In this session, Jeanette Leeds, Talent Acquisition Expert, Business Leader, and Tech Entrepreneur will teach you about the latest talent acquisition solutions to support your gender-diversity hiring journey.
Talent Lifecycle Management: Internal Mobility - A Talent Management Strategy...Aggregage
Building and supporting a culture where people at all levels are encouraged to—and even expected to—look internally for personal growth and new challenges improves the employer brand and becomes a powerful magnet for the talent market. This focus on career mobility and employee development often results in improved talent attraction and retention, not to mention how it positively affects the bottom line. Join Caroline Vernon, CareerArc Director of Sales and Client Success Leader, to learn her tips to cultivate internal mobility practices with your current workforce and potential new hires.
Trends in Recruiting & HR: 7 Key Talent and HR Trends - Research, Case Studie...Aggregage
One of the toughest parts of identifying trends is getting caught up in what the "cool" companies are doing. Every firm doesn't have the budget of a Google, Facebook, or Apple, so what are the real trends in talent acquisition? In this webinar we will examine the research that supports key trends in the world of recruiting, from the increased focus on hiring from within and greater exploration of experience design to the expansion of the recruiting technology "stack" beyond the applicant tracking system, and how AI is losing its luster for some employers.
Troubleshooting Recruiting: A Location Agnostic Approach to Attracting and Re...Aggregage
Join Jacky Cohen, Chief People Officer at Topia, as she shares insights and information about the importance of having a location-agnostic approach to recruiting. She will also explore the compliance challenges to recruiting and the benefits of expanding your candidate pipeline. Register here to get the free recording: https://bit.ly/Jacky-Cohen
The art of selecting candidate pre hire assessments - 202003 -v1Aggregage
At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The RIGHT assessments used in the RIGHT way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.
Troubleshooting Recruiting: Managing Global Teams - A Call For New TechnologiesAggregage
Join Stefanie Stanislawski, Entrepreneur, Software Product Manager, and product development expert, as she shares technologies and processes that could help HR heroes thrive in the new working environment.
Troubleshooting Recruiting: The 2022 Guide on Becoming An Inclusive HR Practi...Aggregage
This fire-side chat was designed by Dr. Akilah Cadet, Founder and CEO of Change Cadet, to educate and empower HR practitioners and recruiters at every level, to become accomplices and hold other colleagues accountable. She will cover tips to work through difficult conversations, steps to apologize, and how to act in the workplace.
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...Glassdoor
This document contains an agenda and summaries from a Glassdoor webinar on recruiting topics. The webinar featured speakers from Glassdoor and covered various aspects of recruiting including social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. Each section provided recruiting statistics related to the topic and discussed considerations for talent acquisition professionals.
Seedlink was founded with the mission of using AI to counteract human bias in people decisions. With the world's largest database in People Science, Seedlink creates customized solutions for organizations to digitize their people strategies and empower people with AI. Seedlink's AI technology analyzes language data to understand personalities, preferences, and behaviors to provide data-driven insights into talent acquisition, internal mobility, and digital transformation.
Talent Lifecycle Management: Internal Mobility - A Talent Management Strategy...Aggregage
Building and supporting a culture where people at all levels are encouraged to—and even expected to—look internally for personal growth and new challenges improves the employer brand and becomes a powerful magnet for the talent market. This focus on career mobility and employee development often results in improved talent attraction and retention, not to mention how it positively affects the bottom line. Join Caroline Vernon, CareerArc Director of Sales and Client Success Leader, to learn her tips to cultivate internal mobility practices with your current workforce and potential new hires.
Trends in Recruiting & HR: 7 Key Talent and HR Trends - Research, Case Studie...Aggregage
One of the toughest parts of identifying trends is getting caught up in what the "cool" companies are doing. Every firm doesn't have the budget of a Google, Facebook, or Apple, so what are the real trends in talent acquisition? In this webinar we will examine the research that supports key trends in the world of recruiting, from the increased focus on hiring from within and greater exploration of experience design to the expansion of the recruiting technology "stack" beyond the applicant tracking system, and how AI is losing its luster for some employers.
Troubleshooting Recruiting: A Location Agnostic Approach to Attracting and Re...Aggregage
Join Jacky Cohen, Chief People Officer at Topia, as she shares insights and information about the importance of having a location-agnostic approach to recruiting. She will also explore the compliance challenges to recruiting and the benefits of expanding your candidate pipeline. Register here to get the free recording: https://bit.ly/Jacky-Cohen
The art of selecting candidate pre hire assessments - 202003 -v1Aggregage
At the core of successful hiring practices is the fair and accurate evaluation of skills, abilities, knowledge and other criteria for a job. One powerful method to do this is through psychometric assessments. The RIGHT assessments used in the RIGHT way provide objective evaluation of criteria that are far more accurate than interviews alone. Unfortunately, choosing the wrong assessments or using assessments in the wrong way can lead to bad choices, biases, and even discriminatory practices that violate compliance standards.
Troubleshooting Recruiting: Managing Global Teams - A Call For New TechnologiesAggregage
Join Stefanie Stanislawski, Entrepreneur, Software Product Manager, and product development expert, as she shares technologies and processes that could help HR heroes thrive in the new working environment.
Troubleshooting Recruiting: The 2022 Guide on Becoming An Inclusive HR Practi...Aggregage
This fire-side chat was designed by Dr. Akilah Cadet, Founder and CEO of Change Cadet, to educate and empower HR practitioners and recruiters at every level, to become accomplices and hold other colleagues accountable. She will cover tips to work through difficult conversations, steps to apologize, and how to act in the workplace.
Recruiting Blogs: 50 Recruiting Stats Every Talent Acquisition Pro Needs to K...Glassdoor
This document contains an agenda and summaries from a Glassdoor webinar on recruiting topics. The webinar featured speakers from Glassdoor and covered various aspects of recruiting including social recruiting, mobile recruiting, recruiting millennials, diversity recruiting, employer branding, employee engagement, and workplace transparency. Each section provided recruiting statistics related to the topic and discussed considerations for talent acquisition professionals.
Seedlink was founded with the mission of using AI to counteract human bias in people decisions. With the world's largest database in People Science, Seedlink creates customized solutions for organizations to digitize their people strategies and empower people with AI. Seedlink's AI technology analyzes language data to understand personalities, preferences, and behaviors to provide data-driven insights into talent acquisition, internal mobility, and digital transformation.
The document summarizes the talent acquisition strategy and recruiting process at CBI. It discusses attracting top talent by hiring for core values first and being an employer of choice. The full-cycle recruitment process is owned by recruiters who source, screen, and schedule candidates. The recruiting guidebook outlines best practices for performance-based interviewing and legal interview questions. The goal is for the candidate experience to become the employee experience and ultimately the customer experience.
Recognition that Resonates: Improving Engagement Through Personalized IncentivesAggregage
Efforts to recognize employees are super-charged when individual differences are taken into account. What rewards one employee may not be an effective reward for another. Recognition that resonates personally with your employees will increase the effectiveness of your efforts and can be done in a way that capitalizes on your existing incentives. Join Kirsten Goulde, Vice President of HR at Oakmont Management Group, to learn how to personalize employee recognition to drive greater engagement.
Why Candidate Experience Will Make or Break More Than Just HiringMonster
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.
This document provides 5 tips for speeding up recruiting in 2017. It recommends automating repetitive recruiting tasks like job postings, resume screening, candidate outreach, interviewing, and reference checks using tools like applicant tracking systems, AI, chatbots, and digital interviewing. Automating these tasks can reduce time to hire and cost per hire while freeing up recruiters to focus on strategic work. The document also emphasizes measuring which tasks take the most time and can benefit from automation, and ensuring any new software integrates well and provides a clear return on investment.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
Inclusivity in 2020 and Beyond: Reimagining Gender: Is Your HR Organization R...Aggregage
Perceptions around gender are changing rapidly. Companies must understand how to navigate this universe, but that's easier said than done. In this session, Lisa Kenney — CEO of Reimagine Gender — will be your guide, explaining what gender is (and isn't) in the first place. Lisa will provide concrete tips on how to create more inclusive processes, policies, and practices. Furthermore, Lisa will address topics including pronouns, training, and job application forms, and will also share broader insights about how gender affects every person at the company. There will also be plenty of time to answer your questions on gender.
Troubleshooting Recruiting: How the Candidate Experience Is Your Competitive ...Aggregage
During this informative webinar, Talent Board and the Candidate Experience (CandE) Awards President, Kevin Grossman, will share insights from their candidate experience benchmark research and teach you how the candidate experience is your competitive advantage.
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
86% of recruiters believe it’s currently a candidate-driven market. That’s why Ideal partnered with BambooHR for a presentation on competing for talent by (1) developing your employer brand; (2) creating a positive candidate experience; (3) offering a total compensation package; (4) using unique talent pipelines.
Learn more at: http://bit.ly/2dDmZNK
#FIRMday Manchester 9th March: Sofology 'Turning candidates into brand advoca...Emma Mirrington
Alyson Fadil, Sofology will be looking at Turning Candidates into Brand Advocates Treating your candidates as you would your customers is ever more important. How do you ensure they get an experience that reflects your brand?
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Troubleshooting Recruiting: Rethinking Talent Acquisition: New Data on Innova...Aggregage
Lever's cloud-based Talent Relationship Management platform transforms sourcing, recruiting, and hiring for companies of all sizes through one integrated platform. It is the only solution that combines applicant tracking system (ATS) functionality with customer relationship management (CRM) functionality, allowing recruiters and hiring managers to focus on building relationships with candidates to find the best fit. The integrated ATS and CRM functionality helps recruiters maintain a pool of vetted candidates to draw from for future job openings as part of an effective recruitment marketing strategy.
The document discusses recruitment policy and procedures. It begins by explaining the importance of having a written recruitment policy with three key parts: aims, procedures, and review process. It then describes elements that should be covered in a recruitment policy, including who carries out recruitment, what the priorities are, and why certain procedures are used. Finally, it provides an overview of the typical recruitment cycle and various assessment methods that can be used during the selection process, such as interviews, tests, and assessment centers.
#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution ...Emma Mirrington
In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.
The HR Trend Institute follows, detects and encourages trends in the people and organization domain, and in related areas. "Megatrends" are influencing work and the workplace. What will the future of work look like, and how can organizations use these trends for their benefit?
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
LinkedIn India recruiting trends for 2015!LinkedIn India
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include:
- Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations.
- Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals.
- Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites.
- Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
How to Remove Bias From Your Hiring ProcessAmanda Herbert
At most organizations, hiring quality candidates isn’t just limited to the recruiting team. Qualifying all parties involved in the hiring process is critical, as studies have shown that interviewer conduct is amongst the top-mentioned factors in candidate feedback surveys.
HR professionals are tasked with ensuring that interviewers are qualified in order to provide a professional hiring experience to avoid common biases that appear in the hiring process. This presentation will:
- Share proprietary wage gap data and personal experiences with pay inequality from Hired's "2018 State of Wage Inequality in the Workplace" report.
- Discuss tactics to streamline recruiting practices, avoid unconscious bias and eliminate the wage gap.
- Prepare your team with the knowledge and resources necessary to identify and hire top talent while remaining compliant.
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
The document summarizes the talent acquisition strategy and recruiting process at CBI. It discusses attracting top talent by hiring for core values first and being an employer of choice. The full-cycle recruitment process is owned by recruiters who source, screen, and schedule candidates. The recruiting guidebook outlines best practices for performance-based interviewing and legal interview questions. The goal is for the candidate experience to become the employee experience and ultimately the customer experience.
Recognition that Resonates: Improving Engagement Through Personalized IncentivesAggregage
Efforts to recognize employees are super-charged when individual differences are taken into account. What rewards one employee may not be an effective reward for another. Recognition that resonates personally with your employees will increase the effectiveness of your efforts and can be done in a way that capitalizes on your existing incentives. Join Kirsten Goulde, Vice President of HR at Oakmont Management Group, to learn how to personalize employee recognition to drive greater engagement.
Why Candidate Experience Will Make or Break More Than Just HiringMonster
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.
This document provides 5 tips for speeding up recruiting in 2017. It recommends automating repetitive recruiting tasks like job postings, resume screening, candidate outreach, interviewing, and reference checks using tools like applicant tracking systems, AI, chatbots, and digital interviewing. Automating these tasks can reduce time to hire and cost per hire while freeing up recruiters to focus on strategic work. The document also emphasizes measuring which tasks take the most time and can benefit from automation, and ensuring any new software integrates well and provides a clear return on investment.
Get ahead in 2015 with LinkedIn's latest insights on sourcing, talent brand, and future recruiting trends. Download the full report: http://lnkd.in/2015recruitingtrends
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
Inclusivity in 2020 and Beyond: Reimagining Gender: Is Your HR Organization R...Aggregage
Perceptions around gender are changing rapidly. Companies must understand how to navigate this universe, but that's easier said than done. In this session, Lisa Kenney — CEO of Reimagine Gender — will be your guide, explaining what gender is (and isn't) in the first place. Lisa will provide concrete tips on how to create more inclusive processes, policies, and practices. Furthermore, Lisa will address topics including pronouns, training, and job application forms, and will also share broader insights about how gender affects every person at the company. There will also be plenty of time to answer your questions on gender.
Troubleshooting Recruiting: How the Candidate Experience Is Your Competitive ...Aggregage
During this informative webinar, Talent Board and the Candidate Experience (CandE) Awards President, Kevin Grossman, will share insights from their candidate experience benchmark research and teach you how the candidate experience is your competitive advantage.
Get Ahead of Your Competition: 10 Global Human Capital Trends You Must KnowIdeal | AI for Recruiting
Sponsored by Ideal.com, Carolyn Lawrence, Leader of Gender Diversity and Inclusion at Deloitte, presents the 10 global human capital trends currently transforming the workplace including diversity, culture and engagement, and people analytics. Learn more: http://bit.ly/2dC9Nv1
86% of recruiters believe it’s currently a candidate-driven market. That’s why Ideal partnered with BambooHR for a presentation on competing for talent by (1) developing your employer brand; (2) creating a positive candidate experience; (3) offering a total compensation package; (4) using unique talent pipelines.
Learn more at: http://bit.ly/2dDmZNK
#FIRMday Manchester 9th March: Sofology 'Turning candidates into brand advoca...Emma Mirrington
Alyson Fadil, Sofology will be looking at Turning Candidates into Brand Advocates Treating your candidates as you would your customers is ever more important. How do you ensure they get an experience that reflects your brand?
LinkedIn on LinkedIn: Shaping the Future of Talent Acquisition | Talent Conne...LinkedIn Talent Solutions
Join LinkedIn’s Global Head of Talent Acquisition and Director, Talent Acquisition: Global Sales & International to hear how they are using LinkedIn’s own solutions to identify, segment, engage, and convert target talent pools.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Troubleshooting Recruiting: Rethinking Talent Acquisition: New Data on Innova...Aggregage
Lever's cloud-based Talent Relationship Management platform transforms sourcing, recruiting, and hiring for companies of all sizes through one integrated platform. It is the only solution that combines applicant tracking system (ATS) functionality with customer relationship management (CRM) functionality, allowing recruiters and hiring managers to focus on building relationships with candidates to find the best fit. The integrated ATS and CRM functionality helps recruiters maintain a pool of vetted candidates to draw from for future job openings as part of an effective recruitment marketing strategy.
The document discusses recruitment policy and procedures. It begins by explaining the importance of having a written recruitment policy with three key parts: aims, procedures, and review process. It then describes elements that should be covered in a recruitment policy, including who carries out recruitment, what the priorities are, and why certain procedures are used. Finally, it provides an overview of the typical recruitment cycle and various assessment methods that can be used during the selection process, such as interviews, tests, and assessment centers.
#FIRMday Manchester 9th March 2017: WilsonHCG 'Employment Branding Evolution ...Emma Mirrington
In order for any organization to be successful, a strong employment brand must be a key ingredient in the talent acquisition strategy. All organizations are transparent and without proactively investing in your brand, you run the risk of losing top talent to the competition. Join Prashanie Dharmadasa, who leads Global Strategic Insights and Engagement at WilsonHCG as she discusses: • What is driving the evolution of employment branding and how organizations can stay ahead of trends • Best practices and methodology from global organizations on WilsonHCG’s Fortune 500 Top 100 Employment Brands Report • Key takeaways and stories from global companies leading inventive employer branding strategies.
The HR Trend Institute follows, detects and encourages trends in the people and organization domain, and in related areas. "Megatrends" are influencing work and the workplace. What will the future of work look like, and how can organizations use these trends for their benefit?
Building a Best-in-Class Recruiting FunctionRecruitDC
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must. Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink will provide guidelines and resources that will get put your process ahead of the pack. From understanding your needs to providing a positive candidate experience, we'll create a comprehensive and actionable process that will nurture candidates and eliminate bottlenecks! At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
LinkedIn India recruiting trends for 2015!LinkedIn India
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include:
- Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations.
- Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals.
- Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites.
- Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
ATC Building A Proactive Sourcing Function To Fill Critical PositionsRob McIntosh
This document summarizes strategies for building an effective proactive sourcing function to fill critical positions. It discusses determining the recruitment charter and synergies between recruiting and sourcing teams. It also covers creating comprehensive passive and active candidate sourcing channel strategies, and measuring the value of sourcing and recruitment functions.
How to Remove Bias From Your Hiring ProcessAmanda Herbert
At most organizations, hiring quality candidates isn’t just limited to the recruiting team. Qualifying all parties involved in the hiring process is critical, as studies have shown that interviewer conduct is amongst the top-mentioned factors in candidate feedback surveys.
HR professionals are tasked with ensuring that interviewers are qualified in order to provide a professional hiring experience to avoid common biases that appear in the hiring process. This presentation will:
- Share proprietary wage gap data and personal experiences with pay inequality from Hired's "2018 State of Wage Inequality in the Workplace" report.
- Discuss tactics to streamline recruiting practices, avoid unconscious bias and eliminate the wage gap.
- Prepare your team with the knowledge and resources necessary to identify and hire top talent while remaining compliant.
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
Trend setting results from OI Global 3rd annual Global Survey along with a unique look at the use of AI across a number of very “human” functions such as profiling, recruiting and developing talent.
“Did you know that approximately 10,000 people will retire each day? This means 43 percent of the current workforce will retire in the next decade,” stated Steve Dobberowsky, Principal, Thought Leadership & Advisory Services at Cornerstone.
There are many challenges that government agencies face today, such as shrinking budgets and the Baby Boomer retirements. So, how are HR professionals adopting a talent management strategy that will drive positive results in this day and age?
In this training with GovLoop, we'll examine how the workforce is rapidly changing and the challenges and solutions that HR professionals are dealing with - including developing a Unified Talent Management strategy.
Three key insights from the document about attracting and recruiting talent in India are:
1) Talent in India is more active than the global average, with 45% of professionals actively seeking new opportunities compared to 30% globally.
2) The top three most important factors for talent in India when considering a job offer are compensation, professional development opportunities, and better work-life balance.
3) Getting the interview experience right is critical, as 77% of talent says it is extremely or very important in their decision to join a company. Ensuring a positive experience with the prospective manager and follow up are important.
This document discusses 4 trends that are changing how companies hire: diversity, new interviewing tools, data, and artificial intelligence. It finds that diversity is the most embraced trend, with over half of companies prioritizing it. New interviewing tools are gaining popularity but adoption is still early. About half see data analytics as critical but usage is not widespread. Artificial intelligence is the least mature trend but may be the biggest disruptor. The document focuses on diversity as the biggest game changer, examining how companies are focusing on inclusion and belonging. It also provides examples of how Walgreens, Lever, and Pandora successfully promote diversity.
70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.
The business case for Diversity, Equity, and Inclusion (DEI) is growing stronger than ever. During this virtual discussion, we took a closer look at “diversity winners”, which signals that a systematic business-led approach and bold, concerted action on inclusion are needed to make progress.
The document is a report on creativity in public relations based on a global study conducted in 2017. Some key findings from the report include:
- Creative directors are now well-established roles in many PR firms.
- While PR firms believe creativity is very important to clients, there remains a gap in how clients actually view PR firms' creative capabilities.
- Evaluation of creative ideas is still not a top priority for many in-house PR teams, which may be linked to clients' risk aversion in approving new ideas.
- Demand for creativity from PR firms is growing but receptiveness to new ideas still varies between clients and agencies.
Three key insights about talent in South Africa from the document:
1. Talent in South Africa is more active than the global average, with 76% classifying themselves as passive versus the global average of 70%.
2. The top three most important factors for talent when accepting a new job are better compensation, more opportunities for advancement, and better work/life balance.
3. During the interview process, talent places most importance on meeting their prospective manager, having their business questions answered, and receiving post-interview follow-up.
The document provides insights into what talent wants at different stages of the job search journey based on a survey of over 20,000 professionals in 29 countries.
Some key findings include:
1) 70% of the global workforce is considered "passive talent" who are open to new opportunities but not actively searching. Compensation matters most to talent when considering a final job offer.
2) Talent relies on social professional networks, online job boards, and word-of-mouth to discover opportunities. During initial contact, talent wants to understand the job responsibilities and why they are a fit.
3) The interview experience has a major impact on talent's decision to join - they want to meet their prospective
This document discusses insights for recruiters on attracting and hiring talent globally based on a survey of over 20,000 professionals in 29 countries. Some key findings include:
- 70% of the global workforce is "passive talent" who are open to opportunities but not actively searching. Compensation matters most for final decisions.
- Professionals are increasingly exploring opportunities online via social networks and job boards rather than just word of mouth.
- The interview experience makes a strong impression on candidates and can influence their decision to accept or decline a role. Candidates want to meet their prospective manager and learn about company culture.
- Staying connected with candidates after interviews through follow up or feedback increases the chances of
Do you have any open positions? Have your methods changed in acquiring talent? If not, #linkedIn has great tools to help you strategically find your missing link.
Hiring has changed dramatically over the years and will continue to do so in #2016 will bring more changes in #talentacquisition for clients and passive candidates alike #brandthejobwithculture #retentiongoals #todayshiretomorrowsfuture #linkedIn
This document provides insights into what talent wants from recruiters around the world based on a survey of over 20,000 professionals in 29 countries.
Three key insights from the report are:
1) 70% of the global workforce is considered "passive talent" who are satisfied in their current roles but open to opportunities, while 30% are actively searching.
2) Talent relies most on social professional networks, online job boards, and word-of-mouth to discover opportunities rather than company websites or search engines.
3) Compensation matters most to talent when making a final job decision, followed by work-life balance and professional development opportunities.
Diversity is about much more than equal opportunity – it can actually drive business success. But building a diverse community and, in turn, a brand that promotes diversity, takes time. This webcast presentation gives you with the skills to engage diverse talent and build a brand that puts diversity first. It also showcases how Starbucks approaches attracting diverse talent.
Learn more about LinkedIn Talent Solutions: https://lnkd.in/g3NRhUJ
Three key insights about what high tech professionals in the US and Canada want from recruiters:
1. 65% of high tech professionals are passive candidates, meaning they are open to new opportunities but not actively job searching.
2. The top three factors that would entice high tech professionals to accept a new job are better compensation, improved work-life balance, and ability to make an impact.
3. When first contacted by recruiters, high tech professionals want to understand why the recruiter believes they are a good fit for the role.
Branding Every Touchpoint: Bringing Your Culture to Your CandidatesJWTINSIDE
This document discusses the importance of employer branding in job content and descriptions. It notes that candidates only spend around 50 seconds reviewing a job description before deciding if it is a good fit or not. As such, job descriptions need to grab attention, be open about the role and company, use precise and jargon-free language, learn from what other top companies are doing, and test different approaches. The document advocates testing job titles, descriptions and promotion methods to better understand what drives applications and hires. It also stresses the importance of measuring various quality indicators to improve recruiting performance over time.
Born between 1997 and 2012, Gen Z currently makes up 20.35% of the US population. The eldest among them are between 22 and 25 years old, so you can expect members of this generation to start trickling into your ranks more and more in the coming years. They will impact the workplace for decades to come. As more and more Gen Z enters the workforce, it is imperative that organizations educate themselves on what this generation values most in an employer. Hiring and retention strategies must evolve to incorporate those preferences and values.
Three key insights about attracting and recruiting talent globally:
1. 70% of the global workforce is passive talent, satisfied in their current roles but open to opportunities.
2. Talent relies on social networks and online job boards more than any other channels to discover opportunities.
3. Compensation matters most to talent when making a final job decision.
Similar to Troubleshooting Recruiting: How To Recruit More Women Into Your Workforce (20)
Leading the Development of Profitable and Sustainable ProductsAggregage
https://www.productmanagementtoday.com/frs/26984721/leading-the-development-of-profitable-and-sustainable-products
While growth of software-enabled solutions generates momentum, growth alone is not enough to ensure sustainability. The probability of success dramatically improves with early planning for profitability. A sustainable business model contains a system of interrelated choices made not once but over time.
Join this webinar for an iterative approach to ensuring solution, economic and relationship sustainability. We’ll explore how to shift from ambiguous descriptions of value to economic modeling of customer benefits to identify value exchange choices that enable a profitable pricing model. You’ll receive a template to apply for your solution and opportunity to receive the Software Profit Streams™ book.
Takeaways:
• Learn how to increase profits, enhance customer satisfaction, and create sustainable business models by selecting effective pricing and licensing strategies.
• Discover how to design and evolve profit streams over time, focusing on solution sustainability, economic sustainability, and relationship sustainability.
• Explore how to create more sustainable solutions, manage in-licenses, comply with regulations, and develop strong customer relationships through ethical and responsible practices.
How To Craft Your Perfect Retail Tech StackAggregage
https://www.onlineretailtoday.com/frs/26944755/how-to-craft-your-perfect-retail-tech-stack
The era of all-in-one platforms is over. Now, retail success depends on integrating a blend of diverse technologies to thrive. As customers and stakeholders expect agility and innovation, how can you meet these expectations efficiently without stumbling into complexity?
Explore a customer-centric approach to navigating digital transformation in retail. This session is your guide to boosting efficiency, enhancing customer experience, and driving profitability through strategic planning.
You'll learn to:
• Utilize tech enhancements for a flexible digital approach.
• Integrate modular tools to meet your unique needs.
• Gradually upgrade your systems for continuous improvement.
• Debunk myths about modular strategies and understand their simplicity.
• Distinguish credible vendors from the pretenders in a crowded market.
How To Cultivate Community Affinity Throughout The Generosity JourneyAggregage
This session will dive into how to create rich generosity experiences that foster long-lasting relationships. You’ll walk away with actionable insights to redefine how you engage with your supporters — emphasizing trust, engagement, and community!
Secrets of a Successful Sale: Optimizing Your Checkout ProcessAggregage
https://www.onlineretailtoday.com/frs/26905197/secrets-of-a-successful-sale--optimizing-your-checkout-process
Once upon a time, in the vast realm of online commerce, there lived a humble checkout button overlooked by many. Yet, within its humble click lay the power to transform a mere visitor into a loyal customer. 🧐 💡
Getting checkout right can mark the difference between a successful sale and an abandoned cart, yet many businesses fail to make payments a part of their commerce strategy even when it has a direct impact on revenue. But payments are just one part of a chain. What’s the next touch point? How do you use the data sitting behind a payment to find the next loyal customer?
In this session you’ll learn:
• The integral relationship between payment experience and customer satisfaction
• Proven methods for optimizing the checkout journey
• Leveraging payments data for personalized marketing and enhanced customer loyalty
• Gain invaluable insights into consumer behavior across online and offline channels through data
The Rules Do Apply: Navigating HR ComplianceAggregage
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
Beyond the Basics of A/B Tests: Highly Innovative Experimentation Tactics You...Aggregage
This webinar will explore cutting-edge, less familiar but powerful experimentation methodologies which address well-known limitations of standard A/B Testing. Designed for data and product leaders, this session aims to inspire the embrace of innovative approaches and provide insights into the frontiers of experimentation!
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Generative AI Deep Dive: Advancing from Proof of Concept to ProductionAggregage
Join Maher Hanafi, VP of Engineering at Betterworks, in this new session where he'll share a practical framework to transform Gen AI prototypes into impactful products! He'll delve into the complexities of data collection and management, model selection and optimization, and ensuring security, scalability, and responsible use.
Unlocking Employee Potential with the Power of Continuous FeedbackAggregage
https://www.humanresourcestoday.com/frs/26832980/unlocking-employee-potential-with-the-power-of-continuous-feedback
Recent studies show that only 21% of employees feel their performance and growth are within their control. What if the answer to employee development and high performance lies elsewhere?
Enter continuous feedback. Imagine a work environment where feedback isn't a dreaded annual event, but a constant source of growth. Join us to discover how ongoing, actionable feedback empowers your team to take ownership of their performance, boosting engagement and development. After all, when surveyed, almost all employees say they want and crave timely feedback!
Objectives:
• Navigate employee challenges with feedback and equip yourself with effective delivery methods.
• Learn how to cultivate a thriving workforce through frequent feedback conversations.
• Gain practical strategies to turn you into a feedback pro, improving communication, empowering your team, and unlocking employee potential.
The Key to Sustainable Energy Optimization: A Data-Driven Approach for Manufa...Aggregage
Join us for a practical webinar, hosted by Kevin Kai Wong of Emergent Energy, where we'll explore how leveraging data-rich energy management solutions can drive operational excellence in the evolving landscape of energy intelligence and sustainability in manufacturing!
From Awareness to Action: An HR Guide to Making Accessibility AccessibleAggregage
https://www.humanresourcestoday.com/frs/26293486/from-awareness-to-action--an-hr-guide-to-making-accessibility-accessible
Making accessibility accessible for organizations of all sizes may seem complex, but it doesn’t have to be.
Prepare to broaden your understanding of Disability, Cultural Competency, and Inclusion with this insightful webinar. We’ll explore disability as a vibrant culture, understand the nuances of reasonable accommodations under the ADA, and navigate the complexities of undue hardship while challenging the status quo of accessibility practices. This session will offer practical strategies for creating a company culture of accessibility, ranging from cost-effective initiatives to moderate investments, ensuring an environment where every individual feels valued, respected, and included.
We'll cover:
• Introduction to Disability, Cultural Competency, and Inclusion
• Defining reasonable accommodation and undue hardship
• The power of intention in inclusion and how to empower employees with disabilities
• Types of accessibility
• How to create a company culture of accessibility at any size
The Path to Product Excellence: Avoiding Common Pitfalls and Enhancing Commun...Aggregage
https://www.productmanagementtoday.com/frs/26795801/the-path-to-product-excellence--avoiding-common-pitfalls-and-enhancing-communication
In the fast-paced world of digital innovation, success is often accompanied by a multitude of challenges - like the pitfalls lurking at every turn, threatening to derail the most promising projects. But fret not, this webinar is your key to effective product development!
Join us for an enlightening session to empower you to lead your team to greater heights. Through compelling storytelling and actionable insights, learn to overcome challenges like misaligned objectives, communication breakdowns, and resistance to change.
Takeaways:
• Uncover and navigate through common pitfalls that are plaguing product teams today.
• Explore proven solutions, laying the groundwork for triumphant product launches.
• Gain inspiration from real-world success examples from top digital companies, offering invaluable insights into their winning strategies.
• Discover how the symbiotic relationship between product managers, UX/UI designers, and developers can transform pitfalls into opportunities, propelling your product outcomes to unprecedented heights.
How to Leverage Behavioral Science Insights for Direct Mail SuccessAggregage
Join Neal Boornazian and Nancy Harhut to discover proven, actionable strategies to leverage behavioral science in your direct mail today, and leave this webinar with a competitive advantage that lets you easily boost your engagement and response rates!
Sales & Marketing Alignment: How to Synergize for SuccessAggregage
While many B2B organizations continue to struggle with aligning their marketing and sales teams, they can take practical steps to unify both teams and simplify their approach. In this webinar, Carlos Hidalgo, CEO of Digital Exhaust and B2B expert, will show you how to solve your company's alignment troubles to meet organizational growth objectives!
How Automation is Driving Efficiency Through the Last Mile of ReportingAggregage
https://www.corporatefinancebrief.com/frs/26690636/how-automation-is-driving-efficiency-through-the-last-mile-of-reporting
As organizations strive for agility and efficiency, it's imperative for finance leaders to embrace innovative technologies and redefine traditional processes. Join us as we explore the pivotal role of digitalization and automation in reshaping what is commonly referred to as the “last mile of reporting”.
We’ll deep-dive into why digitalization is no longer a choice, but a necessity for finance departments to stay competitive in a fast-paced environment touching on:
• 2024 trends for the Office of the CFO: A review of today’s automation revolution within the finance department as it faces evolving internal and external challenges.
• Leveraging automation for efficiency and accuracy: Learn how automation tools and technologies can streamline repetitive tasks, reduce manual errors, and free up valuable resources for more strategic initiatives.
• Enhancing transparency and stakeholder confidence: See how robust disclosure management practices contribute to increased transparency, fostering trust among stakeholders, including investors, regulators, and internal decision-makers.
• Overcoming challenges and embracing change: Gain practical strategies and best practices for overcoming common barriers to digital transformation within finance departments and learn how to effectively manage change to maximize the benefits of automation.
Planning your Restaurant's Path to ProfitabilityAggregage
Join James Kahler, COO of Full Course, in this new session all about where to spend and where to save when operating and expanding your restaurant for maximum profitability!
The Engagement Engine: Strategies for Building a High-Performance CultureAggregage
https://www.humanresourcestoday.com/frs/26766735/the-engagement-engine--strategies-for-building-a-high-performance-culture
Many companies strive for a positive culture with happy employees. But what if you could achieve more? High-performing cultures are the McLarens of the business world, leaving Camrys in the dust. They unlock exceptional results by fostering innovation, engagement, and continuous growth.
In this webinar, we'll demystify the concept and provide practical steps to kickstart the journey toward a high-performing culture in your organization. Drawing on research and real-world examples, we'll discuss the fundamental elements that contribute to such a culture, including trust, feedback loops, and fostering curiosity and growth mindsets. You'll learn how to transform your company from a reliable work environment into an engine for peak performance.
Join us to discover:
• The High-Performance Difference: We'll explore the key characteristics that set high-performing cultures apart. These cultures attract and retain top talent who crave a dynamic and stimulating work environment. Leaders set the tone by embodying company values and inspiring employees with a clear vision.
• Building the Foundation: We'll break down the essential building blocks for a high-performing culture. This includes fostering psychological safety and trust, where employees feel comfortable taking risks and learning from mistakes. Clear goals and focused roadmaps keep everyone aligned, while roadblocks are identified and removed to empower teams to thrive.
• A Culture of Growth: High-performing cultures go beyond simply measuring numbers. They embrace a growth mindset, constantly seeking to learn and improve. This includes a commitment to open and honest feedback, delivered in a way that motivates and develops employees.
Driving Business Impact for PMs with Jon HarmerAggregage
https://www.productmanagementtoday.com/frs/26551585/driving-business-impact-for-pms
Move from feature factory to customer outcomes and drive impact in your business!
This session will provide you with a comprehensive set of tools to help you develop impactful products by shifting from output-based thinking to outcome-based thinking. You will deepen your understanding of your customers and their needs as well as identifying and de-risking the different kinds of hypotheses built into your roadmap. Understand how your work contributes to your company's strategy and learn to apply frameworks to ensure your features solve user problems that drive business impact.
Learning objectives:
• Learn how to prioritize the most impactful opportunities: Identify the most impactful opportunities using Impact Mapping and other framing techniques, shift from output orientation to outcome/impact orientation.
• Grow your user empathy skills: Better understand users and the problem space they are working in through Journey Maps that are customized for Product Managers.
• Understand the risks and hypotheses built into your roadmap: By making explicit the different hypotheses in your plan and identifying the riskiest ones, you will be able to quickly validate the riskiest assumptions and improve your outcomes.
• Create actual artifacts for your products: With the practical experience provided in this session, apply these tools to real-world product management scenarios to build journey and impact maps for actual users & products.
Strategic Project Finance Essentials: A Project Manager’s Guide to Financial ...Aggregage
Empower yourself as a project manager with insights that directly influence the financial landscape and strategic direction of your organization!
Join us for a deep dive into the world of financial strategy, as we dissect key metrics that drive CFOs and business leaders’ investment decisions. This session will equip you with the necessary tools to craft compelling business cases as well as a comprehensive understanding of the crucial distinction between capital expenditure and operational expenditure, and its profound impact on financial statements.
During this webinar, we’ll cover the following:
• Three Critical Metrics: Net Present Value (NPV), Internal Rate of Return (IRR), and Payback Period
• Why tracking capital spend is important
• How project spend classification shapes the portrayal on an income statement
• Classification of capital expenditure (CapEx) versus. operational expenditure (OpEx), and its impact on financial statements and EBITDA
Top 11 HR Trends for 2024 That Will Change Future of WorkVantage Circle
As an HR, it is critical to keep yourself updated with the newer developments to make a smooth transition in the workplace. So, here is a list of top HR trends that will impact the workplace in 2024.
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
Team Building Activities for Introverts.pdfConfetti
Plan events that cater to all personality types! Activities that allow for quieter interaction and personal space can create a more inclusive and supportive atmosphere for all team members and help introverts feel more valued and understood.
Check out our blog for the full list 👉 https://share.withconfetti.com/4aV7kEz
11. 42% vs 32%
in just one year
McKinsey and Lean In’s Women in the Workplace Report
That’s over a 30% change YoY!
12.
13. 4x larger stock return
than the S&P 500
Fortune, December 2019
Companies that remained diverse
and inclusive during the 2008
Great Recession did better
financially before, during and after
14. Are +21-33% more
profitable:
Perform 50% better: Deliver 19% higher
innovation revenue:
McKinsey found that the
profitability difference between
the fourth and first quartile of
performers due to executive-
level diversity was +21% for
gender diversity and +33% for
ethnic diversity.
CEB found that gender diverse
and inclusive teams
outperformed gender-
homogenous, less inclusive
teams by 50%.
Harvard Business Review found
that more diverse companies
deliver 19% higher average
innovation revenue.
Diverse and inclusive workforces:
24. You Need to Change Up Your Sources
Programmatic Job
Advertising
Ensures your online job ads
are in front of the right people,
at the right time, at the best
possible price.
39. Names have an impact
50%
more “callbacks” for
white vs black sounding names
-2003 landmark study
Black sounding names
Elite universities
-2015 followup study
White sounding names
Less selective schools
=
44. “If you can’t measure it, you
can’t improve it.”
Peter Drucker
45. Companies would be well served
to track hiring to determine
whether women, and especially
women of color are being hired at
similar rates to other employees.
McKinsey & co
46. Poll: How would you
rate your
organization’s
diversity analytics?
● We got this - very strategic
and proactive
● More to do, but pretty good
● OK
● We have a long way to go
47. HBR May 2021
� Identify data gaps
� Confront the brutal
facts and share
them transparently
*Important to cut data by
gender, ethnicity, race AND
role type, division etc.
48. Leveraging Data to Make Better
Decisions
� Look at your data to understand
What is going on with diversity in your selection process
How decisions are being made today about who to select for
interview
� Avoid adverse impact on candidate selection
51. 3 Seed Questions
� My organization is just getting started really focusing on diversity and recruiting - any
advice on where to start?
� Can you talk more about adverse impact and how to avoid and think about it especially
when it comes to AI?
� I've started hearing a bit about the stay interview. What is that exactly?
� Stay Interview - https://www.cnbc.com/2021/11/30/why-stay-interviews-are-the-next-big-trend-of-
the-great-resignation.html