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Introduction about Joining Whatapp Group. In a Shakar Dara Media and Local News Monitoring is the process of following, listening, reading, watching,reviewing & analyzing the content of newspapers, TV and radio or any other types of Social Media. Shakar Dara Media and Local News defers across the different types of Social media which is monitored. Everyone know that TV requires the process of both watching and listening for the analysis. This analysis is news monitoring explicitly on local newspapers.
A more subtle focus on content analysis of the two largest Pakistani local news papers like as Dawn and The International News.The content of these type local news papers are categorized into four different sections like as Social, Economic,Political news and geo strategic.The information is gathered through all these four categories on the daily basis from the Dawn local news paper and The news and had been analyzed with the foreign policy perspective.
Each local news category contents two news or three articles per day on the basis of their significance on the foreign policy of Pakistan country. Although the Local News international has already categories their local news on the basis of the specific topics such as business, social, political, and national but most often anoverlap of local news categories could be observed while reviewing the news.
The newspaper hascategorized the local news on the basis of journalistic skills, far from a foreign policy perspective. An economic news article could be more a Geo strategic rather than economic looking from the foreign policy perspective.
This analysis is the composition of 1000+ local news articles in four categories. The news articles have been prioritized on the basis of Political, Economic, Social and geo strategic groups starting from Dawn followed by the News international. A more detailed and subjective analysis is at the end of the news section. This news monitoring is done on online version of the both newspapers, a free service of access to news portal offered by the Dawn and the News international. This review consists three ratings; positive, negative and neutral. It does not include the photographs rating. Most importantly the issue of balanced, missing information, unsubstantial local news, are more important in this analysis. The process of data collection and analysis had been done by taking into account the significant role of foreign policy and its impacts on media and domestic affairs.
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Which Party Will Become Prime Minister in Coming Election?. Which Party Will Win Next Prime Minister in Coming Election? Which Party Will Win Next Coming Election? We can know this by comments and sharing status here that Which Party Will Win Next Prime Minister in Coming Election?
We can see the Pakistan Muslim League-Nawaz’s leader stands disqualified by the country’s Supreme Court after the amazing Panama Leaks corruption probe. Moments after the verdict, Nawaz Sharif announced that he’s stepping down from the seat of the prime minister. What does the Pakistani court judgment mean for Mian Nawaz Sharif, the Sharif family & the PML-Noon? Our experts weigh in
Who will become the next prime minister?
One cannot be sure about it. It’s a very uncertain situation.
Is there anyone that the PML-N can produce as a leader?
I don’t think so because the party revolves around one person or one family. So it will be very difficult for the party to actually have a person who could keep the party united and go into the next elections.
What could be the evolution of the PML-N? Or is this the end of party as well?
That’s the problem with the PML-N. Nawaz Sharif has tried to transform the party and make it more populist but it still remains the party of the establishment. We have seen in the past that whenever under pressure, the party disintegrated and I think it could happen again.
Does the party have any chances in the next elections?
It’s doubtful because the entire family has been indicted and I think that’s the biggest blow.
Will the PTI or any other party be able to take advantage in the elections?
Imran will have the biggest advantage but basically politics will become much more fragmented now in Punjab because the battle ground is in Punjab. The rest of the country isn’t that much affected by the verdict. It will lead to a more fragmented house.
Places comments on which party will win next election?
Childbirth Specifically daughter is God Rehmat for Mr Tahir Anwar at Bori Saghri Shakar Dara. Mr Tahir Anwar got Childbirth a doughtier which is God Rehmat for Mr Tahir Anwar. Mr Tahir Anwar belong to Bori Saghri Shakar Dara.
What does the Bible say about
John 16:21 ESV / 169 helpful
When a woman is giving birth, she has sorrow because her hour has come, but when she has delivered the baby, she no longer remembers the anguish, for joy that a human being has been born into the world.
Jeremiah 1:5 ESV / 77 helpful
“Before I formed you in the womb I knew you, and before you were born I consecrated you; I appointed you a prophet to the nations.”
Isaiah 66:7-12 ESV / 63 helpful
“Before she was in labor she gave birth; before her pain came upon her she delivered a son. Who has heard such a thing? Who has seen such things? Shall a land be born in one day? Shall a nation be brought forth in one moment? For as soon as Zion was in labor she brought forth her children. Shall I bring to the point of birth and not cause to bring forth?” says the Lord; “shall I, who cause to bring forth, shut the womb?” says your God. “Rejoice with Jerusalem, and be glad for her, all you who love her; rejoice with her in joy, all you who mourn over her; that you may nurse and be satisfied from her consoling breast; that you may drink deeply with delight from her glorious abundance.” …
Genesis 1:28 ESV / 46 helpful
And God blessed them. And God said to them, “Be fruitful and multiply and fill the earth and subdue it and have dominion over the fish of the sea and over the birds of the heavens and over every living thing that moves on the earth.” Childbirth and Postpartum Care in Islam Childbirth Specifically daughter is God Rehmat for Mr Tahir Anwar
Join us at Shakar Dara Media and Local News where you can get amazing information and opportunity to learn about culturally competent maternity and postpartum care for Muslim women. Educator and postpartum mental health advocate Nadir Rehman shares invaluable religious and cultural context for birth and postpartum care in Islamic families. Part I of my interview discusses childbirth practices and ways to integrate cultural competence in childbirth education. Part II will cover postpartum care, including breastfeeding, and emotional support.
Walker: Can you describe some of the general cultural and religious guidelines surrounding labour and the birth of a baby in the Muslim culture?
Nadir: In the context of Islam, the birth of child (girl or boy) is a very joyous event; all children are seen as gifts from God.
In the Qur’an (Muslim Holy Book), childbirth and labour are recognized as extremely painful and taxing experiences. In the Qur’anic rendering of the story of the Mary mother of Jesus (a respected Prophet of God according to Islam), it quotes Mary as saying while in the throes of labour, “Ah! Would that I had died before this! Would that I had been a thing forgotten!”
The physical and emotional pain a mother endures during pregnancy, labour, delivery and postpartum is but one reason why Islam accords such an elevated status to mothers. In this regard, the Qur’an reminds people to, “Respect the womb that bore you.” Additionally, some of the traditions and sayings of the Prophet in this regard include: that one owes to their mothers three times more love and obedience than that owed to one’s father, and that “Paradise lies at the feet (serving the needs) of one’s mother.”
There are really no guidelines around labour, but as per the example set in the story of Mary, it is seen as a time to turn to God for comfort and assistance.
When it comes to the actual birth, there are a few important practices that need to be kept in mind. Upon the child actually entering the world, one of the first requirements is for the father to recite the adhaan (call to prayer) in the ear of the newborn. This is so that among the first sounds the baby hears are words declaring the Oneness of God. Another practice that is highly recommended (but not required) is to mash a dried date between one’s fingers and let the baby have a taste or lick. This particular tradition hearkens back to the Prophet Muhammad who did this for his grandsons and other newborns brought to him after their birth. It is in acknowledgment of the newborn’s need for nourishment and the fact that dates have the highest natural sugar content. Lastly, if the baby is a boy, arrangements need to be made for him to be circumcised.
Walker: In discussing childbirth education, what are the sources of childbirth education for Muslim women in your area of Toronto?
Nadir: The sources of childbirth education among Muslim women are the same as those for other women: prenatal classes, doctors & of course, friends. Typically, hospitals where women deliver often offer prenatal classes, but there are also a host of private childbirth educators as well.
Walker: Is it appropriate for a woman’s husband to attend class with her?
Nadir: From an Islamic point of view there is nothing wrong with husbands attending childbirth education classes with their wives.
Walker: If a childbirth educator has a Muslim couple in class, what are specific things she needs to be mindful of?
Nadir: I can see two issues that childbirth educators may need to be mindful about if they have Muslim couples:
Muslim couples may not wish to watch videos or see pictures of actual births. This is because certain parts of the body (private parts) are considered an individual’s private space and are not to be seen by others, be they of the same or opposite gender, the only exception to this being between spouses or for medical reasons.
Muslim couples may not wish to practice some of the breathing exercises, which may require the mom-to-be to assume actual birthing positions, in front of others.
Walker: Along those same lines, what accommodations should a childbirth educator make regarding information given: videos, handouts, exercises, etc.?
Nadir: Culturally competent ways of giving information may include letting couples know they don’t have to watch the birthing videos if they are not comfortable with viewing it, so in other words, not making it a mandatory component of childbirth education classes. With regard to the breathing exercises, childbirth educators can let couples know up front that private sessions are available (if they are) and/or let couples know that they are free to do the parts of the breathing exercise they feel comfortable doing and leave out the components they are not comfortable practicing in front of others. If this means a couple ends up practicing the deep breathing without being on their back, so be it!
Walker: Can you speak to the meaning of dress in Islam for women and how that would translate in child birth and after, and during breast feeding?
Nadir: Generally speaking, Islam has dress guidelines for both men and women, and they are in place for the purposes of maintaining one’s modesty. For women, this includes covering everything except the face and hands in the presence of males that are not part of one’s immediate family. That being said, this dress requirement is entirely waived when medically necessary, for example during childbirth, physicals, surgery, etc. It’s also important to note that the dress requirement for women in front of other women is significantly more lax and is why breastfeeding in front of other women is not an issue.
Walker: Would you think that a birth plan is an appropriate tool for a Muslim woman to use to state her needs and requirements?
Nadir: It’s my understanding that birth plans are used to communicate one’s needs, wishes and expectations for the labor and birth. If this is the case, birth plans may be the ideal tool to help communicate one’s wishes, including one’s faith based birth needs and requirements.
Walker: Are doulas commonly used?
Nadir: From an Islamic point of view, there is nothing that mandates or restricts the use of labour support, so that would be a decision left entirely up to the individual/couple. Though in my experience, a lot of Muslim women I know have traditionally tended to rely on labour support in the form of their own mom, sister or friend.
Walker: What are the general preferences between birthing in a hospital vs. home births?
Nadir: Again this is something that Islam doesn’t really provide a guideline about, so I would say that the preferences among Muslim women would be the same as what one would see among women in general.
Walker: You were kind enough to review the Lamaze Six Practices for a healthy birth for this interview, what did you find?
Nadir: In terms of Lamaze’s 6 practices of healthy birth, none of them appear to be in conflict with the Islamic approach to giving birth!
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John Cena Best Wrestling Matches on the WWE Network
There are many wrestling on WWE network and also fans love too, the man who has reigned over the company for a decade plus, now seems to be on the way out. But anyone that’s followed Cena’s career knows that he’s likely not done just yet. John Cena is doing Best Wrestling Matches on the WWE Network.
The question is when will John Cena return?
Cena’s “exit stage right” came after losing to Roman Reigns in wrestling at No Mercy. The WWE touted the match as a must-see main event, though many fans wanted nothing to do with it. The reason for that had to do not only with Cena’s love or hate relationship with the WWE faithful, but also with Reigns’ position as the most hated baby face on the roster.
We Love Cena or hate him, John Cena has been the franchise player in WWE network for over a decade and isn’t looking to slow down any time soon. Many members of the Ce-nation that subscribe to the WWE Network can see all of the best John Cena matches, but which battle should be considered the very best in the career of this all time great? These are the best John Cena matches on the WWE Network today that you can stream and watch right now even john cena played with any wrestler.
Let’s face it, searching on the WWE Network for a specific match can be a daunting task. That’s exactly why this list exists. Now that most of the work is done for you, you can just search for the specific events listed here, and scroll to find Cena’s match.
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Nawaz Sharif is India & America Agent Shiekh Rasheed Said in his Okara Speech. This is new drama of Pakistani Politician. According to Shiekh Rasheed if Nawaz Sharif is India & America Agent than why government not arrest. I am so sorry to say that we will daily hear in Pakistani politician. That type speech can be new drama just for getting people attention nothing else because that is aim of our Pakistani politicians.
Nawaz Sharif is India & America Agent Shiekh Rasheed Said We Pakistan people are so sample. Pakistani Politician also played with innocent people, Pakistani Politician only try to get votes for cheating Pakistan people but no one is honest to Pakistan like as our leaders in past. Qauid e Azam was a great leader in Pakistan but today we not can see any leader like as our great leader in past.
Day by day corruptions. frauds and cheating is game for our Pakistani politicians. Each leader speech need to develop Pakistan but everyone is against and try to cheat innocent people of Pakistan. In the last Pakistan Army Chief will automatically take control of Pakistan if our Pakistani politicians will not able to control corruptions and frauds.
We all need to understand well before next election in Pakistan and select only those leaders who will have good record in normal life and activates. Today with the Social Media Marketing all our Pakistani politicians promoting social media marketing campaign for getting popularity in country. We all Pakistan people need to chose honest politicians in next elections. If any country prime minister will cheating his country than how that country can grown up? No one country can be financial stable if huge wealth from country will export.
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Developing Talent Acquisition Strategy For Kids Study. It’s amazing how much information & training there is out there for recruiters with regard to tactics and tools to do Developing Talent Acquisition Strategy For Kids Study. When I got into the developing business, I didn’t have that kind of access to information or the sheer volume of others’ experience to draw upon. This’s been a tremendous.
ho choose to build and Developing Talent Acquisition Strategy For Kids Study career in recruiting.
Developing Talent Acquisition Strategy For Kids Study
Where we still struggle is in specially teaching the next generation of leaders, how we, as senior leaders, Developing Talent Acquisition Strategy For our kids study. that they’re then tasked with applying those tactics & tools to. JH has done a great job of Developing Talent Acquisition Strategy For Kids Study and adviser training for professionals, but there is still tremendous value in teaching the “why” not but “how.”
That is why I want to focus on how I build Developing Talent Acquisition Strategy For Kids Study, in order to pass on what I’ve learned. Now, full disclaimer, there is no “one right way,” and you will find a plethora of contrary advice out there, so you’ll need to choose what you feel works best for you and your specific situation. However, these’ve served me very well during a successful career, and I believe with slight necessary modifications, they can serve you also.
Step 1: Assess Current State to Developing Talent Acquisition Strategy For Kids Study
I will further divide this into four subgroups: Demand, Resources, Process, and Results. When entering the assess stage, do your best to withhold judgment or preconceptions. The more neutral you can be, the more effective your assessments will be.
Let’s start with demand:
What is average annual/quarterly/monthly hiring load?
How much of that’s driven by turnover?
How much of that turnover is regrettable?
How much of the hiring demand based on growth?
What is the geographic breakdown?
What is the position type breakdown?
How does all of this compare historically?
Understanding your hiring load goes a long way to crafting resource strategies when I get to that point. When you break it down to a monthly and quarterly level, you can better identify periods of high or low demand.
Turnover, of course can give you an eye into possible quality issues or external/internal pressures that may exist.
Regrettable vs. non-regrettable turnover a clarifying area that will help you better hone in on reasons for turnover later.
I use the position breakdown to look at positions by difficulty in sourcing and recruiting. I use the following criteria: What is the barrier to entry for the role? This’s usually defined at years of experience and education required, at the most basic level. What does the potential candidate pool look like? What I look for here is supply vs. demand and competition in my markets.
Finally, you need to do a historical comparison — a minimum of three years, if available. This will help you to start look at trends that impacted the current state. Please remember that at this stage you are still neutral, so don’t worry about “good” or “bad” impact, just impact.
Resources to Developing Talent Acquisition Strategy For Kids Study:
What is the current human capital supporting TA?
What are the role breakdowns?
What are their loads?
What tools are in place?
What is their utilization?
These are pretty basic, but need to be ask. Particularly in role breakdowns and loads. Are they fully applied to their role, or they doing double (or triple) duty? Are they primarily aligned based on: internal customers? Locations? Recruiting methodology? =Based on alignment, what are their req loads? When gathering this information, you can look at position descriptions, but you should also ask, and observe your people in action.
When evaluating tools, first do an inventory of all tools and their costs. Next look at their utilization. I would break utilization down to the same buckets you broke recruiter alignment into. If you try to do an overall analysis, you’d be start with data that will skew your plans later.
Utilization can be measure on time spent using the tools, and/or number of times tools accessed. Most vendors can provide these reports for you easily. Hold off on results for now, as that will come into play later.
Now I move into Process Developing Talent Acquisition Strategy For Kids Study:
What is the current recruiting process(s)?
When does it begin?
When does it end?
These seem like really simple questions. However, the answers often complex.
When looking at the current process, it is not about the current ideal process, the one that may be hand to new hiring managers, but the actual process. How much variation exists? How is the variation aligned? Is the variation based on individual managers, groups, divisions, locations, position types? How many steps, and how long does each take? Keep these times sorted by your alignment determined above. How many decision points? How many hand offs?
There is not right or wrong answer for when the process begins. At some companies it when the vacancy announced, at some once the req created, and at others when the req approved. Just be certain to know how “start” defined for your team.
The same is true for when it ends; there is no right answer. It can be at offer acceptance, clearance of background check, or start, for example. Again, just make sure it’s clearly defined.
Finally, in defining the current state you need to look at and define Results. This can be the trickiest part of the process, since this’s based so much on the quality of data being measure and how it’s measured. I’ve often found that I’ve had to go old school manual to get to the data I need, so do not be surprise if you have to as well. It’s far better than just relying on what’s already been report.
To that end, try to look at the following (and as above, segregate by any variation already identified):
The funnel about acquisition strategy for kids study and pass through from end to end? This should align with the process steps above, overlay prospect candidate and applicant numbers.
Tie this in with time, look at required aging, time to fill talent acquisition strategy for kids.
Is the offer filled percentage in talent acquisition strategy for kids and Is it net gain, loss, or neutral?
What the offer for talent acquisition strategy for kids acceptance percentage?
What is candidate satisfaction about talent acquisition strategy for kids?
What’s hiring manager satisfaction about Developing Talent Acquisition Strategy?
If known, what’s recruiter satisfaction for Developing Talent Acquisition Strategy?
If possible what’s quality of Developing Talent Acquisition Strategy hire?
What’s the cost per hire for Developing Talent Acquisition Strategy?
Most of these are pretty straight forward, so I’ll only pull out a few for further discussion.
When measuring satisfaction use the data you have to start. If it is inconclusive, do a current state survey to get a better benchmark. For candidate satisfaction, reach out to rejected candidates if you can; their experience is far more telling than hired candidates. I know almost no one measures recruiter satisfaction, which is a huge missed opportunity, but get their thoughts as well if you can.
Quality is the toughest to measure, and it really depends on how you define it. If it’s tenure, then you have an easy-to-measure data point. It may not be accurate to all quality, but it’s easy. If it’s performance based, make sure it is a consistent measure or can be easily define. If not, skip it and deal with it later in the process.
Finally, take all the data and overlay cost. To factor cost, use hard costs that you can control at this point … salaries, tech spend, travel, agency, assessments, etc. Baking in soft costs will be harder, but it is safe to assume that a complicated process will be more expensive. If you don’t have super-sophisticated systems, the technique that can at least get you an estimate is to the following:
Estimate is to the following:
First of all, take send out-to-interview ratio using conservative numbers factor five minutes per candidate in hiring manager review. Add that time up and multiply by the average hourly pay of your hiring managers. It’s not perfect, but it will get you close.
Step two: factor total time in actual interviews by candidates, and multiply by average employee hourly pay again being conservative. And assuming that interview teams are mixed.
Adjust how you see fit.
Shake, stir, or adjust how you see fit. What you’re looking for is the soft cost of lost time spent interviewing.
This”ll give you a good benchmark to work from in defining future outcomes.
Now I will discuss how to define a relevant, and achievable future state for your TA organization.
Developing Talent Acquisition Strategy For Kids Study — The Why
Now let’s focus on building the “why” so you can start to build the “how.”
Above, I’s about doing a neutral assessment of the current state, looking at various factors to define demand, resources, process, and results.
Now that we’ve mapped that out, move onto desired future state. There are really only two steps at this point: define and design. I can assure you that the number of steps correlates inversely with complexity!
Now I will focus on Define, as in defining your desired future state. More specifically, there is only one place to start, and that is the end. What is the end output that the organization desires?
This is ultimately the question you need to answer, but first be aware that you cannot produce that answer in a vacuum, nor dictate that answer to the organization. That answer can only come from leadership. You may or may not agree with it, and you may or may not be able to influence it, but it is the only answer that matters, since that’s who’s determining how your success will be measured. The great news is you will get to apply your unique skills to designing and implementing the strategy to meet the defined future state outcomes.
The four most common outcomes desired are decreases in cost and time or increases in quality or quantity.
Let’s get a sense for each:
Reduce Cost:
Who doesn’t want to save money, right? As you did your assessment from the first part above, where were cost inefficiencies? Agency spend? Unused or underused tech? Complicated process? You get the idea. You need to assess why cost is the issue as well. Does your customer feel they are lacking value for what they receive? If so, why? Has the company experienced an unexplained increase in hiring costs? Remember, unexplained does not mean unreasonable; it just means an expert hasn’t explained it to them yet. You also have to look at the dark side as well. Is the request for cost reduction an indicator of poor company finances?
Reduce Time:
Just like cost, who doesn’t want to save time? So again where were the inefficiencies? Look for time gaps in your process map. I’ve used some simple visual tools in the past to show the process by position, manager, location, etc., with all the times displayed for each step. So where are the issues? Can you control it? Can someone else control it? You have to ask why time is important. The quick answer will always be “we need people yesterday,” but that doesn’t tell you anything. What you really want to know is the specific effect time has on company performance.
What’s the financial benefit to the company for each day that time to fill is reduced? If no one knows that, that’s a problem. Next, is there any relationship to time and quality that will outweigh short-term benefits with long-term gain? Is time causing a fall out of what appear to be top candidates? For the roles my team manages, I will always trade time for quality. In order to make that assessment.
You’ve to be able to clearly show that the roles that you recruit for have differentiated outcomes based on the quality of hire, and specifically how much differentiation. As purely theoretical example, if you hire cashiers, there may be very little differentiation between your best and worst performers, whereas if you hire for brain surgeons, there may tremendous variability between top and bottom performers.
Increase Quality:
Once again, who doesn’t want better quality hires? You need to know two critical pieces of data right away. First, why? Do you have data that suggests that a measurable improvement in quality produces a measurable difference in company performance? There are great examples out there that show this to be the case. Sullivan has present on this in the past. Next, how is quality defined? What I just laid out is one definition; however, how an organization defines quality can be a fickle thing.
I know organizations where quality of an employee measured based on their obedience. Some may define it based on other “fit” measures aligned with culture. Challenge those ideas, unless they clearly demonstrate improved performance for the organization. Be wary of situations where the primary quality measure is tenure. It is almost never a valid measurement in my experience, and should be questioned thoroughly.
Increase Quantity:
For the sake of discussion, this can be further defined as quantity of candidates. So what is the root cause, from the customer’s perspective? Is it a perceived lack of quality based on the number of choices presented? Is it a lack of diversity? Is it discomfort from not having “enough” candidates to review? Is it a lack of trust of TA to review and assess applicants? Is it indicative of a broken decision process? As with all of these, once you hit root cause, you can solve! Below I will start breaking down these four outcomes into strategies.
Reducing Costs in Developing Talent Acquisition Strategy For Kids Study
Now I will focus on a strategy specific to reducing cost in your process. If you remember from above, I broke the drivers of your strategy into four buckets: reduce cost, reduce time, increase quality, and increase quantity. Each will be address in turn, and your end strategy may incorporate pieces that address each.
In order to start building your plans, return to the process work you did in the beginning. First, the heavy lifting: you need to assign a solid ROI on your various sourcing tools, whether they be human or automated. This means you have to have a strong degree of confidence in your source-of-hire data. As a note, candidate self-selected source of hire data will almost never allow you to have a strong degree of confidence.
Remember to start with hires
As you begin this process, remember to start with hires, not the total number of applicants per source, just the hires that can be traced back to the source. The ratios are often in the form of a metric, but they are not truly a value add, so let’s just focus on results at this point. To come up with your basic ROI measure, simply divide the cost of the source by the number of hires produced. There’re advanced calculations you can do to refine this, but that’s a topic for another day, for now let’s stick with this basic calculation.
Now that you’ve the numbers, rank your sources based on the ROI. Remember at this point to add your sources that you paid for that didn’t produce any hires as well. Draw a line so you can see which ones are above and which ones are below your average cost per hire. Does it line up with what you expected, or are there under performers who have revealed themselves?
Under performing tools
This’s a tremendous opportunity to remove wasteful under performing tools and reduce spend. Often time the myriad of sources you may use grow out of a sense of pleasing a customer by engaging in codependent behavior and supporting a “more is better” approach to sourcing.
This creates an opportunity, as you build your strategy, to demonstrate your expertise and speak to the benefits of a better targeted strategy, and one that is more respectful of company resources. Your hiring managers will get that. They wouldn’t last long in their roles if they spend company money on things that didn’t produce results.
As a side note, I’ve seen situations where leaders are afraid to expose this information for fear that they will call their past strategy out as ineffective. As you introduce your new strategy, keep the focus always forward, you’re doing the right thing, good strategy is fluid and agile and adjusts to adapt to our VUCA world.
Some significant spending reductions
Hopefully, you were able to make some significant spending reductions in this step. The next step is to look at unnecessary spend linked to process inefficiencies. These will vary by organization, but some common examples might be multiple flights and/or hotel stays for candidates to interview on site more than once, testing or assessment tools that not been validated against performance, or even the soft costs of having too many people involved in the hiring process.
The upside here’s that solving for these issues will help you create a more elegant process as part of your strategy. Most companies and their leaders, if not formally versed in process improvement, are well aware of the concepts and understand the value of reducing waste in various processes to increase the bottom line. So you’ll speak their language! The challenge will not be in identifying the waste, but in providing and selling the solutions you generate to alleviate the waste.
Your Expertise in Developing Talent Acquisition Strategy For Kids Study
Here, your expertise will come to the rescue. It is easy for you to build a case as to the negative impact on candidate experience based on too many flights to interview. What your hiring managers most likely perceive as a good or at best a neutral thing can cost them candidates, based on that poor experience of repeatedly taking time off work, leaving their family, etc. They may not understand that if there is no true value to actually physically being on site, video technology is cheaper, highly effective, and flexible.
Complicated interview scenarios
With regard to overly complicated interview scenarios, use your expertise and knowledge to show the benefits of team interviewing, for example. Demonstrate how even though fewer bodies may be involved in the interview process, you can still accurately capture all the information you need to make a proper decision.
These are just examples, but regardless, the final step is to quantify the cost associated with the waste. Money and ROI resonate with your leaders, so provide them with before and after forecasts. Seeing the bottom line will better allow them to support your new strategy!
Stick around, to get into reducing time.
Time for Developing Talent Acquisition Strategy For Kids Study
Time is something there is never enough of, and something you can’t buy more of. It is a valuable commodity, but the question is how valuable?
Time to fill is one of my least favorite metrics, but it one of the most heavily weighted in measuring the effectiveness of a recruiting team and their leader. As I discussed above, it is really only a valid measure if it truly ties into quality and has an impact on company performance.
The key to reducing time, in my experience, is twofold. First, don’t swing for the fences, seek incremental improvements, and second, manage what you can control, and report what you cannot.
In seeking incremental change focus on:
Recruiter inefficiency:
simply by providing guidance and coaching on how to best manage their desk and time, you can help your team get candidates into the pipeline faster. This sounds so basic, but oftentimes day to day you get pulled into things that aren’t value add or necessary at the time, and a leader can have a huge impact on results by keeping us focused.
Flexibility
In corporate recruiting, one of the “sells” is that you don’t have the perceived brutal hours of agency recruiting. However, let’s first be honest. If you want to be a successful recruiter and/or recruiting leader, and think you can do it in a 40-hour week, well, best of luck to you. Part of the reason for this is based on candidate availability.
If you work 8-5 and your candidate works 8-5, it will probably be tough to have meaningful communications during those hours. So allow your team flexibility to work when it make the most sense. You often serve two customers: the company and the candidate, but a good leader will insure coverage and give folks the freedom to work responsibly.
Scheduling for Developing Talent Acquisition Strategy For Kids Study
This is a beast. The herding required, and the time it takes to make multiple phone calls, emails, texts, and IMs to get an interview team and a candidate coordinated to meet for an interview is Herculean. Look at your process map for this step. Anything longer than 30 minutes to make this (the scheduling) happen is too long. There are a number of ways to improve it.
You can have “coordinators” on your team who set up interviews. Be careful that they don’t become a dumping ground and catch-all for work the rest of the team does not want to do, so as not to overwhelm your process. Another idea is to not schedule interviews.
Why’s that recruiting’s job? Empower the hiring managers to schedule their own interviews. They feel the pain of the vacancy more than anyone else; they can negotiate with their hiring team quicker and more effectively if one or more of the members needs to be asked to move something or to make themselves available. A great number of pros I’ve talked to are afraid to implement something like this. I’ve done it, and can tell you it is easier than you think, and can really get the process moving.
Feedback
I’ve looked at a lot of process maps in my day, and this seems like a common hangup point — recruiters and candidates sitting around waiting for feedback. My experience is to be proactive and not wait, but how do you do that? A couple of options: as part of the interview schedule, schedule a debrief at the end. If that doesn’t work, use an electronic form to capture the info.
There is no guarantee that those will work, but if they don’t, and you don’t get feedback in a reasonable time (it’s best to get this agreement upfront from the hiring manager during the intake) let the manager know you going to close the req. I’ve always explained that I’ve got a ton of other open positions and hiring managers that want to hire, so I’m going to work with them as a priority. It works.
Interviews
Show what you control and what the hiring manager controls. Here’s a process map example you check out. It’s simple and is in real time. It also shows what recruiting controls and what the hiring manager controls, so if time is important, it can show pretty quickly if your interview process is working against you. Believe me, managers managers don’t realize this. You are always thinking about it, but they aren’t. Once you show it to them graphically, it’s like a light goes off!
So there are some quick and easy ways to improve your time to fill. Next I will look at quality.
A Quality Model for Developing Talent Acquisition Strategy For Kids Study
Now I will talk about setting, or resetting, your TA team up to focus on a quality model. This’s the Golden Metric, the one that trumps all others. If you cannot introduce candidates who will perform well with in your organization, then you are, in a way, dooming your organization.
Quality of Developing Talent Acquisition Strategy For Kids Study
Quality is a very tough metric to measure, as I’ve discussed before, and I’ll need to divide this discussion into two parts: 1) You do not have a clearly defined measure for quality, and 2) You do have a clearly defined measure for quality. The caveat is this: hiring manager satisfaction is not the same as quality of hire!
Let’s start looking at the first scenario, where “quality” isn’t clearly defined, and performance measured more subjectively. Although I am starting to see a shift, the vast majority of companies are still in this boat. So how do you measure quality? And how do you as a recruiting leader ensure your team is driving quality?
Three different measure on Developing Talent Acquisition Strategy For Kids Study
I’m going to give you three different measure you can use, either combined or individually as a starting place:
Tenure: not a great metric because it only accounts for how long someone stays and doesn’t differentiate performance. However, for roles where there is little differentiation in performance, it can be an effective benchmark.
Performance rankings: if this is subjective, the metric is only as good as the data in, but look for trends and correlations. You should also look at the one-year performance ranking against the interview score.
Sendout-to-interview ratio and sendout-to-hire ratio: How many candidates does it take to get it right? The lower the ratios, then most often, the better job the recruiter is doing at identifying quality candidates. Be sure to control for positions where these ratios may be naturally low due to very small candidate pools.
Articulate performance in Developing Talent Acquisition Strategy For Kids Study
These will help you articulate performance and results of your team. They are easy to understand and to display visually.
Now for those that fall into the second bucket, where quality is clearly defined and measured, your role switches to sleuth and analyst. To me, the fun part!
The method I like to start with’s gathering the top 20 percent and bottom 20 percent of performers’ information from your recruiting system … all data, notes, etc. Within each group, look for commonalities, and you can subdivide within the groups as necessary, by team, location, etc. Is this group heavy with people whi have similar education backgrounds, past employers, tenure, experiences, source, etc.? I start looking at as many datapoints as I can, probably too many, but that’s my system.
Look first of all for what they share
Once you’ve done both groups, look first for what they share. For example, did a high percentage in both groups go to the same college? If so, exclude that as a predictive factor — it cancels out, and, it’s just proven itself not to matter. Now look at the differences. These will be the factors that you can use moving forward to do better targeted sourcing and recruiting. But don’t skip the first step and jump to the second. You must know what doesn’t matter … as much as what does.
That’s because it shows you know what you’re doing, and it will help you manage push back on certain recruiting targets. For example, if you show that a high percentage of your top-performing employees all have degrees from The Ohio State University, and a high percentage of your low performers have degrees from the University of Michigan, and your VP of marketing wants you to spent time, money, and resources recruiting at the University of Michigan, you can spare yourself the headache, because you have the data showing that there isn’t a positive ROI to justify it.
Good quality measures on Developing Talent Acquisition Strategy For Kids Study
Good quality measures take you to the next level as a leader and help you best manage your teams’ efficiency and spend!
I’m not going to talk about strategies for increasing quantity, since there’s a huge body of work on that subject both here, and especially from our friends at Sourcecon.
Thank you for taking the time to read this, and thank you so much for being a part of the recruiting community. Your commitment to this profession makes all of us stronger.
In Conclusion of Developing Talent Acquisition Strategy For Kids Study
However, Developing Talent Acquisition Strategy For Kids Study very important. Developing Talent Acquisition Strategy For Kids Study that the method of attracting and hiring qualified folks. Talent Management is however you develop and retain these trained hires. If you attract and rent sensible staff however do not invest in their development. You’ll not be ready to retain them or unleash their potential.
However, Place comments bellow if you still have any question about Developing Talent Acquisition Strategy For Kids Study. Thanks for visiting article about Developing Talent Acquisition Strategy For Kids Study.
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