Get Unlimited Access to GCSE Tutor Videos & Online Revision Here for £19.99: http://www.revisionapp.co.uk/product/online-gcse-revision. When choosing finance for a business, its essential that it's adequate for the needs of the business. For example, making sure that it's actually enough to pay for what it is you need. Its also important that its appropriate and won't leave the business with massive interest payments if it is already burdened with other high monthly payments. Finance can come from internal or external sources. If it comes from internal sources it's likely to come from three sources; retained profits from previous years after all deductions, sale of assets such as machinery and, more effective use of capitol. This may include chasing debtors and negotiating longer credit periods with suppliers. All of these sources are are a great way of raising large amounts of cash. External finance is generated from outside the business in a variety of ways. The main sources are loan capital, venture capital, ordinary share capital and personal funding. Loan capital is one of the most common ways of funding a business. Loans are often used to purchase fixed assets such as land and machinery. Typically they are re-payed in monthly instalments and the bank will usually require collateral in the event of a business defaulting. Although large amounts of funding are available, loans are becoming increasingly difficult to get and the application process can be long-winded. Furthermore too many loans increase the company's gearing to dangerous levels. Business bank accounts will often come with an overdraft facility that will allow the business to withdraw more money from the bank than it has in its account. It's a flexible, short-term method of borrowing extra money. However, its important to remember that interest is calculated on a daily basis and it can be recalled at very short notice. Venture capital is an extremely risky type of investment that a 'venture capitalist' will make in a business which they believe has huge growth potential. Venture capital provides long-term committed share capital to help companies grow and succeed. Venture capitalist typically prefer to invest in entrepreneurial businesses. Obtaining venture capital is very different from taking out a loan with a bank. Banks have a legal right to interest on a loan and repayment of the capital regardless of if the business is a success whereas venture capital is invested in exchange for an equity stake in the business. As a shareholder, the venture capitalist's return is dependent on the profitability of the business. This return is earned when the venture capitalist "exits" by selling its shareholding when the business is sold to another owner. Alternatively a company might want to use ordinary shares to raise cash. To do so they would raise new shares and offer them to new or existing shareholders. The market value of a company's shares is determined by the price another investor is prepared to pay for them. In the case of publicly-quoted companies, this is reflected in the market value of the ordinary shares traded on the Stock Exchange. Lastly, owners of small businesses may choose to invest their own money into their business. This money could come from; personal savings, inherited funds, personal bank loans. They may make this decision because they desperately want their business to work and, also because its difficult for business to get credit. The biggest risk is that if the business fails the owner losses their investment or assets.
Views: 129180 Revision App - Student Blog
(Part 3 of an Eight Part Series) Four years after the President's July 21, 2010 signing of the Dodd-Frank Wall Street Reform and Consumer Protection Act and with it provision Section 1502 concerning conflict minerals, and two years after the SEC's August 22, 2012 issuing of Rule 13p-1 and the Form SD, many questions emerge: How, specifically, have companies navigated the challenge of building a conflict mineral program (CMP)? What good practices have emerged from this unprecedented disclosure law? Thus far, what has been the law's economic impact? The Tulane University Payson Center for International Development Conflict Minerals Post-Filing Survey gets to the bottom of these questions. - See more at: http://payson.tulane.edu/welcome-tulanes-dodd-frank-section-1502-post-filing-survey-2014-presentation
Views: 146 Payson Graduate Program
All employers have a responsibility to ensure their employees have safe access to work, safe equipment to work with and a safe system of work. Where a builder or contractor is also a person in control of a business and undertaking (PCBU) they may have the responsibility for the safety of other company employees While these issues are placed at the forefront of importance at contract commencement they often become less of a priority as the project progresses, schedules get busy and resources are stretched. Having a competent person available to regularly check and inspect that safe access to work, safe equipment to work with and a safe system of work are in place becomes even more of a challenge. Custodian Safety Services have the technical capability to regularly check and inspect that safe access to work, safe equipment to work with and a safe system of work are in place. Our clients have found the reports beneficial and value a ‘fresh pair of eyes’ and have found that they can manage OHS across a larger area. We will continue to pitch and develop this service offering in the future based on feedback received and our own experiences.
Views: 6 Custodian Safety Services
Subscribe to Alanis Business Academy on YouTube for updates on the latest videos: https://www.youtube.com/alanisbusinessacademy?sub_confirmation=1 The external business environments reflect that outside factors that businesses can't control but must adapt to. In this lesson from Alanis Business Academy, learn how to define the external business environment, identify opportunities and threats within the external business environment, and classify changes or trends according to one of six areas in the external business environment.
Views: 75012 Alanis Business Academy
It’s a misconception that you can motivate your employees. They’re already motivated. The key is to unleash their motivation. The Founder of Aperio Consulting Group, Kerry Goyette takes a deeper dive into motivation, how to leverage it, and the counterproductive motivations that may be holding us back from success. Kerry is the Founder & President of Aperio Consulting Group, a corporate consulting firm that provides workplace analytics and training to build high performance cultures. Kerry consults clients across the world on scientific strategies for engineering teams that maximize performance. She is also the founding authority of the Motivational Research Institute focused on identifying the key human factor contributors to success.Kerry is certified to administer a wide variety of cutting edge workplace analytics measuring motivation, engagement, safety/risk management behaviors, attitude, mental ability, emotional intelligence and many others. In addition, she is a certified forensic interviewer with advanced training as an expert witness by the American Prosecutors Research Institute. This specialized training has given her unique insight in diagnosing the true problem. Her consulting has taken her all over the world which has exposed her to a variety of workplace cultures and industries. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 671435 TEDx Talks
Core competencies are very similar to the "strengths" of a business as reflected in a SWOT Analysis. Core competencies are the things that are unique to a business which can create strategic advantage. This short revision video explains the concept of core competencies further.
Views: 53500 tutor2u
On Udemy: https://www.udemy.com/user/365careers/ On YouTube: https://www.youtube.com/365careers On Facebook: https://www.facebook.com/365careers/ On the web: http://www.365careers.com/ On Twitter: https://twitter.com/365careers This lesson on Business strategy introduces the idea behind doing SWOT analyses. Watch more at https://www.udemy.com/mba-in-a-box-business-lessons-from-a-ceo . This video is part of a series of short lessons about Business Strategy. The complete module can be found on Udemy, as a core part of the MBA in a Box course by CEO Valentina Bogdanova and 365 Careers. The course provides a complete Business Education: Business Strategy, Management, Marketing, Accounting, Decision Making & Negotiation in just under 10 hours. -------------------------------------------------- Strategy module table of contents: MBA in a Box: Introduction 1. What does the course cover? Section: 2 Strategy: An Introduction 2. The role of Strategy and what makes a Strategy successful 3. The difference between Corporate and Business Strategy 4. The importance of the Mission, Vision, Goals, and Values statements Section: 3 Strategy: The industry lifecycle model 5. The four stages of the industry lifecycle model - An introduction 6. The strategic importance of the industry lifecycle model 7. The Introduction stage - A new industry is born 8. The Growth stage - An industry in its expansion phase 9. The Maturity stage - An industry at its peak 10. The Decline stage - An obsolete industry Section: 4 Strategy: Porter's Five Forces model - The competitive dynamics in an industry 11. Michael Porter's Five Forces model 12. The threat of new entrants 13. The threat of substitute products 14. The intensity of current competition 15. The bargaining power of suppliers 16. The bargaining power of clients 17. Porter's Five Forces framework applied in practice Section: 5 Strategy: Game Theory - Studying the interaction between multiple parties 18. An introduction to Game Theory 19. Zero-sum games - approaching situations with a win-lose perspective 20. Non-zero-sum games - considering both cooperation and confrontation 21. Tobacco companies - a real-life example of Game Theory application Section: 6 Strategy: Focusing on the inside of a business 22. Focusing on the inside of a business - An Introduction 23. A company's lifecycle model - what should be done at different stages Section: 7 Strategy: Acquiring a competitive advantage 24. The quest for a competitive advantage - An Introduction 25. The importance of building a sustainable competitive advantage 26. The role of resources and capabilities 27. Acquiring an actual competitive advantage Section: 8 Strategy: The three main competitive strategies 28. The three main competitive strategies 29. Cost leadership - sell cheap 30. Differentiation - be different 31. Niche (Focus) strategy - find your niche market 32. The danger of hybrid strategies Section: 9 Strategy: Corporate growth strategies 33. The types of growth opportunities companies pursue 34. Organic growth - building a solid foundation 35. Inorganic growth - leveraging M&A transactions 36. Horizontal integration 37. Vertical integration Section: 10 Strategy: The SWOT analysis framework 38. An introduction to SWOT analysis 39. SWOT analysis in practice - Starbucks -------------------------------- Strategy analysis has two main branches – analysis of a firm’s external environment and analysis of a firm’s internal environment. SWOT is a famous framework that allows us to combine the two types of analysis. SWOT is sometimes referred to as internal-external analysis. The acronym SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. The first two, Strengths and Weaknesses, are related to a firm’s internal environment, while the last two, Opportunities and Threats, consider its external environment. Internal strengths and external opportunities are vertically paired as helpful elements, while internal weaknesses and external threats are paired as harmful elements. if we perform a company analysis, under strengths, we would expect to see its core competences, the areas where the business excels and has a competitive advantage over competitors. Weaknesses are areas that need improvement. Such vulnerabilities place a company at a disadvantage when competing against other firms. Opportunities can be seen as favorable factors existing in a company’s external environment, in the industry where it operates, and have the potential to improve its current results and competitive positioning. Threats arise in a company’s external environment and might harm its current business.
Views: 74876 365 Careers
FIBBR 4-in-1 HDMI Cable Supports Next Gen 8K Video Signals, with the consumer video market already starting the transition from 4K to 8K video, YOFC has the internal resources to quicly adapt to the changing specifications, with high bandwidth support up to 48Gbit/s for 8K TVs that are coming to the market with multiple inputs, providing a single cable slim design with a 7mm diameter allows it to easily fit in a wide variety of installations, using high-quality glass fibers from YOFC, one of the largest producers of glass fibers in the world. To support my video-blog, please become a member at http://youtube.com/charbax/join and get: - early access to all hundreds of unpublished videos - business cards to contact companies and people that I interview - show your support, member icon next to your username when you comment and in live chat Filmed in 4K60 at CES 2019 with Panasonic GH5 ($1700 at https://amzn.to/2rkU4py) on Firmware 2.4 with 12-60mm Leica ($900 at https://amzn.to/2VzFJU7) all my GH5 on firmware 2.4 videos are added here: https://www.youtube.com/watch?v=9ZW9piOWGak&list=PL7xXqJFxvYviHxU1XxhahjJlQ5kyBHbpV
Views: 485 Charbax
Lecture: What is Value Chain? http://www.aims.education/study-online/what-is-value-chain-definition/ As per Value chain definition, it is a model that explains how businesses receive raw materials as input, add value to the raw materials through various processes, and sell finished products to customers.
Views: 183599 AIMS Education - UK
Scale Studio gives growing SaaS and cloud companies performance benchmarks based on a dataset that is unavailable anywhere else. The benchmark reports detail your company’s performance on key metrics related to growth, sales efficiency, churn, and operating expenses. Get your company's benchmarks at www.scalestudio.vc What is Scale Studio? Scale Studio helps you SaaS company founders make better decisions by answering questions like: Are we growing fast enough? When you’re hustling to balance growth and efficiency, the right metrics can tell you whether or not you’re on track for long-term success. Scale Studio highlights how your performance compares to cloud companies of similar size, giving insights that can help you set performance targets and align your internal teams. What metrics matter most? There’s an endless universe of performance metrics that a company can track. The challenge is figuring out which ones really matter. Scale Studio keeps you focused on just the key drivers of value for private cloud companies: sales and ARR growth, selling efficiency, and customer retention. Where do we need to invest? Every company grapples with how to allocate scarce resources across competing investment priorities. When you track your Scale Studio benchmarks over time, you’ll see quite clearly the areas where your company is out-performing or trailing comparable companies.
Views: 193 scalevp
Get Unlimited Access to GCSE Tutor Videos & Online Revision Here for £19.99: http://www.revisionapp.co.uk/product/online-gcse-revision. Businesses can be very complex organisations with many hundreds or thousands of people working in them in many different roles. In order to manage their resources effectively, businesses must have clear organisational structures in place. Organisational structures include the different relationships between people in an organisation. For example in some cases, an employer might want to have a very formal relationship between people in the organisation in others it might be more relaxed. This happens in every day life too. Think about any organisation you're a part of. Do you call the other people by their first names? Do you call them by their title? What about the other members themselves? Do they call each other 'Mrs D', 'Dr X' or 'Mr M' or do they refer to each other by their first names? How do they refer to the the person leading the organisation? Different levels in a business are referred to as hierarchies. A hierarchy occurs where people are given some sort of title or rank that signifies their importance in the organisation. All businesses have employees working at different levels of responsibility. At the bottom, a business depends on its operatives to produce the products or services. Team leaders often perform the day-to-day management role, with operational managers setting direction and strategy for the business as a whole. The number of employees in each level will depend on the business' organisational structure. It is important to determine who takes responsibility for decision making, who reports to who and who to blame when things mess up (or who gets the pat on the back if things go well!) There are three typical organisational structures. They are known as hierarchical, flat and matrix. A hierarchical structure is typical in large companies where each level of employee reports upwards and each level has a narrow span of control. The downside of this type of structure is that it can often lead to significantly slower communication and decision making. A flat organisational structure has much less levels of hierarchy and wider spans of control. This means employees at each level can communicate with managers more easily and quickly. However, this usually means that workers take more responsibility for decision-making. The benefits of this are that it may encourage a more dedicated and motivated workforce. Typically this type of structure is used in small businesses and start-ups. A benefit of this structure is that it allows the business to change rapidly to respond to the market, customers or competitors. However, this only applies if the staff are well trained and are actually capable of making the changes. Lastly, a matrix structure gathers employees who hold the relevant expertise in order to help the business to meet its goals. The people selected come from different levels and departments within the business. The structure can be used in both hierarchical and flat organisations and are typically used for specific projects. Individual team members may come from different parts of the business, regardless of their usual location in the hierarchy. Obviously once a project is over the matrix will be disbanded.
Views: 218180 Revision App - Student Blog
(Part 4 of an Eight Part Series) Four years after the President's July 21, 2010 signing of the Dodd-Frank Wall Street Reform and Consumer Protection Act and with it provision Section 1502 concerning conflict minerals, and two years after the SEC's August 22, 2012 issuing of Rule 13p-1 and the Form SD, many questions emerge: How, specifically, have companies navigated the challenge of building a conflict mineral program (CMP)? What good practices have emerged from this unprecedented disclosure law? Thus far, what has been the law's economic impact? The Tulane University Payson Center for International Development Conflict Minerals Post-Filing Survey gets to the bottom of these questions. - See more at: http://payson.tulane.edu/welcome-tulanes-dodd-frank-section-1502-post-filing-survey-2014-presentation
Views: 117 Payson Graduate Program
Cox Automotive needed to continue quickly provisioning IT resources to internal customers across its 25+ companies, and retain its competitive edge. Cox chose Red Hat CloudForms to manage its infrastructure in the cloud and deliver self-service access. Learn more: http://www.redhat.com/cloudforms
Views: 7422 Red Hat Videos
Reasons Why Companies Choose to Outsource http://www.justsimplyoutsourcingworldwide.com Despite the increasing competitiveness in today's businesses, more enterprises are wanting to keep their head out of the water. Most opportunities are spotted by different types of outsourcing services: First, the internal resource of a company is utilized for daily operations. It includes people, facilities, consumables, communication resources, hardware and software resources. Companies which provide outsourcing services have their own internal resource to provide products and services that customers need the most. Second, when operations are having problems with their current organizational structure, there are ways in which BPO (business process outsourcing) companies can help shorten the time for reorganization. With the unpredictability of the markets, there are plans that could result for the worst. In these situations, outsourcers' continuous management for non-core operations can greatly help companies to focus on their main responsibilities. This way, companies can maintain their customer service hotline, sales or IT services intact while slowly changing the business model to adjust with the current market situation. Third, most third-party service providers are known for their different sets of skills, expertise and specializations. With business clienteles getting more demanding, outsourcing services to international locations keeps up with their clients to provide services that are fast, reliable and efficient. The rapid movements in the market make outsourcing companies respond to these challenges promptly. They can finish projects simultaneously and accomplish tasks which require specialized expertise. This allows quick turnaround for their clients by submitting results as quickly as possible despite working a thousand miles away. Fourth, as the exponential growth in technology pushes the equality for accessing information, skills and expertise could be now reached by other people from around the world. This causes individuals with similar skills to acquire more information and update their skills set to be at par with their competitors worldwide. The explosive growth introduced by the internet is now creating a new set of skills and expertise that was intially endemic to a certain country. This is why large companies want to take advantage of business process outsourcing services. It becomes a part of their strategy to tap these skills in order for their continued success. Connect with Us Facebook https://www.facebook.com/JustSimplyOutsourcingWorldwideInc Twitter https://twitter.com/JSOWorldwide YouTube Channel http://www.youtube.com/user/JSOutsourcingWw Google Plus http://bit.ly/16HB1TP Pinterest http://pinterest.com/jsoworldwide/ http://youtu.be/CxYYf_qIirk
Views: 164 Just Simply Outsourcing Worldwide
Learn more about the Balanced Scorecard here on the tutor2u website: https://www.tutor2u.net/business/reference?q=balanced+scorecard The Balanced Scorecard approach encourages businesses to analyse and report performance based on four key perspectives - financial, customers, internal processes and organisational capacity. This revision video provides an overview of the Balanced Scorecard model and approach.
Views: 125931 tutor2u
A list of Corporate Labs, Garages, and Innovative Hubs, where employees, researchers, and customers find disruptive solutions. https://valuer.ai/blog/100_most_innovative_large_companies_of_2018/ How does an innovative company differ from a one that is not? Innovators are able to find opportunities and exploit these. Organizing Corporate Innovation Labs, Corporate Garages, Corporate Investment Programmes, Corporate Hackathon, Corporate Start-up Fundings and Corporate Start-up Awards, disruptors welcome external visitors, partner with early-stage companies and involve their own employees in order to create new solutions, new products and new processes. What Does It Mean to Be an Innovative Corporation?Valuer.ai has decided to publish a list of major corporations that through Corporate Innovations Labs, Corporate Garages, Corporate Investment Programmes, Corporate Hackathon, Corporate Start-up Fundings and Corporate Start-up Awards, welcome external visitors, partner with early-stage companies and involve their own employees in order to create new solutions, new products and new processes.All innovative firms seem to be aware of the fact that to be a changemaker, they need to take the three following steps:Provide the tools and internal resources to grow quickly.Provide additional resources for external innovators with disruptive partners.Most of the start-ups or actors taking part in special corporate programmes, labs, hackathon, etc., are often lacking resources, but not ideas.Be a changemaker.The 90 Corporations That Know How to Innovate have been able to identify new opportunities and are now cooperating with them to explore new disruptive but innovative horizons._______Innovation will become the difference between companies leading their respective fields now and those that will continue to be industry leaders in 10+ years.Without the ability to explore new technology, uncover new revenue streams, and be first to market with new concepts it will become increasingly difficult to maintain a firm grasp on any market.Many large enterprise organizations are starting to understanding this.Often the hardest part of corporate innovation can be overcoming internal procedures and bureaucratic obstacles.These are processes that are meant to reduce waste and maintain the elements of checks and balances.At what cost do these processes become nothing more than a “process” that deters new ideas from being tested?Is the answer to embracing risky projects – that could finally bring innovation?Are new ideas considered to be a danger by many big companies?The presence of disruptors helps the market to stay competitive, it builds new challenges for the biggest actors involved to remain up to date with innovation and new technologies, but it’s not yet enough. LinkedIn https://www.linkedin.com/company/valuer.ai Facebook https://www.facebook.com/ValuerAI/ Twitter https://twitter.com/ValuerAI Instagram https://www.instagram.com/valuer.ai/?hl=en
Views: 117 Valuer ai
"Millions of employees walk through our organizations every day not just to get paid but to be inspired by the vision we have for them", says Vineet Nayar, former CEO of HCL Technologies and author of Harvard Business Press bestseller "Employees First, Customers Second" (EFCS) giving a compelling account of how this idea channelized the energy and passion of 100,000 employees to increase HCL's revenues and market cap over six times! In this must watch 18 minute video Vineet shares at least 8 simple ideas that can do wonders to your Employee Engagement scores and ensure happiness, passion and growth. Not surprisingly Vineet's EFCS philosophy and its execution at HCLT has been described as the "world's most modern management" by Fortune and got him a place in the magazine's first ever Fortune Global Dream-team alongside stalwarts like Steve Jobs. Vineet Nayar is the former CEO of HCL Technologies, founder of the Sampark Foundation and author of a book that is considered as a revolution in management, Employees First, Customers Second. He not only states simple philosophical principles but also applies them successfully: his company has succeeded the challenge of tripling its turnover ($4.2 billions today). Vineet Nayar has been elected best employer in Asia. His very simple idea of « management by trust » through challenging conventional management practices, was described by the American Fortune magazine as “the most modern management in the world”.He later created his charitable organization Sampark (“to be in contact” in Hindi), focused on the training of teachers. He is thus considered as the man who is resolving India’s problems. Indeed, in a country where tens of millions of children are dropping out of school, Vineet Nayar explains that he wants to “have an impact on millions of lives”. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 1176107 TEDx Talks
Today I’m going to share with you how to work with a multi-million-dollar company. Do you want to work with a multi-million-dollar company? The way you work with them isn’t the way you’re thinking. In this video I’m going to share with you how to get more high paying clients without spending money on ads. __________________________________________ RESOURCES & LINKS: Neil Patel Digital Agency: https://neilpateldigital.com/ “How to Start a Business and Grow it to a Billion Dollar Company” (video): https://www.youtube.com/watch?v=-p6CvtzUgk0 “11 Proven Ways to Get Customers in 30 Days Without Spending Any Money” (blog): https://neilpatel.com/blog/get-customers-without-spending-money/ “How to Obtain Your First Customer Without Paying for Ads” (blog): https://neilpatel.com/blog/how-to-obtain-your-first-customer-without-paying-for-ads/ “How to Create a Personal Brand and Get Noticed | Secrets Behind the "Neil Patel" Personal Blog” (video): https://www.youtube.com/watch?v=OjA5uYe7PW0&t=7s “3 LinkedIn Marketing Tips That Will Generate New Customers and Boost Engagement” (video): https://www.youtube.com/watch?v=IqAwho3SUUA Read more Business tips on my blog: https://neilpatel.com/blog ____________________________________________ ►Subscribe: https://goo.gl/ScRTwc to learn more secret SEO tips. Find me on Facebook: https://www.facebook.com/neilkpatel/ Read more on my blog: https://neilpatel.com/blog The lesson of the day for you guys if you wanna generate these big contracts, work with these big companies, it's not gonna happen the way you're thinking. Most people think that it's from connections or it's from college. If you go to Harvard, you're gonna get these contracts. It's not really the way. It's simple. It'll take time, but follow this strategy and you'll be able to work with multi-million dollar companies. One, help people out. Whether it's on Twitter or Facebook or a social web or if you wanna blog or create videos, just help people out. Helping people out goes a long way. I have this concept called little is the new big, which if you help out the little people, the people who aren't well known, there's so many of them, that eventually, the people who are decision makers will hear about you because you're helping out all these other people who aren't as well known. The second strategy I have for you is to speak at conferences, you need to speak at least four a year, so one a quarter. The way you do this is you take all the conferences in your space and you just apply to speak at them. Most of the people are gonna ignore you and say, no, we don't want you to speak. But some of them will say yes. It really is a number's game. The next thing I want you to do is I want you to go and just help people locally within your community. Whatever city you live in, there are multi-million dollar businesses. Chamber of Commerce, there's probably other organizations within your city. What you'll find is people are more likely to hire local companies than they are to hire companies that are across the world or in a different state or a different country. So, really go and help out the people that are local to you. The fourth tip I have for you is to be an expert. When you're seen as an expert, more people are gonna wanna work with you. And I know this is tricky because you're like, wait, ow do I be seen as an expert when I'm starting off. Well, I want you to hit up other successful entrepreneurs or other successful people within your space and interview them. When you interview them on your site, it could be video, you can do it over Skype, it could be podcasts like audio, could just be a text based interview like a blog post. When you publish on your website or on YouTube or Facebook or LinkedIn, have that person share an email and be like, hey, Neil, the interview I did with you just came out. Do you mind sharing it and tweeting it out? If you're seen interview other experts, you're seen being along the side of them, that's why video is more powerful when you do this. People will also start seeing you as an expert and you'll notice that you'll get more business as well, especially as these experts start promoting your own content because you interviewed them. So, that's it, follow those tips and you, yourself can get a multi-million dollar contract. Over time, that parts, not easy, but at the beginning you can work with a multi-million dollar company and eventually, you can work your way up to working with billion dollar companies. #NeilPatel #BusinessTips #B2B
Views: 9053 Neil Patel
What is a trade deficit? Well, it all has to do with imports and exports and, well, trade. This week Jacob and Adriene walk you through the basics of imports, exports, and exchange. So, you remember the specialization and trade thing, right? So, that leads to imports and exports. Economically, in the aggregate, this is usually a good thing. Globalization and free trade do tend to increase overall wealth. But not everybody wins. Crash Course is on Patreon! You can support us directly by signing up at http://www.patreon.com/crashcourse Thanks to the following Patrons for their generous monthly contributions that help keep Crash Course free for everyone forever: Mark, Eric Kitchen, Jessica Wode, Jeffrey Thompson, Steve Marshall, Moritz Schmidt, Robert Kunz, Tim Curwick, Jason A Saslow, SR Foxley, Elliot Beter, Jacob Ash, Christian, Jan Schmid, Jirat, Christy Huddleston, Daniel Baulig, Chris Peters, Anna-Ester Volozh, Ian Dundore, Caleb Weeks -- Want to find Crash Course elsewhere on the internet? Facebook - http://www.facebook.com/YouTubeCrashCourse Twitter - http://www.twitter.com/TheCrashCourse Tumblr - http://thecrashcourse.tumblr.com Support Crash Course on Patreon: http://patreon.com/crashcourse CC Kids: http://www.youtube.com/crashcoursekids
Views: 958663 CrashCourse
Isabelle Calvez, Group Senior VP of Human Resources, presents SUEZ engagements for equality. Priority 1 - Roadmap 2017-2021: By promoting diversity and well-being in the workplace SUEZ must mirror the companies and the places in which we operate. We’re committed to promoting equal opportunities by pursuing the Diversity Program initiated in 2012. Diversity is an essential component of well-being of our company; it allows each employee to play a decisive role in the business transformation linked to the Resource Revolution through dedicated training courses. Employee well-being, needs to be measured: SUEZ is committed to pursuing its now homogeneous system of internal investigations and to implementing the necessary progress plans. Objectives and indicators for 2021: Training more than 80% of the group’s employees every year Achieving a level of 33% of management positions filled by women companywide Increasing the coverage and the rate of employee participation in commitment surveys Indicators: coverage rate of 100% (aggregate over the last three years) and 60% participation rate Subscribe to our YouTube channel: http://bit.ly/1n4YJYO Check out our website: http://www.suez.com Follow us on Twitter: https://twitter.com/suez
Views: 2459 SUEZ group
On Udemy: https://www.udemy.com/user/365careers/ On Facebook: https://www.facebook.com/365careers/ On the web: http://www.365careers.com/ On Twitter: https://twitter.com/365careers Subscribe to our channel: https://www.youtube.com/365careers This lesson on Business strategy introduces the idea behind doing SWOT analyses. Watch more at https://www.udemy.com/mba-in-a-box-business-lessons-from-a-ceo . This video is part of a series of short lessons about Business Strategy. The complete module can be found on Udemy, as a core part of the MBA in a Box course by CEO Valentina Bogdanova and 365 Careers. The course provides a complete Business Education: Business Strategy, Management, Marketing, Accounting, Decision Making & Negotiation in just under 10 hours. -------------------------------------------------- Strategy module table of contents: MBA in a Box: Introduction 1. What does the course cover? Section: 2 Strategy: An Introduction 2. The role of Strategy and what makes a Strategy successful 3. The difference between Corporate and Business Strategy 4. The importance of the Mission, Vision, Goals, and Values statements Section: 3 Strategy: The industry lifecycle model 5. The four stages of the industry lifecycle model - An introduction 6. The strategic importance of the industry lifecycle model 7. The Introduction stage - A new industry is born 8. The Growth stage - An industry in its expansion phase 9. The Maturity stage - An industry at its peak 10. The Decline stage - An obsolete industry Section: 4 Strategy: Porter's Five Forces model - The competitive dynamics in an industry 11. Michael Porter's Five Forces model 12. The threat of new entrants 13. The threat of substitute products 14. The intensity of current competition 15. The bargaining power of suppliers 16. The bargaining power of clients 17. Porter's Five Forces framework applied in practice Section: 5 Strategy: Game Theory - Studying the interaction between multiple parties 18. An introduction to Game Theory 19. Zero-sum games - approaching situations with a win-lose perspective 20. Non-zero-sum games - considering both cooperation and confrontation 21. Tobacco companies - a real-life example of Game Theory application Section: 6 Strategy: Focusing on the inside of a business 22. Focusing on the inside of a business - An Introduction 23. A company's lifecycle model - what should be done at different stages Section: 7 Strategy: Acquiring a competitive advantage 24. The quest for a competitive advantage - An Introduction 25. The importance of building a sustainable competitive advantage 26. The role of resources and capabilities 27. Acquiring an actual competitive advantage Section: 8 Strategy: The three main competitive strategies 28. The three main competitive strategies 29. Cost leadership - sell cheap 30. Differentiation - be different 31. Niche (Focus) strategy - find your niche market 32. The danger of hybrid strategies Section: 9 Strategy: Corporate growth strategies 33. The types of growth opportunities companies pursue 34. Organic growth - building a solid foundation 35. Inorganic growth - leveraging M&A transactions 36. Horizontal integration 37. Vertical integration Section: 10 Strategy: The SWOT analysis framework 38. An introduction to SWOT analysis 39. SWOT analysis in practice - Starbucks -------------------------------- Strategy analysis has two main branches – analysis of a firm’s external environment and analysis of a firm’s internal environment. SWOT is a famous framework that allows us to combine the two types of analysis. SWOT is sometimes referred to as internal-external analysis. The acronym SWOT stands for Strengths, Weaknesses, Opportunities, and Threats. The first two, Strengths and Weaknesses, are related to a firm’s internal environment, while the last two, Opportunities and Threats, consider its external environment. Internal strengths and external opportunities are vertically paired as helpful elements, while internal weaknesses and external threats are paired as harmful elements. if we perform a company analysis, under strengths, we would expect to see its core competences, the areas where the business excels and has a competitive advantage over competitors. Weaknesses are areas that need improvement. Such vulnerabilities place a company at a disadvantage when competing against other firms. Opportunities can be seen as favorable factors existing in a company’s external environment, in the industry where it operates, and have the potential to improve its current results and competitive positioning. Threats arise in a company’s external environment and might harm its current business.
Views: 168150 365 Careers
What's driving businesses to adopt application programming interfaces (APIs)? In this video, Red Hat’s Steven Willmott outlines the business needs that are driving Red Hat customers to adopt APIs and explains how APIs can improve communications between partners to enable a more flexible business ecosystem. For more videos and resources, visit http://www.rtinsights.com/red-hat-agile-business-resources Transcript Adrian Bowles: You came to Red Hat through an acquisition. You've been focused on APIs for a long time. Tell me why are APIs so important to you Red Hat and to your customers? Maybe you can put it in context. Steve Willmott: Often, people think of APIs as a very technical thing. Oh, it's an interface, I can connect to a piece of software on a server somewhere. There is obviously technical evolution, the technology's changed and so forth. Today's generation of APIs are easier to deal with than perhaps those of a few years ago. But the primary driver of APIs in the first place is to help organizations work together within the organization and also with partners and all sorts of external systems. So, they have a really important business function. Almost every one of our customers is using their APIs to get relatively large teams of people talking to each other and having their software talk in an easy way. But also, to partners, to customers, and people in the outside world. So, it's a very, kind of business-centric decision normally that drives API deployment. It's not just a technical one. AB: How do you explain to business people why they should care about APIs? Or is that something that they're understanding more now from other sources? SW: So, an API is a layer of abstraction and that allows you to take some functionality within your business and turn it into some sense into a product. It has typically its own road map, has its own rules for usage, it has some guarantees for how long it's going to be around. That product could be just used internally or it could be going out to partners or customers. I think most of the business leaders in companies are starting to understand this. The internal usage, you think, well, why would we do this? What's the business value? But, it's very clear to people that agility is really the issue there, right? Because, in the past it's always been a frustration, well, we have this data, why can't we just use it? Why can't we use a newer ... create a new application with this data? The answer is, well, it's really hard to get to, etc., etc., right? So, the abstraction of having an almost product-like sense of what this sense of data is and where it is and who's responsible for it creates this agility that companies now need to succeed in the market. Then, I'll just add, from the public's side, it's so common now for companies to require tie-ins to their partner network, to support their partners to do things, often to drive them business, or to have devices that use the company's services in some way that also tie back to an API. The business value of that's, I wouldn't say is always trivial to articulate, depends on the company, but it tends to be very clear. A great example, if you fly through the Netherlands ever and go to Amsterdam Airport, that's one of their key nice examples I like to talk about because they [actually use APIs on to all of the data they have around the airport. That provides access to their partners to tie in, so that will be retail, security services, aircraft companies, and maintenance and so forth. And it also provides mobile applications with the data that they need to serve the customers better. So, they have a very strong focus on being customer-centric, and APIs are a great example of how that all ties together. That's the same pattern we're seeing with lots of our customers. AB: By focusing on APIs, the point of integration or the point of access, they're opening up their system to new functionality from partners in the ecosystem. SW: That's right, and providing the data that they have out to those folks so that they can do a better job. So the whole ecosystem is better off by everyone sharing data. Often, what we see is that a number of teams start putting APIs in place, and those set a pattern and then we like to help the central teams become enablers for the rest of the organization to launch their own APIs. Often you need to share best practice, you need to share some rules about security, obviously infrastructure choices. It's good to standardize those. But, it's really an enabling function, rather than the pattern that used to have with an ESB, which is these folks do the work. In the API world it's more, how do we enable people to do this well and how do we enable their consumers to consume those new APIs. It has a more natural rollout than just waiting for the ESB team to connect everything out for you. AB: It certainly sounds like something that organizationally would be more welcome…
Views: 16345 RTInsights
The future of IT is changing in real time out of the recognition that SaaS is a quicker and cheaper way to acquire software while consuming less internal resources. At the same time, SaaS has proven to be more scalable, reliable and functional as on-premise software. SaaS allows large companies to leverage leading edge business applications immediately, without complicated upgrade processes and the IT infrastructure demanded by traditional software applications. The birth of IT in most companies was due to the realization that there was new technology that could be taken advantage of to improve business processes and the broader competitive advantage. Today, IT organizations are again being challenged to take advantage of new technology and apply it to improve business processes. Leading edge IT organizations are realizing that their role is shifting away from infrastructure management and maintenance, toward more business process improvement demands. SaaS has proven to be a powerful new business solution that allows IT to re-focus energy and resources to play a more crucial role within their company. from a whitepaper by THINKstrategies. Personality assessments on its own, and even better when integrated into an ATS or an HRMIS, can help you hire effectively, manage employees better and implement better organizational development strategies.
Views: 293 HireLabsInc
Communicating your strategy is as important as creating it. If you don't communicate your strategic direction to your internal and external stakeholders, what's the point of having one in the first place? Use this guide to ensure you're giving the best information to those who help bring your plan to life. For more resources on building your strategic plan, view the Essentials Guide to Strategic Planning at http://onstrategyhq.com/resources/strategic-planning-process-basics/ Used by thousands of companies worldwide, http://OnStrategyHQ.com enables any organization, regardless of size and budget, to build their comprehensive plan and monitor implementation. In addition to their award-winning software, the company also offers strategic planning consulting and is a resource for other strategic planning tools, books, articles, workshops, and strategic planning facilitation. Download the Essentials Guide to Strategic Planning - https://onstrategyhq.com/product/essentials-guide-to-strategic-planning/
Views: 68755 virtualstrategist
Consumers are demanding that companies take a more hands-on approach to making the world a better place. In response to this cultural shift, how should companies leverage their internal resources in order to support the needs of their customers and communities both locally and at large? Kodi Foster, Senior Vice President of Data Strategy at Viacom, and Sashka Rothchild, Founder and CEO of Stnd.by, will discuss their recent technology partnership in which technology was aligned with a corporate initiative and embodies the possibilities when innovation and humanity come together with the singular purpose of helping others.
Views: 288 TNW
How much should you get paid for your job? Well, that depends on a lot of factors. Your skill set, the demand for the skills you have, and what other people are getting paid around you all factor in. In a lot of ways, labor markets work on supply and demand, just like many of the markets we talk about in Crash Course Econ. But, again, there aren't a lot of pure, true markets in the world. There are all kinds of oddities and regulations that change the way labor markets work. One common (and kind of controversial one) is the minimum wage. The minimum wage has potential upsides and downsides, and we'll take a look at the various arguments for an against it. Crash Course is on Patreon! You can support us directly by signing up at http://www.patreon.com/crashcourse Thanks to the following Patrons for their generous monthly contributions that help keep Crash Course free for everyone forever: Mark, Eric Kitchen, Jessica Wode, Jeffrey Thompson, Steve Marshall, Moritz Schmidt, Robert Kunz, Tim Curwick, Jason A Saslow, SR Foxley, Elliot Beter, Jacob Ash, Christian, Jan Schmid, Jirat, Christy Huddleston, Daniel Baulig, Chris Peters, Anna-Ester Volozh, Ian Dundore, Caleb Weeks -- Want to find Crash Course elsewhere on the internet? Facebook - http://www.facebook.com/YouTubeCrashCourse Twitter - http://www.twitter.com/TheCrashCourse Tumblr - http://thecrashcourse.tumblr.com Support Crash Course on Patreon: http://patreon.com/crashcourse CC Kids: http://www.youtube.com/crashcoursekids
Views: 501490 CrashCourse
While external hiring can bring many potential benefits to an organization -- acquiring new knowledge, infusing your organization with demographic and thought diversity, and weakening competitors through poaching -- it is also incredibly expensive, and external hires often fail to live up to expectations. As a result, many companies are beginning to prioritize internal hiring and supporting employees who want to move within their organizations. The most recent survey data available on this topic indicate that around half of global companies are committed to investing more resources in internal hiring than they have in the recent past. The challenge lies in making the right decisions to maximize the return on any investments in internal hiring; a challenge made more difficult by the surprising lack of information available around what investments different companies are making and whether or not those investments are paying off in terms of retention, satisfaction, quality of (internal) hire, and company performance. In this webcast, JR Keller, Assistant Professor, Human Resources, ILR School, Cornell University will look at different approaches to internal hiring, how internal hiring processes shape who advances within organizations, and how to handle unsuccessful internal applications. The webcast will also include time for Professor Keller to take questions from participants. Recorded February 15, 2018
Views: 89 Cornell ILR
Kirk Kvist, Itiviti’s Director of Professional Services for the Americas region, makes the case for and against professional services, outlining instances in which outsourcing can be beneficial vis-à-vis situations in which it is preferable to use internal resources.
Views: 135 Itiviti AB
08 common Interview question and answers - Job Interview Skills 1. "Tell me a little about yourself." You should take this opportunity to show your communication skills by speaking clearly and concisely in an organized manner. Because there is no right or wrong answer for this question, it is important to appear friendly. 2. "What are your strengths?" This is a popular interview question. They want to know what you think of yourself. Although this is a general question, there is a wrong and right answer. The wrong answer is a generic answer saying you are organized and friendly. Although it will not hurt you during the interview, it will certainly not help you either. Answer this question based on the type of job you are applying for. 3. "What are your weaknesses?" For this answer, you should display a weakness that can be seen as a strength. There are many types of answers that will work. Some answers will be good answers for certain jobs, while the same answer will be a bad answer for a different job. Select an answer that will work for the position you are applying for. 4. "Where do you see yourself in five years?" This question primarily depends on where you are in your career. A person with 5 years of experience will have different goals than a person with no work experience.This question is asked to see how serious a candidate is about his or her career. Some people might not know their goals, and some people might have goals of becoming rich and retiring early. Those are incorrect answers for this question. The type of answer you want to give is an ambitious answer that shows you really love your career. A good interviewer will read between the lines and find out if a person is going to be a hard worker or just a mediocre one. Being descriptive and shooting for a big goal is something interviewers want to hear. 5. "What do you know about our company?" A typical job interview question, asked to find out how much company research you have conducted, is "What do you know about this company?" Prepare in advance, and in a word, research, so you can provide relevant and current information about your prospective employer to the interviewer. 6. "Are you good at dealing with change?" Dealing with change is common in the work place. A simple yes will not be sufficient to impress the interviewer. This is another type of question where everyone will have similar answers. Of course everyone is going to claim being excellent dealing with change. You got to communicate that you are really good at dealing with change. 7. "Do you work well under pressure?" In most cases, the best answer to this question is answering yes. Working well under pressure is a good trait to have. However, I think if you answer that you work the same with pressure and without pressure, the interviewer will be more impressed. However, you will need to explain in words why this is better. 8. "How do you make important decisions?" There are many ways to answer this question, and if you have a reasonable method of making decisions, it will probably be sufficient. One answer I thought of included not being afraid of asking your manager. You can follow up by saying even the best needs mentoring, and you always want to improve. So basically, this could work as an answer, but depending on the job, you might have a better shot with an answer like my example.
Views: 12126338 Learn English with Let's Talk - Free English Lessons
For more than 50 years, BDO has worked with thousands of clients in exploration, production and service companies to provide customized solutions through resources in every major Natural Resources business centre in the world. George Williams, Head of Risk Advisory Services at BDO SA, gives his insights into IA in the NR sector in SA.
Views: 81 BDOSouthAfrica
Account Based Marketing is a B2B marketing strategy in which sales and marketing teams identify and target the most valuable accounts. https://www.demandbase.com/resources/account-based-marketing-101/ Matt Heinz, founder and president of Heinz Marketing, walks us through how to sell Account-Based Marketing (ABM) internally. Matt talks about how Account-Based Marketing (ABM) requires cross-functional support and alignment. So when selling it internally, consider outcomes and the vested interest people will have in those outcomes. Learn about Account-Based Marketing fundamentals: https://www.demandbase.com/resources/account-based-marketing-101/ Visit us at: https://demandbase.com Subscribe to this channel: https://www.youtube.com/user/DemandbaseMarketing?sub_confirmation=1 TRANSCRIPT Hi. My name is Matt Heinz, founder and president of Heinz Marketing, ABM evangelist. We help a lot of our companies do ABM, but we actually do it ourselves as well. It's really uncanny that the way you can sell ABM internally the best is to think about the best practices for selling something complex to your customers. You're selling change. If this is the next shiny object, if this is a quarterly campaign, like, that's not ABM. To do this right, you're going to need to have cross-functional cross-organization support and alignment, and I think that the best way to do that is to have the outcome in mind. Know why you're doing it and think about the vested interest for each of the people in the organization that have to say yes to that. Assume that that's not going to be a 20-minute conversation at your next meeting but think through those internal buying committee members. Think through what's in it for them and sort of ABM yourself. And start small. Start with some proof of concept campaigns. Don't worry about investing in all the technology up front. You will get there. And if you see success in those early campaigns, I think it's very likely that you'll see much broader adoption and momentum for your ABM program moving forward.
Views: 34 Demandbase
Subscribe to Alanis Business Academy on YouTube for updates on the latest videos: https://www.youtube.com/alanisbusinessacademy?sub_confirmation=1 A SWOT Analysis is a tool used to complete an objective analysis of a company. In addition to taking an internal look at the company (strengths and weaknesses), companies also need to scan the external environment to identify both opportunities and threats. In this video, I'll explain what a SWOT Analysis is, and provide some examples of what can be considered in each category.
Views: 305616 Alanis Business Academy
Fostering Tech For Good Consumers are demanding that companies take more hands-on approach to making the world a better place. In response to this cultural shift, how should companies leverage their internal resources in order to support the needs of their customers and communities both locally and at large? Kodi Foster, SVP of Data Strategy at Viacom, will discuss the recent technology partnership in which technology was aligned with a corporate initiative and embodies the possibilities when innovation and humanity come together with the singular purpose of helping others. Subscribe to our channel: http://bit.ly/FS-YouTube-Subscription _ The future belongs to the curious ones: https://fifteenseconds.co/ What started 2014 as a contemporary marketing conference has since then grown into an interdisciplinary business festival gathering thinkers, makers, and leaders from all around the world. In 2018, more than 5000 curious minds decided to join Fifteen Seconds and come to Graz. What they all have in common? The will to shape the future. _ Fifteen Seconds on Facebook: https://www.facebook.com/wethinkahead/ Fifteen Seconds on Instagram: https://www.instagram.com/fifteenseco... Fifteen Seconds on Twitter: https://twitter.com/wethinkahead
Views: 148 Fifteen Seconds
See more at: http://www.geniushr.com/ GeniusHR is a fully integrated, cloud-based HRIS and HR Management platform featuring true business process automation. Its unique process engine knows when it needs to perform tasks, easily retrieves and analyzes data from both internal and external sources, and delivers powerful logic to HR decision making while providing protection against employment related lawsuits. In addition to a core system of record (HRIS), GeniusHR's integrated solutions address every core management function in HR, "from hire to fire." Its open API platform can easily share data with most standard payroll, benefits and compensation planning systems already in place. GeniusHR is designed to keep its customers compliant with applicable federal, state and local employment laws. Its FMLA Wizard performs the complex calculations for eligibility determination and stays on top of the leave tracking and document management, enabling HR to administer FMLA cases without outside help. Includes HR processing solutions for: • Recruiting & applicant tracking • Employee onboarding • Employee self service portal • Customizable electronic forms • Paperless document management • Time & Attendance • Absence & Leave management • FMLA leave management • Workforce analytics • Workforce scheduling • Termination & offboarding
Views: 689 GeniusHR - HRIS Systems - HR Software
Get FREE access to our Ultimate Online Interview Course » http://www.passmyinterview.com/ Get the TRANSCRIPTION for this VIDEO here: https://www.how2become.com/blog/7-top-interview-questions-and-answers/ INTERVIEW QUESTION 1. TELL ME ABOUT YOURSELF? - Concentrate on telling them about your work-related skills as opposed to your home life. They are not interested in your home life. - Download a copy of the person specification for the job and focus on telling them how your skills and attributes match the document. - Use “power words” in your response, such as: motivated, enthusiastic, loyal, flexible, committed, honest, hard-working, adaptable etc. These will resonate positively with the interview panel. INTERVIEW QUESTION 2. WHY DO YOU WANT TO WORK HERE? - Tell them about the preparation work you have done in the build-up to the interview. - Focus on the person specification, the job description and information you have gleaned from the company’s website and also the literature you have studied during your research. INTERVIEW QUESTION 3. WHAT ARE YOUR STRENGTHS? - Again, focus on the person specification for the role you are applying for. - Say something different that makes you stand out from the other job applicants. Give an example of why you are better than the other applicants and try to make yourself RELATABLE and REAL! INTERVIEW QUESTION 4. WHERE DO YOU SEE YOURSELF IN 5 YEARS' TIME? - Don’t tell them you plan to have moved on from their company, either internally or externally. - Loyalty is very important to the vast majority of employers. Remember, they have to spend time, money and resources training you up in the role, so they will want to see a return on their investment. - Don’t tell them you want to be sitting where they are! INTERVIEW QUESTION 5. WHAT ARE YOUR WEAKNESSES? - Anyone who tells the interview panel they have no weaknesses is telling porkies! We all have weaknesses. - Don’t give a weakness that is one of the key requirements of the role. For example, if punctuality and good timekeeping are important, don’t tell the panel you struggle getting out of bed in the morning! QUESTION 6. WHAT MAKES A GOOD TEAM MEMBER? - List the qualities I am going to give you in the sample answer that follows. - Back up your answer with a specific example of when YOU have worked well as part of a team using the STAR technique. INTERVIEW QUESTION 7. WHEN HAVE YOU WORKED UNDER PRESSURE? - Try to give an example of when you have carried out a difficult/pressurised task under strict time constraints. - Give a specific example and don’t forget to use the STAR technique in your response. https://www.how2become.com/
Views: 372356 CareerVidz
PHONE INTERVIEW TIPS - HOW TO PREPARE FOR A PHONE INTERVIEW ➡️ Get your brand new, impressive, Top Notch Resume here: https://topnotchresume.lindaraynier.com/signup ➡️ Get private career coaching from Linda here: http://www.lindaraynier.com/standoutgethired ➡️ Get your brand new, Strategic Cover Letter here: https://www.lindaraynier.com/strategic-cover-letter-workshop/ ➡️ ‘Top Notch Interview’ is coming soon! For enrolment updates: http://www.jointni.com ________________ Today, we are talking about phone interviews and how to prepare for a phone interview. Some people find it very hard to know how to ace a phone interview, simply because they find them unpredictable. But preparing for a phone interview is actually quite simple if you understand the psychology and what the hiring managers, HR professionals and recruiters are really looking for in the phone interview. Once you know those things, you’ll know how to answer in a phone interview. Today, I will be teaching you four key items that you need to know so you know what to expect in a phone interview. One of them is something you probably would NOT have guessed! So specifically, I’m going to share with you what recruiters, HR and hiring managers are REALLY looking for when they do that initial phone interview before bringing you in, and how you can prepare for it better. So if you’re someone who’s been getting phone interviews but not getting past that first round to an in-person, then you know there is definitely room for improvement. You might think, I need to speak better be more clear and that is true, but there are other factors that you need to keep in mind so you can nail your next phone interview. So, what are HR, hiring managers and recruiters looking for when they’re doing a phone interview with you? Here are 4 key items that interviewers are looking for in the phone interview that you need to keep in mind: 1. Energy and confidence 2. CLEAR, concise and articulate answers 3. Technical fit 4. Top-notch resume ----- FREE DOWNLOADS: ⬇️ Download my FREE Resume Samples PDF document here: https://bit.ly/2vjNwMM ⬇️ Download a copy of my 10 Ultimate Resume Hacks to Land more Interviews and Job Offers PDF here: https://bit.ly/2JRQR93 ________________ Become part of a growing community with over 1000 other corporate professionals in the supportive Ambitious Professionals Mastermind Facebook group: https://www.facebook.com/groups/288240514997485/ Interested in getting personally coached by Linda to enhance your personal brand, advance your career and/or land your dream job? ➡️ Click here: http://www.lindaraynier.com/standoutgethired and fill out the application form. ________________ If you liked this video, please give it a thumbs up 👍, subscribe, share it with your friends. CONNECT WITH ME: Website: https://www.LindaRaynier.com Instagram: https://www.instagram.com/lindaraynier/ LinkedIn: https://www.linkedin.com/in/lindaraynier/ Facebook: https://www.Facebook.com/lindaraynier For other similar videos, see: Successful Phone Interview Tips | SmithArnoldPartners | https://www.youtube.com/watch?v=zYpZJyL2Va8 How To Pass Telephone Interviews | CareerVidz | https://www.youtube.com/watch?v=TNhJA69-uHI
Views: 534391 Linda Raynier
Join career expert and award-winning author Andrew LaCivita as he teaches you exactly how to write the 4 sentence cover letter that gets you the job interview! Grab the FREE template here: http://bit.ly/4sentencecoverletter For much more FREE content, see the https://www.milewalkacademy.com/ -------------------- GET INTERVIEW INTERVENTION HARDCOVER FREE! -------------------- Get the Interview Intervention Hardcover, eBook, and Audiobook while supplies last! The $29 book is FREE. I bought it for you. I'm also adding in the $27 digital experience. I only ask that you pay $7 so my friends at the warehouse can pick it, pack it, and ship it. I'll send it anywhere in the world for $7! Get it here: http://bit.ly/YTFreeInterviewIntervention -------------------- FREE DOWNLOADS -------------------- DOWNLOAD: THE 4 SENTENCE COVER LETTER HERE: http://bit.ly/4sentencecoverletter DOWNLOAD: THE ULTIMATE PROFESSIONAL RESUME TEMPLATE HERE: http://bit.ly/ultimateresumetemplate -------------------- WANT MORE AWESOME COVER LETTERS? -------------------- HOW TO APPLY WHEN THERE IS NO JOB OPENING: 7 SENTENCE COVER LETTER: https://youtu.be/O4LcD3VjlfU BOSS HUNTING COVER LETTERS: https://youtu.be/tIzfFliaPYA -------------------- NOT GETTING YOUR RESUME NOTICED VIA THE ATS? -------------------- I recommend my resume format followed by using JOBSCAN. Get it FREE here: https://www.jobscan.co/andrew-lacivita -------------------- JOIN MY JOB SEARCH BOOT CAMP -------------------- Want the most advanced and effective job searching program created? Check out my Job Search Boot Camp to find your dream job fast! 5 sessions, lifetime access, live event (plus recordings), ongoing coaching and so much more: - Start in the right place (your headline/pitch, your why, your needs, your questions for the employers) - Create marketing material that wows (resume, cover letters, LinkedIn Profile) - Run the perfect job hunt (most advanced job search strategies) - Interview to win the job (ace any type of interview and learn advanced selling techniques) - Negotiate like a pro (learn the nuances, psychology and steps to get paid what you deserve) Learn more and ENROLL HERE: https://www.milewalkacademy.com/p/andrew-lacivita-job-search-boot-camp -------------------- CONNECT WITH ANDREW -------------------- Join Andrew's email list: http://milewalk.com/mwblog Get Andrew's books and training: https://www.milewalkacademy.com YouTube: https://www.youtube.com/andylacivita Facebook: https://www.facebook.com/andrewlacivita Twitter: https://twitter.com/arlacivita LinkedIn: https://www.linkedin.com/in/andrewlacivita Instagram: https://www.instagram.com/andrewlacivita iTunes free podcast: https://itunes.apple.com/us/podcast/tips-for-work-life-andrew/id1120387046 -------------------- SUMMARY: -------------------- Modern-day cover letter is your introduction—of any kind—to the employer. There are essentially three ways this occurs: 1. Cover Letter 2. Email (with attached resume) 3. Applicant Tracking System (ATS) Your “cover letter” has three goals: 1. Explain why you’ve contacted the employer. 2. Provide insight on who you are and what you offer. 3. Show enthusiasm and interest in hearing (back) from the employer. You can accomplish these three goals in four sentences, which I discuss in the video. You can also grab the free download to see the exact format! If you have haven’t seen How To Build the Ultimate Professional Resume, check it out because some of the cover letter content references your resume. Get that RESUME TEMPLATE HERE: http://bit.ly/ultimateresumetemplate -------------------- ABOUT ANDREW -------------------- Andrew LaCivita is an internationally recognized executive recruiter, award-winning author, trainer, and founder and chief executive officer of milewalk and the milewalk Academy. He’s dedicated his career to helping people and companies realize their potential, consulting to more than two hundred organizations and counseling more than eleven thousand individuals. He often serves as a trusted media resource and is the author of Interview Intervention, Out of Reach but in Sight, and The Hiring Prophecies. -------------------- ABOUT TIPS FOR WORK AND LIFE® -------------------- Tips for Work and Life® is a weekly careers, hiring, and motivational show full of helpful job search strategies, career management and acceleration tactics, recruitment techniques, and self-help aids with award-winning author, executive recruiter, and trainer Andrew LaCivita. Tips for Work and Life® has been cited by several sources as a Top 100 Careers and HR Blog. He includes these 7-20 minute multicast shows filmed with no teleprompter in one take as part of his blog and podcast. #milewalkacademy #coverletter #resume #jobinterview #jobsearch #careercoach #careercoaching #interviewintervention
Views: 814001 Andrew LaCivita
Organizational Change Management (OCM) is the investment by the leadership to drive the desired individuals and organizational performance levels during the change phase. It helps organizations to build clarity in vision, goals, roles and processes. OCM addresses the critical people-related issues arising as a result of different business decisions that lead to business challenges.
Views: 172543 Wiprovideos
This course will provide students with an examination of how managers can more effectively acquire, develop, compensate, and manage the internal and external environment that relates to the management of human resources. Through real-life case study, students research, critically evaluate, and resolve various human resources challenges. (Course description needs to be updated to the following: Recruiting, hiring, developing, motivating, compensating, and retaining the talent required to build a high-performing, diverse and competitive workforce is essential in effective organizations. Central to this course is the utilization of the human resources function as a key component in the organization's strategic plan and forward direction. Students will learn how to develop individual, group, and cultural skills and knowledge required of managers to attain the organization's critical competitive advantage as a desirable place to work.)
Views: 105918 unowacademics
The Human Resources division handles compensation, benefits management, recruiting, compliance, and develops long-term strategies for the growth and development of the GROWMARK System. Our Communications division crafts and communicates internal and external messages to promote the culture, sustainability efforts, and community involvement of the FS GROWMARK member/retail companies through a variety of media, including digital and social channels.
Views: 202 GROWMARK
WHY SHOULD I HIRE YOU is often the last question you will be asked in an interview. Prepare for it. This is your chance to restate the skills you possess that are most relevant to the position and to summarize your other qualities that make you the perfect person for the job, and that's why they should hire you. Outline your answer before you go in, so that you can answer clearly, concisely, and with confidence. Your answer should be short and to the point. It should reflect your professional background as it relates to current needs and problems of the position. Review the job description and tell how you are the right person for the job by matching up your skill set with each bullet point of the job description. In formulating your answer as to why they should hire you, be sure to address these areas: 1. Determine their goals for the position. This should come up during your research into the company and the position. If possible, talk to others who work for the company. If you are unclear on this point, include it in the questions you ask at the interview and be prepared to incorporate it into your answer. 2. Show you have the skills needed for the job. Based on the goals you have identified in step one, determine how your skills and experience support those goals. If necessary, refer back to your list of skills. Get my Top 10 Behavioral Questions and Answers. http://www.JobInterviewTools.com/star/ GET THE COMPLETE INTERVIEW ANSWER GUIDE HERE: http://www.jobinterviewtools.com Download the Top 10 Questions - http://www.JobInterviewTools.com/top10/
Views: 3862599 Don Georgevich
Ahoy! Did you know that 7 out of 10 employees are dis-engaged, and 2 out of 10 are actually trying to sink your boat? Watch and learn the latest employee engagement research, and learn what engaged employers can do to keep their organizations afloat. --------------------------------------------------------------------- Produced and written by The Employee Engagement Group™, including @BobKelleher, John Konselman, and Allan Benowitz. Animation by Anton Thallner. Research from sources below. ------------------------------------------------------------------------------------------------------------- About Bob Kelleher (www.BobKelleher.com) 781-281-7257 Bob Kelleher is an award winning author, speaker, thought leader, and consultant, and travels the globe sharing his insights on employee engagement, leadership, and workforce trends. Bob is the author of 4 books: the best seller LOUDER THAN WORDS: 10 Practical Employee Engagement Steps... That Drive Results, CREATIVESHIP, A Novel for Evolving Leaders, EMPLOYEE ENGAGEMENT for Dummies, and I-ENGAGE, Your Personal Engagement Roadmap. Bob is also the President and Founder of The Employee Engagement Group. -------------------------------------------------------------------------------------------------------- About The Employee Engagement Group (www.EmployeeEngagement.com). 781-281-7257 We are Global leaders in Employee Engagement Surveys, Assessments (The Engagement Accelerator), Workshops, Keynotes, Consulting, and The Engagement Toolbox (where you get to own our extensive library of content). -------------------------------------------------------------------------------------------------------------- Research sources include: Gallup, State of the American Workplace Report, 2013 Bersin Talent Management Systems, Market Analysis, Trends, & Provider Profiles, 2013 Silkroad Technologies, Creating a High-Performance Work Environment, 2013 Kenexa, Workforce Trends Report, 2013 Fast Company Magazine - Creative Conversations with Mark Crowley, 2013 Temkin Group, Employee Engagement Benchmark Study 2012 Corporate Leadership Council, Driving Performance and Retention Through Employee Engagement, 2012 Forbes.com, Employee Engagement: Every Leader's Imperative, May 2013 The Economist, Re-engaging with Engagement, 2011 Parade Magazine Poll, 2012 Dale Carnegie, Employee Engagement Survey, 2012 Jim Collins and Jerry Porras, From Good to Great
Views: 1122724 Bob Kelleher
Download The 9 Detailing Services To Offer: https://detailgroove.co/offer-services And we're back for another interior cleaning video! This is the bread and butter of my business (and the service I prefer to offer). This interior was a bit dirtier than the typical cars I see, but there wasn't really anything I changed up in terms of my typical cleaning methods. Even though it was REALLY dirty, I still approached it with the same cleaning methods as usual. No biggie. Enjoy! - - - - - - - - - - - - - - - - - - - - - // R E S O U R C E S: 🚗 Hire us to detail your car in Houston: https://www.r3detailing.com/hire-us/ ⭕ List of all the tools/products I use: https://detailgroove.co/resources/ 💥 Get exclusive deals on detailing tool and products: https://detailgroove.co/deals/ 📘 Download the 9-services you can offer in your detailing business: https://detailgroove.co/offer-services ✅ Join the Detailing Business Growth Facebook Group: https://www.facebook.com/groups/detailgroove - - - - - - - - - - - - - - - - - - - - - Cleaning the interior of a REALLY dirty car https://www.youtube.com/watch?v=JlpRsw-Tpno&feature=youtu.be
Views: 1279767 Detail Groove
SharePoint tutorial on how to create a SharePoint intranet for a small business, with three subsites and three pages on each subsite. Microsoft certified SharePoint specialist Peter Kalmstrom explains at lot about SharePoint in this video. Also refer to http://www.kalmstrom.com/Tips/SharePoint2013Intranet.htm
Views: 415714 kalmstrom.com
►For more free information, check out my Ultimate Guide to Salary Negotiation: http://www.iwillteachyoutoberich.com/guides/ultimate-guide-to-asking-for-a-raise-and-negotiating-salary/?utm_source=youtube&utm_medium=social&utm_campaign=ug-raise-yt What do you do if you've been offered a job, but the hiring manager says the salary has no flexibility? In this video, I'll not only show you how to deal with this situation but ALSO how to avoid it all together. More salary negotiation videos here: http://tinyurl.com/salary-negotiation-playlist
Views: 684209 I Will Teach You To Be Rich
@ScubaMySteve The Britisher’s video: https://www.youtube.com/watch?v=JoAwUHFx_GI&t=18s
Views: 953 Stephen Michael Davis
Responsible Business Rankings - Top Trends 2018 Companies are gradually incorporating SDGs into their responsible business actions. Of the 218 companies studied, 60 companies have mapped their responsible business actions to SDGs. Nine of the top 10 companies mapped their goals to SDG. ENERGY – Renewable energy capacity and its utilization has geared up. While solar is the most preferred, biofuel picks up speed. WATER – Access to water and management of water resources continues to be a focus area for internal operations and CSR. WASTE – Initiatives to manage e-waste, municipal waste and plastic reuse & recycling showed an increasing trend. DATA – Customer data and its privacy become a material aspect in the operations of services companies. Companies typically place the accountability of maintaining confidentiality of customer data on their Board of Directors and Senior Management. SCORES AND RANKING – Tata Chemicals received the highest score. Scores have improved over last year. Responsibility reporting is ramping up. Manufacturing companies perform better than service companies. Public and private companies are narrowing the gap. CSR SPEND – Spending on CSR as well as the number of companies spending more than 2% has been rapidly increasing. Manufacturing companies spend more than service companies and private companies spend more than public companies. Companies tend to spend primarily on education and health. To read or download the complete report, please visit https://www.futurescape.in/responsible-business-rankings/
Views: 1614 Futurescape