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"It was a wonderful experience interacting with you and appreciate the way you have planned and executed the whole publication process within the agreed timelines.”
Subrat SaurabhAuthor of Kuch Woh Pal
Proposal writers and the larger bid management community have many concurrent proposals to work on and a part of the effort is oriented towards researching online to find latest trends, technology changes, competitor positioning, upcoming disruptive models etc.
They only need to get inspiration from the recruiters who look to find the needle in the haystack every day to find the right candidate to fulfill the hiring manager mandate. The search strings,
Proposal writers and the larger bid management community have many concurrent proposals to work on and a part of the effort is oriented towards researching online to find latest trends, technology changes, competitor positioning, upcoming disruptive models etc.
They only need to get inspiration from the recruiters who look to find the needle in the haystack every day to find the right candidate to fulfill the hiring manager mandate. The search strings, productivity tricks and their ways of thinking they implement can be utilized by bid management teams to emulate them.
These are the times the upper management is asking for more productivity from the bid management community.
The days of proposal editing, compiling information from multiple sources and packaging the bid maybe coming to an end. The bid managers (no hands on or very little hands on skills) who are functioning as bid coordinators would be the ones who would feel the heat the most.
As margins come under pressure, the top management may introduce proposal automation software to improve productivity bottlenecks, so expect more workloads.
This exercise is an attempt to equip the bid management community with the various ways and methods to optimize their time and find the relevant information (budgets, trends, movers and shakers etc.) to be better prepared to deliver a more effective proposal.
Diversity and Inclusion programs and its associated policies do not have a defined end date. It is a continuous improvement process to be able to attract diverse talent, improve the existing employee’s engagement with the company and also convey the brand value to an external audience.
D&I is about encouraging diversity of thoughts, perspectives, opinions and experiences. Competency should be the foremost criteria for hiring however intentional b
Diversity and Inclusion programs and its associated policies do not have a defined end date. It is a continuous improvement process to be able to attract diverse talent, improve the existing employee’s engagement with the company and also convey the brand value to an external audience.
D&I is about encouraging diversity of thoughts, perspectives, opinions and experiences. Competency should be the foremost criteria for hiring however intentional bias should be weeded out and unconscious bias to be controlled to a large extent.
There is no one size fits all policy for D&I initiative implementation. Every organization's situation is unique, the qualitative current status data, honest discussions will reveal a path to progress, support from the top management and identifying barriers and creating sustained action plans to overcome them will navigate the company to an inclusive environment that drives innovation, competitive edge, and above all committed and happy employees.
This book is an attempt to provide some insight into how some companies are utilizing D&I Program implementation to increase their mindshare with the desired talent pool as well as some strategies to adopt to roll out a new or expand the existing D&I Program.
The sourcing and recruitment community has come a long way from what it used to be 20 years back and as recently as 5 years back and the amount of technology changes has kept everyone on the tenterhooks. The methods that you would adopt or Boolean strings that used to work today may not work tomorrow and there is a constant learning curve to keep oneself updated and also brings a healthy level of competition among individuals eager to show their wares.
The sourcing and recruitment community has come a long way from what it used to be 20 years back and as recently as 5 years back and the amount of technology changes has kept everyone on the tenterhooks. The methods that you would adopt or Boolean strings that used to work today may not work tomorrow and there is a constant learning curve to keep oneself updated and also brings a healthy level of competition among individuals eager to show their wares.
The volume based or niche skills hiring has become a race to the finish. The individuals with the super sourcing as well as relationship management skills tend to be more often than not the winners in the end.
The recruitment community looks to find the needle in the haystack every day to find the right candidate to fulfill the hiring manager mandate. The ever bulging stock of search strings, productivity tricks and their ways of thinking they implement are a stuff of legend.
The tools do not make a Sourcer or recruiter but they should always be seen as an assistant to free up their time for more productive conversations with prospective candidates.
This exercise is an attempt to equip the Talent Acquisition community with the various ways and methods to optimize their time and find the relevant information (trends, movers and shakers etc.) to be better prepared to find relevant candidates for their clients (internal or external). It is by no means an exhaustive list but a start nonetheless.
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