In this Dr Vivek Bindra Talks about 7 Crucial steps for Hiring/Recruitment of employees. To Attend a 4 hour Power Packed “Extreme Motivation & Peak Performance” Seminar of BOUNCE BACK SERIES, Call at +919310144443 or Visit https://bouncebackseries.com/ To attend upcoming LEADERSHIP FUNNEL PROGRAM, Call at +919810544443 or Visit https://vivekbindra.com/upcoming-programs/leadership-funnel-by-vivek-bindra.php Watch the Leadership Funnel Program Testimonial Video, here at https://youtu.be/xNUysc5b0uI Follow our Official Facebook Page at https://facebook.com/DailyMotivationByVivekBindra/ and get updates of recent happenings, events, seminars, blog articles and daily motivation.
Views: 359789 Dr. Vivek Bindra: Motivational Speaker
Get your Bulk Hiring happen in just 4 days with unlimited free job posting only at Freshersworld.com.(To register : http://corp.freshersworld.com?src=Youtube) ,This video will give you an insight about Ways to improve your hiring process. One of the most important ongoing tasks you'll have as a business leader is hiring. It's not easy, though; it's a time-consuming process with monetary and reputational consequences if you make a bad hire. Taking the time to find the right person — someone who is not just technically capable but also a good fit for the company — is important. Companies that are successful in hiring have a process that includes attracting high-quality candidates, evaluating them in several different areas, and taking the time to get to know the people in different ways. Here are some tips to build and improve your own hiring process. 1. Job descriptions. If you're not careful, the way your job posting is written can deter great candidates from applying. The more successful postings included statements such as "We seek to provide employees with constructive feedback to foster their career growth," and "You will have many opportunities to collaborate with talented people." The takeaway? Put more of the focus on what your company can do for potential employees, and you'll attract candidates who better fit your needs. 2. Embrace digital trends and social media. Most people want to work for companies that keep up with the latest tech trends Another good way to embrace the digital side is to make sure your career site is mobile-friendly. 3. Focus on soft skills. Although the right skill set may seem like the most important factor in whether a candidate is a good fit for a particular role, the truth is that skills can be acquired, but personalities cannot. 4. Check social media profiles. Like most employers, you'll probably do a background check (or at least a quick Google search on the candidate's name) to see what comes up about that person online. But if you're not looking through the candidate's social media profiles, you could be missing a key way to find out more about the individual as a person and an employee — for better or for worse. While it's legally risky to allow a candidate's social media activity to factor into your hiring decisions, it can give you a better picture of someone you're interested in hiring 5. Fit the personality to the job. A candidate's personality is another important factor to consider. For example, a trait such as empathy would likely be much more important for a nurse or a social worker than it would be for a tax attorney or a computer programmer. 6. Improve your interviews. Eighty-two percent of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time or lacked confidence in their interviewing abilities to pay attention to red flags candidates exhibited during the interview process. Do not overlook on factors like coachability, emotional intelligence, temperament and motivation. 7. Let candidates interview you, too. Allowing prospective employees to interview you will give you a chance to see what's important to them. Plus, it will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it's not the right fit for them. 8. Keep an eye on your reviews. Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips and reviews from current and former employees. Top candidates may not even apply in the first place if they don't like what they see: 69 percent of job seekers said they would not take a job with a company that had a bad reputation, even if they were currently unemployed. On the flip side, 94 percent of respondents said they're likely to apply for a job if the employer actively manages the employer brand by responding to reviews, updating the company's profile, and sharing updates on the company's culture and work environment. And if you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. Freshersworld.com is the No.1 job portal for freshers jobs in India. Check Out website for more Jobs & Careers. http://www.freshersworld.com?src=Youtube Here is the Android app of fresherworld.com now we are more closer to you : Link : https://play.google.com/store/apps/details?id=com.freshersworld.jobs&hl=en&pageId=102536859415473798561 ***Disclaimer: This is just a training video for candidates and recruiters. The name, logo and properties mentioned in the video are proprietary property of the respective organizations. The Preparation tips and tricks are an indicative generalized information. In no way Freshersworld.com, indulges into direct or indirect promotion of the respective Groups or organizations.
Views: 38829 Freshersworld.com Jobs & Careers
WHO IS STEFANIE STANISLAWSKI? She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices. Throughout her career she has consistently found ways to be a connector: between women and HR, HR and Millennials, and Millennials and the future of the workplace as we know it. WHAT IS HER TEDx TALK ABOUT? Stefanie goes through some of her most recent research on how the workplace is changing, becoming something out of the ordinary, and how the recruitment process will be in the upcoming years. From technology to people, the best companies are starting to embrace the fact that “talent is their most important asset” and they’re just trying to figure out how to access and keep the best individuals by building smarter, unique and closer organizations with the use of analytics, top technology and top performers. For more information about her, just check out her social media accounts. • Twitter: @sstami8 • Linkedin: https://www.linkedin.com/in/stefaniestanislawski/ • Facebook: www.facebook.com/PredictivePA/ • www.predictive-people.com She is an advocate for three causes: Millennials, Women at the Workplace and the Future of Work. She has an ongoing project for each topic: she’s the CEO of Predictive People, a software that uses an AI algorithm to identify disengagement patterns in employees; she’s the Head of Innovation at Catenon Worldwide Executive Search; she’s a blogger and an international speaker creator of Proudly Millennial.com, and she’s the German Ambassador of Vital Voices. Throughout her career she has consistently found ways to be a connector: between women and HR, HR and Millennials, and Millennials and the future of the workplace as we know it. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 32005 TEDx Talks
Effective Recruiting and Hiring Tips How to Recruit and Hire the Perfect Candidate http://turnkeydoc.com/human-resources/recruiting-staffing/ Tired of spending so much time, sifting through hundreds of resumes or interviewing candidates that are not what you are looking for? In this short video we're going to reveal some recruiting secrets and hiring tips to help you find the perfect candidate! Human Resources Tips might be hard to find and follow but we make it easy! Recruiting Tips #1: Write an ad that will help you quickly weed out the applicants that are not skilled in the areas your business requires. This is one of the best recruiting secrets and hiring tips Recruiting Tips #1 BE SPECIFIC! Don't be afraid to include sales goals or mundane tasks. Making your expectations clear from the beginning will help you avoid misunderstandings while at the same time attracting a hard working employee. If you get stuck writing something descriptive, look for similar positions on Linkedin, most of these ads were written by professional recruiters working for big Human Resources Departments and tend to be very detailed! Recruiting secrets revealed! Hiring Tips that anyone can follow! Hiring Tips #2: Don't be afraid to ask questions and request the answer in their cover letter or email response. Some examples can include: For a Sales Position you can write -- After researching our company, can you name 2 sales strategies you would use to increase traffic to our business If your hiring an SEO Specialist you can ask them to - name 3 online directories that would increase the company's ranking on google local To Ensure they Read the Ad, request something like: Please visit our website and tell us in your own words what we do What if they do not include the answers in their response? You can either dismiss the resume immediately or if you like their resume, respond by requesting they answer the questions, giving them a second chance. Recruiting Tips and Guides are the back bone to your Human Resources Training Recruiting Tip: The Best Candidates are usually working for working for someone else. How can you find these people? Develop relationships with university placement offices Network by participating in professional associations and conferences Look on Networking Sites like Linkedin, where you can view profiles for free Ask your Staff! Referral programs are a great way to tap into your employee's connections! Hiring Tips are easy to follow Recruiting Secret #3 Use Your Web Site. Create an employment section which describes your available positions. This will allow someone who may be looking for a similar position to see you on google. In our experience, the Recruiting Secrets and Hiring Tips outlined here are your best bets for recruiting the best employees. For more ideas & tips please visit our website at www.turnkeydoc.com or subscribe to your you tube channel to receive upcoming video recruiting, hiring and Human Resources tips! http://youtu.be/tHku154y1nY https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 48612 Turn Key Doc
There has never been a more challenging time to be a recruiter than right now. The talent market is struggling and the misunderstanding between candidates and employers is getting worse and worse. There are many new skills that you need as a recruiter to ensure that you are doing your job correctly and excelling within your own career. Join Anne, Recruiter's Marketing Whiz, as she points out the 5 skills all recruiters must have today. These pointers will not only help recruiters better themselves within their industry, but it will also show employers what they should be looking for in recruiters. Check out our website and Twitter for more career tips and tricks from Recruiter: https://www.recruiter.com/ https://twitter.com/RecruiterDotCom
Views: 123789 Recruiter
Learn more: http://www-01.ibm.com/software/smarterworkforce/recruitment-marketing/ • Finding top talent is harder than ever. Attracting candidates and retaining current employees is a lot like attracting and retaining customers. • Candidates want to be valued and have an engaging and transparent experience, and how you treat them has a direct impact on your brand. In today’s digital age, where people share experiences online, a poor candidate experience can be bad for business. • Recruiters and HR need new skills and tools to reach and engage candidates the way marketers do with customers. They must find, attract, nurture, and hire the right talent to grow their businesses.
Views: 472416 IBM Watson Talent
"Hiring is the most important thing you do". Allison Watson, Head of EMEA Business Staffing, shares hiring best practices from Google. Campus is a Google space where entrepreneurs come to learn, share ideas and launch great startups. Find upcoming talks and events at your local Campus: Campus London: https://www.campus.co/london/en/events Campus Madrid: https://www.campus.co/madrid/en/events Campus São Paulo: https://www.campus.co/sao-paulo/en/events Campus Seoul: https://www.campus.co/seoul/en/events Campus Tel Aviv: https://www.campus.co/tel-aviv/en/events Campus Warsaw: https://www.campus.co/warsaw/en/events Recorded in October 2014 .
Views: 75316 Campus - A Google Space
Heather Wildman of Saviour Associates will aim to help develop skills for motivating your staff to achieve the results that are planned for your business. Replacing a staff member can prove costly when accounting for loss of knowledge, existing employee time to cover work in the staffing gap and recruiting and training a replacement. As farm businesses grow in scale, more responsibility is delegated to staff but attracting and retaining good employees is a major challenge to achieving this.
Views: 494 AHDB Cereals & Oilseeds
http://www.UpYourService.com - http://www.RonKaufman.com Effective recruitment strategies and tactics attract people who support your organization's vision, and keep out those who may be technically qualified but not aligned with the service spirit and purpose of the organization. Ron Kaufman is the New York Times bestselling author of "UPLIFTING SERVICE: The Proven Path to Delighting Your Customers, Colleagues and Everyone Else You Meet", and is the founder of UP! Your Service. This new culture assessment tool may be useful for you and your team: "Do You Have an Uplifting Service Culture?". It's available at no cost at http://www.UpYourService.com/assessment Visit http://www.UpliftingService.com to read more about Ron's book and access free chapters, resources, and tools. Go to http://www.RonKaufman.com to learn more about Ron, watch a keynote speech, and hear from his clients. Visit http://www.UpYourService.com to learn more about Ron's work around the world and connect with other leaders who deliver uplifting service. Click on http://www.youtube.com/user/RonKaufman/videos to watch more videos of Ron discussing the principles of uplifting service.
Views: 818 Ron Kaufman
In need to hire high volume of staff? Staff turnover is high in your company and you need more new staff for replacement? These are common challenges for Retail and F&B business. Basically, employers will try as possible as they could to hire new staff as in distributing flyer, put banner at shop, post job advertisement in newspaper, online job ads, career fair, recommendation by friends and etc. But it seems not enough to solve the problem. Expanding your company is great but the more the branch is, the greater the number of staff you need. Unfortunately this hiring issues happens every single month and you’ve reached dead end. Hold on because we’ll get this thing fix for you. In Insights, we have built recruitment solution specially for Retail and F&B industry and have been used by many top gun brands. We’ll solve everything just for you! www.ajobthing.com | [email protected] | +603-2242 3616 Five Card Shuffle by Kevin MacLeod is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/) Source: http://incompetech.com/music/royalty-free/index.html?isrc=USUAN1100227 Artist: http://incompetech.com/
Views: 24847 MauKerja
http://www.davidjenyns.com In this clip, David Jenyns commends Ben Stickland for the high quality team that has propelled Alliance Software and Market Samurai to success. Ben shares his staff recruitment procedure and a couple of other recruiting tips that have allowed him to tap only the best for his company. He also shares more of his insights about SEO, conversions and keyword research. Want to find out the quality of people good recruitment strategies can bring you? Get more information at: http://www.davidjenyns.com
Views: 299 Melbourne SEO Services
Attracting and retaining qualified staff in the Aged Care Sector are key challenges in an industry that requires special people to work in a physically, mentally and spiritually demanding environment. Join Larry Forsyth from Australian Business Consulting & Solutions on behalf of ACCI as he explores strategies that will help attract and retain the right people.
Views: 465 Australian Business Consulting & Solutions
CCEA Business Studies AS Revised-- Created using PowToon -- Free sign up at http://www.powtoon.com/ . Make your own animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 109395 aidyquinn
Shahzia is on a personal mission to change the HR industry, challenging the norm around how recruitment strategies should be executed in organizations. What drives Shahzia is the opportunity to lead incredible teams of passionate, purpose-driven and strategic recruiters who enable leaders to think differently about how they show up in the recruitment process, bringing humanity to a process that has had the humanity stripped out of it. She literally has the best job in the world working for one heck of an amazing and inspiring organization. She leads the recruitment function in the Financial Industry, leading a team of incredibly passionate, engaging and dynamic recruiters who aim to add value to the business at every turn and aim to protect the corporate culture all while providing best in class candidate experience. Guest: Shahzia Noorally Host: Adam Czarnecki Music Night Owl by Broke for Free (Directionless EP) URL:http://freemusicarchive.org/music/Broke_For_Free/Directionless_EP/Broke_For_Free_-_Directionless_EP_-_01_Night_Owl Video Stock by Shutterstock: https://goo.gl/bCtzW7 https://goo.gl/A3AoF3 Other Videos and Materials you may find useful: Modern Resume and Job Search Playlist https://goo.gl/smR8LR Employee's Cannabis Rights and Responsibilities http://www.talenttactics.ca/cannabis.html 5 Minute Crash Course on Cannabis https://youtu.be/sXgezpWIUSg The Cannabis Quagmire Series https://goo.gl/f2iKcB Snowflakes v Zombies https://vimeo.com/216736918 Training Shouldn’t be a Football Game https://vimeo.com/170468449 Workplace Respect: 30 Minute Online Course with a certificate http://www.talenttactics.ca/respect.html Constructive Feedback: 1 Day Course in 58 Minutes https://goo.gl/mwLttJ The Modern Resume, Interviews, Networking and the Hidden Job Market https://goo.gl/GS6Rhe Recruitment and Selection Interviews https://goo.gl/evJjw2 Talent Tactics Podcast https://goo.gl/bdw7VC Adam Czarnecki (chair-net-ski) is a Chartered Professional in Human Resources (CPHR) and a recipient of the CPHR Alberta Award of Excellence and the Distinguished Teaching Award from Mount Royal University. Since 2010 he has been a member of the Senior Management team of a heavy duty truck dealership group in Alberta where he is responsible for Human Resources, Health and Safety, Information Technology and Payroll. He is an Instructor at the University of Calgary, Mount Royal University and Merit Construction Association. Adam Czarnecki is an avid contributor to industry webinars, conferences and expert panel discussions related to human resources, trades and the Alberta employment pool, including a role as technology columnist for CPHR Alberta’s quarterly magazine, HUMANCapital. He is a past CPHR Alberta Board Member as well as volunteer with post secondary institutions and various none for profit societies as a committee member, speaker on employment, corporate readiness and as a resume advisor to students. He holds a Bachelor of Social Sciences Degree from the University of Calgary with a concentration in Crime and Deviance. About Adam Czarnecki Website: http://www.talenttactics.ca/ Linkedin: https://ca.linkedin.com/in/adamczarnecki Twitter: https://twitter.com/adamczarnecki Facebook: https://www.facebook.com/talenttactics Instagram: https://www.instagram.com/talenttactics/ Youtube: http://www.youtube.com/c/TalentTacticsConsultinginc Live Stream: https://www.youtube.com/c/TalentTacticsConsultinginc/live Email Sign-up for Notifications: http://www.talenttactics.ca/contact-us.html
Views: 119 Talent Tactics Consulting inc
Find 1500+ education videos available at http://www.youtube.com/user/IkenEdu Every company needs employees for performing the different tasks. In this video you will learn the whole process of recruitment and selection process of an organization. Watch the whole video and you will get to know everything about the process of selection and this will help you know how you can prepare yourself to get selected.
Views: 221570 Iken Edu
With studies showing the increasing skills shortage of workers in a range of industries, small and medium businesses must compete against the brand recognition, salaries and benefits of larger companies. However it is important to note that the best SMEs are up against the same odds as all other SMEs. They have to find ways to make their often lesser known brand a more attractive choice than the prestige of big company brands. Despite the competition and talent shortages, SMEs are proving to be formidable competitors in bringing talented employees to their doors, hiring an increasing number of staff while maintaining a selective hiring criteria. This is because they know how to leverage their culture and the advantages associated with their smaller size to win over candidates. Attracting talent Great Place to Work’s study of 50 top SMEs identified six strategies that such companies have used to engage and attract talent. These are noted below, although it must be taken into consideration that how a company executed each strategy may change according to company size and industry and culture. Provide robust opportunities for growth and development Increasing numbers of candidates are more attracted by career development than just salary alone. Candidates what to grow and be challenges. Companies must be ready to demonstrate growth paths available to employees, and highlight opportunities available to assist them to grow professionally such as an investment in training programmes, internal promotion and challenging work projects. Highlight the impact employees can make by working at your company A major benefit of working for an SME is that employees often have greater responsibility with actions making a greater impact on a company’s success. This sense of purpose is a critical component of a great workplace. In addition, according to studies conducted by the University of Michigan, when employees know how their work impacts the lives of others, their company or the world around them, their productivity, morale and job satisfaction increase significantly. Realising the difference you are making has shown to be especially important for millennials in the workplace. Generation Y shows that a sense of purpose in ones work is a stronger predictor than pay as to whether an individual will stage at a company and participate in referral recruitment. Make sure you offer fair pay and attractive benefits In addition to realising the impact of their work, being rewarded for their work shows recognition and in return generates a feeling of importance within the company and increased job satisfaction for the employee. Whilst smaller companies may not often be able to offer larger salaries, they can place an emphasis on creative and competitive benefits. These benefits can also be personalised to particular employees, for example by offering flexi-time work, subsidised childcare and gym memberships and offering more time off for long-serving employees. Give a great first impression It is important for companies to create an exciting but welcoming environment for candidates applying for a job. Make sure that communication with an applicant is engaging, even if an applicant is not hired, as a good relationship with strong candidates with help to bring them back when another position becomes available. Use creative recruitment tactics Many companies underestimate the power of creative recruitment and the tangible ROI it brings. If you are looking for younger hires and fresh talent it may be wise to partner with colleges and universities, establish an intern programme or offer open evenings where potential candidates can talk to existing employees. Focus also on candidate engagement, and introduce modern but personal recruitment tools such as video technology. Make culture a USP Understanding your company culture and promoting this at every opportunity will allow candidates with similar personalities as those working for your organisation to have increased job satisfaction and make lifelong friends. Finding cultural fit can be difficult so it may be wise to get more current employees on board during the hiring process. For example by using video technology in recruitment, videos can be seen and reviewed by employees to make sure successful candidates will fit in well with the current workplace. Read the blog here: http://bit.ly/1OqmuEX
Views: 197 Jacob Perkins
An interview with Prudence Thomson, Managing Director of Accent Health Recruitment. Prudence's contact details: www.accent.net.nz [email protected] Playlist: http://tinyurl.com/jpw2byy Moving to NZ Facebook group: https://www.facebook.com/groups/366961367030120/ NZ Immigration: http://immigration.govt.nz/ Recommended agency: New Zealand Shores - ask for Sarah Crome and please let her know you came through me (she will prioritise your case!): https://goo.gl/gmRH8E We used and would recommend PSS Removals for our shipping https://www.pssremovals.com/ATW Be a part of my channel through Patreon: https://www.patreon.com/athousandwords Instagram https://instagram.com/jenthousandwords/ Facebook https://www.facebook.com/jenthousandwords Blog http://www.jenthousandwords.com/ My recipe e-book http://www.jenthousandwords.com/p/sweet-things.html New videos on Monday, Wednesday, Friday, and Saturday at 9am New Zealand time. Filmed with a Canon Powershot G7x Mark II Some music by HookSounds.com Some links used are affiliate links.
Views: 1567 A Thousand Words
https://businesswales.gov.wales Selecting the right person depends on following a series of clear steps. This gives you a simple process that you can use no matter what type or level a position you want to fill. This also ensures your recruitment is efficient, effective and fair
Views: 90419 Business Wales/Busnes Cymru
Social Media role in Entry level Recruitment – Freshersworld, a recruitment platform (To register: http://corp.freshersworld.com/post-job?src=Youtube ) that helps to get your requirement live on most of the happening social media. Social media is one important tool that has totally changed the way businesses work and recruit these days. On a monthly people there are more than 288 million people who use twitter and 300 who use instagram. Not just that, Facebook gets 890 million checking’s per day. Social media is effectively used for marketing these days and can definitely help you build and create the right team of employees. You could also the best employees by using social media. Wondering how you should do it? Read this post! Look out for the potential employees First you will have to find out which social media sites are there and which are the ones you can use for hiring people. See which one people use the most. This will require you to do more research. Maybe you should speak to your employees and see which social media sites they prefer at the moment. Focus on the bigger and larger sites such as LinkedIn or industry specific social networks. It could help you. Use your social media accounts Social media is all about keeping in touch with your friends along with meeting all new people. Always remember to share your personal network that you are hoping to use so that more candidates can be attracted. The bigger your personal network is, the better it would be for you. So make sure to connect them with the right influences so that you can expand your tech. Facebook is the best! Never underestimate the value of Facebook. Out of all the social media networking sites, one that is most successful and popular is Facebook. It has over 1.5 billion users. It will not only connect your friends, family and business associates but can also be used to expand connections, businesses, organizations and interests. You may also find out where your passion lies in your business by spending a bit more time on facebook. Once you have gathered some names, you could take a better and closer look at your LinkedIn profile so that the hiring process can be evaluated. Become a part of a social group Apart from building your connections on LinkedIn, you may also join a few groups that will help you come closer to all new candidates who could be a part of your company. In case you were always searching for writers, you could find a group that has professional writers and members. Once you have joined relevant groups, you could find ways to reach out to more people, speaking to them and responding to what others have to tell. You must remember to stay active in the group and answer all questions potential candidates have for you. Have a page on Facebook and post ads on them When you are using facebook, make sure to maximize it entirely. You should use this public platform to share your business deals and speak to all Facebook users. You could also share that you are hoping to fill in a few positions on the page and see who will reply to you. Having a few ads in social media groups may also help. What about a portal that helps to get your requirement live on most of the happening social media. Yes we do that for you here at Freshersworld.com. Freshersworld.com is the No.1 job portal for freshers jobs in India. Check Out website for more Jobs & Careers. http://www.freshersworld.com?src=Youtube Download our app today to manage recruitment when ever and where ever you want @ https://play.google.com/store/apps/details?id=com.freshersworld.jobs&hl=en ***Disclaimer: This is just a training video for candidates and recruiters. The name, logo and properties mentioned in the video are proprietary property of the respective organizations. The Preparation tips and tricks are an indicative generalized information. In no way Freshersworld.com, indulges into direct or indirect promotion of the respective Groups or organizations.
Views: 12737 Freshersworld.com Jobs & Careers
Margo Crawford, President & CEO, Business Sherpa. The key to the success of any company is building the right team at the right time, but the process of finding, recruiting and selecting the group who will be 'on the bus' through the journey can be one of the least planned out and executed activities in a start-up, often leaving companies having to rein in headcount, or reduce burn and critical gaps in their team at a later stage. In this session you will learn the principles of recruitment and selection as well as practical approaches for early stage companies including critical tips and pitfalls to avoid along with a set of lessons learned from years of supporting start-up companies. MaRS - Building Canada's next generation of global technology companies. marsdd.com
Views: 11436 MaRS Entrepreneurship Programs
Effective Recruitment Strategies https://bestrecruitingstrategies.com/effective-recruitment-strategies/ What are the effective recruitment strategies for your independent recruiting firm? Well, for one thing, we are in a very high burn out business. It just is... So, what I always recommend is to get away for a few hours, kick the can, ride a bike, hike, take your boat out, whatever makes you happy and relaxed. This is where you can clean your mind of everything, recharge your batteries and come back to work with new fresh ideas. If you don't have a "happy place" you need to find one quickly! Also, an effective recruitment strategy is to become a retainer deposit recruiting firm and if you're not a deposit firm, I want to help you get there! Faster! Quicker! and easily! If you want to get out of the rat race of contingency recruiting but don't have any idea how to present deposits to companies, get my FREE 7 proven steps to quick recruiting for free and start charging deposits for your recruiting! https://www.stoprecruitingforfree.com And, if you are looking for additional recruiter training go to: https://www.bestrecruitingstrategies.com I look forward to strategizing with you soon! Mike Palumbo https://www.bestrecruitingstrateiges.com
Views: 1675 Best Recruiting Strategies
Did you know that one in eight jobs in the U.S. will be in healthcare by 2022? This Healthcare Recruiting Trends and Strategies will discuss important trends driving healthcare recruiting, along with strategies for thriving in this highly competitive environment
Views: 746 Talemetry
Recruiting (0:43) Top recruiting challenges (1:01) Hiring at different company stages (2:12) A biology metaphor for hiring (2:23) Early employee characteristics (2:47) Common hiring trap (3:08) In this series, Matt Blumberg coaches entrepreneurs through the crucial transitions that turn a startup into a sustainable business and a founder into a CEO. Blumberg explains how thoughtful processes help shape operations, talent development, financing and work-life balance. ABOUT THE KAUFFMAN FOUNDERS SCHOOL Visit the website: [http://bit.ly/1EW2br7] The Kauffman Founders School presents a powerful curriculum for entrepreneurs who wish to learn anywhere, anytime. The online education platform features experts presenting lectures in series modules designed to give Founders a rich learning experience, while also engaging them in lessons that will make a difference in their business today, tomorrow, and in the future. The Kauffman Founders School series modules include Powerful Presentations, Intellectual Property, Founder's Dilemmas, Entrepreneurial Selling, Entrepreneurial Marketing, Surviving the Entrepreneurial Life, Startups, and much more. ©2016 Ewing Marion Kauffman Foundation. May not be used without permission. To enter a request for permission to use, contact [email protected]
Views: 18106 Kauffman FoundersSchool
Google's Recruitment Strategies Analysis. Author: rlrn93. Download from SlideShare http://adf.ly/1GrZxb Google's Recruitment Strategies Analysis. How Google recruits, their recruitment process, company culture, comparison with competitors, recommendations for Google. Published in: Recruiting & HR Transcript 1. RECRUITMENT 3. 101 United States- headquartered, MNC Specializing in Internet related products and services Main product: Google.com Have branched into other products 4. Google’s Corporate Culture 5. google-‐do-‐cool-‐things-‐large.png Fun Creative Stimulating People-centric Fortune’s Top Employer in 2014 6. Getting a job at Google Google receives over one million resumes per year. Of this, they hire 4000 - 6000 people 0.01% - 0.04% 7. Applying to Google Choose relevant ﬁeld Choose geographic area, position of interest Job details, press APPLY Add information and documents 8. Applying to Google 1) Recruiter screen Recruiter screens every resume to look for a potential fit. 2) Phone screen Recruiter contacts you, explains process and lets you know what to expect. 3) On-site interview With 4 or 5 other people for 45 minutes each. May be asked to solve technical problems, and quizzed about unconventional topics. 9. Applying to Google 4) Interview feedback Each interview submits their individual feedback (numerical) about the candidates. A search is done to match the candidate’s resume to employees’ resumes. 5) Hiring committee Consists of senior managers and employees. They review all feedback, resumes and work experience. 6) Executive review Senior executive reviews every offer. 10. Applying to Google 7) Compensation committee Determines the appropriate total compensation for the offer. 8) Final executive review Makes final review of offer before extending to candidate. 9) The Offer Recruiter notifies candidate of offer, explains all details. 11. The Ideal Candidate Smart, team oriented Open to change & challenges Leadership, ‘Googleyness’ 12. “We’re looking for people who are good for Google—and not just for right now, but for the long term.” 13. Internal Identity of "Great work-life balance with adequate opportunity for career development" “Incredible working environment, incredible facilities. Food is the biggest perk.” “I got to meet many smart people, but he company towards the last part of my tenure has been way too political for my taste.” “Google takes amazing care of its employees - be it trainings for work, education program support, or free massages J”"You can feel that it's a really big company now – it’s difficult to advance & a lot of red tape" 14. Core Values of Google Don’t be evil Innovation is our lifeblood Care for our community Working with great people 15. Employer Branding Establish an image of the employment experience “What’s in it for me” Attract the right candidates Create a synergy with consumer brand: align promise to customer with promise to employees Development of an appealing image for current and potential employees External image Internal identity 18. Competitors’ Attraction Strategies VS 19. Facebook’s Attraction Strategies Not purely grade- focused Open communication within the workplace Encourage employees to pursue their own interests 24. The Talent Compact The Talent Compact Promises Made Promises Kept Purpose • Guiding mission and values • Global citizenship • Committed to the region Brand • Known for excellence • Leading global company • Inspirational leadership Culture • Authenticity • Meritocracy • Connection • Talent-centricity Opportunity • Challenging work • Accelerated career track • Continual training/development • Competitive pay A lot of frustration with the middle management Middle management filled with many inexperienced managers, making long term development difficult for the company Communication is one- directional (top-down) High secrecy level as employees cannot talk about Apple Raises are small or non- existent Close to zero opportunity to move up Framework for Attracting and Retaining Talent Make sure to subscribe to my channel if you liked the video! Music Supplied by NoCopyrighSounds: Artist Name: Krys Talk - Fly Away (JPB Remix) [NCS Release] Video link: https://www.youtube.com/watch?v=sIqx8ajdShU ▽ Follow JPB SoundCloud https://soundcloud.com/anis-jay Facebook https://www.facebook.com/jayprodbeatz Twitter https://twitter.com/gtaanis Instagram https://instagram.com/gtaanis/ ▽ Follow Krys Talk SoundCloud https://soundcloud.com/krystalkmusic Facebook https://www.facebook.com/krystalkmusic Twitter https://twitter.com/KrysTalkMusic
Views: 7683 Biness
Do you work with volunteers in the nonprofit sector? How do you effectively recruit and then keep volunteers engaged in your work and mission? Join the conversation with two staff members from the Center for Social Justice Research, Teaching and Service, a hub of volunteerism, community engagement, and social justice work at Georgetown University. Nearly 2,000 students engage with CSJ’s activities each term, including nearly 500 undergraduates that have weekly tutoring and mentoring commitments in Washington, DC. CSJ’s Lauren Johannesson-McCoy (C’04, MBA ‘14) and Ray Shiu share promising practices in recruiting and managing Millennial volunteers. *Co-Sponsored by the Center for Social Justice Research About the Presenters: Lauren Johannesson-McCoy has served as the Administrative and Financial Officer at CSJ since May 2012. After graduating from Georgetown University's College, Lauren spent several years in education, serving as a Jesuit Alumni Volunteer at Cristo Rey Jesuit High School in Chicago, IL as well as teaching at the high school level in D.C. before returning to Georgetown. Lauren earned her MBA from Georgetown University's McDonough School of Business. Ray Shiu has served as Associate Director of CSJ since February 2012. In this role, he is responsible for the overall management of CSJ’s staff-run and student-run social justice community-based service, including student development, community and university outreach, and fiscal and administrative management. Originally from Modesto, CA, Ray received his BS in Genetics from the University of California, Davis. After graduation, he moved to New York City and worked as a program and financial officer at a research center at the Columbia University Business School. While in New York City, Ray earned his MA in Higher Education, with a concentration in academic and student development from Columbia University’s Teachers College.
Views: 1371 Georgetown University Alumni Career Services
Tips & Strategies for improving your patient recruitment and retention!
Views: 49 TrialJoin - Clinical Research Resources
The focus of the webinar will be to provide an overview and information presented in the CJCA Staff Recruitment, Hiring, and Retention Toolkit published in January 2019. The toolkit provides research, strategies, examples, and tools jurisdictions may use to improve current practices related to selecting and retaining qualified direct care staff. The webinar objectives are: • To share best practices for recruiting and retaining direct care staff in the field of juvenile justice, including key factors contributing to staff retention and turnover • To provide specific strategies for recruiting, hiring, and retaining competent staff • To understand the fundamental role facility/agency culture and staff wellness plays in retaining staff • To understand how data plays a role in successfully recruiting and retaining competent direct care staff • Offer a series of steps to consider when beginning this work force development journey
Views: 41 CJCA
On today’s episode of SBI Sales and Marketing video podcast, we delve into how your recruiting strategies can make the difference between a successful business and a failing one. Visit http://bit.ly/6stepgrowth to follow along at home. 00:45 Introducing Todd Cione 03:47 Discussing what it takes to have star sales employees 05:18 Developing your sourcing and recruiting strategies 06:09 Using recruitment strategies to locate great talent 09:35 Seeking out hirable talent rather than receiving applications 14:34 Assessing the talent for hiring potential 17:49 Determining the best cultural fit for your company 20:32 Checking references before the onboarding process 22:18 Determining who should become a part of the company 27:06 The onboarding process for your new employees 31:43 Shifting from onboarding to ongoing employee development 35:21 Discussing career development over time SBI Sales and Marketing Video Podcast episode summary: Today we speak with Todd Cione, the Chief Revenue Officer at Rackspace, about what recruiting strategies he uses to develop a flexible hiring process for his company. First, we discuss what constitutes a successful sales team, and how to discover the “A-players” within your hiring pool. We cover what recruitment strategies Todd uses to find the talent he needs, including searching outside of the typical hiring pool and how to entice those people to consider at your company. Next, we go through each step in the hiring process, including assessing the talent for hiring potential, determining the best cultural fit, and checking references to confirm their achievements and potential. Finally, we discuss the most efficient onboarding process for your new employees. In addition, we discuss the future of employee development, and how to transition from onboarding to continuing development for any potential career paths your new employee may have. Ready to Make Your Number? If you want a copy of the workbook mentioned in this video, go to SalesBenchmarkIndex.com/2016 report to see the details of our six step revenue growth method, which covers market research, corporate strategy, product strategy, marketing strategy, sales strategy and talent strategy. If you want to have one of SBI’s seasoned sales and marketing consultants help you implement our revenue growth strategy in your organization, let us know at https://salesbenchmarkindex.com/contact-us/.
Views: 2599 SBI TV
http://resourcingedge.com/blog.html 5 Steps for recruiting staff, our how to recruit staff guide! 1. Develop a detailed job description 2. Don't settle on anyone 3. Focus on your training and performance management -- it cost more to hire then to train 4. Hire based on skill sets 5. Be efficient in your hiring process For more information on hiring better candidates, visit our website at http://resourcingedge.com/ or call (877) 703-9114.
Views: 3408 Resourcing Edge
Get your Bulk Hiring happen in just 4 days with unlimited free job posting only at Freshersworld.com.(To register : http://corp.freshersworld.com?src=Youtube) ,This video will give you an insight about Bulk hiring's. Walk in interviews and mass hiring is not easy. Even though your company is running out of new people and needs a fresh list of workers, you have to always remember that rushing in no way will help you. You have to plan things from before and decide accordingly before the final decision is taken. In this post, we have enlisted some quick posts we hope you will find help from! Begin with the job descriptions at first No matter what hiring process it might be, you must always begin with a solid job description. Always remember that it is a necessity. The process will make things much easier if you simply add some accurate job descriptions like customer service reps or maybe assemblers. You should also give the candidates a very clear picture of the job you are aiming at and then get ready to ask questions in the interview. How you should go about the recruitment procedure When you are having a walk in interview, you have to get the word out. There are so many people right now who are unemployed and could really make something out of the job opportunities you give them. • Post it: You should always use job postings that are popular such as the local newspaper classifieds or even the industry magazines. There are some online job postings such as monster, craig list and others which will be recommended too. • Referrals: Don’t ever overlook the current staff you have. Tell people to go spread the message to their friends, family members and acquaintances. • Speak to the network: Your networking contacts are also highly important here. Let them know that you are hiring. • Have a job fair: Having a job fair also makes enough sense. Send more press releases and newspaper ads. This could help you get several resumes and good candidates. Don’t hire all immediately. If you are hiring a large group of people like fifteen or more, you should not do it all at once. You should stagger the orientation and train them into groups. Also consider having a group of not more than people per week. In that way, you will have a much easier time getting a small pack of people processed and orientate them into the company and begin the cycle of training. Speak to an HR consultant When you are working with small businesses, you could have around two HR employees or none at all. But to make mass hiring processes and walk in interviews simple and easy, you have to have a HR professional, have proper project bases and make sure the staffing management is taken care of. HRs are usually good when it comes to hiring and recruiting people. Trust them always, especially when you have to handle a lot of people at one go. They can really help you during times like these. Take help of Freshersworld.com This is where we come in: Freshersworld.com is the No.1 Jobsite for Fresher Hiring in India with over 1 crore+ total entry level resumes on our website. With such strong resume database, we are able to provide you a guarantee of hiring in 4 days in just Rs.1500 only! Our Services includes all of the above Nitti gritties. 1. Post job For Free: Post Job in 20 Seconds! It's that Easy! Hire Freshers from all over India. Instant responses guaranteed! 2. End – End – Recruitment: Hire from Campuses around India! Fresher hiring was never this simple! On-Campus end-to-end hiring solutions. Campus, Drives, walk-ins , we do it all. 3. Online Assessment: Assessing fresher talent was never this convenient. Recruit quality candidates within less time and cost using our Online Assessment Engine. 4. Resume Search: Getting the right candidates now made pain free! Say goodbye to countless unqualified resumes with our Free Search Services. Freshersworld.com is the No.1 job portal for freshers jobs in India. Check Out website for more Jobs & Careers. http://www.freshersworld.com?src=Youtube Here is the Android app of fresherworld.com now we are more closer to you : Link : https://play.google.com/store/apps/details?id=com.freshersworld.jobs&hl=en&pageId=102536859415473798561 ***Disclaimer: This is just a training video for candidates and recruiters. The name, logo and properties mentioned in the video are proprietary property of the respective organizations. The Preparation tips and tricks are an indicative generalized information. In no way Freshersworld.com, indulges into direct or indirect promotion of the respective Groups or organizations.
Views: 20206 Freshersworld.com Jobs & Careers
Watch the complete program and over 350 more (including all the Tom Peters programs) for $99 a year ($8.25 a month) when you subscribe to Trainflix®: https://www.mytrainflix.com/. In today's new world of work, talent is your most valuable asset. You have to be able to recognize it, recruit it, and retain it. Tom Peters is a talent fanatic and in this must-have video he presents 10 vital lessons that will turn your company into an energetic, humming, happening talent magnet. Key Learning Points Pursuit of talent is all encompassing -- become a talent magnet All talent is not equal - recognize the talent you need Some people are better than other people - some people are a lot better Managing talent Change your calendar - and become a talent fanatic! Includes PowerPoint slides to aid in training presentation. To learn more about this program and view an extended preview, please visit: http://www.enterprisemedia.com/product/00020/talent-win-great-war-talent/
Views: 4071 EnterpriseMediaVideo
Jobs hiring - how to recruit Best employees within small Budget - Online recruitment process strategies. Recruiting and Hiring Tips. How to Hire or Recruit Employees? Jobs hiring - recruitment process consultant. How to recruit - hire online. Employees, tips, strategies, process, steps, methods, procedure. Select staff - recruit Specialist. New recruiting plan - find best employee. Employment job search - job agencies, recruitment Solutions, HR Services. Work job hiring firms, companies, working office, business entrepreneurs, prospective employer, career training, job interview, startup entreprenuer, recruitment agency,staffing services, good qualities, company description, book club. How to hire and provide training to an Employee? HR Recruiting and Hiring Tips. TALENT! Hiring, Recruiting and Attracting the Best Employees within small budget. How to find Best Employees for any difficult job, like landscaping, construction or lawn care. Social Media Recruiting and Hiring. Social media role in entry level hiring. HR Recruiting Tips. Startup CEO: Building Your Team - Recruiting & Hiring. Lessons on Hiring Employees: How to Hire? When And How To Hire Your First Employees. Hiring and Training Employees For Your Restaurant. Best Things to Do Before Hiring an Employee. How To Hire Your First Office Employee? How to Hire the Right People - Finding Good Employees. How to Hire for Small Business: Recruiting and Managing Employees. Bulk Hiring Solutions for entreprenuers. Walkins and Recruitment Drives - Top HR Recruiting Tips. Ideas about how to hire or recruit employee. Hiring & Keeping the Best Employees. Recruitment, Hiring & Selection of Employees. How to hire the best: "The key qualities to look for".
Views: 30 Best Free Download Video
Learn the basics of HR Recruitment and Selection Process in Human resource management. For more Info on Welingkar's PGDM Distance Learning Program: http://bit.ly/16o0OSy Recruitment Planning and Strategy Development play an important role in the Recruitment Selection Process. This video, brought to you by Welingkar's Distance Learning Program, explains the step-by-step process in HR Recruitment Selection Process - Human Resource Management. Join us on Facebook: http://www.facebook.com/welearnindia Read our latest blog at: http://welearnindia.wordpress.com Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Views: 44408 Welingkar Hybrid Management Programs
Gain an understanding of the recommended best practice approaches to improve recruitment & employee engagement, strategies for staff retention and improving WHS Capabilities in the Aged Care sector. You'll also learn about: - The top 3 reasons people leave their jobs. - Aged Care industry issues - Workforce planning issues - Competitive recruitment strategies - Importance of job descriptions - Interviewing and selection techniques
Views: 381 Australian Business Consulting & Solutions
Innovators Forum guest Danika Davis, CEO of a prominent HR professional organization, outlines some of the best practices in hiring. Discuss this and other topics at http://www.CiscoInnovators.com
Views: 25562 InnovatorsForum
The Most Innovative Recruiting Strategies We are entering an era of unprecedented recruiting innovation. As the industry has evolved, specialty areas of talent acquisition (TA) have been carved out to drive efficiencies and provide greater impact. Experts focused on TA segments such as employment branding, sourcing, engagement/assessment, candidate care and data analytics (among others) have introduced innovative techniques and processes that are raising the bar for success. In this webinar we’ll discuss a number of these TA innovations for both team-based and individual applications that you can take back and implement at your organization. A few of the areas touched on will be: - Advanced Data Mapping – how to create a “propensity to respond index” - What function is the “edge of the spear” -Employment Branding vs. Talent Sourcing - Hyper Targeted Talent Engagement – innovative methods and tools - Recruitment Data Synthesis – sifting profiles and behavior data for talent pipelines Our speaker, K.C.Donovan, will be joined by Shannon Pritchett of ManPowerGroup to share their perspectives on the coming changes in TA and how you can prepare to make the most of these innovations. Sponsored by: Cornerstone OnDemand
Views: 2022 ERE
https://profittrans4mations.com.au - How to Motivate Your Employees with team building strategies that actually work and improve employee engagement. This video of step 2 of the 7 Steps to Profit Certainty. Using these unique team building strategies, in just one week their productivity can increase. Subscribe through the link above for more of the 7 steps plus additional newsletter content. This video reveals little used strategies to increase your staff productivity and motivation so your bottom line profits increase. You'll learn the most important skill of business growth and recruitment - identifying good attitudes in employees. See the "World's Most Practical Business Courses" for business owners only... https://profittrans4mations.com.au/training/online-business-courses/ TAGS how to motivate employees team building strategies How to manage people employee engagement how to motivate staff motivating employees motivation in the workplace team motivation how to increase productivity how to motivate a team employee productivity how to motivate your team motivate employees motivating staff team building training team building strategies employee motivation techniques effective team building how to motivate employees customer service training building team ways of motivating employees how to motivate your staff motivate staff motivation in workplace team building techniques team building program importance of employee motivation employee motivation ideas team building exercises for staff how to motivate employees to work how to motivate employee how to keep employees motivated ways to motivate staff motivational techniques for employees motivating employees in the workplace employee motivation articles -~-~~-~~~-~~-~- Please watch: "Business Management Made Easy to Increase Profits Rapidly & for FREE | Business Course Online" https://www.youtube.com/watch?v=RMa1QLeJXpI -~-~~-~~~-~~-~-
Views: 1092 Tim Stokes
Kim Seeling Smith has conducted more than 5000 interviews during her time in recruiting. The recruitment expert knows what people want in a job and a company. MFAA on air spoke to Kim about the importance of cultural fit over skills and how best to find the right person for the right role. Kim will be presenting at the 2015 National Convention in May.
Recruiting Staff: Doing Business In Japan Demographics are accentuating a talent shortage in Japan. The supply of young people has halved over the last twenty years and is on track to halve again between now and 2060. The number of young Japanese studying overseas peaked pre-Lehman Shock in the low 80,000s a year. It dropped down to low 50,000s and has crawled back up to around 60,000 going overseas to study each year. The flavor of their overseas experience has also changed. Many more are going for short stays, so their level of English isn't as good and their cultural immersion isn't as deep. This is a function of cost and also the greater concerns for personal safety in a world where terrorists roam major cities, killing innocents without warning. This trend to go abroad less and for shorter periods is ironic because the minds of the corporate titans in Iapan are now more focused globally. Their companies need young Japanese staff who can handle the world beyond the seas surrounding Japan. They know that they have to acquire businesses and expand in markets offshore to survive the consumer population decline. Matrix organisations have Japanese staff here leading foreign staff scattered around the world. The opposite is true too. Japanese staff here are reporting to foreign bosses located overseas. The old days of the simple model of the Japanese expat disappearing for five year to be forgotten about have gone. The levels of English being produced by the educational system in Japan is underwhelming. The system is failing young people and making sure they hate having to learn English instead of helping them gain a facility with the language. This is a world where English capability is needed at the precise point that the young are opting to stay in Japan. It is hard to argue with their logic, the food is seriously excellent, no guns, no terrorists, no major drug problem, and everything here is pretty comfortable. Why put yourself of dealing with foreigners in you poor English? Better to stay here and relax. The recruiting companies are having a field day charging 35% plus to locate new staff for you. If you are a mega corporation then this is probably a flea bite. If you are a small–medium operation this looms large. For example, a $100,000 a year position will cost you $35,000 to place. That number will get your attention every time. There are job boards, and there are recruiter/job board combinations, but regardless none of this is cheap. In Japan young people are encouraged by their families to join very large corporates. This seems a safe and stable selection process. Getting them to quit their current job and come and work for us runs into opposition from their parents and even the spouse’s parents as well. Foreign corporates might be angels, but everyone prefers the devil they know instead. So to encourage people to join we must accentuate our flexibility. Not requiring people to work overtime or stay until 11.00pm at night is well regarded. We can be more flexible than the big Japanese corporations. Usually, there will be a base and bonus arrangement. In the West the bonuses are performance based. The bonuses in Japan are paid in summer and winter and are more a delayed salary payment than a true bonus. Western companies can pay for performance though and this is a good differentiator. In Japanese companies everyone gets paid the same and move up through the ranks together, regardless of performance. It is revolving around when you entered the company, how old you are, what rank you hold, etc. Everyone moves up together in lockstep. So to get people to come on board you need to pay people more to compensate the risk of joining you. And English speakers come at an additional premium. One group which may become more important will be the Dai Ni Shin Sotsu group. These are young people in their mid to late twenties who want to change their companies. The percentage is running in the low thirties at the moment but it has been in the mid forties in the past. They have spent around 4 years with the company, have been trained by them and then they walk out the door. They are hard and expensive to replace. So we really need to work hard at keeping the new recruits inside the company. This is the skill of the leader and if they don’t have the skills, then you will see your good people walk out the door.
Views: 197 Japan Dale Carnegie TV
wwwJimStroud.com - With all of the tech innovations available, why is the recruitment industry typically the late adopters? Why not try new ideas for attracting passive candidates? In this episode of "The Jim Stroud Show" Jim shares a couple of ideas that only the more daring companies would try. Listen in, leave a comment and share this video. Please and thank you. Operators are standing by! -~-~~-~~~-~~-~- READ BOOKS BY JIM STROUD # The Number One Job Hunting Book In the World! | https://www.createspace.com/5096124 # Resume Forensics: How To Find Free Resumes and Passive Candidates On Google | https://www.createspace.com/4228076 # Content Is The New Sourcing: Strategies for Attracting and Engaging Passive Candidates | https://www.createspace.com/4693823 ... FOLLOW JIM STROUD ON SOCIAL MEDIA: # Blog: http://JimStroud.com # Twitter: http://twitter.com/jimstroud # LinkedIn: http://www.linkedin.com/in/jimstroud # YouTube: http://www.youtube.com/user/jimstroud # SlideShare: http://www.slideshare.net/jimstroud # Facebook: https://www.facebook.com/thejimstroud... # Google Plus: https://plus.google.com/+JimStroud1
Views: 3701 Jim Stroud
Description Six Sigma was all the rage over the last few years, and now LEAN has become the new buzzword in quality and process efficiency. LEAN is a broad catchphrase describing a holistic and sustainable approach using less of everything to give you more. LEAN is a business strategy based on satisfying the customer by delivering quality products and services that are just what the customer needs, when the customer needs them, in the amount required, at the right price, while using the minimum of materials, equipment, space, labor and time. LEAN, familiar in manufacturing environments, can be applied within the talent acquisition process too. In this presentation learn how our client and KellyOCG partnered to introduce LEAN to the recruitment process. We will also educate you on basic LEAN principles, provide examples of introducing and sustaining LEAN, as well as lessons learned and a fun exercise to help you better understand how being LEAN can improve process. What You Will Learn 1) Strategies for implementing LEAN in recruitment (process) 2) Benefits of LEAN (results) 3) Sustaining a LEAN environment (ongoing) Who Should Participate 1) Recruitment Professionals 2) HR Directors & Leadership 3) Hiring Managers Materials that may be of interest to participants 1) LEAN case study (will be sent to participants after webinar) 2) Book, LEAN Thinking by Womack & Jones 3) Book, LEAN Six Sigma Pocket Toolbook by George, Rowlands, Price, Maxey Get the archived webinar now at: https://bestpracticeinstitute.org/members/articles/zacharymisko.html
Views: 8019 Best Practice Institute
ਸਿੱਖਾਂ ਦੀ ਸ਼੍ਰੋਮਣੀ ਸੰਸਥਾ ਐਸਜੀਪੀਸੀ ਦੇ ਕਰਮਚਾਰੀਆਂ ਦੀ ਕਿਵੇਂ ਹੁੰਦੀ ਹੈ ਨਿਯੁਕਤੀ, ਕੀ ਹੈ ਵੱਡੇ ਅਦਾਰੇ 'ਚ ਕੰਮ ਦਾ ਮਾਹੌਲ ? ਸੁਣੋ 'ਬਾਣੀ' ਵਿਚਾਰ ਸਕੱਤਰ ਡਾ. ਰੂਪ ਸਿੰਘ ਨਾਲ। Know about recruitment strategies of SGPC Employees, special BANI talk with Dr. Roop Singh
Views: 798 ABP Sanjha