Recruiting in Early Stage Startups

•

2 j'aime•1,588 vues

Jeff Waldman

Recrutement & RH

Contenu connexe

Plus de Jeff Waldman

HR has evolved exponentially with the introduction of cutting edge technologies aimed at making all aspects fo the employee experience better. When technology was first being introduced to HR the focus was all on making processes easier and more efficient for HR practitioners. These gains in efficiencies were realized at the expense of end-users (e.g. candidates, employees, etc...). Today, technologies are mobile responsive, provide amazing user experiences, SaaS-based, contribute to boosting productivity and brand value, and ultimately, improving the candidate and employee experiences.

The Impact of Technology on the Business Side of HR - FuelHR 2019 Keyote - Ma...

Jeff Waldman

I had the opportunity to join a group of highly talented Toronto-based professionals on March 20, 2019, to talk about workplace culture in the 21st century. My specific angle was on technology and how it's impacting culture. I put together a group of slides that helped frame my argument. We talked about why technology matters, what the goals of an awesome culture are, how we start looking at technology to support HR, went through a case study and I ended the short talk about key tips to enable smooth implementation, user adoption, etc...

The Impact of Technology on Workplace Culture

Jeff Waldman

Diversity, Inclusion and Belonging (DIBs) is a critically important business imperative. It is not enough to not focus on all 3 areas of DIBs as a collective. They are tightly connected, and focusing on all 3 will provide organizations with a competitive advantage. The rapid growth of technology, specifically artificial intelligence, has created an interesting dilemma for HR practitioners. We are still in the early stages of figuring out how AI can truly help us make better people decisions. We know that it can, and will, help us but we need to be cognizant of the real potential for AI to be biased. The datasets in which AI operates from needs to be unbiased so that the outputs of AI helps us make good decisions. This talk delved into the goals of DIBs, what AI is and how to de-risk AI in our organizations at it relates to Diversity, Inclusion and Belonging. Hacking HR (https://hackinghr.io) is a global group of people excited about the future of Human Resources and the workplace. Specifically interested in building a community of like-minded HR and tech people enthusiastic in human development and technology, and making them work together for the benefit of everybody and creating the workplace of the future. This talk was built and delivered by Sage Franch (Co-Founder at https://www.getcrescendo.co/) and Jeff Waldman (Founder at http://ibelong.work/)

For Better or For Worse: How Artificial Intelligence is Impacting Diversity a...

Jeff Waldman

The world of work has undergone massive transformation, and the “future of work” is NOW. HR teams around the world are being challenged to help their organizations keep up with the pace of change, maintain their competitive advantages within the markets they serve and build world class organizations. There is no correct path to success but those organizations who are able to adapt to the changing realities of our global business community, and leverage technology to support and enhance internal business practices are at the forefront. What can HR do to lead the way in contributing to this? Can they? What does scaling HR through technology mean? In this talk, Jeff Waldman will take the audience on a journey to understanding the following: 1) What does the world of work now look like, and why it matters? 2) What does HR need to be focusing its resources on, and why? 3) Why is technology so important to HR’s success and what is it supposed to help achieve? 4) What does scaling HR through technology mean and look like?

The World of Work Has Changed. How You Scale HR is Through Technology

Jeff Waldman

I had the privileged opportunity to speak at the inaugural HR Tech Summit Canada 2017. The event hashtag was #HRTechCanada and the attendance at this event was phenomenal. My 30-minute talk was about how to leverage technology to maximize employer brand equity. SESSION ABSTRACT: Regardless of the company size, employer brand is a huge part of successful organizational business strategy. Further, the proliferation of technology during the past decade has resulted in employer brand being at the forefront of people strategy. Well known employer brands such as Westjet, Starbucks, Adidas, Nurse Next Door, GEICO and Airbnb are building strategies that successfully integrate and leverage the power of technology to create memorable and unique experiences. In this tech talk, learn how to leverage technology and social media to take your employer brand and candidate experience to the next level, including: 1) Understanding the main drivers of employer brand equity and how technology influences it. 2) How to leverage social media (LinkedIn, Twitter, Snapchat and Instagram) as your key communications and engagement channels to build brand equity. 3) Case studies and practical examples of how companies are successfully using social media and technology to elevate their brands and improve their candidate experience. 4) Tips to easily start leveraging technology into HR and recruitment practices.

How to Leverage Technology to Maximize Employer Brand Equity

Jeff Waldman

This presentation was delivered at the HR Leaders Summit in Toronto on November 17, 2016 -- www.hrleaders.ca. During the course of the Summit attendees will have learned about how to build world class organizations. Topics relating to performance management to data analytics to workplace culture, and everything in between, everything we do on a day-to-basis boils down to one thing. That thing is “brand”. When you ask yourself which organizations have strong external brands (product or employer), you immediately think of several. Perhaps you think of Apple, Google, Lululemon or Hootsuite. For their own unique reasons people gravitate towards them, buy their products, seek employment opportunities and willingly promote them to their networks. But when we overlay the notion of an “internal brand” we get confused. What does this mean? Why does it matter what employees think? In the age of employer-rating websites, such as Glassdoor, and rapidly shifting labour markets, aligning your external brand with internal brand is more important than ever to generate long-term employee loyalty and engagement. In this session, Jeff Waldman will share best practices, including: - How the different types of brands interconnect. Why the employee voice matters more than ever, and what to do about it. - Using the concept of customer experience to help shape the brand: customers of business and employment. - A model for building an effective employer brand strategy. - Programs and tactics to cultivate and build a strong internal brand. - Best practices in leveraging technology and working with marketing to build and promote the brand, internally and externally.

How to Align Your Employer Brand From the Inside Out

Jeff Waldman

This presentation was delivered at Achievers' ACE 2016 conference in Toronto (September 13-14, 2016). It was part of the "Aspire" conference track. Creating and embracing diversity not only is the right thing to do, it is absolutely essential for the success of your organization and keeping your employees engaged. Join Jeff Waldman, Head of Talent at Security Compass, to gain a solid understanding of workplace diversity and what it actually means. In this session you’ll learn a conceptual understanding of the connection between workplace diversity and employee engagement, hear about the business case for workplace diversity as the key driver of employee engagement and business success, and take away a proven diversity and inclusion model to implement at your company.

Can You Hear Me Now? Good. Let's Talk Diversity, Inclusion and Employee Engag...

Jeff Waldman

SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta. Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.

Adoption of Social Media in HR & Recruitment

Jeff Waldman

The world is constantly changing at a rapid pace. The impact of these global changes are impacting all facets of the workplace. People, technology and infrastructure are organically changing. Changes include how we communicate, the design of our physical office spaces, where we decide to work from, business tools, technology, social media technology, organizational structure and hierarchy, work/life blending, role of job satisfaction, information access and the generational make-up of our workforces. How organizations manage these interconnected workplace changes will impact their ability to engage their employees. The key drivers of employee engagement are, always knowing what employees are thinking, intentional creation of a desired culture, recognition and value, open and transparent communication + strong leadership, career pathing and opportunities, social good and positive and real employer branding. Changing workplaces require a change in how we conduct our day-to-day business. Social Technology is how we successfully and effectively deal with these changes. Social collaboration, social learning, social recognition, access to real-time and useful data, social recruitment and strategic employer branding. Integration of the right social technology tools will positively impact employee engagement. People are social beings, and social technology allows, enables and promotes people to be social in the workplace. This presentation was delivered on Friday, January 10, 2014 to the delegates who competed at the 9th Annual Organizational Behaviour Case Competition at Ryerson University in Toronto. 10 Canadian business schools attended and competed. This session was meant to inspire, educate and help delegates infuse creative ideas in their presentations the following day.

Social Media & Employee Engagement

Jeff Waldman

As a freelancer, how everyone perceives you is EVERYTHING. This perception of YOU is also your corporate brand because you are the company. This perception of you is also called your “personal brand”. There are so many things that make up your personal brand, and each are so critically important to your success as a freelancer. This workshop will help you identify what components make up your personal brand, and how you can positively influence each so that your personal brand is a powerful and successful one.

Your Personal Brand: YOU & YOU

Jeff Waldman

Plus de Jeff Waldman (10)

The Impact of Technology on the Business Side of HR - FuelHR 2019 Keyote - Ma...

The Impact of Technology on Workplace Culture

For Better or For Worse: How Artificial Intelligence is Impacting Diversity a...

The World of Work Has Changed. How You Scale HR is Through Technology

How to Leverage Technology to Maximize Employer Brand Equity

How to Align Your Employer Brand From the Inside Out

Can You Hear Me Now? Good. Let's Talk Diversity, Inclusion and Employee Engag...

Adoption of Social Media in HR & Recruitment

Social Media & Employee Engagement

Your Personal Brand: YOU & YOU