often ask about advancement opportunities.)
5. What are the non-negotiables? (This is an important question to ask because it highlights what you will
need to source a very basic candidate profile. The absolute must haves can decide whether a candidate is
considered or not.)
38. 38Thinking Outside the Bots
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Intake Meetings with Hiring Managers : Top 10 Questions To Ask
How to Recruit with a Small Team and a
Lean Budget
6. What is the salary range? (This is a good time to inform the
hiring manager of the market salary and what you can/cannot do
within that budget.)
7. Can we agree on turnaround time for you to respond to my
candidate submissions? (You should have a service level
agreement with all of your hiring managers.)
8. What are the personalities of the people with whom this
person will be working with closely with? (This question helps
with team cultural fit.)
9. How urgent is this position? Can we schedule interviews right
away?
10.What else should I know that we have NOT
discussed?