#Strategies for C-Suite Hiring

[alliance00]

Vice President Recruitment In the Digital Age: What You Need To Know

How do you plan Vice President recruitment for various digital transformation initiatives? This guide is a must read to make VP recruiting highly relevant to achieving set goals!

When your company needs top-level candidates for the Vice President role, do you just send a profile description to the HR with some hints and wait for a shortlist of candidates? The interviews are then arranged?

Well, that is definitely not the right way anymore. In fact there are high chances of disastrous results.

Either you might get someone with a flashy background who will turn out to be a misfit for your business. Or you might hire someone who has less expertise, vision, and charisma than most of your competitors.

We are moving forward in a digital economy where the entire business landscape has changed. The leaders you need to guide growth in the future might not be the veterans who are looking back in the golden past.

In this blog, we are focusing on Vice President recruitment for businesses undergoing wide-scale digital transformation.

We think the majority of mid-sized and large companies will be in this category. This blog about Vice President hiring for digital transformation leadership can serve as a valuable reference point.

Vice President Recruitment For Improving Digital Transformation The role of Vice Presidents (VPs) are unique – they have to guide the C-Suite and the executive management. A VP dons many hats-top-ranking facilitator, intermediary, adviser, collaborator, mentor, and strategic problem solver.

For companies undergoing digital transformation, many new VP roles have come up. Let’s explore the key ones.

VP Recruiting For Overcoming Technology Challenges There are several VP roles involved in assessing and resolving technology challenges in a company. Companies hire a Vice President of Technology Operations to initiate or speed up technology transformation that will undoubtedly be the phase of maximum challenges.

Hiring A VP of Technology Operations should be about hiring a top-level leader who can guide the C-Suite to anticipate, address, and manage the potential problems and resistance to new tech-enabled operations models.

If you need a champion to provide strategic leadership for identifying the right tech investments that will give a high ROI, you can hire a Vice President of Digital Strategy. He or she will assess digital positioning moves and guide the development of well-defined, SMART digital strategy to run the right initiatives for tech-based business transformation.

VP Recruiting For Process Transformation If your company is embarking on an enterprise-wide transformation journey, it means you are ready to remove all off-grade working models enterprise-wide. It also means a huge part of your business is on stake.

You cannot afford a single wrong move.

You need to recruit a genius in process excellence or process transformation. You can consider hiring a VP of Process Excellence or a VP of Operational Excellence. The VP should have experience in building and maintaining a Center of Excellence division which will own all process improvement moves. The VP will also guide the division to align process mapping and future operations design with strategic planning, feasibility needs, and potential opportunities.

You will also have to plan for Vice President staffing solutions – providing the VP with the right staff to achieve the goals set for the role.

VP Recruiting For Data-Driven Operations Management If you think a leader overseeing digital transformation is similar to one for data-driven operations, you can be totally wrong.

Data-driven operations are mostly conducted through integrated platforms that connect all employee work across divisions and geographies and the supply chain. To cite some examples, a firm creating AI-based analytics products to improve diagnosis or treatment of certain diseases, an online financial analytics business, and smart factories.

If you are planning to launch or expand such a business, you will need to hire a Vice President of Data Management or Data Operations. He or she will be an experienced leader who understands and improves data engineering, data science and analytics, and real-time intelligence to improve product design, engineering, and delivery.

You will also have to conduct Vice President staffing accordingly – hiring the right team of data scientists, data modeling experts, and engineers to support the VP.

VP Recruiting For Improving Digital Maturity There is a long line of myths and misinformation related to defining and understanding digital maturity. It becomes necessary to get it right if your company is planning to invest millions in improving digital maturity levels.

There are different phases an organization has to go through when creating insight-driven operational improvement moves. It is best to take advice from an expert digital maturity consulting firm and identify top-level roles you will need to fill for directing all the moves. For example, companies hire a Chief Digital Officer and Process Excellence Consultant along with recruiting a Vice President for Digital Transformation.

Information about different top leadership recruitment needs might bewilder you for a bit. That is natural. But it is the right time to consider moves like Chief Data Officer hiring or senior vice president recruitment for making your digital transformation journey profitable.

View Source: - Vice President Recruitment In the Digital Age: What You Need To Know

[stuff-from-the-void-matron]

Laurel Wreaths & Animal Teeth (19)

(c!technoblade x fem!reader) (?who knows at this point..)

(*SCREAMING UNTIL MY VOICE IS GONE* hahahaha i'm finally done with this devil forsaken chapter! I literally cannot articulate HOW hard this chapter was, for who knows what reason! I don't know why but this chapter was a struggle. like some trial a fucking greek god would give me to make me stronger or whatever. but.. I did it finally. PLEASE reblog and comment so I can feel like the pain I went through was worth it y'all 😭🥺👉👈)

—————

Bored.

That’s been his general state of things for about.. I don’t know, maybe 5 months? At least since he’d finished taking part in that last pvp tournament on the championship battle server. But the battle season has finished and he’s not found anything new to hold his attention. 

And Phil was busy working on a new build that's taken up his attention. And Techno would help but he knows Phil wants to do it himself, the man is so picky about his builds so Techno just leaves him be. Usually by now someone would have got in contact to hire him for his war faring services. Some kingdom or warring faction, looking for someone well versed in battle and strategy to help them turn the tides. But-

A yellow feather fluttering into his field of vision followed by the sound of flapping wings made the red eyed hybrid look up to see an incoming parrot holding a rolled up letter tied to its leg.

“Well, speak of the devil or whatever,” Techno said in his usual monotone drawl as the parrot landed on his shoulder.

It held its leg out and he took the offered scroll before reaching into his inventory to grab some seeds to feed it. Then once it was happily munching away he unrolled the letter, wondering which server it could be from. Probably some new upstart one inhabited by a bunch of idiots with conflicting opinions who don’t realize they can just go separate directions and end it. That was usually how it went. People were all the same. They find out their opinions don’t match up, they bicker over it, they fight, someone invariably gets killed, they wage war, and then rinse and repeat. 

But as he read the letter he realized it wasn’t from just anybody. It was from Wilbur, Philza’s kid. Jeez, he hasn’t seen him in what feels like one hundred years. 

Huh, when was the last time he’d seen the bespectacled boy? He actually can’t recall. He thinks back, far back, scouring his memory for instances with Wilbur. He remembers his round glasses, his warm yellow sweater, and his love for anything music. Techno recalls how Wilbur had always detested battle, fighting, anything like that. Hell, he hadn’t even liked wearing armor, even when it was for his own good. Which Techno thought was both foolish and endearing. He himself was always suited to battle, falling into it like how a bird takes to the skies. But he’d always seen Wilbur as so far removed from being suitable for violence. 

All the younger man had ever said he wanted to do was sing, play music, and write. He truly had the heart of a poet, that was for sure. Getting him to learn some basic defense so he could travel to the nearby villages on his own without being a sitting duck had been similar to pulling teeth for Philza, his son always treating the lessons like a chore. But he and Phil had managed to teach him enough self defense so he could be safe out on his own, at least from the mobs. And once that was handled then Philza didn’t feel so worried leaving his boy home alone, meaning he and Techno could go traveling again.

And Wilbur hadn’t been bothered by this either, seeming to enjoy having some time to himself when his father and Techno were out. They always came home to Wilbur playing his guitar either outside in the yard, enjoying the sun, or inside by the fire to stay cozy. He’d been perfectly content. 

And then one day they came home and Wilbur hadn’t been alone like he’d always been before. He’d had some kid with him, a little boy who actually bore a strong resemblance to Philza, what with his blond hair and blue eyes. That had been more than a shock, he’ll admit. Walking in and seeing Wilbur with some random kid they’d never seen before, just sitting on the floor in front of the couch like it was no big deal.

Yeah, that had been Tommy, and according to Wilbur he’d found him eating out of the trash in the village so he’d brought him home. Of course. When Philza asked where Tommy’s parents were, the kid had wrinkled his nose and said they were probably at home. That had turned into them grilling the kid, trying to figure out where their house was so Wilbur could return him. 

But Tommy had kicked up a huge fuss, shouting about how he left on his own and he was never going back. From how he’d described it, his parents hadn’t been the best. Not even close actually, they’d sounded like shit to be honest. I mean if your toddler is willing to up and leave with zero intention of going back to you, like 100% willing to eat out of the trash instead of staying with you then yeah you’re probably a shit tier parent.

Wilbur had begged Philza to let Tommy stay with them. He had nowhere else to go and leaving him out on the street seemed messed up and he was so little, it’s not like he’d take up much space anyways. Yeah, Wilbur admitted the kid kinda ate a lot but no more than he guessed all kids ate… But they had a huge garden and some cows so it wasn’t a huge deal, right? 

Techno had been against it, they’d JUST started getting back to traveling again since Wilbur was old enough and capable enough to look after himself now. He’d argued that they didn’t need another little gremlin running around touching their stuff. He’d been eyeing the little blond boy as he stared openly at Techno’s own enchanted sword that was strapped to his belt. He’d tucked it into his inventory to keep it away from the kid and his no doubt grimy little fingers. 

But Philza had always been such a sap when it came to Wilbur and his ‘sad boy eyes’. So he’d ended up folding like a house of cards pretty quick, though he’d warned Wilbur that the kid, Tommy, was his responsibility. Philza wasn’t going to start looking after him when he’d not had any hand in taking him in. So Tommy’s well being was now solely in Wilbur’s hands. 

Phil had actually been really serious at that part, asking Wilbur if he knew what he was getting into? Because Phil knew how hard it was to care for a child, it was exhausting and sometimes thankless, and you can’t just stop whenever you want because someone defenseless now relies on you.

Wilbur hadn’t been dissuaded though, and pulled the shorter boy close in a half hug, saying he’d be the best big brother ever! Nevermind the child had started gnawing on the arm Wilbur had around him.. Techno couldn’t help but roll his eyes back then and even now as he remembered that promise. But Wilbur seemed happy at least, and neither Phil nor Techno would have to take care of the kid so it hadn’t been so bad. And later when they were alone Phil shared that he was actually glad that Wilbur wouldn’t be alone at home anymore. He’d felt bad leaving his boy all alone, even though he could defend himself. 

Techno assured him that Wilbur was a big boy now, practically an adult himself. So he didn’t need Phil worrying about him so much. Phil had laughed and said that was true but he couldn’t stop worrying, it was a parent thing. You never truly stop worrying about your kid. Techno figured that made sense but still told Phil that that was one of the reasons why he wasn’t having kids, too much stress. Techno’s a busy guy, he can’t be losing sleep over some helpless nerds. That had gotten Phil to laugh, which had been Techno’s goal. So, goal accomplished. 

Things had been good after that. At least that’s how Techno remembered them to be. Him and Phil would travel and explore to their heart’s content, coming back to the house every now and again to take a break and check up on the brunet and blond. The kid grew like a weed, looking taller and taller with each visit. Him and Wilbur growing closer in height as well as their bond, soon acting like true brothers. 

Wilbur had been so happy, and Techno remembers the last time he’d seen him. Him and Phil returned home for another short time between tournaments. They’d walked up to the forest surrounded property they’d called home to see Wil lounging against the porch, guitar in hand with Tommy chasing around a bee, trying to catch it.

They looked so peaceful. And Techno thought that’d never change.

..But reading his letter now made Techno’s stomach sink a bit. 

Wilbur was asking for his help. His professional help.. Looks like he’d joined a server not too long ago and started his own nation; L’manberg. Technoblade couldn’t help but close his eyes in annoyance while pinching the bridge of his nose at hearing that. Nothing good ever came from governments, if he’d said that once he’s said it a million times. To the point where if he were a cartoon character from the 80’s then it’d be his damn catchphrase. But people just keep making and joining governments, even Wilbur it seemed.. 

And from the tone of the letter it looked like Wilbur was in big trouble. 

Techno scrubbed his hand down his face, his snout scrunching as he turned the letter over in his mind a few times before sighing and taking out his ender chest. With some mild annoyance he decided to help Wilbur out with his war. Better than sitting around being bored out of his mind at any rate. So he composed a letter back to the brunet, letting him know his services wouldn’t be cheap just because they knew each other, but he’d gladly help him turn the tides. Once that letter was done he handed it over to the parrot, watching it fly off back to Wilbur.

Then on a whim he decided to compose another letter, this time to Phil, letting him know what his son was up to. But knowing the winged man, he’d probably just find the whole thing amusing. 

“Well.. I better get packed while I wait for Wilbur’s reply,” Techno said before heading back to his house.

-0-

You carried Azo in your arms as the four of you walked back to L’manburg from the nether portal. Internally you were still seething at Wilbur, you knew what he’d done, to a child of all people. You knew Wilbur, deeper and more intimately than he would ever be comfortable with. But you’d held out hope he’d never sink so low as to harm a child.. You’d really clung to the sliver of hope, despite everything you’d seen him do in the lore streams..

But now you knew with a sad certainty how low he was willing to go for what he wanted. And you wanted nothing more than to sink your teeth into his throat and rend his esophagus from its place in his neck before crushing his skull between your palms. Your jaws ached with the fervent desire to cause the vile bastard as much pain physically as he’d caused you and your children mentally and emotionally. 

Though instead of succumbing to those feral desires you instead took a long measured breath in through your nose before letting it out through your mouth, just trying to calm your white hot rage since you needed to focus on the three kids you had with you and not the dead man walking over in fuckin Pogtopia~

You all got to your house and you mentally focused on how too small it was for your family now. Tommy and Tubbo already had their own rooms at your place despite each having their own homes elsewhere. You noticed they usually stayed here at night to sleep, which you were fine with. You preferred it actually, knowing they were safe in bed at night under your roof. But with Azo staying here full time you’d need to make her her own bedroom. 

Planning that out calmed your rage thankfully. Turned the magma level heat into a soft manageable simmer. Looking down at the little piglin in your arms made you feel so much better. Things weren’t perfect, no, but you’re just so glad she’s okay. You almost lost her and the thought makes your heart feel like it was being tugged out of your chest. But she’s okay. Things are okay. 

You remind yourself of this as you carry your baby through the threshold of your, and now her, home. You breathe and stop at the kitchen, telling the three it’s around lunch time and you’d make them some food. Both boys cheered and sat at the table, while you sat Azo on your hip with one arm while using the other to grab some stuff out of the ice box you kept around to hold food for the two teens. 

Azo watched you pull things out with curiosity, not sure what any of them were. Which sent a pang of sadness through you because you know you’ve let her try most of these before but she clearly didn’t remember it. Though you cheered yourself up with the knowledge that she could just try them all over again, rediscover her favorites and least favorites. You still remember the way her little snout had wrinkled up in distaste when she’d first tried a slice of lemon. That had been hilarious and you’d wished you had some way to record it to keep the memory forever, but oh well. 

“Mum, can you make us some of that fruit flower tea?” Tubbo asked from his spot at the table.

You smiled and said sure, and reached into the cabinet for the jar of tea you’d made for them not too long ago. You figured a warm meal and warm tea would be better for Azo right now since introducing her to cold stuff in the Overworld, which was already colder than the Nether, would be too much too soon. You noticed with a frown that she already seemed to be chilly. So while the tea was steeping you went over to the couch and grabbed the wool throw off the back and wrapped it snugly around her shoulders. She snorted happily at the sudden barrier from the chill this new world seemed to have.

“We’re gonna have to get you some new clothes, kiddo. Some that keep you warmer than your current ones do,” You said as you went to put some meat skewers onto the smoker and some potatoes in the furnace to bake.

You hummed and swayed your hips back and forth slowly as you watched the food cook. Then the tea was ready and you took Azo to the table and pulled a couple books from your inventory before sitting them on the chair, then you set her on top of them so she could reach the tabletop. She snuggled into the blanket around her while you went to fix the tea.

After giving each kid a cup you finished up the food and sat with them so they could eat. You idly listened as Tubbo and Tommy both talked to Azo, telling her all about L’manberg and their friends, and how they were going to show her around soon maybe.

You just let yourself zone out, taking comfort in your kids all being safe in one place right now.

-0-

Quackity had thought over what he and Reader had discussed the day they started rebuilding the White House. She said he had to make a decision since Schlatt had basically bailed on L’manberg. And she’d also said he’d deserved better than how Schlatt treated him. He’d honestly not wanted to think about that. Because thinking about her words made him throw his entire relationship into question. Did he deserve better than Schlatt? He wasn’t sure how to answer that. If he did then why did he deserve better? 

He didn’t want to start dumping on Schlatt, because they’d honestly had so many good times together. Great ones. They’d vibed so well while dating, Quackity can’t count how many times the ram had made him laugh his ass off. Just them two hanging out, sharing some drinks, spending nights out on the town in other SMPs, it was some of the best times of Quackity’s life. Even now, thinking about those times brought a smile (and soft flush) to the duck hybrids face. I mean Schlatt was charismatic, funny, and knew how to make his knees feel like jelly. Plus he had a few other good qualities he didn’t want to focus on too much in public..

But his smile faded away as those sweet memories made way for the not so sweet ones. Things had been great, yeah, but only when Schlatt wasn’t in a bad mood. Now that Quackity actually thinks about it there was always the worry of Schlatt’s good mood evaporating looming over their relationship. If he wasn’t happy then his bad mood sucked the good atmosphere right out of the room. It could be suffocating. The first few times it happened he’d try to give the ram hybrid some space, figuring he’d get over it. But that usually led to arguments, Schlatt asking if Quackity planned to leave any time things weren’t going perfect. That’d made him feel like shit, so he’d started doing all he could to keep the good vibes going.

Quackity isn’t sure when he’d gotten used to it but soon things fell into a rhythm of things being super great and awesome followed by something pissing on Schlatt’s good mood, then him being an asshole, Quackity doing everything he could think of to cheer him up, and then everything repeating in that cycle. It could feel exhausting at times but he just supposed that was just how relationships were supposed to be. But after what Reader said.. he was starting to question if that was right or not. He’d been so conflicted that he’d broken down and asked Karl for advice for a ‘friend of his’ who was having relationship issues.

He’d lied and said it was for a girl he was friends with on another server who was having issues with her girlfriend. Karl had listened to his edited version of events and told Quackity his friend was in a not very good relationship and she should break up with her girlfriend before things got even worse. That had just made his stomach sink further but he played it cool and thanked Karl for hearing him out, and he’d talk to his friend later and tell her what he thought she should do. Karl gave him a sweet smile and wrapped his arm around the dark haired male in a side hug before replying,

“Don’t worry, man. That’s what friends are for. Tell your friend if she needs any help leaving then she can come to us, we’ll help her out of there no problem.”

Quackity couldn’t help the smile hearing this gave him and said he’d let her know.

That’d been hours before and he knew he needed to message Reader and tell her where he stood. It wasn’t good to leave things ambiguous with her, not regarding his allegiance to L’manberg.. She’d messaged him earlier that morning, asking if he was doing alright. He hadn’t replied, wanting to talk to someone else about what he was thinking first. But he knew he couldn’t leave her on read for much longer. 

But just as he was getting ready to open his communicator.. it chimed.

He sighed, thinking it was Reader. But when he checked it his throat closed up.

‘Schlatt whispers to you: can we talk?’

Quackity gulped, trying to dislodge the lump in his throat as he read and reread the message at least 7 times. Curses ran through his head as he sat up on his couch, still staring down at the device on his wrist. He tore his eyes away, harshly scrubbing his hand down his face, just trying to calm his racing heart as he tried to focus on one thought at a time. Okay, okay, okay- he needed to relax, just- He jumped when his communicator chimed again. And when he looked back down at it anxiously he paused..

‘Schlatt whispers to you: please babe, come on

‘Schlatt whispers to you: i miss you

The duck hybrid stared down at the screen hard, biting his lip enough to draw a drop of blood as he did. Then with shaky hands he started forming a reply…

—————

@lady-bee-fechin @kacchasu @putridjoy @lunawritesstories @galaxypankitty3030 @paradigmax @zachariethememerie @killmewithafanfic @trinity-1002107 @hufflepuff-demigod @truthdaze @exorcisms-with-elmo @redbloodtea @heythereimhaylz @olyink @jackalopedoodles @nikkineeky @artsimatsu @reverse-iak @corpiet @beepa99 @anxiousnarwhale @bananaaddictmilkshake @realitycanbeajerk @lostandsouciant @thegeekisheere @sparkling-gayyy @woman-soot @xxtwizztedxx @fall3n-vo1d @coolleviauchihadreamerlove @jaciahbabes @lucian-kinnder @deadroses2021 @victory-is-here @where-thesundoesntshine @itsberrydreemurstuff

[religion-is-a-mental-illness]

By: Roland Fryer

Published: Jun 20, 2022

I have spent hundreds of hours in diversity training over the past two decades–from descriptions of federal anti-discrimination laws to academic-style seminars on the perils of implicit bias, microaggressions, or misgendering.

Advocates of this kind of training have their hearts in the right place. We are all familiar with comparisons showing that Black people earn 50% less than white peers and women earn 70 cents for every dollar that a man earns.

However, the most popular tools used to combat disparities in the workplace have produced almost no measurable results.

The average impact of corporate diversity, equity, and inclusion (DEI) training is zero and some evidence suggests that the impact can become negative if the training is mandated.

“Statistical Snapshots,” which describe how employee outcomes differ by demographic group, are another popular tool. These numbers cannot provide proof of bias. Simple averages often mislead and, importantly, crafting strategies based on misleading data often does more harm than good.

Some business leaders, in their determination to increase diversity, leap directly from observing raw disparities to removing some information from application forms, another common practice meant to make workplaces more equitable. However, hiding information on applications often leads to worse outcomes for those it was intended to help–likely because hiring managers use race itself as a proxy for the information they’re no longer allowed to see.

Our intuition for how to decrease race and gender disparities in the workplace has failed us for decades. It’s time to stop guessing and start using the scientific method. Remember when we thought that the Bubonic Plague was caused by a triple conjunction of Saturn, Jupiter, and Mars in the 40th degree of Aquarius?

Here is a three-step approach that can turn earnest intentions into good science.

Understand disparities

For decades, social scientists have shown that raw gaps in employment outcomes like hiring or wages–the type of data typically provided to C-suite executives–misstate the amount of actual bias in an organization. This data omits many factors that are key to personnel decisions, factors that often vary by group, owing to disparities in society at large. Business leaders can and should work to address inequality in their communities, but they should not mistake society-wide gaps for bias by their own employees.

One of the most important developments in the study of racial inequality has been the quantification of the importance of pre-market skills in explaining differences in labor market outcomes between Black and white workers. In 2010, using nationally representative data on thousands of individuals in their 40s, I estimated that Black men earn 39.4% less than white men and Black women earn 13.1% less than white women. Yet, accounting for one variable–educational achievement in their teenage years––reduced that difference to 10.9% (a 72% reduction) for men and revealed that Black women earn 12.7 percent more than white women, on average. Derek Neal, an economist at the University of Chicago, and William Johnson were among the first to make this point in 1996: “While our results do provide some evidence for current labor market discrimination, skills gaps play such a large role that we believe future research should focus on the obstacles Black children face in acquiring productive skill.”

Recently, I worked with a network of hospitals determined to rid their organization of gender bias. The basic facts were startling: Women earned 33% less than men when they were hired and their wages increased less than men once on the job. Yet, accounting for basic demographic variables known about individuals prior to hiring, these differences decreased by 74%. A problem remained, but it was an order of magnitude smaller than the unadjusted numbers implied.

Find the root causes of bias

Social scientists tend to categorize bias into one of three flavors: preference, information, and structural. Preference bias is good old-fashioned bigotry. If company A prefers group W over group B then they will hire and promote them more even if they are similarly qualified.

Information bias arises when employers have imperfect information about workers’ potential productivity and use observable proxies, like gender or race, to make inferences (gender stereotypes are a classic example).

Structural bias occurs when companies institute practices, formally or informally, that have a disparate impact on particular groups, even when the underlying practices are themselves group blind. Employee referral programs can fall into this category.

Over the past fifty years, economists and other social scientists have developed brilliant ways of statistically distinguishing between different types of bias. Gary Becker, in his 1993 Nobel Prize acceptance speech, outlined one such statistical procedure known as the “outcomes test.” It operates by comparing the success rate of decisions across groups and then inferring whether different decision rules were used for different groups. For example, if women CEOs statistically outperform male CEOs, all else equal, that would suggest that a higher standard was applied to women in the selection process. This type of statistical test can be used for hiring, promotions, and attrition across an organization.

In 2013, collaborators and I developed a similar test to detect information-based bias. Our approach uses the insight that if employers have information-based biases at the time of hiring, but then learn more about an employee’s productivity once they are on the job, one would expect to see the returns to tenure within the company to be higher for the group that faced the initial bias. Using a nationally representative dataset of thousands of individuals, we found that there was a significant gap at the time of hiring for Black candidates relative to white peers but that, as predicted, Black candidates experienced a 1.1 percentage point higher return to tenure.

With the aforementioned hospital network, the data pointed to a structural bias in scheduling. Women and men who worked the same number of hours earned exactly the same wage, but men worked more hours due to how the company assigned schedules, not women’s desire to work less.

This is the key step that is missing in every DEI initiative I have seen in the past 25 years: a rigorous, data-driven assessment of root causes that drives the search for effective solutions. In other aspects of life, we would not fathom prescribing a treatment without knowing the underlying cause. Hiding information on resumes when information bias is present is as effective as using alcohol baths to treat fever.

Evaluate

We must rigorously evaluate what works and what doesn’t. The old cardiac test–where you “feel it in your heart”–is not good enough. Once we know where potential biases exist, determine what caused them, and curate a set of solutions to test, we must meticulously evaluate what’s working and what’s not.

Solutions that yield measurable results can be substantiated into company policy, while those that don’t should be discarded. In the case of the hospital network, once a small change was made to the structure of their scheduling, gender differences were reduced. Despite countless hours spent in training and seminars, their results were unchanged for years. The solution was hidden in plain data.

This will seem heretical to some–but it barely scratches the surface of what’s possible with a data-first approach to diversity, equity, and inclusion. More corporate leaders should be trying to solve diversity challenges in the same way they solve problems in every other aspect of their business: through intelligent use of data, rigorous hypothesis testing, and honest inference about what is working.

Roland Fryer is a professor of economics at Harvard University, founder of Equal Opportunity Ventures, and a senior fellow at the Manhattan Institute.

==

It cannot be overstated that ideologically-driven trainings, such as those derived from the mental diarrhea of Robin DiAngelo and Henry Rogers (Kendi), not just don't substantiate or quantify their effectiveness, but can't.

It's much like measuring the effectiveness of prayer. Not only is there nothing to substantiate any kind of effectiveness, but you're not allowed to "test god." Similarly, actually expecting definable, measurable results from "White Fragility" or BLM training makes you an istaphobe, too focused on white empiricism and not on the presumed feelings and trauma of PoC... even if they've expressed nothing of the sort.

It's a faith.

Fryer has defined what we could regard as a "scientific" approach. In addition to actually understanding and solving problems, it has the side-effect of weeding out ideologues, as their priority is not actually improving anything, but creating converts. It's better if you can't measure it, because they can keep selling you more of their useless snake oil.

[sandhuassignmenthelp]

How to Create Compelling Visual Content for social media

In today's digital age, social media has become an essential marketing tool for businesses of all sizes. One of the key elements of social media marketing is creating visually appealing content that captures the attention of your target audience. But how can you create compelling visual content that stands out among the competition? Here are a few tips to help you get started.

Understand your audience: Before you start creating visual content, it's important to understand your target audience. Who are they? What are their interests? What kind of content do they engage with? This information will help you create visuals that resonate with your audience and increase engagement.

Use high-quality images: High-quality images are essential for creating visually appealing content. Make sure your images are clear, sharp, and visually interesting. You can use stock images or create your own custom graphics using web and graphic designing tools like Canva, Adobe Creative Suite or Figma.

Keep it simple: While it's important to create visually appealing content, it's also important to keep it simple. Avoid cluttering your visuals with too much text or too many graphics. Instead, focus on creating visuals that are easy to understand and visually appealing.

Be consistent: Consistency is key when it comes to creating compelling visual content. Use a consistent color palette, font, and style across all your social media platforms. This will help create a cohesive brand identity and make your visuals more recognizable to your audience.

Experiment with different types of visuals: Don't be afraid to experiment with different types of visuals. Try creating infographics, videos, or animated GIFs to see what resonates best with your audience.

If you're struggling to create compelling visual content, consider hiring a web and graphic designing professional. These professionals can help you create custom visuals that are tailored to your brand and target audience. Additionally, they can help you with web and graphic designing assignments in Toronto and ensure that your visuals are optimized for social media platforms.

In conclusion, creating compelling visual content for social media is an important part of any social media marketing strategy. By understanding your audience, using high-quality images, keeping it simple, being consistent, and experimenting with different types of visuals, you can create visuals that capture the attention of your target audience and increase engagement. And if you need extra help, don't hesitate to hire a web and graphic designing professional for your assignments in Toronto.

[bigbearpartnersblog]

11 Trends Transforming the Future of Human Resources

As we move further into the 21st century, the field of human resources is changing faster than ever before. With new technologies and shifting demographics, the way that businesses recruit and manage employees is rapidly evolving. Here are 11 trends that will shape the future of human resources:

Data-driven Decision Making: Companies are increasingly turning to data analytics and artificial intelligence (AI) to make decisions about hiring, training, performance management, and compensation. Businesses can use AI to quickly gain large amounts of data to identify trends and insights that can help inform their decision-making processes.

Automation: Companies are increasingly turning to automation to streamline and simplify processes like payroll, scheduling, recruitment, onboarding and more. This allows HR departments to focus on higher-level tasks and strategic planning while ensuring that all processes run efficiently.

Digital Recruiting: Traditional methods of recruiting like newspaper ads and job fairs are becoming less popular as businesses turn to digital tools like job boards, social media and video interviewing. This makes it easier to connect with a broader range of qualified candidates faster and more efficiently.

Flexible Work Schedules: More and more companies are embracing flexible work schedules that allow employees to work from home, come in late or leave early, take extended vacations, and more. This shift is a response to the demands of the modern workforce for greater autonomy, balance, and control over their lives. This trend is allowing companies to access a larger, more diverse pool of talent while also saving money on overhead costs associated with running an office.

Increased Emphasis on Soft Skills: Companies are looking for employees with more than just technical know-how. Soft skills such as communication, problem-solving, and critical thinking are now essential qualities that employers look for when deciding who to hire.

Talent Acquisition Strategies: Companies are focusing more on their talent acquisition strategies to ensure they’re recruiting the best and brightest employees. This includes initiatives such as targeting specific educational institutions and professional networks in order to find the most qualified candidates.

HR’s Role in the C-Suite: In the past, human resources often had no seat at the table when it came to strategic decision-making. However, with a greater focus on employee engagement and retention, HR is now seen as a key business partner that can help drive innovation and growth. As such, more companies are bringing HR into the C-Suite and involving them in important strategic planning discussions.

Performance Management: Companies are shifting their focus from simply tracking employee inputs (like sick days and vacation time) to measuring their outputs (such as productivity and engagement). This includes using data analytics to monitor performance, setting up feedback systems, and employees based on their results.

Human-Centered Approach: Companies are beginning to recognize the importance of treating their employees with respect and compassion. This includes providing opportunities for professional development, creating a positive work culture, and investing in initiatives that prioritize employee health and well-being. By taking a more human-centred approach to HR, businesses can create an environment where employees feel valued and inspired to do their best work.

Agile HR: Companies are embracing agile HR principles to design and implement changes quickly and efficiently. This involves understanding the needs of employees, rolling out initiatives in small increments, and taking feedback seriously to ensure that the changes being made are meaningful and effective. By taking an agile approach to HR, companies can stay ahead of the curve when it comes to adapting to a rapidly changing world.

Coaches, Mentors, and Leaders: HR is no longer solely responsible for enforcing policy and procedure. Instead, HR professionals are playing a more active role in developing their employees, fostering innovation, and driving positive change within the organization. 

By embracing these new trends in human resources management, businesses of all sizes can create an environment that attracts and retains top talent while ensuring the success of their organization for years to come. With the right strategies in place, businesses can create a competitive advantage by leveraging the future of human resources.

Website : https://bigbearpartners.com/sb/11-trends-transforming-the-future-of-human-resources/

[wefindjobsuae]

Professional Dubai CV Writers

We Find Jobs | Your Trusted Partner for Professional CV and Resume Writing

For over a decade, We Find Jobs has been a leader in the UAE's recruitment industry, providing expert CV writing services, tailored career coaching, and job search assistance to more than 5,000 satisfied clients. Our expertise spans across crafting impactful CVs, cover letters, and LinkedIn profiles, alongside offering career guidance and interview coaching. As the most trusted CV writing service in Dubai, we guarantee exceptional career outcomes for our clients.

Our internationally recognized CV format is meticulously designed to highlight the most essential information for employers and recruiters. In today’s competitive job market, hiring managers are inundated with applications and only spend seconds scanning each CV. We understand the need for your CV to stand out in these brief moments. Our unique blend of concise, impactful content, combining international and traditional CV styles, ensures that all relevant information is presented in a way that grabs attention immediately. With a proven track record, our CV format has consistently delivered superior results for job seekers, both locally and internationally. This format is specifically designed to optimize your chances of securing an interview, ensuring you stand out in a crowded job market.

With a comprehensive understanding of local and international recruitment, human resources, and talent management, we know exactly how to craft a CV that resonates with recruiters. Our services cater to professionals at all stages of their careers—from entry-level candidates to executive leaders, medical experts, Emiratis, government employees, aviation specialists, and more. We provide customized packages to meet the unique needs of each individual.

Each CV we create is tailored to reflect your career trajectory and professional aspirations. We work closely with you to understand your career history, ensuring that every document we produce aligns with the latest industry trends. Within just two working days, we will deliver a professionally written CV that incorporates industry-specific keywords and is formatted for seamless integration into job portals and recruiter databases.

Our CVs are specifically designed to comply with Applicant Tracking Systems (ATS), ensuring they meet the highest standards of presentation while facilitating easy access to key information for recruiters. Our team consists of native English-speaking CV writers, primarily from the UK, who bring over 10 years of experience working within the UAE market. They are adept at positioning your skills, achievements, and experience to maximize visibility in a competitive job market.

Utilizing advanced CV writing strategies, we ensure that your CV is not only visually appealing but also optimized for ATS screening processes. Our approach guarantees that your CV will pass the 30-second evaluation window that many recruiters use, improving your chances of being shortlisted. With over 15 years of expertise in the UAE recruitment landscape, we take pride in helping clients secure positions in their desired roles.

We cater to professionals across all industries, from entry-level candidates to C-suite executives, and offer unparalleled expertise in crafting documents that position you as the ideal candidate. Our in-house CV writers, all of whom are based in the UAE, are highly skilled at producing impactful CVs that will help you stand out from the competition.

A strong first impression is crucial when seeking new career opportunities, and we are committed to ensuring your CV makes an immediate and lasting impact. Our team of seasoned HR professionals, recruiters, and UAE job market experts work diligently to ensure your CV represents your skills and achievements in the best light possible.

When you choose We Find Jobs, you will be paired with a CV writer who has extensive experience within your specific industry. We work with over 120 industries, ensuring that your CV is not only personalized but also reflects the nuances of your field. Whether you are an entry-level professional or a seasoned executive, we have the expertise to craft a document that meets your career goals.

Additionally, our professionally written CVs meet international standards, making them suitable for immigration and work visa applications. Over the years, we have helped clients successfully navigate the visa processes for countries like Canada, the United States, Australia, and the United Kingdom.

We Find Jobs CV Writing Expertise Executive and High-Profile Clientele: Presidents, CEOs, Chairmen, Managing Directors, CFOs, Business Owners, Senior Executives, Entrepreneurs, Senior Vice Presidents, Vice Presidents, Trustees, Immigrating Professionals, and more.

Industries We Serve: Oil & Gas, Energy & Chemical, Government & Politics, IT, Technology, Telecommunications, Legal, Finance, Insurance & Investment, Education, Healthcare, Medical, Pharmaceuticals, Engineering, Aviation, Construction, Retail, Manufacturing, Security, Logistics, Sports, Music, Consulting, Sales & Marketing, Advertising, Real Estate, Tourism, Hospitality, and many more.

By entrusting us with your CV writing needs, you can rest assured that your professional documents will be crafted with the utmost care, aligning with industry standards and maximizing your chances of landing your next opportunity. Let We Find Jobs help you take the next step in your career journey.

[firstpageranksdigital]

Hire the Best Digital Marketers in Chennai | Best Social Media Marketing Company in India

At FirstPageRanks, we offer innovative and effective advertising services to help elevate your brand and business. Our team of skilled professionals will work with you to create dynamic campaigns that drive results and increase visibility. We specialize in digital marketing strategies, social media advertising, and custom branding solutions to ensure that your message reaches the right audience at the right time. With our comprehensive approach and attention to detail, we are dedicated to helping you stand out in a crowded marketplace and achieve your business goals. Our commitment to staying ahead of industry trends and utilizing cutting-edge techniques allows us to deliver campaigns that are impactful and memorable. Whether you are looking to increase website traffic, generate leads, or improve brand recognition, our advertising services are designed to meet your specific objectives.

At our creative advertising services provider, we offer a range of innovative solutions to help your business succeed. From custom branding strategies to targeted advertising campaigns, we ensure that your message resonates with the right audience. Our team is dedicated to staying ahead of industry trends and utilizing cutting-edge techniques to deliver impactful and memorable campaigns. We understand that every business is unique, which is why we personalize our approach to suit your individual needs and goals. Our team of experts will work closely with you to understand your target audience and create a strategy that speaks directly to them. With our comprehensive advertising services, you can feel confident that your brand will stand out in a crowded marketplace and make a lasting impression on potential customers.

By focusing on your specific target audience, we can ensure that your message resonates with the right people at the right time. Whether you are looking to increase brand awareness, drive website traffic, or generate leads, our team has the knowledge and experience to help you achieve your goals. We pride ourselves on our ability to adapt to the ever-changing landscape of digital marketing, constantly refining our strategies to deliver the best results for our clients. With our personalized approach and dedication to success, you can trust that your advertising campaigns are in good hands with us.

At our advertising services company, we specialize in creating customized campaigns that speak directly to your target audience. Our team is well-versed in increasing brand awareness, driving website traffic, and generating leads. We stay ahead of the curve in the digital marketing landscape, continuously refining our strategies to ensure optimal results for our clients. With our personalized approach and commitment to success, you can rest assured that your advertising campaigns are being handled by experts who truly care about your goals. We take the time to understand your brand and objectives, tailoring our advertising strategies to align with your unique vision. Our data-driven approach allows us to track the performance of each campaign closely, making adjustments as needed to maximize your return on investment. With our dedication to excellence and proven track record of success, you can trust that your advertising campaigns will not only meet but exceed your expectations.

Our team of experienced professionals works tirelessly to ensure that every aspect of your advertising campaign is executed flawlessly. From creating compelling ad copy to targeting the right audience, we leave no stone unturned in our quest to deliver exceptional results for your brand. 

At our leading creative advertising company, we prioritize delivering a high return on investment for our clients. With a dedicated team of experienced professionals, we ensure that every aspect of your advertising campaign is executed flawlessly to exceed your expectations. From crafting compelling ad copy to targeting the right audience, we leave no stone unturned in our quest to deliver exceptional results for your brand. Our innovative approach to advertising ensures that we stay ahead of industry trends and constantly adapt to the changing landscape of marketing. We understand the importance of staying relevant and engaging with your target audience in a meaningful way.

Our team continuously monitors the performance of your campaigns, making adjustments as needed to optimize results and drive maximum ROI. By analyzing data and metrics, we are able to make data-driven decisions that guide our strategies and ensure that we are delivering the best possible outcomes for your brand. Additionally, we provide regular reports and updates to keep you informed of our progress and demonstrate the impact of our efforts. At our agency, we are committed to transparency and open communication, working closely with you every step of the way to achieve your advertising goals.

FirstPageRanks provides the best Digital PR services in Chennai, even one of the top online advertising services in Chennai, SEO services in Chennai, social media marketing (SMM) service providers in Chennai, Google marketing services in Chennai, and the best Google Adwords company in Chennai, India.

[vantedgesearch23]

Success Stories Insurance Companies That Aced Executive Recruitment 

Finding the right leaders can make all the difference for insurance companies looking to drive growth and innovation. Effective insurance executive recruitment requires more than just identifying candidates with industry experience; it demands a strategic approach to match the right leadership with the unique needs of each organization. This article will explore how some insurance companies successfully found top executives, contributing to their sustained growth and success. 

Case Study 1: Building a Resilient Team 

An established insurance firm faced a challenge in replacing several retiring executives. They recognized that to stay competitive, they needed fresh perspectives and leaders who understood emerging technologies and modern customer needs. Instead of sticking to traditional recruitment methods, the company decided to partner with a recruitment agency specializing in insurance executive recruitment. This strategic decision paid off, allowing them to tap into a broader pool of candidates with both insurance expertise and tech-savvy leadership skills. 

The newly appointed executives were able to blend their experience with a vision for the future, leading the company to double its customer base over five years. They brought a renewed focus on customer service and digital innovation, making the company a leader in customer retention and satisfaction. 

Case Study 2: Embracing Diversity at the Leadership Level 

Another insurance company recognized the need for diverse leadership to better serve its multicultural customer base. They set clear goals for diversity in their hiring process, aiming to bring fresh perspectives and a more inclusive culture to the C-suite. This effort was not just about meeting diversity benchmarks but also about making a real impact on company culture and operations. 

Partnering with a specialized executive search firm, they managed to attract high-caliber leaders from a variety of backgrounds. The result was not just a more inclusive environment but also a company that could anticipate and respond to the needs of a broader customer demographic. Within a few years, their leadership team became a key strength, driving the company to open new markets and create innovative insurance products. 

Case Study 3: Rebuilding After a Crisis 

After facing a period of financial instability, a mid-sized insurance firm knew it needed transformational leadership to turn things around. A complete overhaul of the leadership team was necessary. The company opted for a recruitment strategy that emphasized both crisis management experience and deep industry knowledge. With the help of an executive search agency, they brought in executives who had a proven track record of navigating challenges in the insurance sector. 

These new leaders didn't just stabilize the company; they managed to exceed performance targets within the first year, enhancing financial stability and introducing new products that diversified revenue streams. Their leadership played a significant role in revamping the company’s reputation, making it a preferred choice among customers seeking reliable insurance solutions. 

The Key to Success: Strategic Recruitment 

These success stories highlight a common theme: the importance of strategic and targeted recruitment when it comes to finding the right leaders. The companies that excelled didn't rely solely on traditional recruitment methods or internal promotions. Instead, they partnered with expert search firms to ensure they had access to the best talent available, leveraging insights into what makes a great leader in the insurance sector. 

For insurance companies, the right executive can be a game-changer, leading to increased market share, innovation, and financial stability. Insurance executive recruitment is not just about filling positions; it’s about finding leaders who will shape the future of the organization. 

In a competitive industry like insurance, those companies that take a proactive and thoughtful approach to hiring are the ones that will thrive. These examples serve as proof that successful executive recruitment can lead to extraordinary results, driving companies to new heights and setting them apart as leaders in the industry. 

[alliance00]

C-Suite Recruitment Strategies: Finding the Perfect Executives

Introduction

How do you find the right leaders to steer your organization toward success? That's a question many business owners and recruiters will keep them awake at night. Recruiting for C-suite positions is like putting together the final pieces of a puzzle: these leaders shape your organization's vision and culture. But where do you start?

In this article, we will demystify the art and science of C-suite recruitment, discuss some best practices in C-suite executive search, and empower you to learn how to excel at C-suite hiring with real-world tips. Let's get started!

1. Why C-Suite Recruitment Matters

The C-suite is not more of management. It is the nerve center that constitutes your organization. Their decisions are the ones taking risks and changing the current scenario of your company and deciding its future. For poor hiring at this point, the cost will be great both in terms of finances and reputation. Hence, their recruitment process should be to the point and thorough.

2. Understanding the C-Suite Landscape

What is the C-suite? In simple words, it is CEOs, CFOs, COOs, and many, many more. Different in their natures but what seems common is what they aim for: the purpose of driving success. And first, knowing what you need—and why—is part of any recruitment process.

3. Defining the Perfect Executive

Take a minute to think before beginning what the ideal candidate should be. What are your must-haves? Communication skills? Strategic thinking? Industry-specific knowledge? Setting it at the outset saves much hassle and time in the end.

4. Crafting a Clear Job Description

Your job description is your first impression. Make it count! Clearly outline the role's responsibilities, required skills, and company culture. Be transparent about expectations to attract candidates who align with your vision.

5. Leveraging Recruitment Agencies

Sometimes, outsourcing is the smartest move. Specialized recruitment agencies excel in C-suite executive search by connecting businesses with top-tier candidates. Their expertise can be a game-changer for hard-to-fill roles.

6. Tapping into Professional Networks

Treat your professional network as if it's a treasure trove. There is nothing better about LinkedIn for connecting with great industry leaders. Personal referral often gives the best result, somebody vouches for that individual's qualities.

7. The Role of Technology in Recruitment

Technology had made recruitment a more smart process by way of AI-driven platforms, applicant tracking systems, and many such others that facilitate better hiring. For example, predictive analytics enables the search for applicants by scanning and matching them in your set conditions, speedier the hiring.

8. Assessing Cultural Fit

Sure, skills and experience are necessary; however, cultural fit is, too. A leader can really throw a wrench in the workplace if he doesn't fit your organization's values. Use behavioral interviews to discern whether a candidate shares your company's ethos.

9. The Interview Process: Asking the Right Questions

The opportunity to drill down comes forth during your interviews. Your open-ended questions, such as, "How do you deal with failure?" or "How is your leadership style," will give you a hint of the candidate's actual character and problem-solving skill.

10. Handling Confidentiality in Executive Search

C-suite recruitment is sensitive. Confidentially, both parties are assured-the company and candidates-since nondisclosure agreements and discretion are utilized along the way.

11. Onboarding Your New C-Suite Executive

Onboarding is not just in the first week, but as a planned process it should take place with the set milestone, team introductions and cultural immersion. Effective onboarding sets up for long term success.

12. Learning from Recruitment Failures

Every failure teaches a lesson in disguise. Reflect on past hiring mistakes to improve future processes. Was it a lack of clarity in the job description? Perhaps a rushed decision? Addressing these gaps strengthens your strategy.

13. The Importance of Employer Branding

An attractive employer brand will always get top-notch people. Display through your website, social media, and even employee testimony, value of your company, the great achievement, and what type of culture is created.

14. Adapting to Industry Trends in Recruitment

Indeed, the recruitment landscape is changing rapidly. One should always be on par with trends like remote work, diversity initiatives, and continuous learning; otherwise, one's strategies remain ineffective.

15. Conclusion & Key Takeaways

Finding the right C-level executive is a form of art in itself, requiring equal doses of strategy, technology, and instinct. Your focus should be on defining your needs, leveraging networks, and assessing candidates holistically. Remember, finding the right leader is not merely filling a position but shaping the future of your company. For expert assistance in executive recruitment, contact us at Alliance Recruitment Agency—we are committed to helping you identify and onboard exceptional leaders who can drive your organization’s success.

View source: https://recruitmentagencyfranchise.hashnode.dev/c-suite-recruitment-strategies-finding-the-perfect-executives

[ritraj7]

Top Reasons to Hire a Digital Marketing Company in Jaipur for Your Business

As the digital landscape evolves, businesses in Jaipur are increasingly recognizing the value of a strong online presence. However, navigating the complexities of digital marketing—SEO, content creation, social media management, email marketing, and beyond—can be challenging without expert guidance. This is where hiring a local digital marketing company, like DigiRoads, can be transformative for your business.

1. In-Depth Understanding of the Local Market

DigiRoads, based in Jaipur, brings an unparalleled understanding of the local market, culture, and consumer preferences. We specialize in crafting tailored strategies that resonate with Jaipur's audience, aligning your brand with the region's unique consumer dynamics. By working with a local team, you gain insights into what works best for the Jaipur market, whether your business targets a local audience or aims to expand globally.

2. Access to a Talented, Diverse Team of Experts

Digital marketing requires a blend of skills—SEO, content strategy, PPC, social media, and analytics. DigiRoads employs a talented team of specialists who combine expertise in these areas with a deep commitment to excellence. As a digital marketing company founded by BITS Pilani alumni, we prioritize transparency, integrity, commitment, and passion in every campaign, ensuring your brand’s success through meticulous planning and execution.

3. Cost-Effective and High-Quality Solutions

One major advantage of working with DigiRoads in Jaipur is cost-effectiveness. Compared to agencies in larger metros, Jaipur-based DigiRoads offers competitive pricing without compromising quality. We’re committed to providing budget-friendly services that help your business achieve high ROI, whether you’re a startup, a small business, or a larger enterprise looking to optimize your marketing spend.

4. Personalized Service and Client-Centric Approach

At DigiRoads, we understand that every business has unique needs. Unlike larger agencies, where clients can sometimes feel like just another account, DigiRoads is dedicated to providing a personalized approach. We focus on building strong relationships with our clients, ensuring open communication and tailoring our services to your specific goals. When you work with us, you gain a true partner invested in your growth.

5. Staying Ahead of Digital Marketing Trends

The digital landscape is constantly changing, and businesses need to stay ahead to remain competitive. DigiRoads keeps a pulse on the latest digital marketing trends, tools, and technologies, from AI-driven insights to emerging social media platforms. We ensure that your campaigns are always cutting-edge, incorporating new strategies and technologies that give you an edge over competitors in Jaipur and beyond.

6. Comprehensive Range of Services Under One Roof

One of the greatest benefits of partnering with DigiRoads is access to a full suite of digital marketing services. From SEO and PPC to social media marketing and email campaigns, we offer end-to-end solutions. Our integrated approach means that every element of your digital marketing strategy is cohesive and aligned, saving you the hassle of managing multiple vendors.

7. Proven Track Record with Local Businesses

DigiRoads has a strong history of working with businesses across Jaipur, delivering measurable results that drive growth. We are proud to share our success stories and testimonials from satisfied clients who have seen firsthand how our strategies elevate their brand and generate more leads, sales, and engagement.

8. Commitment to Transparency and Integrity

At DigiRoads, we are guided by the principles of transparency, integrity, and commitment. You will always know where your campaign stands, how your budget is being allocated, and what results are being achieved. We believe that trust is at the core of every successful client-agency relationship, and we prioritize clear, honest communication in all our dealings.

[solarpanelcleaningservices]

Protect Your Solar Investment with Bird Deterrent Spikes

As the popularity of solar energy continues to grow, more homeowners and businesses are investing in solar panels to harness clean, renewable energy. However, with this investment comes the challenge of maintaining the panels and protecting them from potential damage. One of the most common threats to solar panels is birds, which can create problems ranging from unsightly droppings to actual physical damage. To effectively protect your solar investment, using bird deterrent spikes is an essential strategy.

The Challenge of Birds

Birds are naturally attracted to elevated surfaces, and solar panels can provide a perfect perch. While they may seem harmless, bird droppings can cause significant issues. The acidic nature of droppings can corrode the surface of the panels, leading to decreased efficiency and potentially costly repairs. Additionally, if birds decide to nest under the panels, it can create further complications, obstructing the solar panels and reducing their energy production.

Why Use Bird Deterrents?

To combat these issues, effective bird deterrents are crucial. Among the various options available, bird deterrent spikes stand out as a popular and effective solution. These spikes are designed to prevent birds from landing on the edges of your solar panels, thereby minimizing the risk of droppings and nest-building.

Benefits of Bird Deterrent Spikes

Protection from Damage: The primary function of bird deterrent spikes is to protect your solar panels from potential harm. By preventing birds from landing, you reduce the likelihood of droppings, which can be damaging to the panels’ surfaces and overall efficiency.

Cost-Effective Maintenance: Investing in bird deterrent devices can save you money over time. By preventing bird-related damage, you can avoid the costs associated with repairs and replacements, ensuring your solar panels continue to operate efficiently.

Low Maintenance Requirements: Once installed, bird deterrent spikes require very little upkeep. Unlike other deterrent methods that may need regular adjustments or replacements, these spikes remain effective with minimal intervention.

Humane Deterrent Method: Many people are concerned about the welfare of birds. Fortunately, bird deterrents like spikes are designed to deter without harming the birds. This approach not only protects your solar panels but also aligns with ethical practices.

How to Install Bird Deterrent Spikes

Installing bird deterrent spikes is a straightforward process, whether you choose to do it yourself or hire a professional. Here’s a step-by-step guide to effective installation:

Identify Problem Areas: Begin by assessing where birds are most likely to land around your solar panels. This assessment will guide your installation efforts.

Select the Right Spikes: Choose high-quality bird deterrent devices that are durable and suited for outdoor use. Ensure they are designed specifically for solar panel applications.

Secure the Spikes: Attach the spikes using adhesive or screws, ensuring they are firmly affixed. Position them in a way that effectively discourages birds from perching.

Regular Maintenance Checks: Periodically inspect the spikes to ensure they are intact and functioning. This is particularly important after severe weather events.

Complementing Your Bird Deterrents with Solar Panel Cleaning

In addition to installing bird deterrent spikes, it’s essential to maintain your solar panels through regular cleaning. Consider utilizing a solar panel cleaning service to keep your panels free from dirt, debris, and bird droppings. Accumulated dirt can reduce the efficiency of your solar panels, diminishing their energy output.

Using specialized solar panel cleaning equipment, professionals can effectively remove contaminants without damaging the panels. Regular cleaning, combined with the installation of bird deterrents, ensures that your solar investment remains in optimal condition.

Conclusion

Protecting your solar investment is crucial for maximizing efficiency and ensuring longevity. By implementing bird deterrent spikes, you can effectively deter birds and prevent damage from droppings and nesting. Coupled with a reliable solar panel cleaning service and the right solar panel cleaning equipment, you can maintain the performance of your solar panels and enjoy the benefits of renewable energy without the hassle of bird-related issues. Take proactive steps today to safeguard your investment and enjoy the peace of mind that comes with knowing your solar panels are protected.

[wefindjobsuae]

We Find Jobs | Your Trusted Partner for Professional CV and Resume Writing

For over a decade, We Find Jobs has been a leader in the UAE's recruitment industry, providing expert CV writing services, tailored career coaching, and job search assistance to more than 5,000 satisfied clients. Our expertise spans across crafting impactful CVs, cover letters, and LinkedIn profiles, alongside offering career guidance and interview coaching. As the most trusted CV writing service in Dubai, we guarantee exceptional career outcomes for our clients.

Our internationally recognized CV format is meticulously designed to highlight the most essential information for employers and recruiters. In today’s competitive job market, hiring managers are inundated with applications and only spend seconds scanning each CV. We understand the need for your CV to stand out in these brief moments. Our unique blend of concise, impactful content, combining international and traditional CV styles, ensures that all relevant information is presented in a way that grabs attention immediately. With a proven track record, our CV format has consistently delivered superior results for job seekers, both locally and internationally. This format is specifically designed to optimize your chances of securing an interview, ensuring you stand out in a crowded job market.

With a comprehensive understanding of local and international recruitment, human resources, and talent management, we know exactly how to craft a CV that resonates with recruiters. Our services cater to professionals at all stages of their careers—from entry-level candidates to executive leaders, medical experts, Emiratis, government employees, aviation specialists, and more. We provide customized packages to meet the unique needs of each individual.

Each CV we create is tailored to reflect your career trajectory and professional aspirations. We work closely with you to understand your career history, ensuring that every document we produce aligns with the latest industry trends. Within just two working days, we will deliver a professionally written CV that incorporates industry-specific keywords and is formatted for seamless integration into job portals and recruiter databases.

Our CVs are specifically designed to comply with Applicant Tracking Systems (ATS), ensuring they meet the highest standards of presentation while facilitating easy access to key information for recruiters. Our team consists of native English-speaking CV writers, primarily from the UK, who bring over 10 years of experience working within the UAE market. They are adept at positioning your skills, achievements, and experience to maximize visibility in a competitive job market.

Utilizing advanced CV writing strategies, we ensure that your CV is not only visually appealing but also optimized for ATS screening processes. Our approach guarantees that your CV will pass the 30-second evaluation window that many recruiters use, improving your chances of being shortlisted. With over 15 years of expertise in the UAE recruitment landscape, we take pride in helping clients secure positions in their desired roles.

We cater to professionals across all industries, from entry-level candidates to C-suite executives, and offer unparalleled expertise in crafting documents that position you as the ideal candidate. Our in-house CV writers, all of whom are based in the UAE, are highly skilled at producing impactful CVs that will help you stand out from the competition.

A strong first impression is crucial when seeking new career opportunities, and we are committed to ensuring your CV makes an immediate and lasting impact. Our team of seasoned HR professionals, recruiters, and UAE job market experts work diligently to ensure your CV represents your skills and achievements in the best light possible.

When you choose We Find Jobs, you will be paired with a CV writer who has extensive experience within your specific industry. We work with over 120 industries, ensuring that your CV is not only personalized but also reflects the nuances of your field. Whether you are an entry-level professional or a seasoned executive, we have the expertise to craft a document that meets your career goals.

Additionally, our professionally written CVs meet international standards, making them suitable for immigration and work visa applications. Over the years, we have helped clients successfully navigate the visa processes for countries like Canada, the United States, Australia, and the United Kingdom.

We Find Jobs CV Writing Expertise Executive and High-Profile Clientele: Presidents, CEOs, Chairmen, Managing Directors, CFOs, Business Owners, Senior Executives, Entrepreneurs, Senior Vice Presidents, Vice Presidents, Trustees, Immigrating Professionals, and more.

Industries We Serve: Oil & Gas, Energy & Chemical, Government & Politics, IT, Technology, Telecommunications, Legal, Finance, Insurance & Investment, Education, Healthcare, Medical, Pharmaceuticals, Engineering, Aviation, Construction, Retail, Manufacturing, Security, Logistics, Sports, Music, Consulting, Sales & Marketing, Advertising, Real Estate, Tourism, Hospitality, and many more.

By entrusting us with your CV writing needs, you can rest assured that your professional documents will be crafted with the utmost care, aligning with industry standards and maximizing your chances of landing your next opportunity. Let We Find Jobs help you take the next step in your career journey.

[harry3ds]

How Much Does a Custom Logo Design Cost? Understanding Pricing for Your Brand’s Perfect Logo

Creating a custom logo is an investment in the brand’s identity, and while it might be a small piece of the business puzzle, it can have a significant impact on how a brand is perceived. Here’s a guide to understanding what factors influence logo design costs, from simple designs to high-end brand packages.

1. Understanding the Logo Design Process

The process of designing a custom logo involves more than just drawing an image or selecting a typeface. Logo design begins with thorough research into the brand, its target audience, industry trends, and competitors. A seasoned Logo Designer in Dubai or anywhere else will also consider the brand’s vision, values, and personality, often going through a process that includes concept development, initial drafts, multiple revisions, and finalization. Each step adds value but also time, which affects the cost.

2. What Factors Affect Custom Logo Design Costs?

The cost of a custom logo design depends on several factors, such as the designer’s experience, the project’s complexity, the brand's budget, and additional services bundled in. Here’s a closer look:

a. Designer’s Expertise and Location

Entry-Level Designers: These may charge between $50 and $300. Entry-level designers often have limited experience but can create logos that are simple yet effective. They’re typically suited for smaller businesses or startups with a limited budget.

Mid-Level Designers: These professionals may charge from $300 to $800. Mid-level designers have more experience and a deeper portfolio, allowing for more complex designs.

Experienced Professionals or Agencies: For established brands seeking to make a strong impact, hiring an expert designer or agency can range between $1,000 and $10,000. Large agencies, especially those known for high-end branding, may charge even more, especially if the project includes extensive research, market testing, and brand strategy consultations.

b. Project Complexity and Design Style

Simple Logos: Clean, minimalistic logos cost less because they require fewer hours of work and iterations. A simple yet effective design may cost around $100 to $500.

Detailed and Custom Designs: Complex logos often involve intricate details, custom typography, or illustrations, which can raise the price to between $500 and $5,000. These logos are suited for brands that need a distinct identity or operate in a competitive market where every visual element counts.

c. Number of Revisions

Most logo designers offer a set number of revisions in their packages, but additional revisions can increase the overall cost. Some designers may charge a flat fee per additional revision, while others offer bundled packages that include multiple revisions.

d. Package Options

Many designers provide package deals that can include variations of the logo for different platforms, such as social media, print, and web. Basic packages might only include a single version of the logo, while advanced packages could provide a full brand kit, including icons, logo animations, and other brand assets.

3. Logo Design Options: Freelance Designers vs. Design Agencies

Freelance Designers

Hiring a freelance designer can be more affordable, especially for small businesses or startups. Freelancers usually have flexible pricing, and their rates may be lower than agencies due to lower overhead costs. However, it’s essential to review a freelancer’s portfolio to ensure they have the expertise for your needs.

Design Agencies

Design agencies typically charge higher fees, ranging from $3,000 to $50,000, depending on their reputation and the scope of work. They offer a team-based approach, often with a dedicated project manager, designer, and sometimes a brand strategist to ensure the brand’s messaging aligns with the visual identity. This is an ideal option for larger companies that require a comprehensive branding approach.

4. Online Logo Design Tools and DIY Options

For those on a tight budget, online design tools offer customizable templates for a fraction of the cost. Platforms like Canva, LogoMaker, and Looka let users create logos using pre-made elements, often for $20 to $100. While these options are cost-effective, they lack the personalization and uniqueness of a custom design and may not provide the trademark rights or exclusivity that a brand needs to stand out.

5. Investing in Brand Consistency and Quality

A logo is often the first interaction a customer has with a brand, so a professional, well-designed logo can have long-term benefits. Investing in a skilled Logo Designer in Dubai or elsewhere is especially valuable if your brand aims for longevity and brand recognition in a competitive market.

6. Typical Price Ranges for Logo Design

To provide a clearer picture, here’s a summary of typical price ranges based on the type of designer or design process:

Designer Type

Estimated Cost

Features

DIY Logo Generators

$20 - $100

Templates, limited customization

Entry-Level Freelancers

$50 - $300

Basic logos, minimal revisions

Mid-Level Freelancers

$300 - $800

Moderate detail, customization options

High-End Freelancers/Agencies

$1,000 - $10,000+

Full brand packages, in-depth branding

Established Design Agencies

$3,000 - $50,000

Comprehensive brand strategy and design

7. Budgeting for a Logo: Is It Worth the Investment?

While a quality logo can be a significant investment, it’s important to weigh the benefits. A professional logo builds trust, improves brand recognition, and makes the brand appear more credible. Over time, this can attract more customers and create a positive association with the brand.

For smaller businesses, spending $300 to $800 with a mid-level Logo Designer in Dubai could offer a solid balance between quality and affordability, whereas established brands may find value in spending upwards of $1,000 for a well-researched, high-quality logo design.

8. Choosing the Right Designer for Your Needs

The right designer understands not only design principles but also your industry and audience. When considering logo design, look for designers with a portfolio that resonates with your vision. Have a clear outline of what you expect, including color schemes, design preferences, and your brand’s message.

Conclusion

The cost of a custom logo design can vary widely based on the expertise of the designer, the complexity of the design, and the services included. Understanding these factors can help you budget effectively and ensure that your brand receives a logo that represents its identity well. Investing in a skilled logo designer is more than just creating a visual—it’s about building a brand image that will serve your business for years to come.

[digitalsanshta]

In today’s fast-paced digital world, establishing a strong online presence is crucial for businesses of all sizes. With consumers increasingly relying on the internet for information and purchasing decisions, partnering with a digital marketing agency has become an essential strategy for growth. Located in Faridabad, Digital Sanstha stands out as a leading digital marketing agency dedicated to helping businesses thrive in the digital landscape.

Why Choose Digital Sanstha?

Digital marketing agency in Faridabad, Digital Sanstha is more than just a digital marketing agency; we are your partners in navigating the complexities of online marketing. Our team of experts possesses a wealth of experience and knowledge across various digital marketing disciplines, ensuring that we can tailor our services to meet your unique business needs.

1. Comprehensive Services:

At Digital Sanstha, we offer a full suite of digital marketing services designed to elevate your brand’s online presence. Our services include:

Search Engine Optimization (SEO): Improve your website’s visibility on search engines like Google. Our SEO strategies focus on keyword research, on-page optimization, and backlink building to drive organic traffic to your site.

Social Media Marketing: Engage with your audience through effective social media strategies. We manage your social media profiles, create engaging content, and run targeted ad campaigns to boost brand awareness and customer engagement.

Content Marketing: Quality content is key to attracting and retaining customers. Our team creates informative and engaging blog posts, articles, infographics, and videos that resonate with your target audience.

Pay-Per-Click Advertising (PPC): Maximize your ROI with expertly managed PPC campaigns. We create targeted ads on platforms like Google Ads and Facebook Ads, ensuring you reach your ideal customers effectively.

Website Development: Your website is your digital storefront. Our web development team builds responsive, user-friendly websites that not only look great but also drive conversions.

Email Marketing: Stay connected with your audience through personalized email campaigns. We design and execute email marketing strategies that nurture leads and keep your brand top-of-mind.

2. Data-Driven Approach:

At Digital Sanstha, we believe in the power of data. Our strategies are rooted in analytics, allowing us to track performance and make informed decisions. By analyzing data from various campaigns, we can identify what works best for your business and continuously optimize our efforts for better results.

3. Tailored Solutions:

We understand that every business is unique, which is why we take the time to understand your goals, challenges, and target audience. Our customized strategies are designed to align with your specific objectives, whether you’re looking to increase brand awareness, generate leads, or drive sales.

4. Proven Results:

Our track record speaks for itself. We have helped numerous businesses in Faridabad and beyond achieve remarkable results through our digital marketing services. From increasing website traffic to boosting conversion rates, our clients have experienced tangible growth thanks to our dedicated efforts.

The Digital Sanstha Experience

When you partner with Digital Sanstha, you’re not just hiring a service provider; you’re gaining a dedicated team committed to your success. Our collaborative approach means we work closely with you at every step, keeping you informed and involved in the decision-making process.

Conclusion

In a digital age where competition is fierce, choosing the Digital marketing agency in Faridabad can make all the difference. Digital Sanstha is your trusted partner in Faridabad, ready to elevate your online presence and drive growth for your business. Whether you’re a startup looking to establish your brand or an established company seeking to enhance your digital strategy, we have the expertise and resources to help you succeed.

Contact us today to learn more about how Digital Sanstha can transform your digital marketing efforts and unlock new opportunities for your business. Let’s embark on this journey together and take your brand to new heights!

[alliance00]

Do You Need C-Suite Recruitment Experts for VP Recruiting?

The vice president position is typically the second or third in a company’s hierarchy, behind the president and CEO. In mid-and small-sized firms, one individual may hold both the post, serving as president and the CEO, with the vice president being the second in command. Find out all about how to hire a president or a vice president in this blog, crafted with insights from top C-Suite recruitment experts.

Understanding VP Recruiting A Vice President is in charge of the day-to-day operations and productivity of the company. Each Vice President is responsible for establishing the company’s public image in the media, displaying overall budgets and objectives for directors and managers, and collaborating with the CEO and board of directors to defend the company’s policies, strategies, and goals. He or she is hired by the organization using C-Suite executive recruitment and C-Suite executive search services.

Vice President Recruitment: Know Role Hierarchy

There Are Several Designations For VP Positions, Depending On The Industry, Just As There Is An Organizational Hierarchy.

Associate Vice President: This is a typical position in higher education, but it may be found in any sector, such as retail or ITeS. The position-holder is in charge of long-term planning and overseeing specific geographical region operations, as well as program and staff development.

Assistant Vice President: This position is comparable to that of an operations director in many SME companies. The position-holder oversees many departments within a company, such as human resources and administrative operations, and manages highly competent people. In some cases, it can be used interchangeably with the title Deputy Vice President.

First Vice President: The VFP is a financial industry stalwart. Depending on the company, this might be a term for someone who has been promoted or demoted. It might also be a promotion-in-place situation when the goal is acknowledgment rather than advancement.

The Difference Between Vice President And C-Suite Recruitment There are several business hierarchy situations, and things may differ based on the size of the firm, the industry, the type of business, and even corporate policy. Each organization has its hierarchical levels, but a few rules apply to all of them. In general, senior management positions are classified as director, vice president, C-level, or CEO. Vice Presidents report to C-level executives. Individuals with C-level positions have the highest executive level in the organization for one functional area. All of the other executives in that functional area report to the C-Suite recruiters. The C-level executives are led by the CEO and include Chief Operating Officer, Chief Financial Officer, Chief Technology Officer, Chief Marketing Officer, Chief Information Officer, Chief Customer Experience Officer, and Chief Accounting Officer. Although the CEO officially falls under this group, he or she has a higher level of responsibility. This person is in command of the entire company. As the company grows, additional departments or divisions may be formed, each with its vice president. A vice president is frequently the second-highest level of administration. The vice president may be delegated specific functional domains. The greater the number of layers in the organization, the more critical it is to define the middle management levels of authority. As a result, there are several titles for vice presidents, such as senior vice president. Someone in control of a larger area of the organization may be awarded the title of Senior Vice President. Individuals at this level of management may be referred to as Group Vice President, Division Vice President, Area or Region Vice President, or Executive Vice President, depending on their area of responsibility. For example, all Regional Vice Presidents of Sales would report to the CSO or Chief Sales Officer. The CFO reports to the finance, treasury, and investor relations vice presidents

View Source:- Do You Need C-Suite Recruitment Experts for VP Recruiting?

[lit-wick-productions]

IST3310.01 - The Social Media EcoSystem

For the purposes of this blog, we were instructed to review Social Media Ecosystem and Its Influence on Small Business Strategic Practices by Shirumisha C. Kwayu (2020).

When developing a small business and determining business strategies, a place that many people turn to in order to increase operational efficiency is the social media ecosystem. We've been talking about social media as primarily social networking and interest-sharing, but there are actually several different types of platforms aside from these, as referenced by Kwayu in his article. Kaplan and Haenlein (2009) talk about virtual social worlds like Second Life, collaborative projects like Wikipedia, and content communities like YouTube, to name a few. Kwayu also utilizes several platforms that wouldn't be considered social media by most, but do fall under the general definitions of a social platform. For his business, Kwayu uses platforms such as ParcelsApp for tracking and logistics, and Wave and PayPal for financial operations.

Social media allows for small businesses to become interconnected with the grander web of global communications and media. Having an online social presence makes a business more approachable, even from simply having an account, because it shows that the company is aiming to connect themselves and stay up-to-date with developing technologies. Social media allows for consumers to quickly gain information about your business and its offerings, as well as providing easy methods of contact. There are countless business deals and transactions being made daily through various forms of social media that otherwise would not have been completed without existing on the platforms they did.

Social media allows for businesses to gain a foothold in their operations, providing a place for people to communicate and/or sell with a low threshold for entry. When businesses can launch from an elevated starting point, rather than building from the ground up, they're able to grow more quickly and focus on other areas in operations. With that, the loop can be closed and your social media ecosystem can begin to funnel into your business, which funnels into your ecosystem, and so on.

Two of the biggest hurdles for small businesses (also mentioned in Kwayu's article) are knowing how to establish an ecosystem and knowing what social media platforms to use, and how to use them. We had previously discussed in class on what types of businesses are best suited for different platforms, and I'll be honest, I wasn't aware of some of that information before we had looked over it. It's important to know not only what your target audience uses regularly, but also the types of content on each platform that is the most responsive for your business niche. The graphic below is a little outdated (2022), but it helps to showcase some of the ways that different industries are better suited for certain social networks than others.

Before hopping on Facebook and creating an account for your brand, make sure to do your research and find out where it is that you should create accounts at, and how to best market yourself on those platforms. It may not be feasible for your business, but it also may be good to hire a social media coordinator or enlist the services of an advisor to handle that side of your business. The establishment of social media ecosystems can help grow your business, but just as a natural ecosystem, it has to be well maintained and stable before it will reap any benefits.