Creating Smart Social Recruiting Strategies discusses the importance of building an employer brand to attract and retain talent. It notes that 80% of executives believe the ability to attract and retain the best people will be the primary force influencing business strategy. It also discusses challenges in the current candidate and employer landscape, including a shortage of skilled workers, multiple generations in the workplace, and the need for vision and creativity to address skill gaps. The document advocates using data to measure employer brand quantitatively and qualitatively in order to make better hiring and branding decisions.
Click through to see the top corporate recruiting trends for India in 2012.
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
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, it’s critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, we’ll go over how you can apply common marketing principles to develop and execute on your talent brand.
You’ll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
Click through to see the top corporate recruiting trends for India in 2012.
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
Be ahead of the trend, not behind it: 56% of global talent leaders are prioritizing talent branding for their company this year. But, in order to have a strong talent brand, it’s critical for you to focus on the connection between talent acquisition and marketing.
In this presentation, we’ll go over how you can apply common marketing principles to develop and execute on your talent brand.
You’ll learn how to:
- Identify the right players from your marketing team to collaborate with on your talent brand
- Align your talent brand strategy with your marketing strategy
- Learn the best marketing tools to build and assess your strategy
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
E-recruitment wipro project file
it helps for the Wipro e-recruitment
it is depends on the project of wipro company
its is usefull to all the people who will do the project of e-recruitment
It is mainly used for the job purpose.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Allegis group white paper an inside look at the changing dynamics of talent...Matthew Clark
Get insights from nearly 7,000 employers and candidates about what’s working and what’s not in today’s competitive and evolving world of talent acquisition. You’ll find perspectives on job definition, sourcing, screening, and onboarding, plus trends in AI, D&I, and the Millennial workforce. It’s all here.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Emerging Trends in Recruitment Process OutsourcingIJMTST Journal
With the changing times the roles of HR are also changing and became more diversified. The competitive pressures wrought by the new economy call for a change in the role of the “Human Resources” function. In today’s business environment HR must become a leader in identifying new business opportunities, defining business strategy and corporate priorities, and preparing the organization for continuous and often disruptive changes. Similar is the case with the profile of recruitment – having limited perspective changes and gets a new face having many changes and broader perspective. Hiring good people is one of the most significant contributions of the HR function. To find the right person who would fit the job specification is increasingly becoming difficult. Thus, many specialized firms that totally deal with the hiring process have come up as a boon for the organizations, giving birth to the “Recruitment Process Outsourcing” (RPO). The objective of the RPO’s is to provide effective recruitment, reducing the hiring costs significantly to generate greater results.
Internal Branding To Strengthen Talent Retention StrategiesKenny Ong
*Signal to the staff the chance of career development in your
organisation
*Secondment - Increasingly being recognised as valuable for development.
*Providing increase in flexibility of working patterns which
will be increasingly important in the future.
*Understand secondment
well to develop your organisation’s skills base and avoid the possible
pitfalls.
l*Internal branding and employee engagement - Learn the building and maintaining of successful internal brand. *Discover how this will
positively affect your position as an employer, staff retention rates and customer service.
KGWI 2014 What Talent Wants - Natural ResourcesKelly Services
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Natural Resources want.
E-recruitment wipro project file
it helps for the Wipro e-recruitment
it is depends on the project of wipro company
its is usefull to all the people who will do the project of e-recruitment
It is mainly used for the job purpose.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Allegis group white paper an inside look at the changing dynamics of talent...Matthew Clark
Get insights from nearly 7,000 employers and candidates about what’s working and what’s not in today’s competitive and evolving world of talent acquisition. You’ll find perspectives on job definition, sourcing, screening, and onboarding, plus trends in AI, D&I, and the Millennial workforce. It’s all here.
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
Emerging Trends in Recruitment Process OutsourcingIJMTST Journal
With the changing times the roles of HR are also changing and became more diversified. The competitive pressures wrought by the new economy call for a change in the role of the “Human Resources” function. In today’s business environment HR must become a leader in identifying new business opportunities, defining business strategy and corporate priorities, and preparing the organization for continuous and often disruptive changes. Similar is the case with the profile of recruitment – having limited perspective changes and gets a new face having many changes and broader perspective. Hiring good people is one of the most significant contributions of the HR function. To find the right person who would fit the job specification is increasingly becoming difficult. Thus, many specialized firms that totally deal with the hiring process have come up as a boon for the organizations, giving birth to the “Recruitment Process Outsourcing” (RPO). The objective of the RPO’s is to provide effective recruitment, reducing the hiring costs significantly to generate greater results.
More and more clients are continuing to expand their OneStream investment by radically changing the way they collect information. Given the many ways it's possible to store comments, supporting detail, attachments, etc. OneStream continues to allow users to centralize and streamline their entire close process.
As a continuation of the previous "What's Possible" webinar, we explore the possibilities for collecting "non-numeric" financial data. Find out how companies are using OneStream to efficiently collect and report on:
Supporting Detail - I see a number in OneStream, but what's the detail behind it?
Adjustment Commentary - I want to know who's making an adjustment, when they made it and why?
Supporting Documentation - Where can we store attachments and supporting files that are required for compliance?
User Sign Offs and Questionnaires - Where can we ask questions and collect responses that are required for compliance?
Variance Commentary - why is a number up or down over time or compared to budget?
Bridge Analysis - what's driving the change versus a prior period or versus budget?
Other Miscellaneous Non-Numeric Data Collection Options
Supplemental Data Manager - What is it? What are some use cases? How do I get...finitsolutions
If you're struggling with a place to store/consolidate/reconcile Excel spreadsheets and unstructured, textual data from sources outside your existing EPM tools, this webinar is for you! Supplemental Data Manager (SDM) is a new module included with Hyperion Financial Close Manager (FCM) version 11.1.2.4 released earlier this year. During the webinar we will provide examples of how SDM can be used to centralize data collection of textual and unstructured data, and provide controls around processes which are currently very manual and spreadsheet/email-driven for most companies.
Financial footnotes are required for SEC compliance and are an integral part of Financial Statements. The SDM module helps companies streamline the supplemental data collection process and introduces visibility as well as efficiency into the process. It provides a simple user interface to design flexible data models required for collecting complex information from stakeholders for Financial footnote disclosures.
Webinar content will include:
SDM Introduction & General Product Overview
SDM Key Product Functionality
Metadata\data integration with Oracle Hyperion Financial Management
Posting\Drill back to\from Oracle Hyperion Financial Management
Flexible attribute creation and formatting
Data Validations and Calculations for attributes
Configurable frequencies\data collection periods and unlimited levels of approval
Flexible data set design enabling administrators to create custom data entry forms
Powerful filtering and ad-hoc reporting capabilities
Pre-built dashboards for monitoring status of the data collection process
Full integration with Smart View to simplify data entry
SDM Use Case Overview
SDM Module Demo
Design Approach for Implementation
Presenter: Erich Ranz
This information is for current Oracle EPM customers who are managing existing Hyperion environments and would like to understand the considerations when thinking about upgrading to a later version or not. This information comes following another successful year of Accenture completing Hyperion upgrades for various customers with various products under the EPM suite (for example HFM, Planning, Essbase, FDMEE). Therefore, we are in a great position to share this information with you as we believe that this will assist you in the definition of your own upgrade strategy taking necessary elements into consideration.
Finit solutions Getting the Most Out of EPM: Comparison between EPMA versus ...finitsolutions
Do you still love the classic(s)? It might be time to consider taking a take a leap to the future. Starting with Oracle EPM version 11.1.2.2 all metadata must be managed with EPMA so you will probably end up there. Join us this month to see and hear what new features EPMA has to offer along with a comparison of how things are done in EPMA versus Classic. Since many clients may not be upgrading right away, we will review the pros and cons to help you decide which is more suitable for you today. We will also show the steps needed when you decide to transform your classic application to EPMA as well as how to will be migrate or sync metadata across environments once you have moved to EPMA.
During this webinar we will go through the following:
• A brief Introduction to EPMA Metadata Management
• Comparison of Classic Metadata management and EPMA
• Pros and Cons of each tool
• What does it take to migrate from Classic to EPMA
• Synchronizing Metadata using LCM
Banking and Financial Institutions (as per UGC NET syllabus)Abbas Vattoli
a power point presentation on banking and financial institutions convering origin and history of banking in india, commercial banking classification and functions, investment banking role and initiatives, NPA warning signals and mannagement of NPA, NABARD and its rural banking innovations.
Shyness (also called diffidence) is the feeling of apprehension, lack of comfort, or awkwardness especially when a person is around other people. This commonly occurs in new situations or with unfamiliar people. Shyness can be a characteristic of people who have low self-esteem.
We’ve both experienced different variations of shyness, and through practice and increased awareness we have both overcome this. The following are tips that have helped us overcome this uncomfortable feeling.
Unit 3.2 Regulatory Framework - International PerspectiveCharu Rastogi
This presentation covers regulatory framework of international finance from an International Perspective – Federal Bank, European Central Bank and guidelines for international investments given by International Chambers of Commerce (ICC).
UK Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
The recruiting industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this free seminar, you will learn the latest Nordic trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
Investing in your Talent Brand and measuring successLinkedIn Europe
We held a recent webinar with Catherine Schlieben, Director of Recruitment, at WorldPay and Lindsay Brady, Insights Manager, at LinkedIn where they discussed how WorldPay invested in their Talent Brand, specifically in Singapore and the results they saw from it.
This story is about their brand journey and the obstacles they have faced along the way.
They shared:
- The importance of your Talent Brand & tips to build your Talent Brand Strategy
- How to get buy in from key stakeholders & get started
- An example of a branding campaign they carried out in Singapore to hire a team
- And finally, how they measured their success & future plans
Click through excerpts of LinkedIn's report on recruiting trends across Denmark, Finland, Norway and Sweden.
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
Talent attraction for the modern recruiterSoraya Lavery
Learn some simple methods to develop a strong talent attraction brand that attracts the "right fit" candidates for your company. Also how to retain key staff and provide a positive return on investment for your organisation.
Sourcing, talent brand, and future recruiting trends to amplify your 2015 strategy.
Download the full Global Recruiting Trends report: http://lnkd.in/2015recruitingtrends
Global Recruiting Trends
The talent acquisition industry is changing rapidly. To stay competitive and craft a proactive recruiting strategy you need to know how and why. In this report, you will learn the latest trends and “must know” facts that will keep you ahead of the curve and make you invaluable to your organization.
You’ll learn the top 5 trends:
• Quality Hires: Fastest growing sources of quality hires
• Talent Brand: Competitive advantages (and threats!)
• Data: Metrics you can use tomorrow to measure recruiting success
• Talent Retention: Stop your top talent from walking out the door
• Mobile Recruiting: Navigate the frontier
Subscribe to our Blog: talent.linkedin.com/blog/
Follow us on SlideShare: slideshare.net/linkedin-talent-solutions
Follow us on Twitter: @hireonlinkedin
Discover additional insights: talent.linkedin.com
Follow LinkedIn: linkedin.com/company/linkedin
Click through excerpts of LinkedIn's report on recruiting trends across Spain.
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
Trend setting results from OI Global 3rd annual Global Survey along with a unique look at the use of AI across a number of very “human” functions such as profiling, recruiting and developing talent.
To truly influence business decisions, you
need to understand where the industry is
going. This 5th annual report uncovers
worldwide recruiting trends that will move
your organization forward, and help position
you as a strategic business partner.
Truly influence business decisions with emerging recruiting trends worldwide.
Learn top recruiting priorities, upcoming challenges and opportunities ahead in LinkedIn’s annual report.
1. Creating Smart Social Recruiting Strategies
Talent, Social, Mobile & Recruiting Summit
THEVALUE OF BUILDING AN EMPLOYER
BRANDTO ATTRACT AND RETAINTALENT
Alan Whitford
5 November 2013
2. Why Me?
Over 25 years experience in recruitment and in the start-up and expansion
of high technology businesses in Europe
Provide strategic and practical insights to the automation and web-
enablement of Human Resource and Recruitment Process activities
throughout Europe
Clients include Times 500 companies and software and services vendors in
the Human Resources and e-commerce arenas
Founder of RCEURO, web portal for the European recruitment industry
Published in a number of on-line and off-line media covering technical and
strategic issues around HR, technology, social media and business
Lead training programmes on the use of social media and networking tools
Founding board member of HR-XML Consortium European Chapter
Chair of the highly successful Social Recruitment Conference series
Operations Director of the Direct Employers Association Europe
3. The Importance ofTalent
80% of executives surveyed globally believed that "the
ability to attract and retain the best people" will be the
Primary Force influencing business strategy
Source: Deloitte - 2001
6. Marketplace and Societal Challenges
The War For Talent is now 16 years old
The Candidate won 15.9 years ago
Everybody knows
Not enough skilled workers
Too many unskilled workers
They are all in the wrong place
5+ Generations in the Workplace
Our brand is what ‘they’ say about us
Double Dip Recession (or “economic correction”)
7. What Are The Challenges?
1. Your ability to attract and retain quality workers
2. Diverse cultures
3. Speed of change – technology quicker than people
4. Managing this change
5. Technology to support the change
6. Vision, talent planning and creativity (skill gaps)
7. HR & Recruitment Executives with necessary skills
8. The Global Recruiting Landscape at a GlanceThe Global Recruiting Landscape at a Glance
1
5 most important trends shaping the future of recruiting
2
3
4
5
Social professional networks are increasingly impacting quality of hire
Employer branding is both a competitive threat and a competitive
advantage
Data is used to make better hiring and branding decisions
Companies are investing in hiring internally to stop top talent from
walking out the door
Companies are figuring out the mobile recruiting terrain
LinkedIn 3rd Annual Global Recruiting Trends survey in 19 countries.
We surveyed over 3,300 talent acquisition leaders to capture their thoughts on what keeps them up at night, hiring and
budget trends, and key sources for high-quality hires. We distilled all this and more into 5 key trends you need to know
as a Strategic Talent Leader, to be on the cutting edge and be effective to candidates, your team, and your company.
To access global and other country-specific reports and infographics, visit:
http://lnkd.in/GlobalRecruitingTrends
9. 1. Recruiting/sourcing highly-skilled talent 44% Germany
2. Improving quality of hire 30% India
3. Employer brand 25% Nordics
4. Pipeline talent 25% SE Asia
5. Improving sourcing techniques 18% Australia
What is at the top of your peers’ list for 2013?
Talent Leaders Are Most Focused On Improving The Basics – How ToTalent Leaders Are Most Focused On Improving The Basics – How To
Source, Pipeline, And Hire The Best TalentSource, Pipeline, And Hire The Best Talent
“Think about your talent acquisition organization's top priorities for 2013.
Which of the following choices would you consider to be the most important and
least important areas of interest for your organization?”
2013 Top 5 Priorities Priority is #1
10. Talent Leaders Around The Globe Think Social Professional NetworksTalent Leaders Around The Globe Think Social Professional Networks
Will Shape Recruiting In The Long TermWill Shape Recruiting In The Long Term
“What do you consider to be the three most essential and long-lasting trends in
recruiting for professional roles?”
Pay attention, these trends are here to stay
Ensure you are investing adequately in social and professional
networks for the long run
2013
Utilizing social and professional networks 39%
Upgrading employer branding 33%
Finding better ways to source passive candidates 27%
Being a strategic talent advisor to the business 22%
Boosting referral programs 21%
Training recruiters and hiring managers on 'how to hire A-level talent' 16%
Optimizing your career site 15%
Recruiting globally 14%
Reducing spend on staffing firms 12%
Increasing focus on internal hiring/transfers 12%
Top 10 long-lasting trends
11. The Employer Branding War Is In Full SwingThe Employer Branding War Is In Full Swing
Competitive Threat Competitive Advantage
Believe employer brand has a
significant impact on ability to
hire great talent
83%
Top 3 Threats
1. Invest in their employer
brand
2. Improve employee
retention
3. Learn to use social
networking and social
media more effectively
“What are the things that your competitors have done or may plan on doing
that would make you most nervous?”
Understand your employer brand and how it can set you apart from the
competition. Take the opportunity to engage not only candidates, but
employees as well.
17. The Most Successful Employers Use Data To Measure Their TalentThe Most Successful Employers Use Data To Measure Their Talent
BrandsBrands Qualitatively And QuantitativelyQualitatively And Quantitatively
Believe organization utilizes
data well to make hiring
decisions
Regularly survey new
hires to understand brand
position
Regularly measure
employer brand in a
quantifiable way
27%
44%
53%
23%
34%
33%
Survey new hires regularly to get a qualitative review of your talent brand.
Use numerical metrics to measure your brand quantitatively over time and
against competitors.
Brazil and India are leading the pack in using data for employer brand
52%
55%
48%
19. Customer
Retention
Customer
Retention
Customer
Impression
Customer
Impression
Offering
Quality
Offering
Quality
Offering
‘Match’
Offering
‘Match’
Brand Image
/ Reputation
Brand Image
/ Reputation
Value for
Money
Value for
Money
Employees’
Behaviour
Employees’
Behaviour
Attitudes
to Work
Attitudes
to Work
Attitudes
to Company
Attitudes
to Company
Mangers’
knowledge
and
behaviour
Mangers’
knowledge
and
behaviour
Work
structure,
Teamwork,
Training
Work
structure,
Teamwork,
Training
Job content,
Ethical context,
Promotion,
Pay, etc.
Job content,
Ethical context,
Promotion,
Pay, etc.
Revenue Growth
Profit Contribution
Revenue Growth
Profit Contribution
Investor
Proposition
Customer
Proposition
Employee
Proposition
You work with this ...
But what’s the
effect of this?... and this.
20. A negative jobseeker experience impacts
an individual’s customer behaviour
Message for the CEO/CFOMessage for the CEO/CFO
22. Types of bad recruitment experience
Bad Experience %age
Attended Interview, never heard back 52%
Misleading Job Description 42%
Interviewer was late 32%
Irrelevant questions – not related to job role 30%
Personal questions – marital status, children, family plans 26%
Interviewer was rude 25%
Personal question about Health 13%
Personal questions about disabilities 7%
23. How does a negative jobseeker experience
impact an individual’s customer behaviour?
24. Impact Of A Bad Recruitment ExperienceImpact Of A Bad Recruitment Experience
As a result of the bad experience, %As a result of the bad experience, % less likelyless likely to:to:
Accept a Job at that Company 76%
Recommend the Company to a friend 82%
Purchase that Company’s products/services 64%
25. National Impact Of A Bad ExperienceNational Impact Of A Bad Experience
59.7%
68.0%
61.5%
64.1%
64.1%
70.0% 72.0%72.0%
66.0%
65.4%
65.3%
69.7%
68.4%
68.9%
58.4%58.4%
71.8%
63.0%
%% less likelyless likely to buy that company’s products / services:to buy that company’s products / services: