The document provides tips for building an effective talent pipeline. It recommends prioritizing roles that are hard to fill or recruited for repeatedly to increase chances of quick hiring. It also suggests pre-screening candidates for cultural and performance fit through mutual connections and getting hiring manager commitment by explaining benefits like earlier productivity. Additional tips include creating a single source of information to track candidates, treating the pipeline as a community by respecting candidates' time, and personalizing outreach.
The document summarizes the key findings of a 2013 global recruiting trends survey of 3,379 corporate recruiting professionals in 19 countries. The top five trends from the survey are: 1) Investing in social professional networks for hiring, as they are becoming the fastest growing source of quality hires. 2) Focusing on employer brand strategy and determination of the most effective marketing channels. 3) Leveraging data to inform hiring decisions and improve employer brand. 4) Understanding the benefits of internal hiring and using data to increase internal hiring. 5) Taking action on mobile strategies to expand the talent pool and increase awareness among passive candidates.
This document promotes using LinkedIn to grow a business and wishes readers a wonderful summer. It notes that June and July are sunny and hot months in the Nordic region, with July being the hottest at 20.1 degrees per day on average. Readers are encouraged to enjoy their summer holidays and grow their business by using the hashtag #GrowWithLinkedIn and scanning a QR code to contact the LinkedIn Nordic team directly.
“We knew that LinkedIn was the right channel
for us. When you need to hire so many people
so quickly, it’s hugely important that people
understand who we are, what we do, and what
a fantastic company we want to be. This is the
ideal platform for telling that story.”
Nicolas Blier
Talent Acquisition Manager,
Trustpilot
LinkedIn proves to be the one recruitment tool to rule them all for Quinyx LinkedIn Nordic
Quinyx is a Swedish company that develops workforce management tools. They hired an HR manager, Karin Wennerholm, to help with recruiting as the company planned to hire about 40 new employees that year. Karin started using LinkedIn's recruiting tools and saw positive results, with 4 out of the first 14 hires that year coming through LinkedIn. Karin also increased Quinyx's LinkedIn company page followers from 300 to over 900 in just 4 months. LinkedIn provides Quinyx an effective single recruitment tool for finding candidates and showcasing itself as an employer.
Welcome talent: How to build a great Linkedin profileLinkedIn Nordic
The document provides tips on how to create a great LinkedIn profile in 7 steps: 1) Add a professional photo, 2) Write an attention-grabbing headline, 3) Draft a compelling 40+ word summary with keywords, 4) Detail experience with descriptions of responsibilities and achievements, 5) Add skills and get endorsements, 6) Highlight volunteer experience, and 7) Showcase work through multimedia additions like photos and links. Following these steps can help a profile stand out to recruiters during a job search.
Coloplast boosts its brand and streamlines its recruitment with LinkedInLinkedIn Nordic
Coloplast boosted its LinkedIn followers from 5,000 to 21,000 in one year and found that LinkedIn influenced 23% of its new hires. LinkedIn helped Coloplast improve its employer brand and streamline recruitment efforts as the company needs to hire 7,000 people over the next five years. Coloplast uses LinkedIn's career pages, targeted job posts, and analytics to engage candidates around the world and measure the impact of its recruitment campaigns.
The document provides tips for building an effective talent pipeline. It recommends prioritizing roles that are hard to fill or recruited for repeatedly to increase chances of quick hiring. It also suggests pre-screening candidates for cultural and performance fit through mutual connections and getting hiring manager commitment by explaining benefits like earlier productivity. Additional tips include creating a single source of information to track candidates, treating the pipeline as a community by respecting candidates' time, and personalizing outreach.
The document summarizes the key findings of a 2013 global recruiting trends survey of 3,379 corporate recruiting professionals in 19 countries. The top five trends from the survey are: 1) Investing in social professional networks for hiring, as they are becoming the fastest growing source of quality hires. 2) Focusing on employer brand strategy and determination of the most effective marketing channels. 3) Leveraging data to inform hiring decisions and improve employer brand. 4) Understanding the benefits of internal hiring and using data to increase internal hiring. 5) Taking action on mobile strategies to expand the talent pool and increase awareness among passive candidates.
This document promotes using LinkedIn to grow a business and wishes readers a wonderful summer. It notes that June and July are sunny and hot months in the Nordic region, with July being the hottest at 20.1 degrees per day on average. Readers are encouraged to enjoy their summer holidays and grow their business by using the hashtag #GrowWithLinkedIn and scanning a QR code to contact the LinkedIn Nordic team directly.
“We knew that LinkedIn was the right channel
for us. When you need to hire so many people
so quickly, it’s hugely important that people
understand who we are, what we do, and what
a fantastic company we want to be. This is the
ideal platform for telling that story.”
Nicolas Blier
Talent Acquisition Manager,
Trustpilot
LinkedIn proves to be the one recruitment tool to rule them all for Quinyx LinkedIn Nordic
Quinyx is a Swedish company that develops workforce management tools. They hired an HR manager, Karin Wennerholm, to help with recruiting as the company planned to hire about 40 new employees that year. Karin started using LinkedIn's recruiting tools and saw positive results, with 4 out of the first 14 hires that year coming through LinkedIn. Karin also increased Quinyx's LinkedIn company page followers from 300 to over 900 in just 4 months. LinkedIn provides Quinyx an effective single recruitment tool for finding candidates and showcasing itself as an employer.
Welcome talent: How to build a great Linkedin profileLinkedIn Nordic
The document provides tips on how to create a great LinkedIn profile in 7 steps: 1) Add a professional photo, 2) Write an attention-grabbing headline, 3) Draft a compelling 40+ word summary with keywords, 4) Detail experience with descriptions of responsibilities and achievements, 5) Add skills and get endorsements, 6) Highlight volunteer experience, and 7) Showcase work through multimedia additions like photos and links. Following these steps can help a profile stand out to recruiters during a job search.
Coloplast boosts its brand and streamlines its recruitment with LinkedInLinkedIn Nordic
Coloplast boosted its LinkedIn followers from 5,000 to 21,000 in one year and found that LinkedIn influenced 23% of its new hires. LinkedIn helped Coloplast improve its employer brand and streamline recruitment efforts as the company needs to hire 7,000 people over the next five years. Coloplast uses LinkedIn's career pages, targeted job posts, and analytics to engage candidates around the world and measure the impact of its recruitment campaigns.
Welcome Talent
För svenska:
http://www.slideshare.net/LinkedInNordic/bygg-ditt-professionella-ntverk
For Arabic:
http://www.slideshare.net/LinkedInNordic/build-your-network-arabic-58285091/1
The document provides tips on creating a great LinkedIn profile in 7 steps: 1) Add a professional photo, 2) Write an attention-grabbing headline, 3) Draft a compelling summary including keywords, 4) Detail work experience with responsibilities and achievements, 5) Showcase work with multimedia, 6) Add skills and get endorsements, 7) Highlight volunteer experience. It emphasizes customizing each section to stand out from other profiles and land jobs or opportunities through LinkedIn.
The document provides a checklist for building an effective LinkedIn profile, including adding a professional photo, writing a headline and summary about one's skills and goals, listing relevant work experience and accomplishments, organizations and causes involved with, skills and expertise, honors and awards, courses taken, recommendations from others, projects completed, and education history. The purpose is to showcase one's qualifications and interests to potential employers and connections on LinkedIn.
Sesión del clase dávila los heraldos negrosloretanita
El resumen describe una sesión de clase de 6o grado sobre comunicación. Los estudiantes aprenden sobre las cualidades de la expresión oral como fluidez, claridad y entonación. Como actividad, los estudiantes leen y analizan el poema "Los heraldos negros" de César Vallejo, considerando la entonación y el ritmo. Al final, evalúan su comprensión y experiencia de aprendizaje.
The document provides a timeline of important people, places, and events in American education history from 1750 to 2014. It summarizes key developments including Anthony Benezet opening the first public school for girls in 1750, Thomas Jefferson advocating for public education in 1817, the Plessy v. Ferguson Supreme Court case establishing "separate but equal" in 1896, Brown v. Board of Education overturning this decision in 1954, and Title IX protecting transgender students' rights in 2014. The timeline highlights milestones that shaped education policy around issues like diversity, church-state separation, desegregation, and civil rights.
The document discusses the history and uses of derivatives in the financial markets. It begins by explaining that derivatives emerged as hedging devices against commodity price fluctuations, but now account for two-thirds of total transactions and include a variety of complex instruments. The scope of the study is on derivatives in the Indian context, specifically futures and options on two companies traded on the National Stock Exchange over one month. The objectives are to study the role of derivatives in Indian markets and analyze profits/losses of option holders. The methodology uses primary data from interviews and secondary data from publications and the internet. Derivatives are then defined as contracts deriving value from underlying assets, with the primary purpose of transferring risk between parties.
This document discusses how to build a professional network on LinkedIn. It recommends connecting with people you already know like friends, professors, coworkers and alumni. Having a larger network on LinkedIn improves your chances of finding opportunities through referrals. The document advises personalizing connection requests with context on how you know the person. Maintaining an up-to-date profile is also important for others viewing it within your growing network.
Welcome talent - create a great LinkedIn profile LinkedIn Nordic
The document provides tips on how to create a great LinkedIn profile in 7 steps: 1) Add a professional photo, 2) Write an attention-grabbing headline, 3) Draft a compelling summary, 4) Detail experience with descriptions of responsibilities and achievements, 5) Add multimedia to showcase work, 6) Include relevant skills and get endorsements, and 7) Highlight any volunteer or cause-related experience. It emphasizes using keywords, telling a personal story, and showcasing personality to stand out among LinkedIn's many members.
This document provides guidance and best practices for recruiters to optimize their LinkedIn profiles and company pages. It recommends recruiters craft compelling profiles that reflect their passion for recruiting and their company's values. Recruiters should showcase their work through rich media and engage authentically with their network. Company pages should utilize video and content marketing to attract followers and talent. The document also provides metrics to help recruiters measure the effectiveness of their online branding efforts.
Maersk Drilling needed to hire 3,000 additional employees by 2018 to support its global oil and gas drilling operations but found traditional recruiting methods like job fairs and newspaper ads ineffective and costly. LinkedIn provided a solution through its targeted recruiting tools, allowing Maersk Drilling to efficiently find qualified candidates. Since using LinkedIn, Maersk Drilling has seen a 60% conversion rate of leads to job applications and has hired multiple candidates from just one posting. LinkedIn has helped Maersk Drilling build its employer brand and grow its follower base to over 20,000, providing an ongoing pool of potential recruits.
Welcome Talent
För svenska:
http://www.slideshare.net/LinkedInNordic/bygg-ditt-professionella-ntverk
For Arabic:
http://www.slideshare.net/LinkedInNordic/build-your-network-arabic-58285091/1
The document provides tips on creating a great LinkedIn profile in 7 steps: 1) Add a professional photo, 2) Write an attention-grabbing headline, 3) Draft a compelling summary including keywords, 4) Detail work experience with responsibilities and achievements, 5) Showcase work with multimedia, 6) Add skills and get endorsements, 7) Highlight volunteer experience. It emphasizes customizing each section to stand out from other profiles and land jobs or opportunities through LinkedIn.
The document provides a checklist for building an effective LinkedIn profile, including adding a professional photo, writing a headline and summary about one's skills and goals, listing relevant work experience and accomplishments, organizations and causes involved with, skills and expertise, honors and awards, courses taken, recommendations from others, projects completed, and education history. The purpose is to showcase one's qualifications and interests to potential employers and connections on LinkedIn.
Sesión del clase dávila los heraldos negrosloretanita
El resumen describe una sesión de clase de 6o grado sobre comunicación. Los estudiantes aprenden sobre las cualidades de la expresión oral como fluidez, claridad y entonación. Como actividad, los estudiantes leen y analizan el poema "Los heraldos negros" de César Vallejo, considerando la entonación y el ritmo. Al final, evalúan su comprensión y experiencia de aprendizaje.
The document provides a timeline of important people, places, and events in American education history from 1750 to 2014. It summarizes key developments including Anthony Benezet opening the first public school for girls in 1750, Thomas Jefferson advocating for public education in 1817, the Plessy v. Ferguson Supreme Court case establishing "separate but equal" in 1896, Brown v. Board of Education overturning this decision in 1954, and Title IX protecting transgender students' rights in 2014. The timeline highlights milestones that shaped education policy around issues like diversity, church-state separation, desegregation, and civil rights.
The document discusses the history and uses of derivatives in the financial markets. It begins by explaining that derivatives emerged as hedging devices against commodity price fluctuations, but now account for two-thirds of total transactions and include a variety of complex instruments. The scope of the study is on derivatives in the Indian context, specifically futures and options on two companies traded on the National Stock Exchange over one month. The objectives are to study the role of derivatives in Indian markets and analyze profits/losses of option holders. The methodology uses primary data from interviews and secondary data from publications and the internet. Derivatives are then defined as contracts deriving value from underlying assets, with the primary purpose of transferring risk between parties.
This document discusses how to build a professional network on LinkedIn. It recommends connecting with people you already know like friends, professors, coworkers and alumni. Having a larger network on LinkedIn improves your chances of finding opportunities through referrals. The document advises personalizing connection requests with context on how you know the person. Maintaining an up-to-date profile is also important for others viewing it within your growing network.
Welcome talent - create a great LinkedIn profile LinkedIn Nordic
The document provides tips on how to create a great LinkedIn profile in 7 steps: 1) Add a professional photo, 2) Write an attention-grabbing headline, 3) Draft a compelling summary, 4) Detail experience with descriptions of responsibilities and achievements, 5) Add multimedia to showcase work, 6) Include relevant skills and get endorsements, and 7) Highlight any volunteer or cause-related experience. It emphasizes using keywords, telling a personal story, and showcasing personality to stand out among LinkedIn's many members.
This document provides guidance and best practices for recruiters to optimize their LinkedIn profiles and company pages. It recommends recruiters craft compelling profiles that reflect their passion for recruiting and their company's values. Recruiters should showcase their work through rich media and engage authentically with their network. Company pages should utilize video and content marketing to attract followers and talent. The document also provides metrics to help recruiters measure the effectiveness of their online branding efforts.
Maersk Drilling needed to hire 3,000 additional employees by 2018 to support its global oil and gas drilling operations but found traditional recruiting methods like job fairs and newspaper ads ineffective and costly. LinkedIn provided a solution through its targeted recruiting tools, allowing Maersk Drilling to efficiently find qualified candidates. Since using LinkedIn, Maersk Drilling has seen a 60% conversion rate of leads to job applications and has hired multiple candidates from just one posting. LinkedIn has helped Maersk Drilling build its employer brand and grow its follower base to over 20,000, providing an ongoing pool of potential recruits.
Sweden’s professionals go places with LinkedInLinkedIn Nordic
Sweden’s professionals go places with LinkedIn
Confident, ambitious and engaged with the world, LinkedIn’s members in Sweden are focused on making a difference in their lives and careers – and they trust the insight our platform provides to help them do it.
LinkedIn’s Swedish audience is mature, educated and affluent. 73% are aged 35 or over, 78% hold a university degree and 83% earn more than 300,000 SEK. Two out of five already hold manager-level positions, and as a group they are 65% more likely to see themselves as leaders. Unsurprisingly, this high-flying audience are frequent business travellers ‒ 40% made five international business trips in the past 12 months.
Our Swedish members don’t just take the lead in terms of their careers: 84% consider themselves early adopters and 89% view themselves as socially responsible. They value LinkedIn as a guide for both personal and business decisions, with 90% saying they trust the information they receive on our platform, 49% saying LinkedIn helps them drive business results, and one in three using our network to research their business decisions.
LinkedIn Recruiting presentation for StaffingLinkedIn Nordic
The document provides an agenda for a LinkedIn event on talent solutions being held in Stockholm, Sweden on November 14, 2013. The agenda includes presentations on Nordic recruitment trends, LinkedIn solutions for social media, recruitment, staffing companies, and trends. It also includes short biographies of the presenters Marcela and Liselott.
LinkedIn aims to connect professionals globally to make them more productive and successful. It has over 238 million members worldwide, including the highest educated, most affluent professionals. While traditional recruiting methods only reach active job seekers, LinkedIn can reach both active and passive candidates. Companies are turning to LinkedIn for recruitment solutions because it allows them to build their employer brand, source qualified candidates beyond just active job seekers, and hire talent that is less likely to leave the company.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Gabrielle M. A. Sinaga Portfolio, Film Student (2024)
Zen and the art of hiring manager maintenance (tip sheet)
1. Break the ice
Review hiring managers’ LinkedIn profiles, work histories, interests, and shared connections.
To increase your credibility, demonstrate that you have a firm grasp of the business and what
keeps them up at night.
Learn their individual styles
Openly ask how they like to hire – for example, do they prefer to check in immediately after
interviews or do they need time to reflect? Do they want to see multiple candidates before
deciding, or will they hire the right person once they meet them? Agree on responsibilities at
the outset and confirm how involved they want to be.
1.
2.
Ahh, the hiring manager relationship. Anyone who has worked in recruiting knows that it can make or
break the success and speed of a hire – not to mention both parties’ sanity! Whether you are leading a
team of recruiters or working directly on a hire, use these tips to build happy, healthy, and stress-free
partnerships with your hiring managers.
Zen and the Art of Hiring
Manager Maintenance:
10 Tips for a Knockout Relationship
Talent Solutions
Start off on the right foot
Set the action plan together
Outline the raw skills and personality requirements. Forward sample profiles and drill into
specifics on why they like or dislike them. Determine how involved they want to be, put
due dates in writing, and agree on what success looks like (e.g. five candidates in round
two). Speak up early if you need clarification, no matter how small – it will save you both time
and headaches!
3.
Nail the req intake process
Tap their contacts
Ask them to refer star performers. Request that they share jobs and company news on select
platforms to make them feel invested in the process. Make it easy for them by drafting
language they can adapt. Ask them to join any additional “practitioner only” LinkedIn groups
that are closed to recruiters.
4.
Share the sourcing
