In many cases premature ejaculation resolves on its own over time without the need for medical treatment. Practicing relaxation techniques or using distraction methods may help you delay ejaculation. For some men, stopping or cutting down on the use of alcohol, tobacco, or illegal drugs may improve their ability to control ejaculation. Quick flash for our customers: order levitra online uk without a prescription when you need generic levitra and get fast shipping within uk. The contents of your medicine cabinet could affect your performance in the bedroom. A long list of common drugs can cause ED, including certain blood pressure drugs, pain medications, and antidepressants. Street drugs like amphetamines, cocaine, and marijuana can cause sexual problems in men, too. Advice- pharmacists advice to buy viagra singapore online cheap.
Register Now

DiversityInc's 2017 Top 50 Announcement Dinner & Learning Sessions


 

May 2 | Cipriani Wall Street | New York City

 

VIDEO: Best Practices in Strategic Executive Recruiting

October 6, 2016 2:24 pm

Matthew Perry, head of talent acquisition, global pharmaceutical and global oncology business units for Novartis (No. 2 on the 2016 DiversityInc Top 50 Companies for Diversity list), shares how Novartis’ Talent Ambassador Program has successfully recruited and retained women in pivotal leadership roles.

By Kaitlyn D’Onofrio

“D&I is a core part of our DNA,” Matthew Perry, head of talent acquisition, global pharmaceutical and global oncology business units for Novartis Pharmaceuticals Corporation (No. 2 on the 2016 DiversityInc Top 50 Companies for Diversity list), said of his company.

During DiversityInc’s fall conference, “Best Practices on Conquering Recruiting Challenges,” on September 14 in Newark, New Jersey, Perry discussed best practices Novartis has employed through its Talent Ambassador Program. The initiative succeeded in helping the company recruit and retain more women in leadership roles and add more women to its talent pipeline.

He explained where the company previously went wrong by making hasty hiring decisions simply to fill an empty and how they’ve since rectified past mistakes.

“We’re very good at [hiring quickly] but when we do that we don’t consider all of the available talent in the pool,” Perry explained.

The company is “starting to hold line leaders much more accountable” when it comes to considering diverse candidate slates, he shared.

And the effects have been lasting. “The net result was that when we did have an open role we had internal and external talent,” he said.

For a PDF version of Perry’s PowerPoint click here.

View full presentation.

Tags: