Dialogue</li></li></ul><li>Measure what you’re doing<br /><ul><li>Enthuse your Top 150 supporters
Infect your Top 10 cheerleaders</li></ul>Make sure they are the right people.<br />
Evolve your personal brand<br /><ul><li> Do 4 new brave things each year
Design for longevity</li></li></ul><li>Have a Plan, be Changed by Others Input<br /><ul><li> A Personal Advisory Panel
The Art of the Interest Interview</li></li></ul><li>Sean Moffitt <br /> President & Chief Evangelist, Agent Wildfire Inc. and Author, Wikibrands<br />Canada’s Social Influence Marketing Thoughtleader<br />Executive-level marketer, agency leader and consultant, in roles bridging the traditional and digital divide. <br /> <br />Founded Agent Wildfire (www.agentwildfire.com) – a leading marketing, media and research firm dedicated to customer advocacy and innovation, word of mouth, influencer marketing, online communities, social media and buzz-building. <br /> <br />Recently published a book “Wiki Brands – Reinventing Your Business in a Customer-Controlled Marketplace” (McGraw-Hill New York, December’10) on how top businesses engage their customers in a connected economy and has built a business consultancy based on the same tenets (www.wiki-brands.com).<br />Previously led the direction of Canada’s best known brands at Molson, Guinness, Labatt, Procter & Gamble and others. <br />Speaks frequently on the subject of new marketing and media, chairing national conferences<br />
Your PanelistsErin Bury <br />Joined Sprouter to better utilize her passion for networking, community-building & Web 2.0 technologies<br />As Community Manager, Erin is the voice of the Sprouter community of entrepreneurs – the connector between Sprouter and the world at large; providing ongoing communication in both directions. <br /> <br />Erin is an in-demand speaker who has led sessions at Podcamp Toronto, North by Northeast, Net Change Week, and other entrepreneurship events in Canada.<br />She also comments frequently in the press about Community Management and social media for small business, and has appeared in the New York Times, AOL Small Business, Forbes, CNN, MSN News, and on CBC.<br /> <br />A journalism grad who loves all things social media, Erin is also a tech writer at BlogTO and a columnist at Women’s Post, and has written for publications including VentureBeat. <br />Erin is one of the co-organizers of Twestival Toronto, one of the founders of GenYTO and can be found on Twitter at @erin_bury or on her blog, ErinBury.com.<br />
Alexandra Orlando <br /><ul><li> Highly decorated world-class athlete dedicated to Rhythmic Gymnastics, she has been Novice, Junior, and 5 time Senior Canadian National Champion, one of the few non-Europeans competing at the sports highest level.
As an active athlete advocate, Alexandra sits on the Canadian Olympic Committee’s Women in Sport and Youth and Education Committees.
Mentor for the Canadian Youth Olympic Team that competed at the 2010 Youth Olympic Games in Singapore.
Currently sits on the AthletesCAN Board of Directors as Treasurer and as an Executive Member of the Canadian Olympic Committee’s Athletes’ Commission.
Alexandra was also a key spokesperson for the successful Toronto 2015 Pan/Parapan American Games Bid and sat on the Board of Directors.
Retiring from competitive sport in 2009, became a program coordinator at the Institute at Havergal College, member of the 2010 Commonwealth Games Mission Staff for Team Canada managing four sports on the ground in Delhi, India.
Currently, Marketing Associate at the Toronto 2015 Pan/Parapan American Games Organizing Committee, where she continues to thrive in the Canadian sporting community. </li></li></ul><li>Soniya Monga<br /><ul><li> From the world of finance to fashion, and non-profits to technology, Soniya’s background includes roles at Morgan Stanley Canada along with previous stints in Public Relations at Faulhaber PR
Has been part of the strategic planning teams responsible for delivering The Interior Design Show, The International AIDS Conference and Sensation de Mode Fashion.
Led the digital and social media strategy for Microsoft Canada’s midmarket business focusing on building innovative online programs for the CIO audience.
Soniya has recently come onboard the new LinkedIn Canada team where she works with marketers to empower a connection with the world’s largest audience of influential, affluent and successful professionals.
Community Manager at Techvibes.com, an online and central resource enabling synergies within the global and Canadian technological landscapes.
You can also find Soniya as the co-host of Perpetual Radio’s Social media Show weekly podcast focusing on the Canadian tech and social media landscape.
A graduate of McGill University’s Economics and International & Developmental Affairs program, highly interested in how comprehensive brand based communication strategies can create global development programs that strengthen nation image re-building.</li></li></ul><li>Dave Nash <br /><ul><li> Intense passion for adventure – something that he attributes largely to growing up with 5 brothers – and for people, that provides the driving force behind his success
Leads the Events team at InField Marketing Group, and takes great pride in his team producing outstanding executions that exceed client objectives and deliver first class consumer experiences
Was an accomplished strategy consultant, turned self-proclaimed dot.com survivor.
After spending time fine tuning his skills at the Ivey School of Business, David was presented with the opportunity to build a small test event called ‘City Chase’ into a sustainable national property.
City Chase has not only evolved into one of Canada’s best participatory events - Honored with the “Best Sporting Event” award each of the past 5 years
City Chase has become an international success boasting events in 35 global cities and 15 countries, as well as an HD distribution of the annual City Chase World Championships on National Geographic Channel into more than 100 countries and a quarter of a billion homes.
Will launch two new national properties, will host more than 100 events, and will provide memorable experiences for more than 75,000 participants</li></li></ul><li>Contact Your Panelists <br />Erin Bury <br />Twitter: @erin_bury<br />Web: ErinBury.com<br />Email: email@example.com<br />Soniya Monga <br />Twitter: @ soniyamonga<br />Web: soniyamonga.com<br />Email: firstname.lastname@example.org<br />David Nash <br />Web: infieldmarketing.com<br />Email: email@example.com<br />Alexandra Orlando <br />Twitter: @ freshfromalex<br />Web: alexandraorlando.ca<br />Email: Alexandra.Orlando@Toronto2015.org<br />Sean Moffitt <br />Twitter: @seanmoffitt, @wikibrands<br />Web: agentwildfire.com wikibrands.com <br />Email: firstname.lastname@example.org<br />
“1. What would you consider to be the number one asset on a resume for new hires out of school? “<br />#1 Industry Related Work Experience 41%<br />#2 Track record of Accomplishments 35%<br />#3 Variety of interests/passions 7%<br />Special Sauce:<br />Thoughtfulness, good reasons for applying<br />Demonstarted passion for my business<br />Well-researched pitch<br />
“2. How relevant is the resume to the new hire recruitment process?”<br />Secondary, but importance reassurance 52%<br />Primary, the most important piece 31%<br />Necessary, but of little value 17% <br />
3. How do the majority of new hires get made at your company? Please choose the 3 top options:<br />#1 Referrals<br />#2 Internship/Coop Programs<br />#3 Online job recruitment sites<br />#4 Serendipity – right person, right time<br />#5 Social/digital media awareness<br />#6 Volunteer/collaborative involvement<br />
4. How open are you to hiring entry level candidates that have no direct industry experience but have a combination of other industry corporate and education combination ?<br />Likely to consider 62%<br />Highly likely to consider 24%<br />Not likely to consider 14%<br />
5. Do you use social media avenues (Facebook/Twitter) to “pre-screen” candidates you are serious about?<br />Yes 73%<br />No 27%<br />
6. If yes to question #5, does this influence your decision on whether to interview or hire them?<br />Very Influential 27%<br />Somewhat influential 64%<br />Not at all influential 9%<br />
7. What social spaces should new hires be engaged in to attract positive online attention? (max. 3 choices)<br />LinkedIn 90%<br />Personal Blog 69%<br />Twitter 65%<br />* Negative stuff on Facebook<br />
8. What would be your best suggestion to applicants to make themselves visible to you?<br />#1 Well-placed Referral <br />#2 Interest Interview<br />#3 Well-produced Resume<br />#4 Social Media Linking/Digital Connection<br />#5 Direct Contact<br />#6 Industry Event Attendance<br />
9. What is your biggest pet peeve with interviewing new hire job applicants?<br />#1 Being Unprepared<br />#2 Candidate Arrogance<br />#3 Dissing Old Employers/Managers<br />#4 Not Answering Questions<br />#5 NotAsking Questions <br />
10. What question do new hire candidates "trip up" on most frequently?<br />#1 Why did you apply for our company?<br />#2 What is your biggest opportunity/weakness?<br />#3 What skills do you have that would make you valuable for this job?<br />#4 Are there any questions you have about<br />role/company?<br />
11. Please list the top 3 traits of interviewees who are consistently hired.<br />Inquisitive/eclectic experience<br />Business savvy<br />Outgoing/motivated<br />Effort and courage to stand out from the pack<br />Innovative<br />Concise/concrete examples of skills<br />Thank you note/personable<br />
12. What are worst 3 traits, that cause a prospective new hire to not get hired based on the interview.<br />Arrogant/self focused<br />Underprepared/lack of research<br />Inarticulate <br />Dialogue - Not reading interviewer’s signals<br />Pretending to know answers<br />Inflating past accomplishments<br />
13. What questions should the candidate be asking you during an interview: You may select more than one answer (max. three choices).<br />#1 What does success look like in this role?<br />#2 What excites you about the company future?<br />#3 What does company culture feel like?<br />#4 What would a career direction be<br /> like for somebody taking this job?<br />
14. What are the top skills you are looking for in new hires out of school? Please select your top 3.<br />#1 Communication skills<br />#2 Enthusiasm/perseverance<br />#3 Interpersonal skills<br />#4 Fit with company culture/values<br />#5 Creativity/Innovation<br />
15. Do you agree with the following statements: Y/N<br />Are new hires well prepared for interview process? 48% Yes<br />Are you looking for more digital/social media skills in new employees? 75% Yes<br />Is a super-Active Facebookpresence<br />– Good? 67% No<br />
15. Do you agree with the following statements: Y/N<br />Are new hires realistic about career progression? 78% No<br />Opportunity to Contemporize the resume? 92% Yes<br />Cover letter as important as resume? <br />68% Yes<br />
Do you agree with the following statements: Y/N<br />Do new hire candidates practice good follow up? 54% Yes<br />Is who you know more important than what you know in getting the interview? 56% Yes<br />