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The cost of nonboarding PDF Print E-mail
Written by Kate Boorer   
Tuesday, 27 October 2009 10:08

The recruitment process is always surrounded by so much emotion. In the desperate pursuit to find not only the person with the right skills, but also the personality for a team or company, it often seems like mission impossible. Battling to backfill roles whilst incorporating interviews into an already packed schedule, leaves most hiring managers exhausted and relieved when that right person finally accepts the role. For many organisations, this is where the process ends.

Promises and expectations around the Employer Brand and experience created in the interview process must be reinforced by actions immediately. During the first few days and weeks, an organisation is constantly being sized up against previous employers to determine whether the new and enthusiastic employee made the ‘right’ decision.

According to a new study by Leadership IQ (see figure 1), 46% of newly-hired employees will fail within 18 months. Surprisingly, it has very little to do with the technical skills required to do the job! So why do new hires fail to succeed?

Figure 1 - Why newly-hired employees will fail within 18 months



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Employer Brand Global Masterclass – European Tour Diary October 2009 PDF Print E-mail
Written by EBO Editor   
Friday, 02 October 2009 22:27
Employer Brand Global Masterclass European Tour - October 2009

Brett Minchington
Chairman/CEO
Employer Brand International




Tour Diary


We are pleased to feature Brett Minchington's Employer Brand Global Masterclass European Tour Diary. Mr Minchington is conducting masterclass events in partnership with leading European Employer Brand vendors. The masterclass events will include guest speakers from companies including Google, Hewitt, Ahold, Thales, BASF, Pandora Jewelry and TNS Sofres.

EBO will share insights and highlights of the tour as Mr Minchington travels through Europe.

Tour Schedule

  • Tuesday 6 October - Bad Nauheim, Germany - Employer Brand Global Masterclass
  • Thursday 8 October - Istanbul, Turkey - Employer Brand Global Masterclass
  • Monday 12 October  - Amsterdam, Netherlands - Keynote Address, Recruiters United
  • Tuesday 13 October - Amsterdam, Netherlands - Employer Brand Global Masterclass
  • Wednesday 14 October - Warsaw, Poland - Employer Brand Virtual Presentation into Milan, Italy
  • Thursday 15 October - Warsaw, Poland - Employer Brand Global Masterclass
  • Tuesday 20 October - Paris, France - Employer Brand Global Masterclass

To watch Brett's interview in Germany please click here>
Follow the tour photo deck on Facebook please click here>

7 events in 6 cities in 5 countries over 20 days - Thank you to all of our event partners and guest speakers who shared the journey with me during the Employer Brand Global Masterclass 2009 European Tour

Day 20 Wednesday 21 October 2009 - Paris



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The Finance Sector: How can employer branding still attract graduates in the recession-battered banking sector? PDF Print E-mail
Written by EBO Editor   
Friday, 11 September 2009 10:50
Originally published on managementtoday.com by Peter Crush

The financial sector has taken a battering, yet many banking groups still top the list of places graduates want to work. Why have these brands have stayed indestructible?

It was Brian Till, professor of marketing at Saint Louis University, who, in his 2008 book, The Truth About Creating Brands People Love, wrote: 'Nothing can destroy a brand more quickly than creating expectations, interest and promises about something that doesn't exist.' Writing specifically about maintaining brands in tight economic conditions, his sentiment is simple - no brand is indestructible.

But are the laws of employer branding in need of a rewrite? Exclusive research for HR by recruitment consultancy Freshminds throws up a fascinating paradox: despite 12 months of damaging headlines about the UK financial sector, most grads still want to work for it. The research finds specific firms' reputations seem to be bomb-proof - or at least credit crunch-proof. But how?

The tables come from two identical surveys conducted pre- and post the credit crunch. In 2008, Freshminds gave its Graduates to Watch list a free vote on the firms they most wanted to work for. In 2009 it was repeated. Staggeringly, the three top firms are the same in both surveys. Of note are repeated top three positions in 2009 for Goldman Sachs and Morgan Stanley - two of the mostly negatively reported of the investment banks. ('The halcyon days for staff are over at Goldman Sachs' - The Times). How is this so?


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Employment Branding 2.0 — The 8 C’s of My Web My Way PDF Print E-mail
Written by Ryan Estis   
Wednesday, 09 September 2009 07:06
originally published on www.ere.net

Employment Branding 1.0 was a monologue. Employment Branding 2.0 is a conversation. And the conversation is happening real time with smart organizations participating proactively to create connections, conversations, and relationships to begin building a sustainable talent advantage.

The choice to participate is an option. The choice around how participation (or lack of) impacts the external perception of your work experience among skilled professionals, employee assimilation/engagement, and retention of the right critical skills isn’t optional. And culture and reputation are key drivers in any company’s ability to get and keep the right people. Your employer brand is no longer just what you say about you. Its what everyone says about you. And what everyone says travels fast.


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Is this employer brand management of the future? Building Your Employer Brand Virtual Community PDF Print E-mail
Written by Brett Minchington   
Monday, 03 August 2009 11:28
Originally published in ERE's Journal of Corporate Recruiting Leadership

The economic downturn, advances in technology and an explosion of online communities is changing the way companies build competitive advantage through human capital

Today's workplace can best be described as in transition to a ‘global knowledge economy’, which requires the rules and practices that determined success in the industrial economy need rewriting in an interconnected, globalized economy where knowledge resources such as know-how and expertise are as critical as other economic resources.

In the employer branding industry (which consists of players including employers, employees, agencies, thought leaders, academics, students and the media), the battles that matter aren't between products and services but between business models. Compounding this is the trend towards a virtual business model which provides companies with the benefits of leveraging best practice from all regions of the world whilst saving on consulting fees in the process. Knowledge when locked into a community, systems and processes has higher inherent value than when it can ‘walk out of the door’ in people's heads.  The virtual community model provides a sustainable proposition at a time when average employee tenure is decreasing and the concept of a ‘job for life’ has disappeared.


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