StevenDouglas is a leading executive search and interim resources firm that has been in business since 1984. They provide executive search, interim management, and IT staffing and consulting services to a wide range of clients from startups to Fortune 500 companies. StevenDouglas is highly ranked, including as the #1 executive search firm in Florida, #2 in the Southeast US, and #29 nationally. It is also recognized by Forbes as one of America's best executive recruiting firms and as the top search firm in South Florida.
Organizational Culture: The Make-or-Break Factor in Hiring and RetentionRobert Half
Workplace culture is a make-or-break factor in hiring and retention. Today’s in-demand payroll professionals will unquestionably be scrutinizing your corporate culture and considering whether they want to be part of it. This presentation will discuss why organizational culture matters, how to promote it when hiring, and how to assess the quality of your workplace environment.
Presented by Michael Steinitz from Accountemps and Robert Half at the American Payroll Association's 2019 Congress conference.
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Organizational Culture: The Make-or-Break Factor in Hiring and RetentionRobert Half
Workplace culture is a make-or-break factor in hiring and retention. Today’s in-demand payroll professionals will unquestionably be scrutinizing your corporate culture and considering whether they want to be part of it. This presentation will discuss why organizational culture matters, how to promote it when hiring, and how to assess the quality of your workplace environment.
Presented by Michael Steinitz from Accountemps and Robert Half at the American Payroll Association's 2019 Congress conference.
15 Reasons Why Assessment is Key in Executive SelectionChuck Detling
We sat down with Adrianne McVeigh, the Executive Director
of Assessment Solutions at TalentQuest, to compile a list of
the top reasons why assessments like those offered through
this partnership are key in the executive selection process.
DIY Employer Brand: 4 Steps to a Compelling Employer Brand from ScratchAndy, Xinbin Hu
While 72% of recruiting leaders worldwide agree that employer brand has a significant impact on hiring, just 55% have a proactive employer brand strategy. (Global Recruiting Trends 2016, LinkedIn)
If you belong to one of the 45% of companies who do not have a proactive employer brand strategy, getting started can feel daunting.
In this upcoming event at LinkedIn Hong Kong, LinkedIn Employer Brand specialists will show you how you can build a compelling employer brand in-house and from scratch.
You will learn:
How to setup your employer brand project for success
How to develop your Employer Value Proposition
How to plan your employer brand communications
How to rollout your employer brand
You will also get an overview of Next Generation LinkedIn Career Pages – a platform tailored to allow employees to voice their opinions on their respective organisations, better than ever.
Date: Tuesday, November 1, 2016 (English)
Time: 5:00pm - 6:00pm (check in starts at 4:30pm)
Address: 38/F, Hysan Place, 500 Hennessy Road, Causeway Bay, Hong Kong
For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
As a nonprofit, you have a unique challenge: finding qualified candidates who care about your mission. Job postings are an essential tool for finding those professionals at scale. Check out this deck to find out how you can easily get your jobs in front of the right candidates at the right time. It covers job posting basics, as well as tips and tricks on how to get the best results.
3 things that are covered:
LinkedIn’s mission-driven talent network
Optimize your job posts to get the best candidates
Save money with nonprofit discounts
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
There has been a paradigm shift in how we look and find jobs in 2009. We need to all think like an entrepreneur be more self reliant. Understanding our brand is critical to moving forward.
How Your Brand Impacts Employee Recruitment and RetentionORB
Struggling to find the right talent for your company? Have a high turnover of staff? Discover how your employer brand can impact your recruitment process, culture, and retention.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
Why does it seem like finding a new executive job was so much easier in past?
In today's work environment, we are flooded with online apps, job boards, social media and virtual recruiting tools and it's easy to become overwhelmed and discouraged with the executive job search process.
So what are the right steps to a successful job search and is there such a thing as the hidden job market?
In this presentation, Abby Locke will show you:
- How to understand the new executive job search
- How to manage mindsets and expectations
- How to break old habits and embrace new strategies
- How to solve the executive job search challenge in 7 key steps
- How to use non-traditional tactics to shorten your executive job search
Objective I am seeking employment with a company where I can us.docxcherishwinsland
Objective: I am seeking employment with a company where I can use my talents and skills to grow and expand the company. Also, I want to succeed in a stimulating and challenging environment, building the success of the company while I experience advancement opportunities.
Education & Qualifications: BSc Administration Management, May 2017
Western Kentucky University
· Fluent Arabic and English
Work History: Admin clerk, Aug 2010 – Jan 2011
Saudi Airlines - Riyadh
Personal Skills Strengths & Profile:
· Quick learner, keen to learn and improve skills
· Self-motivation and ability to take the initiative.
· Problem solving skills
· Ability to work well under pressure
DEVELOPING YOUR
PERSONAL CAREER PLAN
Deliverables:
1. Complete the Personal Career Plan Tools in the Appendix at the end of the document. You should copy and paste the tools into a separate word document. Name the document YourlastnameCareerPlanTools.doc. You will upload this document to the Assignments area in Blackboard.
2. Create a personal resume. Name the document YourlastnameResume.doc. You will upload this document to the Assignments area in Blackboard.
3. Write a 3-5 page reflection paper (12 point font, double spaced) addressing your personal experience in Career Planning. Address each component from the Six-stage Career Development model included in this packet. (See page 2.) What did you learn from this exercise? You may need think about activities you would like to do for Steps 5 and 6 to include in this assignment. This paper is based on your thoughts and supportive documentation is not required.
Objectives of the Personal Career Strategy Assignment
1. Identify characteristics/attributes in support of your personal career brand.
2. Explore personal and University of Louisville institutional assets that will enhance your education and job search process.
3. Package past activity and build clear future goals.
Developing Your Personal Career Strategy
Successful organizations create strategic plans to provide a long-term vision of what they aim to become. They also specify goals and related objectives and then strategic plans that will take them incrementally toward the realization of the vision. This process parallels as a useful paradigm for successful career management. This document can help you develop a personal career management strategy and plan. It gives an overview of the career development process and brief description of each stage and introduces exercises culminating in your own plan.
The 6 Stages of Career Development
The model below depicts the six stages of the career development cycle. In progressing through the stages, you will develop goals and strategies for pursuing a satisfying career. Over time, you will cycle through the process again as you evolve. Career decisions are not one-time events, but steps in a life-long career development process. Research indicates that, on average, people change jobs seven times and careers.
As a nonprofit, you have a unique challenge: finding qualified candidates who care about your mission. Job postings are an essential tool for finding those professionals at scale. Check out this deck to find out how you can easily get your jobs in front of the right candidates at the right time. It covers job posting basics, as well as tips and tricks on how to get the best results.
3 things that are covered:
LinkedIn’s mission-driven talent network
Optimize your job posts to get the best candidates
Save money with nonprofit discounts
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
Get Em Keep Em Grow Em: a Texas BBQ of Integrated Talent ManagementDan Medlin
Originally presented to the Austin Human Resource Management Association for its Stepping Stones program, which prepares senior HR professionals for their next elevation into management or strategy, this program looks at the People, Processes and Tools required, in detail, for each stage of the Integrated Talent Management lifecycle.
Growing your business to the next level takes more than a great idea -- it takes funding. Did you know that investors say the number one thing they look for when deciding to invest is talent?
From SC Moatti, Managing Director of The Angels' Forum, you'll learn:
- 3 characteristics investors look for in a strong team
- The hiring recipe that spells failure
- Why diversity and culture matter
- And more
To learn more, visit us here: http://bit.ly/2cCJq8E
There has been a paradigm shift in how we look and find jobs in 2009. We need to all think like an entrepreneur be more self reliant. Understanding our brand is critical to moving forward.
How Your Brand Impacts Employee Recruitment and RetentionORB
Struggling to find the right talent for your company? Have a high turnover of staff? Discover how your employer brand can impact your recruitment process, culture, and retention.
How are you influencing the conversation around what talent thinks, feels and shares about what it’s like to be a part of your organisation?
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover.*
*LinkedIn Research 2011
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
Why does it seem like finding a new executive job was so much easier in past?
In today's work environment, we are flooded with online apps, job boards, social media and virtual recruiting tools and it's easy to become overwhelmed and discouraged with the executive job search process.
So what are the right steps to a successful job search and is there such a thing as the hidden job market?
In this presentation, Abby Locke will show you:
- How to understand the new executive job search
- How to manage mindsets and expectations
- How to break old habits and embrace new strategies
- How to solve the executive job search challenge in 7 key steps
- How to use non-traditional tactics to shorten your executive job search
Objective I am seeking employment with a company where I can us.docxcherishwinsland
Objective: I am seeking employment with a company where I can use my talents and skills to grow and expand the company. Also, I want to succeed in a stimulating and challenging environment, building the success of the company while I experience advancement opportunities.
Education & Qualifications: BSc Administration Management, May 2017
Western Kentucky University
· Fluent Arabic and English
Work History: Admin clerk, Aug 2010 – Jan 2011
Saudi Airlines - Riyadh
Personal Skills Strengths & Profile:
· Quick learner, keen to learn and improve skills
· Self-motivation and ability to take the initiative.
· Problem solving skills
· Ability to work well under pressure
DEVELOPING YOUR
PERSONAL CAREER PLAN
Deliverables:
1. Complete the Personal Career Plan Tools in the Appendix at the end of the document. You should copy and paste the tools into a separate word document. Name the document YourlastnameCareerPlanTools.doc. You will upload this document to the Assignments area in Blackboard.
2. Create a personal resume. Name the document YourlastnameResume.doc. You will upload this document to the Assignments area in Blackboard.
3. Write a 3-5 page reflection paper (12 point font, double spaced) addressing your personal experience in Career Planning. Address each component from the Six-stage Career Development model included in this packet. (See page 2.) What did you learn from this exercise? You may need think about activities you would like to do for Steps 5 and 6 to include in this assignment. This paper is based on your thoughts and supportive documentation is not required.
Objectives of the Personal Career Strategy Assignment
1. Identify characteristics/attributes in support of your personal career brand.
2. Explore personal and University of Louisville institutional assets that will enhance your education and job search process.
3. Package past activity and build clear future goals.
Developing Your Personal Career Strategy
Successful organizations create strategic plans to provide a long-term vision of what they aim to become. They also specify goals and related objectives and then strategic plans that will take them incrementally toward the realization of the vision. This process parallels as a useful paradigm for successful career management. This document can help you develop a personal career management strategy and plan. It gives an overview of the career development process and brief description of each stage and introduces exercises culminating in your own plan.
The 6 Stages of Career Development
The model below depicts the six stages of the career development cycle. In progressing through the stages, you will develop goals and strategies for pursuing a satisfying career. Over time, you will cycle through the process again as you evolve. Career decisions are not one-time events, but steps in a life-long career development process. Research indicates that, on average, people change jobs seven times and careers.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
2. EXECUTIVE SEARCH
INTERIM RESOURCES
IT STAFFING & CONSULTING
S T E V E N D O U G L A S . C O M
@ S T E V E N D O U G L A S H Q
StevenDouglas, one of the nation’s leading boutique Search and Interim Resources firms, has
been a recognized leader in identifying and providing access to top talent for clients since
1984. Our client base is industry agnostic and ranges from start-ups and emerging middle-
market to Fortune 500 companies, private equity and venture capital firms.
Ranked by Hunt Scanlon as the:
• #1 executive search firm based in the state of Florida
• #2 firm based in the Southeast US
• #29 in the country
Recognized by Forbes on the 2020 list of America's Best Executive Recruiting Firms
According to the South Florida Business Journal as the #1 Search firm in South Florida
CENTRAL & NORTH FLORIDA SEARCH
Awards & Accolades
3. S T E V E N D O U G L A S . C O M
@ S T E V E N D O U G L A S H Q
EXECUTIVE SEARCH TEAM
Brooke Yencarelli
Manager - Finance &
Accounting Search
Jacksonville
Brooke has her
Masters and
Bachelors degree
from the University
of Florida and has
over 9 years of
recruiting experience
in the Jacksonville
market.
Elaine Corse
Manager – Human
Resources Search
Jacksonville
Prior to joining
StevenDouglas, Elaine
worked with a global
staffing and recruiting
firm with a focus on
Human Resources,
Supply Chain, Logistics,
and Manufacturing
Operations.
6. Mission Statement
Mission Statement:
Incorporates your core values
Explains the purpose of your business relative to your
customer base
Covers why & how you fulfill that purpose
Sets the tone for Company Culture
Utilizing the power of social media to promote your
mission:
Poll: How do you currently share your mission statement
via the various social media mediums (Instagram,
LinkedIn, Twitter & Facebook)?
Social media is a great way to strengthen your brand
awareness
71% of consumers who have had a positive experience with a
brand on social media are likely to recommend to their
family & friends
It also helps attract future talent & clients!!
8. A few things first…
DO YOU NEED TEMPORARY
RELIEF OR A FULL-TIME
RESOURCE?
HAVE YOU INVESTED TIME
IN DEVELOPING YOUR
INTERVIEW PROCESS?
DO YOU KNOW WHAT DO TO
AFTER THE HIRE IN ORDER
TO RETAIN TOP TALENT?
9. Interviewing &
Identifying Top Talent:
Vetting candidates thoroughly
Have questions prepared—don’t “wing it”
Dig deep—avoid surface level
conversation questions only
Take notes as they answer—so you can
ask more in-depth questions about their
answers
Be relatable-consider interviewing over
coffee or lunch
Red Flags
Understand how to compete with larger
companies offering large salaries
The employee experience begins once
they apply
10. How candidates vet employers
in today’s market:
Assess value alignment
Check the News/Social Media
Find Company Rating Lists
Explore Company Websites
Reach out to Current Employees/Networking
They ask targeted interview questions—be prepared
Example #1: How does your team prioritize diversity?
Example #2: Do managers support employee development?
Example #3: Do you offer a flexible working style?
11. Retention-Know the Facts…
Jobs and Resignations
Unemployment Rate (April
2023): 3.4%
Job Openings (March 2023): 9.6
million*
Employee Voluntary Quit Level
(March 2023): 3.85 million*
*Quits include employees who left voluntarily with the exception of
retirements or transfers to other locations.*
*Bureau of Labor Statistics. Preliminary and seasonally
adjusted
“As record-breaking resignation numbers continue to rise in the
United States, employers are wondering why their employees
are so quick to quit their jobs and how to keep them from
leaving.”
-Clear Star, lead HR tech company
Addressing why people are leaving
Employee Experience
Compensation and Benefits
Company Culture
Flexibility
12. Where Talent Meets Opportunity™
Retention-Employee Experience
The Hiring Process is the First Impression
Identifying the right talent
Talent Attraction
Defined Interview Process
The Offer
Onboarding
Learning & Development
Employee Recognition & Employee feedback
14. Where Talent Meets Opportunity™
Retention-Company Culture
Promoting a Positive Company Culture
Awards and Accolades
Personal and Professional Growth
Employee Recognition
Social Involvement
Flexibility
18. Board Readiness
Poll: How many non-paid
board seats have you held?
1) 3-5
2) 1-2
3) 0
Class Discussion: If you have, what board seats have you
held and with what organization? How did you find this
opportunity?
19. Board
Readiness
Get involved in the community & demonstrate value
Are you leveraging that involvement on your social media forums?
Establish your subject matter expertise (ex: marketing, banking,
finance, recruiting)
Gain board exposure(private-corporate, public-corporate & non-profit
boards)
• Do you prefer to sit on a corporate board that aligns with your business objectives?
• Do you prefer to sit on a non-profit board that aligns with your personal interests?
Talk to active board members in your existing network
Be your own advocate—let your friends, family & network know of
your interest
Maintain relationships with recruiters
20. Headhunters & Executive Search Firms
20
What do
they do?
How can
they help
me?
How
does the
process
work?
21. A Recruiter’s
Value
Extensive LinkedIn, Client & Candidate
Networks
Understanding of compensation & market
intelligence
Recruiters are trusted business partners—can
provide unbiased, professional advice
Recruiters are always on top of the job
market & what is happening in the business
community
Recruiters may be able to help you get “one
foot in the door”
Recruiters know other recruiters who
specialize in verticals other than their own
Did you know? There are even recruiters
who recruit for Board of Directors and
paid board seats?
23. Poll: When is the last time you updated
your LinkedIn profile?
1) last 2
weeks
2) last 2
months
3) last 2
years
24. LinkedIn acts as your own personal branding resource:
24
It’s your agent It’s your 24/7
billboard
It’s your professional
network
It’s your personal
websiteand blog
It’s your portfolio
It’s your
reference
check
It’s your
recruiter It’s your contact
management system
It’s your
researcher
25. Read your LinkedIn profile
25
When was the last time you updated your profile?
Does it position you as a
job seeker?
Is it clear?
Is it still
relevant?
Does it look
professional
?
26. In Class Activity:
26
Add your
header, title,
company
Upload professional
photoand
banner
Write your
summary bio
Add rich
media
Add company
description
Add
experience
and achievements
Add education,
honorsand
awards, etc
Customise
your
LinkedIn
URL
Change your
privacy
settings
Get recommended
Slide 7
Explain how LinkedIn can help in creating a personal brand
Highlight the boxes on the slide and share any personal examples
When cover each box, explain how each of them works e.g. if have references, this is also about who you have provided references for, your billboard is just like what you would put on a billboard to showcase you and your work, contact management systems enable you to keep your contacts and transfer them company to company, it’s a very good way to get background information on the person who interviews you
If you are presenting this workshop in a culture where people are more private, LinkedIn can be a good way to highlight yourself without needing to self yourself in person
Slide 13
Ask the participants these questions
This is for participants to consider this – position you more as a professional rather than a job seeker
Explain that they should regularly review their own LinkedIn profiles
Job Seeker:
Participants may ask about whether they are made redundant, what should they put on their profile – e.g. ‘seeking a new position’. This would not come up in a recruiter’s search on a job title.
Suggest that it would be better to put the role name and then add ‘seeking a new position/ opportunity’.
This is also an opportunity to put in details of a role change that you would like e.g. ‘former marketing executive seeking position where I can merge my marketing expertise with sustainable development initiatives’
Slide 25
This slide summarises what participants can do next to build their All Star LinkedIn profile, this is a step by step process and key things to do
Get Recommended:
Facilitator to demonstrate this.
Go to LinkedIn Profile
Go to “View profile as” button at top and hover
Click “ask to be recommended”:
they need to be connected to that person.
It’s a good idea to give a recommendation first, then ask for one! Recommendations also raise contribute to raising their profile
