A-Business-Case-Report-for-Workers Age 50Plus-res-genKammie Reile
This document summarizes a report by Aon Hewitt for AARP on the business case for retaining and recruiting workers age 50 and older. It finds that as the workforce ages, workers 50+ now make up a larger share and will continue increasing as a proportion of the workforce. Many employers are struggling to find qualified workers and see retaining experienced older workers as a solution. While older workers may have higher pay and benefits, recent trends have reduced differences in labor costs based on age. The report argues that employers should view experienced older workers as valuable assets who add skills, knowledge, loyalty and mentoring to organizations.
Understand what the Brazilian talent market wants in their future employers, why you should proactively take charge of your employer brand, and how to tell the right story to your target group.
JPEC 2014 Brochure-V28-TO PRINT with corrections Undergrad. Entre. ProgramsAmy Jo Reimer-Myers
The document provides information about undergraduate entrepreneurship programs at the University of Iowa. It describes majors like the BBA in Management/Entrepreneurial Management track for business students and the BA in Enterprise Leadership for liberal arts students. It also outlines certificate programs in areas like entrepreneurial management, technological entrepreneurship, and performing arts entrepreneurship. The document lists course requirements and opportunities for students to gain experience through programs like the Entrepreneurial Management Institute, Iowa Innovation Associates, and various competitions and accelerators.
There is an ongoing debate about whether entrepreneurship can be taught. Some argue that entrepreneurial traits like risk-taking and creativity cannot be learned in a classroom. However, others maintain that entrepreneurship programs can teach useful business skills and help develop an entrepreneurial mindset. While innate traits may contribute to success, entrepreneurship education provides structure and resources that can improve students' chances of entrepreneurial achievement. Overall, while entrepreneurship depends on individual qualities, many argue that the right educational programs can meaningfully support the development of entrepreneurial skills and mindsets.
STEM Premier is a cradle-to-career online solution that assists students in designing a career pathway, educators in recruiting top talent to their schools and employers in
developing a stable, continuous talent pipeline.
We’re the first online platform for STEM (Science, Technology, Engineering and Mathematics) that allows students to showcase their academic & technical STEM skills andconnect with organizations looking for them.
This document discusses how today's workforce learns and develops skills. It finds that while traditional learning and development approaches are still valuable, they are not enough on their own. Workers now learn both formally through courses, as well as informally through online searches, videos, articles and peer interactions. They want guidance on learning, but also autonomy to pursue self-directed learning. Effective learning and development programs must balance formal training with informal learning opportunities that are flexible, engaging and recognize workers' own investments in their careers.
This document provides guidance to students on navigating their career and job search. It outlines the importance of career planning and building experience through activities like volunteering, internships, and part-time work. The document also provides tips on developing resumes and online profiles, conducting an effective job search through networking and online applications, interviewing successfully, and considering alternative career paths if desired.
2022, challenges and opportunities for leadersAna Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
A-Business-Case-Report-for-Workers Age 50Plus-res-genKammie Reile
This document summarizes a report by Aon Hewitt for AARP on the business case for retaining and recruiting workers age 50 and older. It finds that as the workforce ages, workers 50+ now make up a larger share and will continue increasing as a proportion of the workforce. Many employers are struggling to find qualified workers and see retaining experienced older workers as a solution. While older workers may have higher pay and benefits, recent trends have reduced differences in labor costs based on age. The report argues that employers should view experienced older workers as valuable assets who add skills, knowledge, loyalty and mentoring to organizations.
Understand what the Brazilian talent market wants in their future employers, why you should proactively take charge of your employer brand, and how to tell the right story to your target group.
JPEC 2014 Brochure-V28-TO PRINT with corrections Undergrad. Entre. ProgramsAmy Jo Reimer-Myers
The document provides information about undergraduate entrepreneurship programs at the University of Iowa. It describes majors like the BBA in Management/Entrepreneurial Management track for business students and the BA in Enterprise Leadership for liberal arts students. It also outlines certificate programs in areas like entrepreneurial management, technological entrepreneurship, and performing arts entrepreneurship. The document lists course requirements and opportunities for students to gain experience through programs like the Entrepreneurial Management Institute, Iowa Innovation Associates, and various competitions and accelerators.
There is an ongoing debate about whether entrepreneurship can be taught. Some argue that entrepreneurial traits like risk-taking and creativity cannot be learned in a classroom. However, others maintain that entrepreneurship programs can teach useful business skills and help develop an entrepreneurial mindset. While innate traits may contribute to success, entrepreneurship education provides structure and resources that can improve students' chances of entrepreneurial achievement. Overall, while entrepreneurship depends on individual qualities, many argue that the right educational programs can meaningfully support the development of entrepreneurial skills and mindsets.
STEM Premier is a cradle-to-career online solution that assists students in designing a career pathway, educators in recruiting top talent to their schools and employers in
developing a stable, continuous talent pipeline.
We’re the first online platform for STEM (Science, Technology, Engineering and Mathematics) that allows students to showcase their academic & technical STEM skills andconnect with organizations looking for them.
This document discusses how today's workforce learns and develops skills. It finds that while traditional learning and development approaches are still valuable, they are not enough on their own. Workers now learn both formally through courses, as well as informally through online searches, videos, articles and peer interactions. They want guidance on learning, but also autonomy to pursue self-directed learning. Effective learning and development programs must balance formal training with informal learning opportunities that are flexible, engaging and recognize workers' own investments in their careers.
This document provides guidance to students on navigating their career and job search. It outlines the importance of career planning and building experience through activities like volunteering, internships, and part-time work. The document also provides tips on developing resumes and online profiles, conducting an effective job search through networking and online applications, interviewing successfully, and considering alternative career paths if desired.
2022, challenges and opportunities for leadersAna Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
How to find employees in Romania and What motivates them?Ana Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
This document provides information about extracurricular opportunities for students at Birmingham City University to enhance their skills and employability. It describes various programs like Employability Challenge Week, which includes CV workshops and mock interviews; the Leadership Challenge, involving competitions and entrepreneurial activities; international placements; and on-campus job opportunities. Student testimonials praise the chances to gain experience, skills, and confidence working with employers through these programs.
Differentiation is one of the biggest challenges employers have - learn why it's so important and what you can do to make your brand stand out from the crowd.
The document discusses important questions for potential college students to consider regarding career preparation and readiness for the workforce. It emphasizes that a college degree alone is not enough, and students should see "career" as an action verb requiring adaptability. It stresses gaining experience through internships or co-ops to be able to demonstrate to employers how one's skills solve their problems. The document also notes that many future jobs have yet to be created and an entrepreneurial mindset is important for navigating rapid changes in technology and the global economy.
This document is the spring 2016 issue of On the Money magazine, which is written by teens for other teens to cover topics related to entrepreneurship, business, finance, and careers. The magazine includes articles on various money-related topics such as startup incubators, creativity in the workplace, entrepreneurship education, branding on social media, doctors as entrepreneurs, and more. It also includes profiles of student contributors, a letter from the City Treasurer of Chicago with money management tips, and information about the Economic Awareness Council nonprofit that produces the magazine.
1. The document discusses hiring the right team and building a strong company culture. It emphasizes that the first hires will dictate much of what follows, so one should avoid common mistakes and hire only A+ talent.
2. Company culture should not be stated but lived out through actions. It's important but difficult to build a culture that aligns people and allows the company to attract top talent.
3. The new role is chief people officer, and the priorities are to hire 3 excellent teams not just 1, take time with hiring and get help from professionals when filling the first roles.
This newsletter summarizes career-related events and opportunities for students at the American University of Sharjah (AUS) School of Business Administration (SBA). It discusses an event where the audit firm KPMG assessed candidates for advisory and auditing careers. It also describes a panel discussion on trust in the financial industry and a session at the PwC Academy on obtaining professional qualifications to boost careers. Additionally, it summarizes a PwC forum attended by SBA finance students on preventing fraud and economic crimes. Finally, it interviews the head of the SBA finance department on the popularity of finance studies and partnerships to help students develop practical skills.
This document is the first issue of a new quarterly digital magazine called "The Future CFO" which aims to inform and inspire career decisions for finance and business professionals in Africa. The magazine discusses topics like why employers prefer professional qualifications over just a university degree, whether universities are preparing students with the right skills, and an analysis of the education system in countries like South Africa. It profiles successful people like Vusi Thembekwayo and interviews academics and professionals making contributions to career development. The goal is to provide intelligence to guide career choices and advocate for changes that better align education with the needs of business.
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
Employer Branding in Brazil: Where We Are and Where We're GoingUniversum Global
The document discusses the evolution and increasing importance of employer branding. It notes that while many companies recognize the importance of employer branding, fewer have proactive strategies in place. Employer branding is challenging due to skills gaps, increased competition for talent, and talent having more options than ever before. The nature of work and talent is also changing rapidly. Younger generations like Gen Z value diversity and a connected workplace. The document argues that to be successful, companies must view employer branding as more than just understanding its importance, and instead must invest in strong employer branding strategies to attract and retain top talent.
With a serious talent shortage on the horizon, the insurance industry needs to become an employer of choice for the next generation. Here's how to do it.
Mar 01, 2015 | By Melissa Hillebrand
This document provides information about a financial modeling and valuation seminar, including the dates, prices, and contact information. It also describes what will be covered in the seminar, including building financial statement projections, various valuation methodologies, and corporate finance fundamentals. The seminar is aimed at helping attendees boost their careers and providing an edge in interviews.
This document outlines a proposal for a program called "Purposeful Alignment" that aims to:
1. Define individuals' talents using psychometric testing and data to better align students, workers, and job seekers with educational and career opportunities that match their talents.
2. Align schools, teachers, employers, and industries with specific talent clusters to improve performance and competitiveness.
3. Reduce wasted resources in education and employment by ensuring better matches between people's talents and their roles and environments.
The program would use a hybrid technology of international and local psychometric and HR tools to profile talents and match individuals and organizations for improved outcomes for students, workers, employers, and the economy overall.
Marco Cagna, a lead product manager at Amazon Web Services (AWS), discusses what AWS looks for in MBA candidates and how they recruit from London School of Business and Research (LSBR). AWS considers leadership principles and looks for ownership, problem-solving skills, and adaptability. Candidates who can provide examples aligned with AWS and LSBR principles stand out. AWS recruits for roles like product management and hires MBAs for new AWS product manager positions. AWS representatives visit LSBR campus in the fall to meet with students and conduct interviews from fall to early spring.
The document discusses issues around nurturing talent in the hospitality industry. It argues that while the talent and skills of new entrants are good, the industry may not be doing enough to develop and support this talent. Specifically, it points to two key issues: 1) the gap between hospitality education and industry which limits opportunities for real-world experience, and 2) how the industry develops and mentors new talent once they enter the workforce. It calls for greater collaboration between education and industry to better prepare students for careers and allow them to gain experience through programs like internships and mentorships.
Hult wins prestigious MBA Innovation Award from the Association of MBAs for redesigning its One-Year MBA curriculum. The curriculum fully integrates teaching soft skills and systematically measures student competency development. Additionally, Hult debuts at #21 in Bloomberg Businessweek's international MBA rankings. The magazine ranks Hult highly for employer satisfaction. The document also provides campus updates and highlights recent events from Hult's five global campuses in Boston, Dubai, San Francisco, London, and Shanghai. These include speaker events, career fairs, cultural festivals and more.
Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work. This mini-guide reveals what is motivating
today’s workforce and what will keep them inspired tomorrow. It shares their skills, experiences, ambitions and where they work
now and who is on their hot list. It also digs into their minds to reveal who they follow, what they read and how they engage when
wanting to move on in their career.
Prepared for
Anita Bhalla OBE
Chair, PBL Town Hall & Symphony Hall
Director GBSLEP
Chair, Creative City Partnership
+44 (0)7850 735734
www.anitabhalla.co.uk
for discussion being held on 12 May 2017
How to find employees in Romania and What motivates them?Ana Ber
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
This document provides information about extracurricular opportunities for students at Birmingham City University to enhance their skills and employability. It describes various programs like Employability Challenge Week, which includes CV workshops and mock interviews; the Leadership Challenge, involving competitions and entrepreneurial activities; international placements; and on-campus job opportunities. Student testimonials praise the chances to gain experience, skills, and confidence working with employers through these programs.
Differentiation is one of the biggest challenges employers have - learn why it's so important and what you can do to make your brand stand out from the crowd.
The document discusses important questions for potential college students to consider regarding career preparation and readiness for the workforce. It emphasizes that a college degree alone is not enough, and students should see "career" as an action verb requiring adaptability. It stresses gaining experience through internships or co-ops to be able to demonstrate to employers how one's skills solve their problems. The document also notes that many future jobs have yet to be created and an entrepreneurial mindset is important for navigating rapid changes in technology and the global economy.
This document is the spring 2016 issue of On the Money magazine, which is written by teens for other teens to cover topics related to entrepreneurship, business, finance, and careers. The magazine includes articles on various money-related topics such as startup incubators, creativity in the workplace, entrepreneurship education, branding on social media, doctors as entrepreneurs, and more. It also includes profiles of student contributors, a letter from the City Treasurer of Chicago with money management tips, and information about the Economic Awareness Council nonprofit that produces the magazine.
1. The document discusses hiring the right team and building a strong company culture. It emphasizes that the first hires will dictate much of what follows, so one should avoid common mistakes and hire only A+ talent.
2. Company culture should not be stated but lived out through actions. It's important but difficult to build a culture that aligns people and allows the company to attract top talent.
3. The new role is chief people officer, and the priorities are to hire 3 excellent teams not just 1, take time with hiring and get help from professionals when filling the first roles.
This newsletter summarizes career-related events and opportunities for students at the American University of Sharjah (AUS) School of Business Administration (SBA). It discusses an event where the audit firm KPMG assessed candidates for advisory and auditing careers. It also describes a panel discussion on trust in the financial industry and a session at the PwC Academy on obtaining professional qualifications to boost careers. Additionally, it summarizes a PwC forum attended by SBA finance students on preventing fraud and economic crimes. Finally, it interviews the head of the SBA finance department on the popularity of finance studies and partnerships to help students develop practical skills.
This document is the first issue of a new quarterly digital magazine called "The Future CFO" which aims to inform and inspire career decisions for finance and business professionals in Africa. The magazine discusses topics like why employers prefer professional qualifications over just a university degree, whether universities are preparing students with the right skills, and an analysis of the education system in countries like South Africa. It profiles successful people like Vusi Thembekwayo and interviews academics and professionals making contributions to career development. The goal is to provide intelligence to guide career choices and advocate for changes that better align education with the needs of business.
Pendl Piswanger (P&P) Romania is affiliated to InterSearch, a worldwide executive search firm with more than 100 offices in 50 countries and to SeniorManagementWorldwide, leading interim management provider with global presence as well.
For more information please visit our websites at www.ppromania.ro or www.ro.intersearch.org
With a presence of 40 years in CEE and 25 years in Romania we are totally committed to our clients who gain competitive advantage by hiring great people. To maintain our competitive advantage, we operate across all major industry sectors, learn, diversify permanently and avoid specialization by limiting our client portfolio in a particular industry.
Employer Branding in Brazil: Where We Are and Where We're GoingUniversum Global
The document discusses the evolution and increasing importance of employer branding. It notes that while many companies recognize the importance of employer branding, fewer have proactive strategies in place. Employer branding is challenging due to skills gaps, increased competition for talent, and talent having more options than ever before. The nature of work and talent is also changing rapidly. Younger generations like Gen Z value diversity and a connected workplace. The document argues that to be successful, companies must view employer branding as more than just understanding its importance, and instead must invest in strong employer branding strategies to attract and retain top talent.
With a serious talent shortage on the horizon, the insurance industry needs to become an employer of choice for the next generation. Here's how to do it.
Mar 01, 2015 | By Melissa Hillebrand
This document provides information about a financial modeling and valuation seminar, including the dates, prices, and contact information. It also describes what will be covered in the seminar, including building financial statement projections, various valuation methodologies, and corporate finance fundamentals. The seminar is aimed at helping attendees boost their careers and providing an edge in interviews.
This document outlines a proposal for a program called "Purposeful Alignment" that aims to:
1. Define individuals' talents using psychometric testing and data to better align students, workers, and job seekers with educational and career opportunities that match their talents.
2. Align schools, teachers, employers, and industries with specific talent clusters to improve performance and competitiveness.
3. Reduce wasted resources in education and employment by ensuring better matches between people's talents and their roles and environments.
The program would use a hybrid technology of international and local psychometric and HR tools to profile talents and match individuals and organizations for improved outcomes for students, workers, employers, and the economy overall.
Marco Cagna, a lead product manager at Amazon Web Services (AWS), discusses what AWS looks for in MBA candidates and how they recruit from London School of Business and Research (LSBR). AWS considers leadership principles and looks for ownership, problem-solving skills, and adaptability. Candidates who can provide examples aligned with AWS and LSBR principles stand out. AWS recruits for roles like product management and hires MBAs for new AWS product manager positions. AWS representatives visit LSBR campus in the fall to meet with students and conduct interviews from fall to early spring.
The document discusses issues around nurturing talent in the hospitality industry. It argues that while the talent and skills of new entrants are good, the industry may not be doing enough to develop and support this talent. Specifically, it points to two key issues: 1) the gap between hospitality education and industry which limits opportunities for real-world experience, and 2) how the industry develops and mentors new talent once they enter the workforce. It calls for greater collaboration between education and industry to better prepare students for careers and allow them to gain experience through programs like internships and mentorships.
Hult wins prestigious MBA Innovation Award from the Association of MBAs for redesigning its One-Year MBA curriculum. The curriculum fully integrates teaching soft skills and systematically measures student competency development. Additionally, Hult debuts at #21 in Bloomberg Businessweek's international MBA rankings. The magazine ranks Hult highly for employer satisfaction. The document also provides campus updates and highlights recent events from Hult's five global campuses in Boston, Dubai, San Francisco, London, and Shanghai. These include speaker events, career fairs, cultural festivals and more.
Among today’s world of innovators, disruptors and
entrepreneurs, there is still a core workforce comprising
different generations that are underpinning the future of
the Australian and New Zealand economies. They each
have distinct characteristics, values, ambitions and
attitudes towards work. This mini-guide reveals what is motivating
today’s workforce and what will keep them inspired tomorrow. It shares their skills, experiences, ambitions and where they work
now and who is on their hot list. It also digs into their minds to reveal who they follow, what they read and how they engage when
wanting to move on in their career.
Prepared for
Anita Bhalla OBE
Chair, PBL Town Hall & Symphony Hall
Director GBSLEP
Chair, Creative City Partnership
+44 (0)7850 735734
www.anitabhalla.co.uk
for discussion being held on 12 May 2017
El documento proporciona una tabla comparativa de las características clave del procesador AMD Sempron y el procesador Intel Celeron D LGA775. El AMD Sempron tiene una mayor ancho de banda del sistema, mayor caché L2 de 1MB, caché L1 de 128KB, tecnología de fabricación más avanzada de 45nm, y un diseño térmico menor de 45W en comparación con el Intel Celeron D LGA775.
El documento describe las diferentes tarjetas madre compatibles con los procesadores AMD y Intel desde 2001 hasta la actualidad. Se enumeran los sockets compatibles con cada generación de procesadores AMD como Socket A, Socket 754, Socket 939 y Socket AM2/AM3/AM4. Para Intel se mencionan sockets como Socket 7, Slot 1, Socket 370, Socket 478, Socket 775, Socket 1366 y LGA 1155/2011 compatibles con Pentium, Core y Xeon de diferentes generaciones.
O documento descreve um suporte articulado MSV1S com fixação por ventosa, que pode segurar até 3 kg em superfícies lisas. É feito de borracha, alumínio, ferro e plástico, mede 20x12x16,5 cm e pesa 800g.
Vitality Smile is a teeth whitening system that can whiten teeth up to 7 shades. It contains a formula with 12% hydrogen peroxide along with mouth trays and a tray case. The company aims to provide dentist-quality whitening results at home at an affordable price. They offer a 10-day trial period where customers can return the kit if unsatisfied, and do not require payment until after seeing results. Vitality Smile is one of the top teeth whitening home systems designed to whiten teeth quickly in an easy-to-use, portable manner.
This portfolio document introduces someone named Shaun Yap and provides a brief listing of projects they have worked on in presentations, print, web, and stills from 2013-2014 including an agency town hall presentation, work for Juice Magazine and Appies, a Colgate 360 case study, Singapore Sessions video, and New Yorker Table pre-roll.
This document provides standard operating procedures for security at Perdana View Condominium & Perdana View Boutique Serviced Residence. It outlines regulations for security guard conduct, uniforms, guard house procedures, emergency response, visitor management, contractor management, and parking enforcement. Security guards are responsible for registering visitors, contractors, and recording details in various logs. They must also monitor common areas and respond promptly to any incidents or issues.
Understand what the Brazilian talent market wants from their employers, why you should be proactive about building out your employer brand, and how to tell the right story to this group.
Workplace in 2020 - KangoGift NECINA KeynoteKangoGift
Keynote presentation from Todd Horton (KangoGift) at NECINA's annual conference. Discussion on global HR trends that will shape the workplace in 2020. Topics covered include recruitment, compensation, and what will motivate a global worker.
The document discusses attrition in the IT sector and steps that can be taken to reduce it. It notes that attrition is higher in IT due to the dynamic nature of the industry, high demand for IT professionals, and competitive job market. Common reasons for attrition include salary, promotion opportunities, work culture, stress, and work-life balance issues. The document recommends 25 steps companies can take to reduce attrition, such as conducting exit interviews, recognizing employee contributions, offering learning opportunities, ensuring job security, treating employees well, and making the workplace fun.
The world of work is changing rapidly. More and more students are seeking to explore and consider virtual/work-from-home, self-employment, and commission-driven career paths, along with traditional employment opportunities. This discussion of the evolving workplace and how college career services offices can adjust their services to help student explore and pursue all of their career options was held at the MWACE, EACE, MPACE and SoACE Annual Conferences in 2012-13
The document discusses strategies for attracting and retaining millennial employees. It defines millennials as those born between 1985-2005 and notes that they will make up 75% of the workforce in 10 years. Some key facts about millennials are that they prefer collaboration, want coaching/mentoring opportunities, and value work-life balance. The document provides tips for employers, such as offering flexible work hours, team-based projects, clear career paths, and social events to build community. It also suggests asking millennial employees questions to better understand their goals and how the company can support them. Overall, the document outlines the importance of catering to millennial preferences in order to attract and retain this growing segment of the workforce.
Randstad how to attract talent guide 2016_finalMot Juste
The document provides guidance on how employers can become more attractive to potential employees. It discusses focusing on employer branding and understanding what motivates different generations and demographics when seeking employment. Specific strategies suggested include emphasizing benefits like training, career progression, and work-life balance for younger workers, while highlighting salary, job security, and stability for older workers. The document also stresses the importance of actions aligning with messaging to build a strong, authentic employer brand across all communication channels and company levels.
Four Steps to a World-Class Internship ProgramMonster
Want to ensure your business is getting the MOST from your internship program? OR are you trying to get a program off the ground but not sure where to start? You’ve come to the right place. In this jam-packed, 1-hour webinar Emily Bennington, coauthor of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job, will dive in to the specifics of what makes internships successful and what you must do to produce a bottom-line return for your organization.
You’ll learn best practices from the biggest names in business, including measurable ways to:
* Structure your program
* Find your future rock stars
* Onboard effectively
* Keep interns engaged
* Evaluate your success
If you are relying on internships to recruit new grads (or plan to in the future), this webinar is a must-attend!
The Cultural Fit Factor - Aligning Culture, Employment Brand and Social MediaSusan Leverentz
The document discusses aligning employment branding, organizational culture, and social media to increase return on investment in recruitment and retention. It provides an overview of employment branding and cultural diagnostics, and how branding and social media can help attract, retain, and repel employees. Quantitative studies show employment branding provides a competitive advantage and is important for top companies.
People you may know - Innovative ways of recruitmentGraftonHU
Grafton is a recruitment firm established in 1982 in Ireland that has expanded to 70 branches across 16 countries. The document discusses Grafton's presence in Hungary since 1996 and their services in fields such as sales, marketing, finance, IT, and more. It also discusses trends in how different generations of jobseekers view work-life balance, flexibility, and career growth opportunities. The document advocates using technologies like social media, mobile recruiting, and the cloud to engage candidates as a way to identify and retain engaged employees.
This document provides an overview of employer branding and retention strategies. It discusses how PacifiCare implemented an effective employer branding campaign through aligning their employee and consumer value propositions, developing an employee referral program, and promoting their employment brand through various marketing materials. The campaign resulted in increased employee brand agreement, ratings, referral participation and hiring, and manager satisfaction. The document also discusses factors that influence employee attraction and retention, such as generational differences, embeddedness theory, and innovative retention programs from companies like Deloitte and Best Buy.
This document provides guidance for WIBs on how to transform their websites into effective tools for economic development and job creation by focusing on employers as the key audience. It emphasizes communicating the benefits of the local workforce from an employer's perspective rather than just listing programs and services. Specific recommendations include conducting a labor market assessment and annual employer survey to understand employer needs, highlighting the unique strengths and capabilities of the local workforce, and ensuring the website content and design appeals to and meets the information needs of employers considering expansion or relocation. The goal is for WIB websites to actively promote and "sell" their region's workforce capabilities to attract and retain strategic employers.
On Wednesday 28th February 2018 at #EBConnect18, Xexec's Jamie King delivered a talk on the link between engagement, reward, and recognition. Here are the slides from that presentation.
Experienced Worker New Version Revised 3.2.2011mythicgroup
This document provides information and advice for experienced workers on topics such as the changing retirement landscape, ageism in the workplace, networking strategies, and utilizing social media and technology. It notes that many baby boomers are choosing to work past traditional retirement age for reasons such as income, staying active, and finding meaningful work. The document encourages tailoring resumes and interviews to downplay overqualification and emphasize relevant skills and experience.
The "liquid workforce" and its impact on the creative field —
Adapted from my presentation for the AIGA Design Conference in Minneapolis, MN, October 2017
Finding and keeping great people has never been more important—or as competitive. As a result, once you’ve secured premier talent, the last thing you can afford to do is lose those employees. However, if your organization is like most, you are at risk of losing your key performers. There are four primary reasons your best people may be considering leaving and why a focus on greater employee engagement is so critical. To learn what they are—and how they might work for your business—be sure to view this broadcast.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
#1NWebinar: Talent Brand - The Missing Piece of Your Brand PuzzleOne North
Talent Development Manager Sarah Mueller describes the untapped element of brand every professional services organization should be taking advantage of: the Talent Brand. Attracting, engaging and retaining top talent is an essential activity for marketers and HR professionals alike, but what really helps a company stand apart from the rest in a highly competitive talent market is a well-defined and unique talent brand.
During her presentation, Sarah broke down the meaning of a talent brand, showed what a successful talent brand in action looks like and described the tools needed to start your own talent brand initiative.
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
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.
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.
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
3. The concept of employer
branding is relatively new.
“We’ve got to focus on our employer brand
in the same way we think about our
consumer brand: as marketers”
How many of you have an employer brand?
4. Every company has an employer brand, whether they manage
it or not.
ALL
EMPLOYERS
HAVE AN
EMPLOYER
BRAND.
THE BRAND HAS
AN INTERNAL
AND EXTERNAL
PERSPECTIVE.
THE CORE OF
THE BRAND IS
THE EVP.
AN EFFECTIVE
STRATEGY
NEEDS A SOLID
FOUNDATION.
9. Source: The Talent Challenge: Adapting to Growth, 17th Annual Global CEO Survey, PwC
CEOs are increasingly worried about finding talent
with the right skills…
10. …and, as the data shows, with good reason.
0%
10%
20%
30%
40%
50%
60%
70%
Russia Canada USA France Germany Peru Panama Costa Rica Colombia Chile Mexico Argentina Turkey Brazil Indonesia South Africa China
Percentage of population aged 25+ with a college or university degree
11. v
In 5 years…
3 of 4 of the S&P 500 are
predicted to be companies
we have not heard of yet
Source: Professor Richard Foster , Yale University
5 years ago…
Uber
Amazon
Whatsapp
Netflix
LinkedIn
Snapchat
Paypal
Airbnb
12. 12
• Source: BI Intelligence http://thenextweb.com/mobile/2013/06/13/whatsapp-is-now-
processing-a-record-27-billion-messages-per-day/#!sawFj
• See also: http://www.youtube.com/yt/press/statistics.html
There is a lot of noise in the marketplace.
of the world’s internet traffic is
from mobile devices and we
now buy more smartphones
than ‘dumb’ phones
27 billion
WhatsApp messages
are sent every day
pictures are
shared on social
media every day
758
million In early
2014 nearly
3 billion
people
were online
20%
6 billion
hours of video are
watched on YouTube
every month
Facebook
has almost
1.2 billion
users worldwide
13. Where are we today?
SKILLS GAP
INCREASED COMPETITION
TALENT HAS MORE OPTIONS
THAN EVER BEFORE
14.
15. 15universumglobal.com
And then there’s Gen Z
Mature Entrepreneurial
Value diversity
Quick communicators
Self-Directed
ConnectedEducated
Make things happen
18. You already have so many tools at your disposal:
18
Your Toolkit
Ownership Knowledge Truth Storytelling
19. You already have so many tools at your disposal:
19
Your Toolkit
Ownership
20. Simply understanding the importance of a strong
employer brand doesn’t lead to results
20universumglobal.com
75%“Our employer brand has
a significant impact on our
ability to attract talent.”
<50%“We have a proactive
employer branding
strategy.”
Source: LinkedIn, 2015 Global Recruiting Trends
21. 60%
of CEO’s feel they own
employer branding
60% 30%
of HR execs feel they own
employer branding
of marketing execs feel they
own employer branding
Who “owns” employer
branding?
22. You already have so many tools at your disposal:
22
Your Toolkit
KnowledgeOwnership
24. -6%
-4%
-2%
%
2%
4%
6%
8%
10%
2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
Annual GDP growth, 10-year trend
Colombia
Chile
Brazil
United States
Mexico
After a few years of growth, the economy is lagging
24
25. Overall, the
hiring outlook
is significantly
lower than in
previous
years.
Breakout copy to go here
just like this. Breakout copy
to go here just like this.
Breakout copy to go here
just like this.
25
25
26. Overall, despite the state of
the economy…
…Brazilian students are
optimistic about the future.
26
27. %
20%
40%
60%
80%
100%
Brazil Spanish-speaking Latin America Rest of world
Strongly agree Agree
Neutral Disagree
Strongly disagree
Brazilian Millennials believe they’ll have a higher
standard of living than their parents.
28. 28
2015 Brazil Rankings
Top 10 Employers
Business Undergraduates
1. Google
2. Banco do Brasil
3. Governo Federal
4. Apple
5. Petrobras
6. Banco Bradesco
7. The Coca-Cola Company
8. Itaú Unibanco
9. Rede Globo
10. Ambev
Top 10 Employers
Engineering Undergraduates
1. Petrobras
2. Governo Federal
3. Odebrecht
4. Google
5. Vale
6. Apple
7. Ambev
8. Eletrobrás
9. Camargo Corrêa
10. Microsoft
30. 3030
Although Petrobras still performs well in the rankings, its
attractiveness has been on the decline
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
20152014201320122011
Engineering
Business
IT
Percentage of Brazilian Students Choosing Petrobras as an Ideal Employer, Five-Year Trend 30
31. 3131
Associations with Petrobras, 2014 v 2015 (sorted by biggest difference)
And, students who chose Petrobras as an Ideal Employer are
still associating it less with key qualities
0 10 20 30 40 50 60 70 80 90
Prestige
Market success
Inspiring management
Corporate Social Responsibility
Respect for its people
Financial strength
Ethical standards
2014
2015
35. 0%
10%
20%
30%
40%
50%
60%
20152014201320122011
%choosinggoalasoneoftheirtop3
To have work/life balance
To be secure or stable in my job
To be entrepreneurial or creative/innovative
To be a leader or manager of people
To have an international career
To be competitively or intellectually challenged
To be dedicated to a cause or to feel that I am serving a greater good
To be a technical or functional expert
To be autonomous or independent
Career goals of Brazilian business students, 2011–2015
35
36. Breakout copy to go here
just like this. Breakout copy
to go here just like this.
Breakout copy to go here
just like this.
36
36
1. Work / Life Balance
2. To be secure or stable in
my job
3. To be entrepreneurial or
creative/ innovative
4. To be a leader or manager
of people
5. To have an international
career
Top career goals of Brazilian talent
37. 37
Breakout session:
What do YOU think Millennials mean by “work/life balance”?
• Financial support for parental
leave
• Flexible working conditions
(i.e. home office)
• No interruption of leisure time
(i.e. weekends)
• Recognition and respect for
employees
• Flexible working hours
• Offering external activities (i.e.
events, sports)
• Consideration of private
interests in holiday planning
• Offering child care
• Acceptance of parental leave
• Adequate time for recovery
after
• No requirement for overtime
work
• Opportunities for part-time
work
• Convenient work location
• Enough leisure time for my
private life
• Overtime compensation
38. How Brazilian Millennials define work/life balance
38
0% 10% 20% 30% 40% 50% 60% 70%
Enough leisure time for my private life
Recognition and respect for the employees
Flexible working hours (e.g. not limited to office hours)
Convenient work location
Overtime compensation (monetary or by leisure time)
No interruption of my leisure time (e.g. on holiday or at the weekend)
Flexible working conditions (e.g. home office)
Offering external activities (e.g. sports, cultural events)
Adequate time for recovering after working peaks
Consideration of private interests in the holiday planning
Financial support for parental leave
Opportunities for part-time work
No requirement for overtime work
Acceptance of parental leave
Offering child care
What about FGV
business students in
their 3rd & 4th year…?
40. 0% 10% 20% 30% 40% 50% 60%
Enough leisure time for my private life
No interruption of my leisure time (e.g. on holiday or at the weekend)
Recognition and respect for the employees
Offering external activities (e.g. sports, cultural events)
Overtime compensation (monetary or by leisure time)
Flexible working hours (e.g. not limited to office hours)
Adequate time for recovering after working peaks
Convenient work location
Flexible working conditions (e.g. home office)
Opportunities for part-time work
Financial support for parental leave
Consideration of private interests in the holiday planning
No requirement for overtime work
Offering child care
Acceptance of parental leave
How Latin American Millennials define work/life balance
40
What about Chilean
business students in
their 3rd & 4th year…?
41. 41
We ask students about 40 qualities they look for in an
employer…
EMPLOYER REPUTATION & IMAGE
JOB CHARACTERISTICS
PEOPLE & CULTURE
The attributes of the employer as an
organization
• Attractive/exciting products and services
• Corporate Social Responsibility
• Environmental sustainability
• Ethical standards
• Fast-growing/entrepreneurial
• Financial strength
• Innovation
• Inspiring management
• Market success
• Prestige
The social environment and attributes of the
workplace
• A creative and dynamic work environment
• A friendly work environment
• Acceptance towards minorities
• Enabling me to integrate personal interests in my
schedule
• Interaction with international clients and colleagues
• Leaders who will support my development
• Recognizing performance (meritocracy)
• Recruiting only the best talent
• Respect for its people
• Support for gender equality
The contents and demands of the job, including
the learning opportunities provided by the job
• Challenging work
• Client interaction
• Control over my number of working hours
• Flexible working conditions
• High level of responsibility
• Opportunities for international travel/relocation
• Professional training and development
• Secure employment
• Team-oriented work
• Variety of assignments
REMUNERATION & ADVANCEMENT OPPORTUNITIES
EXTRINSIC INTRINSIC
HARDSOFT
The monetary compensation and other
benefits, now and in the future
• Clear path for advancement
• Competitive base salary
• Competitive benefits
• Good reference for future career
• High future earnings
• Leadership opportunities
• Overtime pay/compensation
• Performance-related bonus
• Rapid promotion
• Sponsorship of future education
universumglobal.com
42. The CULTURE of a company is much more
important to Millennials than a company’s reputation
and image.
43. 43
In general, Brazilian business students are looking to
start their careers on a solid foundation…
43
Business Students - 2015
1. Clear path for advancement
2. Professional training & development
3. Good reference for future career
4. Leaders who support my development
5. Secure employment
6. Recognizing performance (meritocracy)
7. A creative and dynamic work environment
8. Respect for people
9. High future earnings
10. Market success
44. 4444
Engineering Students - 2015
1. Good reference for future career
2. Clear path for advancement
3. Professional training & development
4. High future earnings
5. Secure employment
6. A creative and dynamic work environment
7. Recognizing performance (meritocracy)
8. Leaders who support my development
9. Opportunities for international travel / relocation
10. Innovation
… As are Engineers
45. 45
Students at elite universities are much less concerned about job
security; more focused on finding a challenging job
0%
10%
20%
30%
40%
50%
60%
70%
Challenging work Opportunities for international travel/relocation Team-oriented work Clear path for advancement Secure employment
Attributes with biggest difference in importance by university tier, Brazilian
business & engineering students
46. 46
This is a relatively new development.
When we look back just a few years…
47. 47
Attributes related to future career prospects and job security
have become more attractive for students
Merit bonus
Challenging work
Competitive salary
Sponsorship of future education
Prof. training & development
Leadership opportunities
Secure employment
Market success
Financial strength
Clear path for advancement
High future
earnings
-40% -30% -20% -10% 0% 10% 20% 30% 40%
Positive values / to the right: more important in 2015
Negative values/ to the left: less important in 2015
Attributes with largest change in importance to Brazilian business & engineering students from 2012 to 2015
48. You already have so many tools at your disposal:
48
Your Toolkit
TruthOwnership Knowledge
49. Unfocused and
inconsistent candidate
conversations
A confusing and
diluted employer
brand
It’s not about mirroring what talent wants…
A lack of differentiation
from the competition
Low conversion
rates & high
turnover
49
50. 3 of the top 5
sources of
influence for
talent
“People who work
at the employer”
Source: Universum “Communicating With Talent”, Chile 2015
58%
52%
52%
33%
22%
18%
16%
12%
10%
Current students from my school who have
worked/are working at the employer
Professors at my school/university
Other people I know who have worked/are
working at the employer
Alumni from my school who have worked/are
working at the employer
My friends
My parents
Career services at my university
My classmates
Other
51. 48%
…but only half of
them believed it was
effective at seeing what
it’s like to work at the
company full time.
48%
Nearly half of Brazilian
students in their last 2
years of school
participated in an
internship last year…
59. “The Exceptional EY Experience”
Universal Activation Campaigns
sample outputs for Johnson & Johnson Brazil
59
60. Just like marketers, it’s important to use a mix of
channels.
Print
Digital
In-person
Other
2015 Universum Talent Survey – Chile, Undergraduate Students
64%
58%
46%
40%
38%
38%
37%
36%
36%
36%
34%
30%
29%
29%
29%
27%
25%
25%
24%
23%
Social media
Employer websites
Outdoor/billboard advertisements
University press & student organisation publications
Lectures/case studies as part of curriculum
Career fairs
Career guidance websites
Employer advertisement in social media
Employer advertisements on news/business-related websites
Career magazines/guides/books
Employer presentations on campus
Brochures presenting career possibilities at a company/organisation
Career and job related apps
Employer-sponsored events
Employer advertisements in newspapers
Employer advertisements on TV
Employer office/site visits
Employer advertisements in lifestyle magazines & other periodicals
Job boards (sites where job openings are posted)
Targeted messages/notifications via email
61. 61
Why so much social? Social media is…
Highly relevant
Cost-effective Measurable
64. 64Which online networks/communities do you use? Please select as many as applicable and add others that are not
listed; Which channels do you use in general to learn about potential employers? Choose as many as applicable.
Which online networks/communities have students used the
most in 2015?
of the students have
learned about potential
employers through social
media.
77%
96%
67%
64%
61%
56%
28%
26%
26%
24%
14%
Facebook
YouTube
Skype
LinkedIn
Instagram
Google+
Snapchat
Twitter
Online network/community from my
university/career center
Tumblr
65.
66. How are you measuring the
success of your efforts?
67. Ownership
Knowledge
Truth
Storytelling
Create Accountability
Employer Branding is the
responsibilty of everyone –
it’s key to create
accountability and
ownership in your
organization
Understand your Target
Knowing about your target
talent will enable you to
better understand them and
connect more effectively
Know Thyself
What’s true internally in your
organization is what you
should offer to the external
world. Why are you still with
your company? This tool is
right at your fingertips – use
it!
Content is King
Employee testimonials are
some of your best
ammunition… and they’re
all around you! Harness the
stories and share them with
the external world
How does this all apply to your organization?