Sport Solutions is a fully integrated sports marketing specialist with unrivalled expertise and dedicated resources in the field of Sport Sponsorship, Activation and Event Management.
SportSolutions Loves Sports and it Shows!
What is cool about Sport Solutions?
Sport Solutions created and concluded the ground-breaking deal between FC Barcelona and Etisalat, the first of its type in the Region. They’ve also recently negotiated KFC’s brand ambassador agreement with Lionel Messi, his first in the MENA region.
Why would somebody want to work for Sport Solutions?
Sport Solutions works on some ground-breaking sport sponsorship opportunities, and interacts with some of the world’s leading sports brands and sporting icons. For a sales & marketing enthusiast with a passion for sports, this is definitely the “Dream Job”!
Sport Solutions is currently hiring for the position of Client Relationship Manager. Get started on Laimoon.com to see if you and Sport Solutions are a match!
Whenever jobseekers apply to a job directly on Laimoon.com, the application they create comes loaded with interesting and unique features. It’s a fresh way of presenting yourself to an employer vs. just the traditional boring CV/Resume. Included are things like: your photo, a quick background bio, work experience highlights, industry, education, and etc. A personal Q&A session is also included, this is where you get to answer why you fit the job at hand. It’s like a micro-interview, that lets your work experience come through in a quick and natural conversation – not just colds words on the page of a CV.
But, the first thing that the employer sees, before any of this, is a “Standout Line”. This is where jobseekers get another chanceto shine by writing a very brief statement about what makes them stand out, helping them separate from the crowd. These can be funny or serious, or anything in between. Fortunately for us, we get to see all of them at Laimoon.com, and below are some that we think are extra special and worth showing off to you!
Laimoon’s top 10 killer Standout Lines of November, straight from the jobseeker’s mouth:
1. “Nobody’s Perfect. I’m nobody.”
2. “M+ (Postive Marketing) is my blood group”
3. “Pray I will never be your competitor’s tool”
4. “The mark of a true professional is giving more than you get”
5. “I believe in God… and I also believe in Picasso!”
6. “I settle for nothing less than the WOW! Effect”
7. “Born to Sell!”
8. “I breathe, eat, sleep, and talk advertising”
9. “I’m in the business of making friends… and business is good!!”
Motivating and compensating employees is a challenge faced by every business owner, manager, HR department, and talent developer the world over. Faced with this new information economy where we are constantly ‘wired in’, engagement of top talent is more highly competed for than ever. Recruiting then retaining top talent is vital to the long term success of a company.
While recruitment is focused on the now and retention is the long term problem, the attraction and retention often overlap when compensation is discussed. Compensation is often in the form of money. And money is a motivator to be sure, but only so far as when it ceases to be an issue. Once you pay or incentive your people with enough money they are not worried about it, money as a motivator comes off the table. How can this be?
In a speech to the RSA, Dan Pink presents compelling research performed repeatedly by top economists from such places as MIT and University of Chicago. The studies overwhelmingly suggest, as a task gets more complicated, i.e. since it requires a greater cognitive ability than a simple physical task monetary motivators cease to work. To put this a different way, as work requires some conceptual creative thinking, money ceases to be the primary motivator. Really?
Yes. In fact, the research suggests when people are offered higher monetary rewards for performing cognitive tasks they overwhelming fail the challenges. Higher incentives leads to worse performance. Now, think about the positions in your company and how you compensate. How many require pure physical labor?
Again, money is a motivator, however when performing cognitive tasks in the new economy the major motivators start to become centered around better performance and personal satisfaction. Mr. Pink suggests 3 key ways this manifests itself, in the form of Autonomy, Mastery, and Purpose.
1. Autonomy - Autonomy is described by Mr. Pink as self direction and engagement. Empowering employes can foster self direction and create a staff of problem solvers. There are many ways businesses can foster autonomy but Flex Schedules and Working From Home have been shown as successful programs.
2. Mastery – Mastery, the desire to get better. We as humans desire to get better at tasks simply because that mastery of knowledge is satisfying. This often times takes the direction of emphasizing a diverse skill set and allowing creative and talented people to explore their various strengths. Continuing education and advanced trainings ensure employees are not only increasing their mastery, but the company knowledge base as well.
3.Purpose - ”When profit motive gets unmoored from purpose motive bad things happen” Providing employees with purpose motive beyond profit motive ensures better engaged employees. All organizations have an overwhelming purpose beyond profit, now that might have been lost over time, but creating and following a Mission and Vision ensures motives do not get unmoored, and not only the employees but the organization have an overarching purpose.
If you are interested in learning more take 10 minutes out of your day to watch Dan Pink’s speech on YouTube.
As social media becomes more ubiquitous to our lives HR professionals are taking note. SHRM findings suggest that while more and more Recruitment and HR professionals are taking advantage of screening candidates through social media, a still large number are apprehensive to use social media as a resource to screen candidates.
Citing lack of verifiable data and lack of the job-relatedness of the information obtained from social media sites are just two of the reasons organizations are avoiding social media as a method to screen candidates.
But as we interact with these social medias a very robust social graph is built. And since we devote tremendous amounts of time on social media it only makes sense we should leverage this time for good. Finding a new job/opportunity, making a new friend, or even gaining further confidence to make a new hire are some ways to use social media to positively effect our lives. As such, it has never been a better time to engage with social media search for new candidates.
But how do we, as recruitment professionals effectively screen though social media? Below are Laimoon.com‘s top 5 tips to effectively screen candidates through social media
All about the Timing - When reviewing candidates the shortlisting of applicants must be paired down from a list numbering in the hundreds. With this massive range of applicants appropriate timing of when to do a social media search is important. Just before the final interviews when the shortlist is down to 3 or 5 is the right time to do an effective and time appropriate social media search
What’s the Frequency? - Just like the timing, the frequency of your search is also important. Factoring in the number of occurrences you search, i.e. making the most of your search experience, searching smartly and on the right mediums will ensure success in screening candidates through social media
Where should I be looking? - Working smartly with effective time management includes using the right tools for the job. Stick with the big 3 Facebook, Twitter, and LinkedIn when performing you social media screening. Of course no search would be complete without Google. Simply typing in the name of your candidate into Google’s search bar could save a lot of time during your candidate screening
Creating High Relevancy - The more relevant the social media the better. Using Facebook and Twitter might not be suitable for engineering candidates, where LinkedIn would suffice. However LinkedIn, and Facebook might be better options screening candidates for a sales or client facing position.
Division of Labor - Who is performing all these searches? Not the line manager, immediate manager, perhaps not even the interviewer. Properly performing searches by the correct people ensure effectiveness and success when screening for candidates through social media.
Social Media is the driving force in our new knowledge economy. Facebook’s recent user number suggest that 1 out of every 13 people have a Facebook profile! If you have ever thought, wow everyone is on Facebook, this might give you some perspective. As more people are coming online in record numbers, internet speeds are increasing and interactions on Facebook and social media are becoming more and more abundant it is time our recruitment methods catch up.
Laimoon.com is on a mission. We aim improve matching between job seekers and employers because we believe the RIGHT job is out there…for everybody. As a startup based in Dubai our team decided the first revenue should be shared with the community that does so much for us.
We selected the INJAZ-UAE to receive the donation of our first check. INJAZ is a member of Junior Achievement (JA) Worldwide, and it’s the world’s largest non-profit business education organization reaching nearly 10 million students a year. INJAZ along with the The Laimoon Team hopes to inspire and prepare young people to succeed in a global economy.
This donation check to INJAZ-UAE represents the first revenues earned from a satisfied employer on Laimoon.
The INJAZ program is offered free-of-charge to students between the ages of 11 and 24 and links youth with successful role models from the private sector to teach JA programs on work readiness, entrepreneurship and financial literacy.
As we see it the common problem with ‘job boards’ is your job is listed amongst hundreds of other jobs allowing just anyone to apply with a click of a button. Laimoon is not a job board. We do not have listings or traditional search functionality. Because of this never before has it been easier to find relevant talent for your job.
Since Laimoon is different in its approach to recruitment; it helps cut out irrelevant applicants. Only those that identify with the responsibilities of your job get to see your full job ad. Since not just anyone can apply, this makes it easy to identify qualified applicants.
Natural Language Q & A does away with "keywords" & "search" requiring job seekers to identify with your job responsibilities before being reveled your job ad
Only once the candidate identifies with your job responsibilities as being relevant to their experience does Laimoon reveal the job ad. Candidates who have revealed the job ad must demonstrate their experience in the specific jobs tasks set by the employer by answering in the application process – requiring job seekers to do more than click a mouse to apply.
Candidates must further demonstrate their competency by answering questions in their own words, allowing employers to better assess talent
Laimoon.com is a fresh resource for sales & marketing professionals. It’s a new twist on recruitment, allowing talent to be discovered like never before.
Nearly ten thousand professionals are using Laimoon. It is a community that includes a variety of Sales, Marketing, Business Development, Communications and other related professionals. Each of them using it to reveal and apply to jobs most relevant to their experience. Instead of a traditional job search, Laimoon involves a virtual Q&A to help match people with jobs – without the need for a recruitment agent.
Post a job on Laimoon for free, and pay when you’re happy with your shortlist of candidates. There are over one thousand job posts currently listed, try it today for a fresh new experience.
Laimoon.com, a fresh and disruptive way to find a job or recruit top talent
