This document discusses Deluxe's transformation of its recruiting and talent acquisition strategies through emerging media and social platforms. It highlights Deluxe's recognition for innovation and candidate experience in social media and recruitment. It also outlines Deluxe's approach of creating a talent community through blogs, social networks, videos and other online channels. The document advocates adopting social media as a strategic part of the recruiting process to engage both active and passive candidates.
Critical Mass was a highly successful internet services firm known for its creative digital marketing services and blue-chip client list. However, it faced challenges in keeping up with the rapidly changing digital environment and attracting new clients. To address this, the company re-evaluated its client acquisition process, improved employee engagement through contests and social events, and fostered a culture of creativity and innovation.
This document provides an overview of topics covered in a networking and marketing course, including Google Analytics, SEO content creation, web design, sales pipelines, and closing sales. It also shares advice from guest speakers on topics like the importance of talking to consumers face-to-face, finding your passion, the value of good writing skills, and using pivot tables. The document concludes by listing future plans and aspirational industry contacts.
From measuring, to defining, living, and evolving...
a successful company culture creates a positive, unique working environment where business AND employees can thrive. Book a DH Breakout session to kick start your company's journey to a culture of happiness.
Olivier Blanchard's presentation from the Advanced Social Media Bootcamp at the Social Media Integration Conference in Atlanta, GA on October 22, 2010.
SmashFly Transform: How Great Clips Turned Recruitment Marketing Into a Disci...SmashFly Technologies
To turn recruitment marketing into a discipline at Great Clips, Talent Acquisition Director Jared Nypen started with brand first. He focused on created personalizing content and nurturing their talent network to build brand advocacy and interest.
This document discusses using a social learning platform called Cooleaf to improve company culture and employee engagement. It notes that employee engagement is a top challenge for CEOs and that Cooleaf can help by increasing engagement, recognizing employee contributions, improving communication, and retaining top talent. Cooleaf provides features like internal collaboration and events, recognition highlights, and metrics to measure engagement. It argues that Cooleaf offers an integrated solution to modernize a company's approach to culture.
Critical Mass was a highly successful internet services firm known for its creative digital marketing services and blue-chip client list. However, it faced challenges in keeping up with the rapidly changing digital environment and attracting new clients. To address this, the company re-evaluated its client acquisition process, improved employee engagement through contests and social events, and fostered a culture of creativity and innovation.
This document provides an overview of topics covered in a networking and marketing course, including Google Analytics, SEO content creation, web design, sales pipelines, and closing sales. It also shares advice from guest speakers on topics like the importance of talking to consumers face-to-face, finding your passion, the value of good writing skills, and using pivot tables. The document concludes by listing future plans and aspirational industry contacts.
From measuring, to defining, living, and evolving...
a successful company culture creates a positive, unique working environment where business AND employees can thrive. Book a DH Breakout session to kick start your company's journey to a culture of happiness.
Olivier Blanchard's presentation from the Advanced Social Media Bootcamp at the Social Media Integration Conference in Atlanta, GA on October 22, 2010.
SmashFly Transform: How Great Clips Turned Recruitment Marketing Into a Disci...SmashFly Technologies
To turn recruitment marketing into a discipline at Great Clips, Talent Acquisition Director Jared Nypen started with brand first. He focused on created personalizing content and nurturing their talent network to build brand advocacy and interest.
This document discusses using a social learning platform called Cooleaf to improve company culture and employee engagement. It notes that employee engagement is a top challenge for CEOs and that Cooleaf can help by increasing engagement, recognizing employee contributions, improving communication, and retaining top talent. Cooleaf provides features like internal collaboration and events, recognition highlights, and metrics to measure engagement. It argues that Cooleaf offers an integrated solution to modernize a company's approach to culture.
Achieving Success with Account Based SellingNicole Terzic
Learn the LinkedIn sales team's Account Based Selling process to garner results and stay ahead of the curve. Get specific, go-to-market tactics, beginning with selecting and breaking into strategic accounts to providing highly-customized information to close key deals.
Featuring Katie Baudler, Account Executive Manager
Mo Karim, Consultant - Strategic HR Projects, CBRE
Audina Choong, Head of Global Talent Acquisition, Gemalto
Xavier Monty, Social Media Strategy Leader, Sage Group
Bridget Gisby, HRBP Director, LinkedIn
How can talent acquisition play a critical role in a company’s overall business journey? In this session, learn how to drive workforce transformation through a business-aligned talent acquisition strategy, supporting business growth through an integrated talent channel framework and a strong employer brand. This session will show how talent acquisition can be a key enabler of business success in a global company transformation, ultimately demonstrating TA’s value to your business leadership team.
Enticing Top Talent for Your Senior Living Leadership TeamAureon
Hiring the wrong person can be costly. You invest time and money into finding the perfect leader to ensure they are the right fit for your organization and will stay for the long haul. Our presentation includes strategies and tactics for hiring the right people the first time around.
Industry research has shown that candidates need 3-10 touches before applying. You can't win talent overnight, but you can influence people along their journey and help them make the right decision about their next career move. By creating and sharing unique, informative content across social platforms, you can engage your target audience and showcase your culture. On top of that, our research found that when people see company content first, it can boost application rates on LinkedIn by up to 65%! This presentation, originally presented as a webcast, will teach you about the importance of content marketing as it relates to lead generation. You will learn tips and best practices for creating, distributing, and optimizing your content – ultimately helping you build a targeted pipeline of qualified talent.
Learn more about our solutions at business.linkedin.com/talent-solutions
This document discusses strategies for sales organizations to engage customers earlier in the buying process when customer needs are still being defined. It finds that customers now do much of their own research before engaging suppliers, often completing over half the purchase decision process alone. It identifies four behaviors of top sales performers: 1) conducting non-traditional customer due diligence, 2) personally owning lead generation, 3) leading with insights that challenge customer assumptions, and 4) using social media as an influential channel. These "challenger" representatives shape customer demand through pre-funnel engagement like teaching, rather than just reacting to defined needs. The key is for sales to teach customers where they learn during early needs assessment.
This document discusses how social media, particularly LinkedIn, can help with job searching. It provides tips on using LinkedIn to be searchable by completing your profile, joining relevant groups, following companies, and sharing knowledge. Connecting with others and building relationships is important before asking to connect. LinkedIn allows users to showcase their experience and network, increasing chances of exposure to opportunities. The key is to define your target audience and share relevant industry knowledge that others can apply.
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
The webinar covered digital strategies for retail leadership during COVID, including focusing on positive customer experiences, being responsive to feedback, and breaking down silos between marketing channels. Presenters recommended prioritizing what matters most to customers, using data to personalize experiences, and listening to solve human problems. New rules for marketing include embracing diversity and weaponizing insights. The webinar also discussed using reviews and ratings to improve, and how AR/VR could remix the in-store retail experience.
Weren’t able to make HR Tech this year? We've got you covered.
HR Tech was bigger than ever this year, with attendance up 20% for the sixth year in a row. We sent our INSIDE team to find the most impactful trends amid the conference’s vast schedule. In our webinar we will highlight a few of the the latest and greatest technology trends for your HR teams. You will learn about leading technologies for Human Resources, and get a recap of the 2015 HR Technology Conference as a whole.
This document summarizes the creative services and experience of an individual with over 22 years of experience leading creative teams and developing marketing strategies for Fortune 500 companies. They have a proven track record of improving creative quality, growing accounts, rebranding companies, and building supportive work environments. Notable achievements include multiple industry awards for innovation and creativity.
How to Become a Digitalpreneur? (A PayPal Workshop)Anton Diaz
The document provides advice for succeeding as a freelancer in today's digital environment. It defines a digitalpreneur as someone who harnesses entrepreneurship in the digital landscape, and notes some of their key qualities. It discusses the advantages of freelancing, including freedom of time and mobility. It also outlines important freelancing skills for 2018 like communication, coding, and marketing. The document recommends using tools and platforms like Upwork, Fiverr, and Freelancer to find work. It emphasizes skills like networking, creating an online portfolio, and continuously learning new skills.
From InDemand 2014, Jessica Steinberg who is the Talent Community Manager for ADP's employer brand, emphasizes how marketing and recruitment go hand-in-hand to increase candidate awareness and engagement.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
4 Epic Strategies for Recruiting a Millennial WorkforceAlison Keim
Millennials have overtaken the majority representation of the workforce and by 2030, this hyper-connected, tech savvy generation will make up 75% of the workforce. Their ability to embrace and utilize technology is like no generation before them yet their communication skills are different.
Are you looking for investors to help get your business off the ground? Finding investors can be daunting! But have no fear! Investors are looking to fund your business or product. It's not only about the money. Investors become part of your team...
Amanda Rendle, Global Head of Marketing, HSBC Commercial Bank, originally shared this presentation at LinkedIn FinanceConnect:14 in New York City.
HSBC’s Commercial Bank is devoted to creating opportunity for international aspirant businesses through facilitating global connections. Learn how HSBC CMB built a global content ecosystem that helps customers and prospects grow their businesses through an intelligent integrated program. See how they leveraged their Global Connections portal, a Global Connections group on LinkedIn, content rich media, and "in-feed" snackable content – to better service their customers.
The document discusses Deluxe's shift towards more digital and technology focused job roles as the company transitions to a new business model. It outlines Deluxe's strategy to build an online talent community on social media platforms like Facebook, Twitter and LinkedIn to engage with candidates, promote their culture change and employer brand, and actively source and recruit for both current and future roles. The goal is to transform Deluxe into a "Recruiting Organization" and gain a competitive advantage through these talent communities.
Pymetrics is a startup that uses games and assessments to measure cognitive and emotional attributes of job candidates to help companies improve their hiring process. It has over 100 enterprise clients worldwide and estimated annual revenue of $10-20 million. The company's games aim to make hiring more efficient, less biased, and help diversify teams. It uses transparent AI techniques that are externally audited to avoid potential biases. While the market is becoming saturated and competitive, the company aims to differentiate itself through its focus on transparency and ethics in its use of AI.
This document discusses methods for collecting employee stories from reluctant storytellers. It identifies top challenges in building a stories library such as stories not being kept current and employees not knowing what to share. Top opportunities include using stories to retain and attract talent by connecting them to company culture and values. Common blockers to collecting stories are requests being ignored, employees worrying they will say the wrong thing, and hesitation about public visibility. The document provides tips to address each blocker such as using technology tools, coaching employees, emphasizing leadership support, and recognizing top contributors.
How Transport for London transformed their recruitment strategy with dataLinkedIn Europe
We recently held a webcast with Charlotte Johns, Head of Recruitment Operations, at Transport for London where she told their story of transformation and how they evolved their recruiting approach from traditional to strategic.
She discussed:
- The programmes they put in place to move to a direct sourcing model
- How to use data to measure success
- Results they have seen from this partnership
Champions and Competitions; Making Social Fun - PTC Customer Story - Sales Co...LinkedIn Sales Solutions
Featuring Julian Lee, Senior Director - Sales Enablement - EMEA, PTC. Hear from your peers in Sales and Marketing leadership roles as they share real world social selling best practices learned at their own companies
A look at the key areas of digital marketing and where the discipline is headed. As used in a presentation to SUT in relation to my book 'Digital Marketing Strategy' used in their course.
Achieving Success with Account Based SellingNicole Terzic
Learn the LinkedIn sales team's Account Based Selling process to garner results and stay ahead of the curve. Get specific, go-to-market tactics, beginning with selecting and breaking into strategic accounts to providing highly-customized information to close key deals.
Featuring Katie Baudler, Account Executive Manager
Mo Karim, Consultant - Strategic HR Projects, CBRE
Audina Choong, Head of Global Talent Acquisition, Gemalto
Xavier Monty, Social Media Strategy Leader, Sage Group
Bridget Gisby, HRBP Director, LinkedIn
How can talent acquisition play a critical role in a company’s overall business journey? In this session, learn how to drive workforce transformation through a business-aligned talent acquisition strategy, supporting business growth through an integrated talent channel framework and a strong employer brand. This session will show how talent acquisition can be a key enabler of business success in a global company transformation, ultimately demonstrating TA’s value to your business leadership team.
Enticing Top Talent for Your Senior Living Leadership TeamAureon
Hiring the wrong person can be costly. You invest time and money into finding the perfect leader to ensure they are the right fit for your organization and will stay for the long haul. Our presentation includes strategies and tactics for hiring the right people the first time around.
Industry research has shown that candidates need 3-10 touches before applying. You can't win talent overnight, but you can influence people along their journey and help them make the right decision about their next career move. By creating and sharing unique, informative content across social platforms, you can engage your target audience and showcase your culture. On top of that, our research found that when people see company content first, it can boost application rates on LinkedIn by up to 65%! This presentation, originally presented as a webcast, will teach you about the importance of content marketing as it relates to lead generation. You will learn tips and best practices for creating, distributing, and optimizing your content – ultimately helping you build a targeted pipeline of qualified talent.
Learn more about our solutions at business.linkedin.com/talent-solutions
This document discusses strategies for sales organizations to engage customers earlier in the buying process when customer needs are still being defined. It finds that customers now do much of their own research before engaging suppliers, often completing over half the purchase decision process alone. It identifies four behaviors of top sales performers: 1) conducting non-traditional customer due diligence, 2) personally owning lead generation, 3) leading with insights that challenge customer assumptions, and 4) using social media as an influential channel. These "challenger" representatives shape customer demand through pre-funnel engagement like teaching, rather than just reacting to defined needs. The key is for sales to teach customers where they learn during early needs assessment.
This document discusses how social media, particularly LinkedIn, can help with job searching. It provides tips on using LinkedIn to be searchable by completing your profile, joining relevant groups, following companies, and sharing knowledge. Connecting with others and building relationships is important before asking to connect. LinkedIn allows users to showcase their experience and network, increasing chances of exposure to opportunities. The key is to define your target audience and share relevant industry knowledge that others can apply.
The Simplification of Work: What can HR and business leaders do to make work ...Josh Bersin
The Simplification of Work: What can HR and business leaders do to make work more simple, enjoyable, and productive? This presentation reviews the five major steps to simplifying the workplace and your entire organization.
The webinar covered digital strategies for retail leadership during COVID, including focusing on positive customer experiences, being responsive to feedback, and breaking down silos between marketing channels. Presenters recommended prioritizing what matters most to customers, using data to personalize experiences, and listening to solve human problems. New rules for marketing include embracing diversity and weaponizing insights. The webinar also discussed using reviews and ratings to improve, and how AR/VR could remix the in-store retail experience.
Weren’t able to make HR Tech this year? We've got you covered.
HR Tech was bigger than ever this year, with attendance up 20% for the sixth year in a row. We sent our INSIDE team to find the most impactful trends amid the conference’s vast schedule. In our webinar we will highlight a few of the the latest and greatest technology trends for your HR teams. You will learn about leading technologies for Human Resources, and get a recap of the 2015 HR Technology Conference as a whole.
This document summarizes the creative services and experience of an individual with over 22 years of experience leading creative teams and developing marketing strategies for Fortune 500 companies. They have a proven track record of improving creative quality, growing accounts, rebranding companies, and building supportive work environments. Notable achievements include multiple industry awards for innovation and creativity.
How to Become a Digitalpreneur? (A PayPal Workshop)Anton Diaz
The document provides advice for succeeding as a freelancer in today's digital environment. It defines a digitalpreneur as someone who harnesses entrepreneurship in the digital landscape, and notes some of their key qualities. It discusses the advantages of freelancing, including freedom of time and mobility. It also outlines important freelancing skills for 2018 like communication, coding, and marketing. The document recommends using tools and platforms like Upwork, Fiverr, and Freelancer to find work. It emphasizes skills like networking, creating an online portfolio, and continuously learning new skills.
From InDemand 2014, Jessica Steinberg who is the Talent Community Manager for ADP's employer brand, emphasizes how marketing and recruitment go hand-in-hand to increase candidate awareness and engagement.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
4 Epic Strategies for Recruiting a Millennial WorkforceAlison Keim
Millennials have overtaken the majority representation of the workforce and by 2030, this hyper-connected, tech savvy generation will make up 75% of the workforce. Their ability to embrace and utilize technology is like no generation before them yet their communication skills are different.
Are you looking for investors to help get your business off the ground? Finding investors can be daunting! But have no fear! Investors are looking to fund your business or product. It's not only about the money. Investors become part of your team...
Amanda Rendle, Global Head of Marketing, HSBC Commercial Bank, originally shared this presentation at LinkedIn FinanceConnect:14 in New York City.
HSBC’s Commercial Bank is devoted to creating opportunity for international aspirant businesses through facilitating global connections. Learn how HSBC CMB built a global content ecosystem that helps customers and prospects grow their businesses through an intelligent integrated program. See how they leveraged their Global Connections portal, a Global Connections group on LinkedIn, content rich media, and "in-feed" snackable content – to better service their customers.
The document discusses Deluxe's shift towards more digital and technology focused job roles as the company transitions to a new business model. It outlines Deluxe's strategy to build an online talent community on social media platforms like Facebook, Twitter and LinkedIn to engage with candidates, promote their culture change and employer brand, and actively source and recruit for both current and future roles. The goal is to transform Deluxe into a "Recruiting Organization" and gain a competitive advantage through these talent communities.
Pymetrics is a startup that uses games and assessments to measure cognitive and emotional attributes of job candidates to help companies improve their hiring process. It has over 100 enterprise clients worldwide and estimated annual revenue of $10-20 million. The company's games aim to make hiring more efficient, less biased, and help diversify teams. It uses transparent AI techniques that are externally audited to avoid potential biases. While the market is becoming saturated and competitive, the company aims to differentiate itself through its focus on transparency and ethics in its use of AI.
This document discusses methods for collecting employee stories from reluctant storytellers. It identifies top challenges in building a stories library such as stories not being kept current and employees not knowing what to share. Top opportunities include using stories to retain and attract talent by connecting them to company culture and values. Common blockers to collecting stories are requests being ignored, employees worrying they will say the wrong thing, and hesitation about public visibility. The document provides tips to address each blocker such as using technology tools, coaching employees, emphasizing leadership support, and recognizing top contributors.
How Transport for London transformed their recruitment strategy with dataLinkedIn Europe
We recently held a webcast with Charlotte Johns, Head of Recruitment Operations, at Transport for London where she told their story of transformation and how they evolved their recruiting approach from traditional to strategic.
She discussed:
- The programmes they put in place to move to a direct sourcing model
- How to use data to measure success
- Results they have seen from this partnership
Champions and Competitions; Making Social Fun - PTC Customer Story - Sales Co...LinkedIn Sales Solutions
Featuring Julian Lee, Senior Director - Sales Enablement - EMEA, PTC. Hear from your peers in Sales and Marketing leadership roles as they share real world social selling best practices learned at their own companies
A look at the key areas of digital marketing and where the discipline is headed. As used in a presentation to SUT in relation to my book 'Digital Marketing Strategy' used in their course.
5 Steps to Crafting a Highly Social Talent Brand by LinkedIn - Webinar SlidesThe HR Observer
For large and small companies alike, an inspiring employer brand will deliver real results, driving down cost per hire and employee turnover. Find out how a strong employer brand impacts your hiring efficiency.
How to build a highly compelling talent brand via social mediaLeela Srinivasan
This document discusses how to drive a compelling talent brand through social media. It emphasizes the importance of talent brand and outlines a 5-step process for building a highly social talent brand: 1) Get buy-in from leadership by using data, 2) Listen to employees and audit your brand, 3) Craft an authentic approach by being real, personal and consistent, 4) Promote and engage through social platforms and leading by example, and 5) Measure performance and adjust using metrics like the Talent Brand Index. Developing an effective talent brand through social media can help companies lower costs, reduce turnover, and influence job candidates.
The days of building a website or tweeting a few times, making a boatload of money, and retiring early are over. Today online marketing is traditional marketing, strategy is more important than ever, and developing a solid comprehensive plan is the way forward. But where is it all going? When does marketing revolution become evolution?
This slide deck explores where we are now, what’s coming next, and how to prepare your company to compete in 2014 and beyond. You’ll learn what content prospects and customers want, how to measure success, and how to get started.
Topics Cover in this session include
• B2B social media strategies that work
• NEW – How to rank in Google today
• NEW – What we can and cannot measure
• Developing an effective plan
• Getting organization buy in
Presented at MHEDA (Material Handling Equipment Distributors Association) Emerging Leaders Conference 2014 Chicago, IL.
This is the deck used in The Digital Marketing Workshop at SXSW 2014.
Panelists include:
Blake Robinson, Director, Social Data @Kantar
Israel Mirsky, Global Managing Director, Social & Performance @ Annalect
Margaret Francis, VP, Product @Heroku
Marshal Kirkpatrick, CEO @GetLittleBird
Social Business Strategy & Plan 8 Steps to Develop & Sustain Social BusinessPam Moore
The document discusses social business strategies and tactics. It provides tips for developing a social business plan, including determining objectives, knowing your audience, mapping your vision/journey, establishing executive support, creating a roadmap and governance guidelines, securing resources, and investing in the right technology. The overall message is that social media should align with and support core business goals, with a focus on people over tools and a holistic strategic approach rather than random acts of marketing.
SearchCon 2015 | Digital Strategy with Steve RiegelSearchCon
The document discusses the need for marketers to elevate their strategic perspective given the growing complexity of marketing and digital technologies. It recommends three habits to develop this strategic perspective: 1) Ask why by questioning objectives and goals, 2) Stop and map direction by aligning tactics to business outcomes, and 3) Think bigger by gathering industry context and insights. The document provides examples for each habit and emphasizes that marketers are looking for strategic guidance to drive innovative efforts.
This document discusses how marketing can adopt principles from Formula One racing to generate sales leads and win business faster. It recommends focusing on attracting customers by understanding their needs, providing relevant content, connecting with customers across all stages of the buying process, and optimizing digital presence so the business can be easily found online. The key is aligning sales and marketing teams to work together, measuring performance at each stage of the customer journey, and continually refining strategies based on data.
SearchCon 2015: Digital Strategy Elevating Your PerspectiveConcise Path
Marketers are unclear as to what works for them digitally because of gaps in strategy, execution, skills, and technology. Here is how you can help elevate your perspective to connect Digital to reality.
Digital Transformation in Recruitment Slade Partners 2013Elizabeth Ebeli
Digital transformation involves assessing how digital technology is impacting an organization, creating a plan to change processes, people and technology to take advantage of digital opportunities, and managing the implementation of changes across the organization in job roles, outsourcing, staff training and use of digital marketing and recruiting tools. Leading companies are embracing social media and digital tools in their recruiting processes to more effectively find, engage and screen candidates through enhanced communication and relationship building. Successful social recruiting involves active engagement on social networks and profiles to source candidates, build relationships, and share content while mitigating risks and measuring the impact of recruiting campaigns.
UID 2015 Presentation - Online Marketing - Where's it going? How to win.Brian Bluff
Since the late 1990’s, manufacturers and distributors have witnessed a tremendous change in marketing technology (search, social, email, etc.). Those that embraced the change have reaped the rewards, and those that ignored it struggle to exist.
But now, this technology, which provided early adaptors a leg up, has changed again and many manufacturers and distributors have seen their hard fought gains evaporate.
Today Google’s ranking preference for big brands and sites with rich high-quality content, coupled with the social platforms tightening up of organic (non-paid) reach in pursuit of viable “pay for play” revenue models favor large sites/companies and threatens the traditional distributor model.
Building a simple website and tweeting a few times does not constitute a good online strategy. Today online marketing is traditional marketing, strategy is more important than ever, and developing a solid comprehensive plan is the way forward. But where is it all going? When does marketing revolution become evolution?
This session will explore where we are now, what’s coming next, and how to prepare your company to compete in 2015 and beyond. You’ll learn what content prospects and customers want, how to measure success, and how to get started.
This document outlines the course content and schedule for an online marketing and digital strategy course taught by Keith Feighery. The 12-week course covers key topics in digital marketing including digital strategy, social media, search engine optimization, pay-per-click advertising, and analytics. Students will complete a final project developing a digital marketing plan for a business. The course aims to provide tools for researching, planning, creating and optimizing digital marketing programs.
This document discusses best practices for building an employee advocacy program on LinkedIn. It recommends selecting champions who are influential internally, defining program goals and guidelines, providing training to champions on social media and personal branding, offering tools and resources to make participation easy, and promoting champions' activities both internally and externally. It also includes tips for creating a social media policy and guidelines for personal and corporate social media use. The overall goal is to empower employees to become advocates for the company brand in a way that strengthens engagement and trust.
Campbelltown City Council Capability Program - Digital Strategy WorkshopMarketing Success
The document summarizes a digital marketing strategy workshop that is designed to help businesses understand the importance of digital marketing. It covers establishing goals, researching the target audience, choosing appropriate digital channels like websites, blogs, SEO, social media, email marketing, and developing an action plan. The workshop also discusses how to measure results and refine the strategy. Attendees will learn how a digital presence can help achieve business goals in a cost effective way and increase their competitiveness.
How to Leverage Technology to Maximize Employer Brand EquityJeff Waldman
I had the privileged opportunity to speak at the inaugural HR Tech Summit Canada 2017. The event hashtag was #HRTechCanada and the attendance at this event was phenomenal. My 30-minute talk was about how to leverage technology to maximize employer brand equity.
SESSION ABSTRACT:
Regardless of the company size, employer brand is a huge part of successful organizational business strategy. Further, the proliferation of technology during the past decade has resulted in employer brand being at the forefront of people strategy. Well known employer brands such as Westjet, Starbucks, Adidas, Nurse Next Door, GEICO and Airbnb are building strategies that successfully integrate and leverage the power of technology to create memorable and unique experiences. In this tech talk, learn how to leverage technology and social media to take your employer brand and candidate experience to the next level, including:
1) Understanding the main drivers of employer brand equity and how technology influences it.
2) How to leverage social media (LinkedIn, Twitter, Snapchat and Instagram) as your key communications and engagement channels to build brand equity.
3) Case studies and practical examples of how companies are successfully using social media and technology to elevate their brands and improve their candidate experience.
4) Tips to easily start leveraging technology into HR and recruitment practices.
Gabriel del Carmen: Social Media Strategies for Outbound SourcingPia Riquelme
This document discusses social media strategies for talent acquisition and outbound sourcing. It outlines three strategies: platform play, content push, and hybrid push. Platform play involves using paid social media ads to target audiences. Content push leverages a company's branding and culture through engaging organic content. Hybrid push combines targeted content marketing with paid promotion. The document provides examples and analyzes the pros and cons of each approach. It recommends a hybrid strategy that leverages quality content marketing to a targeted audience for the widest reach and highest quality leads.
Best Digital Marketing Institution in Bangalore Ashfa12
NIDM - Was Founded By Shri M.S.Kumar, India's Top Digital Marketing Faculty In the year 2011 with a vision to create Successful Careers in The Digital Marketing Industry, With his expertise and guidance we have trained more than 30,000+ Students, 2500+ Batches, Students from 20+ Countries, Trainees got placed in Top MNC companies in India and guided over 100+ Startups.
NIDM (National Institute Of Digital Marketing) Bangalore Is One Of The Leading Digital Marketing Institute In Bangalore, India And We Have Brand Value For The Quality Of Education Which We Provide. Our Curriculum/ Courses Are Designed with Practical knowledge are Fully For Job Orientation Bases.
Advanced Curriculum
Our Team of Experts at NIDM has designed the Most Advanced Digital Marketing course in India. Covering 50+ Advanced Modules.
Live Practical Sessions
We are an Agency Based Digital Marketing Institute, you will get Hands-on Practical Sessions on Live Industry Projects to Gain Practical Knowledge.
Tools & Blue prints
Rs.5,00,000/- worth tools which include marketing tools, design resources, social media calendar, Strategies, Case studies and Blueprints for Digital Marketing Classes.
Real-Time Projects
We offer 100% Practical Sessions on Real time Project, we offer Internships to bright students.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Efficient PHP Development Solutions for Dynamic Web ApplicationsHarwinder Singh
Unlock the full potential of your web projects with our expert PHP development solutions. From robust backend systems to dynamic front-end interfaces, we deliver scalable, secure, and high-performance applications tailored to your needs. Trust our skilled team to transform your ideas into reality with custom PHP programming, ensuring seamless functionality and a superior user experience.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...BBPMedia1
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
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4. Deluxe’s Most in-Demand Positions 2010-2013
Interactive Designer
Marketing Database Analyst
Technology Solutions Analyst
Experience Strategist
E-marketing Delivery Specialist
Search Marketing Manager
Director of Analytics and Insight
Web Campaign Product Manager
Ecommerce Director
Virtual Desktop Technology Engineer
Manager Technology Solutions and Support
Shifting Talent Needs
Why Deluxe?
SEO/SEM Sales
5. Recognized for Excellence 5
Awards Recognize Deluxe’s Commitment to:
Innovation
Candidate Experience
Marketing / Brand
Talent Board 2011
Candidate Experience
Award
Social Media
Innovation
Award
6. • Candidate Engagement /
Emotional Marketing
• Innovation
• People are the Brand
building diverse
talent pools
7. Recruitment & Retention of Faculty
• The study found that the major reasons for accepting
faculty job offers include the:
• presence of colleagues in one’s area of research
• ranking/reputation of the department
• geography
• quality of graduate students
10. PRE WEB WEB 1.0 WEB 2.0
Recruiting Transformation
11. Web 3.0
Semantic Web
Attention Economy
MobilityDigital Lifestream
Recommendations
Engagement
Web Squared
Web 4.0
…The Next Transformation
A brand needs to provide content
that is RELEVANT
In order for a consumer to give
ATTENTION to the brand.
mE-CONOMY
13. • Change in the type of talent
• Shift to market-driven economy
• Generational shift (Millennial and Gen C)
• Rapid pace of innovation
• Employer brand management in the digital age
• Gain credibility with the talent we are trying to attract
• Your customers expect it!
Why Transform your Recruiting Model?
19. The active-to-passive Shift is Accelerating
• According to a massive joint study conducted by
LinkedIn last year, only 18% of the fully-employed
pool of prospects were looking for new jobs using
traditional techniques.
• 82% are passive but open to hearing about new job
opportunities
20. Those 82% need to be engaged with in a totally different
manner they:
• take longer to decide
• won’t apply
• don’t have resumes
• are in higher demand
• are far more choosey
The active-to-passive Shift is Accelerating
22. The Search for Web Analytics
ave made on your side that cause the rules Tim created on the site to
23. How To: Sample Web Campaign
The search for
Product Marketing Managers
Social Media Recruiting
24. Each position is provided with a “treatment” below based on the complexity of the position being
recruited.
Bronze Campaign (All positions get at least the Bronze campaign)
• Jobs.deluxe.com / CareerBuilder.com / Indeed.com Postings
• LinkedIn
• Email marketing
• PPC
Silver Campaign
– Bronze +
– Basic Talent Marketing Campaign
– Market Analysis Report/Talent
Landscape
Gold Campaign
– Bronze +
– Deluxe Talent Marketing Campaign
– Market Analysis Report/Talent
Landscape
– Hiring Manager/Employee Video
– Direct Sourcing/Cold Sourcing
– http://www.youtube.com/watch?
v=Sg1CEOl_cc8
30. The power to define and control a brand is
shifting from corporations and institutions
to individuals and communities
Differentiate Your Brand
31. • Nonsense. Absolute nonsense. 'Tis a shocking
disgrace. If Google Ireland can have it, we should all
have it. Where's my Paddy's day Google Doodle? You
have let me down big G. Off I go to Bing.
• I think it's crap. First off let me make this clear, I am
not Irish - BUT I love St. Patrick's Day, I look forward
to it every year, so to not see the doodle this morning
made me a bit disconcerted to say the least.
32. Adopt A New Strategy: Recruiting is
Social
Requires a Strategic Approach – Dedicate Resources
Execute & Measure
It (social media) is not a fad
You do not control your brand
Patience
Not just another ‘push’ channel – done right, social
media has the ability to revolutionize your business
33. • Candidate Engagement / Emotional Marketing
• Move from push/broadcast to interaction
• Behind the scenes video
• Special attention to those who engage with us
• Tips/advice on their resume … interview skills
• Video of hiring managers and employees
• Innovation
• Fresh thinking that creates value
• Wordle; QR codes; Video
• Bring in Revenue – sell biz cards; send coupons for products
• Call everyone on one req a quarter
• People are the Brand
• HR/Marketing Mashup
• Educate, engage, influence customers – consideration space
• Foster culture and encourage employees to participate
Human Customer Marketing Department
34. • Showcase inclusion on your website
• Create a diversity-positive brand
• Utilize diversity boards
• Multiple job marketing strategies
Editor's Notes
“Checks.” Of course. We’re very proud of our checks heritage and all our check innovation, but while checks continues to be the perception of Deluxe, the reality is … 06/05/13
06/05/13
Looking back, some of our most in-demand positions were related to our checks business-press operators, account sales reps, bindery workers. Along with our business transformation, our most in-demand positions are also changing. And many of these new positions require significant skill sets in the digital space. TRANSITION: In addition to a huge shift in our talent needs, we also have to question where we (as well as all companies) are going to get the talent needed to grow and be competitive? 06/05/13
06/05/13 SHRM (Society for Human Resource Management) Awarded most innovative wellness program in the state among large companies for the 2011 Commit to be Fit program. Applicants were evaluated on: program design, the evaluation process and outcomes, multi-level programming, components that cover overall health and well-being, and innovation. Talent Board Candidate Experience Award (sponsored by Jobs2Web) Nationwide competition to recognize the candidate experience offered by companies through the entire recruitment cycle. Deluxe was one of 24 companies to receive this award (other companies included Adidas, Deloitte, General Mills, Whirlpool, Intuit, and PepsiCo). Winners chosen through a 3-part process: (1) employer survey (2) candidate survey (3) evaluation by a panel of expert judges. The award recognizes excellence and contributions to setting an industry standard in candidate experience because a strong candidate experience leads to more engaged employees and a more competitive recruiting brand. Social Media Innovation Award (sponsored by Jobs2Web) PLANSPONSOR (national magazine focused on retirement benefits) Deluxe was named a 2011 finalist for demonstrating leadership in providing a more secure retirement for workers. Deluxe was recognized alongside companies including Aflac, Delta , Ernst & Young and Gartner. Finalists were featured in the PlanSponsor March 2011 issue. PR News Platinum Awards National competition that honors excellence across all areas of public relations and communications. Deluxe received honorable mention in the category of employee communication for its 2010 United Way campaign . Other finalists in the category were American Airlines, Deloitte, Northwestern Mutual and the National Association of Insurance Commissioners.
Move from push/broadcast to interaction Fresh thinking that creates value HR/Marketing Mashup
While Deluxe is transforming, so is the way all companies do business. And for many, the change is scary. Remember back to the introduction of dos terminals. Senior executives were scared productivity would go down because solitaire was available on those stations. Now, we couldn’t imagine not having a computer at every desk. Move into the 90s, as personal computers took hold. Again, there was fear that productivity would decline because of the availability of chat rooms and forums. But those tools transformed how we worked, learned from and communicated with our customers. Flash forward to today. We are accessible online everywhere through smart phones, tablets, ipads and more. Just like with past technological advances, there is some fear that this immediate access to online and social media tools can affect productivity. But as a veteran of this 1 st tidal wave of hype, what “lessons learned” do I bring to bear on my work today: Educate, educate, educate … at the moment you find yourself saying “I know we need to be involved in this ‘social media’ -- make sure you have an advisor to guide you through the risks; benefits and applications Accept the fact that the way we communicate has once again been dramatically changed The evolution in the technology space is replicated by an evolution in the recruiting space. Five years ago, Deluxe’s five most-hired positions were printing focused. Today, our most in-demand positions are digitally-focused (ecommerce, e-marketing, search marketing). ***change from broadcast to communication/engagement Web 1.0 – broadcast (new way to push company brocures / jobs) Web 2.0 person to person - social web Web 3.0 semantic web (data to applicatons); 3D web ; sensors and other information capture technologies (RFID, 3-D barcodes, cameras, voice recognition systems, GPS systems,etc.) web squared
Along with technology changes, the way we recruit is also changing. We started by simply announcing job openings in newspapers and the like. Once the Web came around, we were able to broadcast to targeted audiences more readily. But with the advent of web 2.0, we are no longer simply broadcasting, or pushing, our jobs to potential candidates. Instead, we are engaging with them, where and when they want the information ****** can we add a slide for “what’s next” that shows Web 3.0 / tablets With the first incarnation of the web, individuals leveraged the browser interface to connect to the web to access information. do things like manage their bank account, send each other e-mail, buy stocks or plan travel (BBS / chat rooms) The second incarnation of the web moved beyond access and focused on participation. During the Web 2.0 wave, the focus shifted from connecting people “to” the web to enabling people to connect “through” the web to share, participate, and collaborate. Today's Internet users share media—in quantity. user-generated vs. broadcast approaches // control(brand) in customers hands As we move into the next wave of the Internet evolution, we observe a continuing trend in the creation of economic platforms that cultivate new forms of innovative co-creation, leading to different forms of wealth creation for those who choose to participate. Today, the web is in the midst of a migration from the traditional two-dimensional web browser interface to a three-dimensional one. Just as the introduction of the Mosaic browser changed society and business, the impending transformation of the Internet from a static, one-way conduit of information into a three-dimensional virtual environment in which people—as avatars—live, work, and play will have an equally significant transformational impact. To my way of thinking this is just a logical extension of the open and participatory culture that has permeated the second incarnation of the web. But it will be even better, because interactivity and immersion create a multiplier effect on engagement.
To recap, several transformations are making it necessary to change our recruiting model. From Deluxe’s own business transformation to the shifts in technology and the rapid pace of innovation, we as recruiters must also innovate to connect with the Top Talent to fill our positions—or we will be left behind.
Insert information about final number of candidates for the product marketing position, quality of candidates, time to hire etc. that provides the evidence that this sourcing model worked.
Change from broadcast to communication
We were one of the first organizations to supplement our job descriptions with video. We have been using flipcams to videotape hiring managers talking about their openings and department culture for one full year now. The response we have received from candidates is overwhelming—they love the ability to experience Deluxe before they even come in for an interview.
06/05/13
Key message: Our innovative ways of reaching audiences are leading our industry and setting us apart from competitors. We are using innovative digital applications to: Bring in talent Create relationships with customers Become the face of the brand http://www.youtube.com/user/deluxejobs#p/a/f/0/ErocUZbGabs
I ask each and everyone in HR to substitute the word CANDIDATE for CUSTOMER WE are working hard to transform a well oiled process to a human connection *BOB Doesn’t get a job with us – Two Recent Examples: “I appreciate the effort you put into working with me and letting me know the final decision. It’s actually pretty impressive that your company cares enough to treat applicants this way – I will certainly keep an eye on Deluxe in the future” “Your response gave me the impression of someone actually taking the time to read my resume and explain why decisions were made. This is rare and most welcome in today’s impersonal world of recruiting – way to go Deluxe”
Social media is offering us better collaboration and customer service delivery Those companies that can leverage these technologies will lead the competition
Felix wetzel Strongest brand ambassadors are our employees