This is a presentation given to members of the Chesapeake Regional Tech Council who had interest in using Social Media applications for Workforce Development.
Deepa Saptnaker, Head of communications, India & Hong Kong
More than 20 million Indian professionals and hundreds of millions of individuals around the globe use LinkedIn to facilitate meaningful connections, making it the world’s largest professional networking site. What does your NGO need to know about engaging the skills, time and support of the LinkedIn community to develop your capacity? Deepa Saptnaker will share best practices for building a brand for your nonprofit, connecting with a community of donors, and searching for volunteers, board members and new staff members on LinkedIn.
Danielle Burke, Sr. Product Marketing Manager, Linkedin
Ryan Cook, VP, Global Talent Acquisition, CH2M
Derina Adamczak, Manager, Global Recruitment Marketing & Sourcing, CH2M
Employees are the most credible spokespeople a company has and their networks are full of the talent companies need to hire. And so empowering employees to share quality content with their networks not only helps them build their professional brand; it helps nurture relationships with prospective talent for their company. Learn why employee activation is a game changer for talent acquisition and hear how CH2MHill is building affinity and driving hires through their employees’ social activity.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
LinkedIn is a social media platform for professional networking. It allows users to connect with colleagues and find new jobs or business opportunities. Users create profiles resembling online resumes to showcase their careers, experiences, skills, and achievements. Common users include executives, business owners, managers, and professionals from Fortune 500 companies. Since launching in 2003, LinkedIn has grown to over 225 million users and is a popular site for job searching and recruiting.
Elevate is a LinkedIn tool that helps companies empower their employees to more actively share professionally relevant content across social networks like LinkedIn and Twitter. Through Elevate, companies curate content and suggest it to employees to share from their desktop or mobile apps, leveraging employees' networks that are 10 times larger than a company's follower base. Elevate also provides analytics to show how employee shares support company goals in hiring, marketing, and sales.
How to Fully Take Advantage of LinkedInNikki Little
This document discusses how to fully utilize LinkedIn for professional and business purposes. It provides an overview of LinkedIn, highlighting that it has over 150 million users. It then covers how to set up a strong personal profile by including important elements like a photo, updated resume, descriptions of experience and skills. The document also discusses how to enhance networking on LinkedIn and set up an effective company page. It concludes by advising what should be avoided, like only using LinkedIn to promote or sell.
This document provides tips and strategies for using social media to build an employer brand. It discusses how 92% of employers are using social media to recruit and that LinkedIn is the dominant platform. The document emphasizes establishing a careers presence on social media, highlighting opportunities, building a talent community, communicating values, and engaging employees as advocates. It also provides specific content tips and strategies for platforms like LinkedIn, Facebook, Twitter, Pinterest, Instagram, YouTube and blogs.
Deepa Saptnaker, Head of communications, India & Hong Kong
More than 20 million Indian professionals and hundreds of millions of individuals around the globe use LinkedIn to facilitate meaningful connections, making it the world’s largest professional networking site. What does your NGO need to know about engaging the skills, time and support of the LinkedIn community to develop your capacity? Deepa Saptnaker will share best practices for building a brand for your nonprofit, connecting with a community of donors, and searching for volunteers, board members and new staff members on LinkedIn.
Danielle Burke, Sr. Product Marketing Manager, Linkedin
Ryan Cook, VP, Global Talent Acquisition, CH2M
Derina Adamczak, Manager, Global Recruitment Marketing & Sourcing, CH2M
Employees are the most credible spokespeople a company has and their networks are full of the talent companies need to hire. And so empowering employees to share quality content with their networks not only helps them build their professional brand; it helps nurture relationships with prospective talent for their company. Learn why employee activation is a game changer for talent acquisition and hear how CH2MHill is building affinity and driving hires through their employees’ social activity.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
LinkedIn is a social media platform for professional networking. It allows users to connect with colleagues and find new jobs or business opportunities. Users create profiles resembling online resumes to showcase their careers, experiences, skills, and achievements. Common users include executives, business owners, managers, and professionals from Fortune 500 companies. Since launching in 2003, LinkedIn has grown to over 225 million users and is a popular site for job searching and recruiting.
Elevate is a LinkedIn tool that helps companies empower their employees to more actively share professionally relevant content across social networks like LinkedIn and Twitter. Through Elevate, companies curate content and suggest it to employees to share from their desktop or mobile apps, leveraging employees' networks that are 10 times larger than a company's follower base. Elevate also provides analytics to show how employee shares support company goals in hiring, marketing, and sales.
How to Fully Take Advantage of LinkedInNikki Little
This document discusses how to fully utilize LinkedIn for professional and business purposes. It provides an overview of LinkedIn, highlighting that it has over 150 million users. It then covers how to set up a strong personal profile by including important elements like a photo, updated resume, descriptions of experience and skills. The document also discusses how to enhance networking on LinkedIn and set up an effective company page. It concludes by advising what should be avoided, like only using LinkedIn to promote or sell.
This document provides tips and strategies for using social media to build an employer brand. It discusses how 92% of employers are using social media to recruit and that LinkedIn is the dominant platform. The document emphasizes establishing a careers presence on social media, highlighting opportunities, building a talent community, communicating values, and engaging employees as advocates. It also provides specific content tips and strategies for platforms like LinkedIn, Facebook, Twitter, Pinterest, Instagram, YouTube and blogs.
This document provides a 4-step guide for companies to empower employees to share professional content and strengthen their talent brand on social media. The 4 steps are: 1) Build a team to lead the initiative, 2) Educate employees on benefits of sharing content and how to do so appropriately, 3) Empower employees by providing share-ready content, training sessions, and recognition programs, and 4) Measure the impact on hiring and talent brand. The goal is to leverage employees' existing social networks to extend the company's talent brand and attract more quality candidates.
The document provides an overview of LinkedIn and tips for using the professional networking platform. It discusses why LinkedIn is a useful tool, its key features for personal, professional, and marketing uses. These include building profiles, finding jobs, recruiting employees, advertising and generating leads. Best practices are outlined such as optimizing profiles with relevant keywords, engaging with groups, and keeping ads concise. The presentation aims to help users maximize their LinkedIn experience.
Social media breakfast central maine hr feb 21 2012Shannon Kinney
The document discusses how social media is increasingly being used for human resources purposes like recruiting. Some key points: 89% of companies will use social media for recruiting in 2012, LinkedIn is the most effective social network for recruiting, having an optimized profile on LinkedIn is important for job seekers and employers, and social media allows companies to learn about candidates' fit and personality beyond just their resume.
This document discusses how LinkedIn can help governments at every step of the recruiting process. It outlines the four main steps - plan, attract, post, and recruit. LinkedIn provides tools like analytics, career pages, ads, and job posting to help with workforce planning, promoting open jobs, and sourcing qualified candidates. Using LinkedIn's data and recruiting tools can help agencies attract better quality applicants compared to job boards alone.
Firecat Studio Social media for Business - NAPMWSusan Price
Presented by Susan Price, CEO and Chief web strategist of Firecat Studio, in San Antonio, Texas, to the National Association of Professional Mortgage Women (NAPMW) Central Region Education Conference, 2009.
This presentation details the value of LinkedIn as a social networking tool and draws parallels between Facebook and email marketing for those getting started with Facebook. This presentation was originally delivered by Tom Stirling of Stirling Technologies, a Winchester, MA-based web consulting and web design firm to members of The Business Connector (TBC) in Woburn, MA.
This is a presentation I gave to the bConnected Blogger conference on Saturday, April 12, 2014 in Ottawa, ON at the National Arts Centre. #bConnectedConf @elvisrun
The thesis here is to present a snapshot of the LinkedIn network as it currently stands and to introduce some of the new features available, specifically targeting the blogger community. This presentation also contains links to the new LinkedIn Publisher Platform available to all members.
Hacking the science behind linked in company updates sydney 23rd juneKavita Herbert
This document provides tips and strategies for using LinkedIn company updates to engage followers and capture leads. It discusses how LinkedIn users now consume more content through mobile devices and newsfeeds. It emphasizes posting relevant, value-driven content like company news, career opportunities, and industry thought leadership. It also provides suggestions for post formats, length, inclusion of images/videos/links, and call-to-actions. Additionally, it outlines how to use organic updates, sponsored updates, and lead capture forms to build awareness, engagement, and hire qualified leads. Finally, it defines metrics like click-through rate and engagement rate that indicate good performance for updates.
How can I use LinkedIn to create brand awareness?TheIDM
Danny Bermant, Founder, Brainstorm DesignWhen it comes to raising brand awareness, social marketers will usually turn to Facebook for Twitter. But what if you’re trying to sell to other businesses? Often referred to as “Facebook for Business people”, LinkedIn is considered by many as little more than a glorified CV, but it can be a highly effective marketing tool for businesses seeking out specific markets and clients.
Learn how LinkedIn has enhanced the Recruiter product to better suit your needs and make you more productive.
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
Hacking The Science Behind LinkedIn Company UpdatesElicia Fowler
This document provides tips and strategies for using LinkedIn company updates to engage followers and capture leads. It discusses how content consumption has shifted to mobile and social media. It recommends posting different types of content like company news, career opportunities, and industry thought leadership. It also provides suggestions for writing effective updates and using sponsored updates for wider reach and lead capture capabilities like targeting and call-to-action buttons. Key performance metrics for updates are also outlined.
LinkedIn started as a contact network but switched to becoming a hiring service. However, it does not lead in hiring, networking, or media. After Microsoft acquired LinkedIn for $26 billion in 2016, LinkedIn faced issues with conflicts of interest, easy headhunting of employees, and damage to businesses from competitors advertising. The document proposes that LinkedIn transition to becoming a global connected database across HR, networking, media, and other areas rather than just a single website.
Overview of the Volunteer and Causes field on LinkedIn that allows you to include the causes you care about, organizations you support and your volunteer experience as part of your professional identity. Also includes ability to signal to your network that you'd like to join a noprofit board or do skill based volunteering.
#NowHiring - The Role of Social Media in Agency RecruitingMichael Cirrito
LinkedIn & The Partnership for Public Service assess the rules of the road for Federal recruiters and talent acquisition professionals who want to be more engaged on Social Media. They spoke with The Office of Personnel Management (OPM), the Office of Government Ethics (OGE), and six different agencies to identify effective and approved practices for being more engaged.
This document provides an overview of the professional social media platform LinkedIn. It discusses LinkedIn's profile as the world's largest professional network with over 400 million members worldwide. It also outlines how LinkedIn can be used as a marketing tool to build credibility and professional brand, generate leads for business, and find work or career opportunities through its various features.
Recruitment and Social Media - the perfect matchMarc Campman
This document provides guidance on using various social media platforms for career development and personal branding purposes. It discusses using LinkedIn to build a professional network and find jobs, using Twitter to connect with recruiters and find job postings through relevant hashtags, using Facebook's advertising and group features to promote yourself, and using YouTube to showcase your skills and expertise. The key advice is to engage consistently across channels, repurpose your content, and present yourself professionally online in order to expand your career opportunities and personal brand.
Double Your Content Engagement via Employee AdvocacyLinkedIn
Our product experts walk you through the benefits of employee advocacy and how LinkedIn’s platform, Elevate, works. You’ll see LinkedIn Elevate in action and learn how you can use it to increase reach and engagement with your content.
Explore:
-- The benefits of employee advocacy
-- The LinkedIn Elevate platform and how it works
-- Company success stories
Social media provides many opportunities for companies to leverage their networks and engage with candidates as part of their recruitment strategy. It allows companies to source candidates, build their employer brand, engage in conversations, and complement their existing careers sites. While social media platforms like LinkedIn, Facebook, Twitter, and YouTube can help advertise jobs and research prospects, companies must develop a clear strategy to understand where relevant talent engages online and how to effectively connect with them. Any social media recruitment effort also comes with challenges around legal issues, privacy, and maintaining honest and realistic communications.
John Whikehart, Chancellor of Ivy Tech Community College and Steve Bryant, Executive Director at the Gayle & Bill Cook Center for Entrepreneurship gave a presentation about entrepreneurship and workforce development at Ivy Tech Community College for the 2012 Inter-City Visit to Bloomington, IN.
Leading workforce development and planning solutions v0.2 wp 20.8.12Workforce BluePrint
Move from VET to Workforce Development, Workforce Productivity theory, business case, definitions, 5 step model, case studies and examples, RTOs leading, common workforce development gaps and strategies, skills and competencies vs. capabilities, links and info.
This document provides a 4-step guide for companies to empower employees to share professional content and strengthen their talent brand on social media. The 4 steps are: 1) Build a team to lead the initiative, 2) Educate employees on benefits of sharing content and how to do so appropriately, 3) Empower employees by providing share-ready content, training sessions, and recognition programs, and 4) Measure the impact on hiring and talent brand. The goal is to leverage employees' existing social networks to extend the company's talent brand and attract more quality candidates.
The document provides an overview of LinkedIn and tips for using the professional networking platform. It discusses why LinkedIn is a useful tool, its key features for personal, professional, and marketing uses. These include building profiles, finding jobs, recruiting employees, advertising and generating leads. Best practices are outlined such as optimizing profiles with relevant keywords, engaging with groups, and keeping ads concise. The presentation aims to help users maximize their LinkedIn experience.
Social media breakfast central maine hr feb 21 2012Shannon Kinney
The document discusses how social media is increasingly being used for human resources purposes like recruiting. Some key points: 89% of companies will use social media for recruiting in 2012, LinkedIn is the most effective social network for recruiting, having an optimized profile on LinkedIn is important for job seekers and employers, and social media allows companies to learn about candidates' fit and personality beyond just their resume.
This document discusses how LinkedIn can help governments at every step of the recruiting process. It outlines the four main steps - plan, attract, post, and recruit. LinkedIn provides tools like analytics, career pages, ads, and job posting to help with workforce planning, promoting open jobs, and sourcing qualified candidates. Using LinkedIn's data and recruiting tools can help agencies attract better quality applicants compared to job boards alone.
Firecat Studio Social media for Business - NAPMWSusan Price
Presented by Susan Price, CEO and Chief web strategist of Firecat Studio, in San Antonio, Texas, to the National Association of Professional Mortgage Women (NAPMW) Central Region Education Conference, 2009.
This presentation details the value of LinkedIn as a social networking tool and draws parallels between Facebook and email marketing for those getting started with Facebook. This presentation was originally delivered by Tom Stirling of Stirling Technologies, a Winchester, MA-based web consulting and web design firm to members of The Business Connector (TBC) in Woburn, MA.
This is a presentation I gave to the bConnected Blogger conference on Saturday, April 12, 2014 in Ottawa, ON at the National Arts Centre. #bConnectedConf @elvisrun
The thesis here is to present a snapshot of the LinkedIn network as it currently stands and to introduce some of the new features available, specifically targeting the blogger community. This presentation also contains links to the new LinkedIn Publisher Platform available to all members.
Hacking the science behind linked in company updates sydney 23rd juneKavita Herbert
This document provides tips and strategies for using LinkedIn company updates to engage followers and capture leads. It discusses how LinkedIn users now consume more content through mobile devices and newsfeeds. It emphasizes posting relevant, value-driven content like company news, career opportunities, and industry thought leadership. It also provides suggestions for post formats, length, inclusion of images/videos/links, and call-to-actions. Additionally, it outlines how to use organic updates, sponsored updates, and lead capture forms to build awareness, engagement, and hire qualified leads. Finally, it defines metrics like click-through rate and engagement rate that indicate good performance for updates.
How can I use LinkedIn to create brand awareness?TheIDM
Danny Bermant, Founder, Brainstorm DesignWhen it comes to raising brand awareness, social marketers will usually turn to Facebook for Twitter. But what if you’re trying to sell to other businesses? Often referred to as “Facebook for Business people”, LinkedIn is considered by many as little more than a glorified CV, but it can be a highly effective marketing tool for businesses seeking out specific markets and clients.
Learn how LinkedIn has enhanced the Recruiter product to better suit your needs and make you more productive.
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
Hacking The Science Behind LinkedIn Company UpdatesElicia Fowler
This document provides tips and strategies for using LinkedIn company updates to engage followers and capture leads. It discusses how content consumption has shifted to mobile and social media. It recommends posting different types of content like company news, career opportunities, and industry thought leadership. It also provides suggestions for writing effective updates and using sponsored updates for wider reach and lead capture capabilities like targeting and call-to-action buttons. Key performance metrics for updates are also outlined.
LinkedIn started as a contact network but switched to becoming a hiring service. However, it does not lead in hiring, networking, or media. After Microsoft acquired LinkedIn for $26 billion in 2016, LinkedIn faced issues with conflicts of interest, easy headhunting of employees, and damage to businesses from competitors advertising. The document proposes that LinkedIn transition to becoming a global connected database across HR, networking, media, and other areas rather than just a single website.
Overview of the Volunteer and Causes field on LinkedIn that allows you to include the causes you care about, organizations you support and your volunteer experience as part of your professional identity. Also includes ability to signal to your network that you'd like to join a noprofit board or do skill based volunteering.
#NowHiring - The Role of Social Media in Agency RecruitingMichael Cirrito
LinkedIn & The Partnership for Public Service assess the rules of the road for Federal recruiters and talent acquisition professionals who want to be more engaged on Social Media. They spoke with The Office of Personnel Management (OPM), the Office of Government Ethics (OGE), and six different agencies to identify effective and approved practices for being more engaged.
This document provides an overview of the professional social media platform LinkedIn. It discusses LinkedIn's profile as the world's largest professional network with over 400 million members worldwide. It also outlines how LinkedIn can be used as a marketing tool to build credibility and professional brand, generate leads for business, and find work or career opportunities through its various features.
Recruitment and Social Media - the perfect matchMarc Campman
This document provides guidance on using various social media platforms for career development and personal branding purposes. It discusses using LinkedIn to build a professional network and find jobs, using Twitter to connect with recruiters and find job postings through relevant hashtags, using Facebook's advertising and group features to promote yourself, and using YouTube to showcase your skills and expertise. The key advice is to engage consistently across channels, repurpose your content, and present yourself professionally online in order to expand your career opportunities and personal brand.
Double Your Content Engagement via Employee AdvocacyLinkedIn
Our product experts walk you through the benefits of employee advocacy and how LinkedIn’s platform, Elevate, works. You’ll see LinkedIn Elevate in action and learn how you can use it to increase reach and engagement with your content.
Explore:
-- The benefits of employee advocacy
-- The LinkedIn Elevate platform and how it works
-- Company success stories
Social media provides many opportunities for companies to leverage their networks and engage with candidates as part of their recruitment strategy. It allows companies to source candidates, build their employer brand, engage in conversations, and complement their existing careers sites. While social media platforms like LinkedIn, Facebook, Twitter, and YouTube can help advertise jobs and research prospects, companies must develop a clear strategy to understand where relevant talent engages online and how to effectively connect with them. Any social media recruitment effort also comes with challenges around legal issues, privacy, and maintaining honest and realistic communications.
John Whikehart, Chancellor of Ivy Tech Community College and Steve Bryant, Executive Director at the Gayle & Bill Cook Center for Entrepreneurship gave a presentation about entrepreneurship and workforce development at Ivy Tech Community College for the 2012 Inter-City Visit to Bloomington, IN.
Leading workforce development and planning solutions v0.2 wp 20.8.12Workforce BluePrint
Move from VET to Workforce Development, Workforce Productivity theory, business case, definitions, 5 step model, case studies and examples, RTOs leading, common workforce development gaps and strategies, skills and competencies vs. capabilities, links and info.
The document outlines a workforce development task force project that received $100,000 in funding to assist unemployed South Carolinians develop skills and find jobs. Key aspects of the project include:
1) Creating a portal (worksc.org) to provide access to workforce resources like DISCUS databases, LearningExpress Library, and Ferguson's Career Guidance Center.
2) Hiring a trainer for one year to travel the state, assist people with basic computer skills, and develop workshops using a mobile laptop lab.
3) Developing a marketing plan including a logo, press releases, and using partners like public libraries and technical colleges to promote the resources.
iHT2 Health IT Summit in Austin 2012 –Nora Belcher, Executive Director, Texas e-Health Alliance and Dr. Leanne Field, Director, University of Texas HIT Program, Presentation “Challenges & Initiatives Surrounding Workforce Development in HIT”
HT2 case studies and presentations illustrate challenges, successes and various factors in the outcomes of numerous types of health IT implementations. They are interactive and dynamic sessions providing opportunity for dialogue, debate and exchanging ideas and best practices. This session will be presented by a thought leader in the provider, payer or government space.
Workforce Development: Understanding Your Position and Your Knowledge, Skills...College/University
Workforce Development Series Part (1): Understanding Your Position and Your Knowledge, Skills, and Capabilities offers information for participants to begin to understand or better understand their knowledge, skills, abilities, and capabilities. Learn whether your skills fit into one field, or multiple fields. After this workshop, participants should be able to:
- Explain their current knowledge, skills, abilities, and capabilities
- Walk through and describe a position description
- State some aspects of self development
Choices and Challenges: Lessons Learned in the Evolution of Online Education...andydip
Washington Workforce Education Council Presentation
February 6, 2014
Choices and Challenges: Lessons Learned in the Evolution of Online Education in Support of Workforce Development
Dr. Andy DiPaolo, Stanford University
Presentation
What are the critical challenges and lessons learned in the use of online education to support workforce development? How can these lessons be applied to assess opportunities, create strategies and design innovative online offerings to take advantage of existing and emerging delivery technologies? This presentation will address the potential and risks of online education, identify the changing education needs and expectations of students and employers and offer advice on strategies for business, government and higher education to successfully deliver workforce development programs at a distance.
Presenter
Andy DiPaolo is Executive Director Emeritus of the Stanford Center for Professional Development. He founded and directed for nearly 25 years one of the largest continuing education organizations and distance education networks in the United States delivering degree, credit, certificate and professional programs to students at over 2000 companies in 60 countries. Dr. DiPaolo led the team to develop award-winning Stanford Online, the first system to use video technology to deliver academic courses on the internet and led the development of the world’s first online engineering degree. He also created “Stanford Engineering Everywhere” an initiative to provide free and open online courses to educators and learners around the world.
DiPaolo has a long history as a member of public sector and corporate boards and as an advisor to universities, corporations and government agencies on the strategic use of technology to meet education and training needs. Representative examples of organizations where he has provided advice include Cisco, University of Michigan, National Elevator Industry Educational Program, Danish Virtual University, International Air Transport Association, UCLA, Hewlett-Packard, U.S. Army, Norwegian Telecom, Higher Education Council – Israel, Northwestern University and the Agency for International Development. He has been elected to the U.S. Distance Learning Association Hall of Fame, appointed as a Fellow of the European Distance and E-Learning Network and is the 2013 recipient of the American Society for Engineering Education’s highest award for an individual in support of education for industry.
Contact Information
Stanford Center for Professional Development adp@stanford.edu 650-444-4694 SCPD.stanford.edu
California Community Colleges Economic & Workforce Development: Annual Report...CCCEWD
California Community Colleges Economic and Workforce Development program (EWD) is a critical initiative of the California Community Colleges--developing and implementing training and curriculum in key strategic industry sectors that create jobs and career pathways.
This document discusses strategies for workforce development, talent retention, and talent attraction in rural regions. It recommends using local resources like faith-based organizations and libraries to address transportation challenges. It also suggests engaging employees, developing managers, and career planning to retain talent. Additionally, it proposes promoting quality of life, economic opportunities, and local businesses to attract talent to the region. Marketing the workforce through assessing quality, availability, value, and promotion is also outlined. Employer surveys can provide insights to help employers and jobseekers.
Where does e learning fit into workforce development webinar v0.1 wp.1 wpWorkforce BluePrint
Wendy Perry presented on how e-learning fits into workforce development. She outlined a 5 step workforce planning and development model that includes assessing the current and future workforce profiles to identify gaps. E-learning strategies like national e-learning policies, webinars, social media and tools available through the National Workforce Development Fund can help close those gaps. Emerging e-learning approaches may include video, augmented reality, and wearable technologies for workforce development.
The disconnect between education and workforce developmentColleen LaRose
This webinar explains why education does not prepare people for work...and why, therefore, workforce development programming exists. To view the webinar in its entirety, go to:https://www.youtube.com/watch?v=gXhroAbeHiY
The modern era of “workforce development” can trace its roots back to the Manpower Development and Training Act (MDTA) of the 1960s and the Comprehensive Employment and Training Act (CETA) of the 1970s. Notable legislative milestones that followed included the Job Training Partnership Act (JTPA) of the 1980s that established a stronger role for employers via “private industry councils”, and then the Workforce Investment Act in the 1990s that emphasized service/funding coordination via “one stop centers.” It seems apparent that we are desperately in need of another transition as the Workforce Investment Act (WIA), passed in 1998 as a 5-year law continues to operate on year-to-year extensions combined with funding reductions. This session will discuss the needs and demands of the current workforce system and future policy course.
Session led by Ian Flatt of Camoin Associates at NYATEP 2015 (New York Association of Training & Employment Professionals)
The newly implemented WIOA legislation requires workforce development boards, and their partners, develop "data-driven" strategies that support employers and workers - but where do you get the data to create these strategies?
During this session, Ian presented a variety of FREE economic and labor market data sources. Understanding these topics as they related to your community and how it compares to regional, state, and national trends is essential to developing informed strategies to assist both job seekers and employers.
The Disconnect Between Education & Workforce Development: And what it means f...Christa Ouderkirk Franzi
We can't talk about workforce development and why it is needed or not needed until we grasp what education is doing (or not doing) to prepare people to support themselves in life.
Coming Up: Ten challenges for workforce development. Presentation by Barb McP...Jo Kay
Businesses and workplaces are very different to how they were 10, even just 5 years ago. Critics of our national training system suggest competencies are out of date. Are they? Or, is it our approaches to learning and our understanding of what constitutes training that is now out of step with the needs we claim to address? At what point do the national VET system, workforce development needs and culture of organisational learning intersect? Siemens and Wegner, familiar to VET practitioners on the Australian conference circuit 2005-2006, promote connectivism-network learning theory, and communities of practice respectively as relevant alternatives to traditional classroom learning. In this presentation, Barb McPherson a veteran of six Australian Flexible Learning Framework initiatives since 2002 considers ten challenges to workforce development and how RMT is responding and preparing for change.
Why is it essential for workforce development and economic development to joi...Colleen LaRose
Why is is essential for workforce development and economic development to join forces in each region? Because they need a coordinated strategy for job creation!
The document provides background information on the history and role of workforce development. It discusses how workforce development got its start through initiatives like the Morrill Acts, New Deal programs, and various job training acts. It outlines the key goals and components of workforce development systems including the Workforce Investment Act, which established One-Stop centers to provide services to both jobseekers and employers. The document also distinguishes workforce development, which focuses on connecting people to jobs, from economic development, which aims to create new jobs through business attraction and growth strategies.
Executive interviews for workforce development professionalsColleen LaRose
Workforce development has not yet fully embraced the power of executive interviews. By organizing interviews with local CEO's, workforce investment boards could coordinate information that local colleges, economic develop;ment and their own business representatives are collecting by using a shared database and all asking the same questions so that logical comparisons can be made and follow-up with the employer can be planned in a logical way.
Some best practices in economic development and workforce development collabo...Colleen LaRose
Economic development and workforce development collaborate in many different ways, from developing one program or initiative together to working in new, transformative and even technological ways to assure that the skills qualifications of workers match employer's needs in their regions. This slideshare provides a cornucopia of examples from across the country that demonstrate some of the many unique ways economic development and workforce development are learning to work together. If after reviewing this, you would like some assistance in how to create a strong economic development and workforce development collaborative strategy in your region, please email colleen@nereta.org or call me at (908) 995-7718.
Network effects. It’s one of the most important concepts for business in general and especially for tech businesses, as it’s the key dynamic behind many successful software-based companies. Understanding network effects not only helps build better products, but it helps build moats and protect software companies against competitors’ eating away at their margins.
Yet what IS a network effect? How do we untangle the nuances of 'network effects' with 'marketplaces' and 'platforms'? What’s the difference between network effects, virality, supply-side economies of scale? And how do we know a company has network effects?
Most importantly, what questions can entrepreneurs and product managers ask to counter the wishful thinking and sometimes faulty assumption behind the belief that “if we build it, they will come” … and instead go about more deterministically creating network effects in their business? Because it's not a winner-take-all market by accident.
Employer branding with social media for bright webinarsVeronica Segovia
The document discusses using social media to build an employer brand. It notes that 92% of employers use or plan to use social media for recruiting. Key strategies include creating careers presences on social platforms like LinkedIn, Facebook, and Twitter to highlight opportunities and engage with potential candidates. The document provides tips on auditing online conversations about a company, choosing appropriate networks, creating content calendars, and measuring results to improve employer branding through social media.
Employees are your #1 untapped marketing asset! Studies show that content shared by employees on social media receive 8x more engagement compared to those shared on brand channels.
In this FREE webinar, you will learn how to leverage your workforce to amplify your marketing, improve employer branding, and supercharge your online selling efforts.
We will also be presenting results of a comprehensive study in the Philippines on "Social Media Marketing through the Workforce". In this study, you will learn how Philippines companies leverage their workforce and social media marketing to their advantage.
To get a copy of the study, visit: https://www.xiklab.com/socialmedia-marketing-through-the-workforce/
Using Social Media for Recruitment and RetentionMichelle Hummel
The document discusses using social media for recruitment and retention. It provides statistics on how companies are using social media like LinkedIn, Facebook, Twitter, Google+, YouTube and Pinterest for recruiting. Specific strategies discussed include creating mobile-friendly career websites, telling employee stories, using videos and images to promote openings, engaging with target audiences on various social networks and running social media ads.
People Are the Social Media - Mar. 3rd, 2010Jobvite
The document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies empower their employees as brand ambassadors by giving them tools to share their experiences and expertise. It also suggests developing engaging social media content like videos and blogs, integrating social networks into career websites, and measuring return on engagement through metrics like growth in qualified resumes and hiring referrals. Companies that have seen success in these areas include a hospital division that improved its search reputation and a law firm that dramatically grew qualified resumes and now makes 67% of hires through referrals by encouraging social sharing among employees and leadership.
The document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies empower their employees as brand ambassadors by giving them tools to share their experiences and expertise. It also suggests developing a social media strategy with clear goals and metrics, providing guidance and content for employees to engage on social platforms, and communicating the strategy across different teams. Examples are given of companies that saw success by integrating social media into their recruiting and talent engagement efforts.
The document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies empower their employees as brand ambassadors by giving them tools to share their experiences and expertise. It also suggests developing a social media strategy with clear goals and metrics, providing content and training employees, and engaging across departments to integrate social media efforts. Examples are given of companies that saw success by encouraging social sharing among employees to improve hiring and raise their online profile.
Engaged employees are more productive, have longer tenure and are enthusiastic to be brand advocates for their companies. It should come as no surprise that companies with highly engaged employees outperform those with low employee engagement by up to 200%. That’s why EA is powering employees to become brand advocates to increase employee engagement, amplify the brand’s message, and increase awareness.
Jenn Meiners Roumian, Global Talent Acquisition Brand Manager at EA, will share the proven best practices EA uses to empower employees to be brand advocates and amplify the brand’s message.
Register for this webinar to learn:
· How EA is transforming employees into brand advocates to establish a sense of community, pride and engagement
· Proven best practices to launch and run a successful Advocate Marketing program
· How engaged employees can increase awareness, social engagement and talent acquisition
This training session will give you insight into Facebook for business and how you can best optimise your profile, behind the scenes and settings of Facebook, recommendations on marketing, PPC and Ads Manager and more.
Get the most out of your social media channels and maximise your return on investment.
Things you can learn include:
Setting up a Facebook business page
Useful plugins and features
Content marketing strategy
Social media strategy
Pay-per-click advertising
Useful tools
This document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies mobilize their existing workforce to act as brand ambassadors on social media by sharing their experiences and stories. When employees engage in this way, it can help candidates learn about the company culture and make better decisions about whether it is a good fit. The document also provides examples of companies that have had success with social recruiting, such as a hospital system that saw improved search engine results and a law firm that now gets 67% of hires through referrals from engaged employees on social media.
Employee advocacy is rapidly becoming a part of every organization's marketing strategy. A well-executed employee advocacy program can increase brand awareness, fill the sales pipeline, and improve both employee and customer loyalty and satisfaction. To be successful, it all begins with alignment and cooperation between the C-Suite, human resources, marketing, and sales. When these groups join forces to plan and execute an employee advocacy strategy, the results can be amazing.
The question is: how do you get there as an organization?
Join us for this free seminar to learn the key elements and organizational alignments needed to implement and scale an effective employee advocacy program.
To follow the conversation on Twitter use #MOOcast.
What Will You Learn?
-Considerations before launching an employee advocacy program
-How to create departmental alignment
-How to build an advocacy team
-The role of content in employee advocacy
-Tips for adoption and education
-How to measure success
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
eBrands is a brand design agency based in Sydney. We gave a one hour presentation to a room of HR professionals about how to build, manage and measure employer brand equity using social media. It's a broad presentation.
At CafeGive Social, we create mobile and social media apps and campaign solutions that connect businesses and nonprofits with consumers around the causes they love. Learn more about our unique solutions for telling your CSR story, scaling your giving, and driving your impact with effective cause marketing campaigns.
Leadli Social Employee Referral Program software creates Apps on Facebook, Twitter & LinkedIn which exponentially extend an organizations referral network.
This document provides best practices for integrating social media with search engine marketing campaigns. It summarizes research findings that show social media users experience significantly higher organic search conversion rates (59% improvement) and paid search conversion rates and click-through rates compared to non-social media users. However, social media may have only a small impact on search engine rankings. The key benefits of social media integration are improving brand awareness, reputation, and trust, which increase the likelihood users will click on and convert from search results. The document recommends marketers establish target audiences, objectives, and content before designing a social media architecture to implement an integrated search and social strategy.
This document provides best practices for integrating social media with search engine marketing campaigns. It begins by explaining that social media can improve clickthrough rates, conversion rates, and rankings when properly integrated with search strategies. However, ranking improvements are not the primary benefit.
The document then analyzes data that shows social media users experience significantly higher organic and paid search conversion rates compared to non-social media users. This is because social media improves brands awareness and reputation online.
Finally, the document outlines best practices for integration, including establishing target audiences, objectives focused on conversions rather than rankings, developing high-quality content before beginning social campaigns, and aligning social content with search strategies. The key message is that social media is most effective
The document provides information about a presentation on social recruiting strategies. It discusses developing a social media presence to share information about a company and engage employees. A three phase approach is outlined: 1) Build a social media presence, 2) Involve employees, and 3) Leverage the employee network. Key aspects included creating content, measuring engagement, and overcoming challenges through communication and training.
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4. Who We Are
Vocus offers a unique solution for marketers. Our software
integrates powerful features of digital marketing including
social, search, email and publicity. In addition, our software
sends real-time marketing opportunities directly to marketers in
the form of leads, prospects, social media conversations,
curated content and inbound media inquiries. With our
marketing consulting and services team ready to help, our
software solution delivers marketing success.
Vocus (VOCS) based in Beltsville, MD, has over 1,000 employees
with offices in North America, Europe and Asia.
24. Facebook: Statistics
• 52% of job seekers used Facebook to help
find work in 2012. (source: jobvite)
• 1 in 5 job seeker had a contact share a job
on Facebook. (source: jobvite)
• 80% of social media users prefer to
connect with brands through Facebook.
(source: Business2Community)
25. Facebook
• Cover Photo
• Profile Picture
• Applications
- Job Application
- Blog
- Videos
- Social Media
35. Blog: Employee Activities
Shana is running
her first marathon
in September! The
Bellingham Bay
Marathon takes
place September
29 and Shana has
chosen to dedicate
her participation to
the Boys & Girls
Club of Whatcom
County. Vocus
employees have a
great sense of
community and
come together in
support of each
other’s efforts.
Read more to find
out why Shana
chose the Boys &
Girls Club and how
you can help..
39. Schedule Content
• Content Calendars
• Schedule Posts
- Tools like Facebook,
Tweetdeck, Buffer
• Drive traffic to and
from each platform to
grow engagement
40.
41. Office Space
• Destination for Top Tech Talent
• Termed “Googleplex” of Prince George’s Cty
• Main Street Town culture builds community
42. Monitor
Track results using insights from individual
platforms or using a Dashboard such as
the Vocus Marketing Suite.
43. Monitor
Keep tabs on your competitors for analysis.
Doing so can give you ideas for there you
might need to have presence.
Our recruiters fill between 40-80 positions per month in the first half of the year- majority of them SALES, and for people with less than five years of experience. Our spec is very specific.
Our VP of HR set up a separate website in anticipation for growth. As more positions began opening up and we began expanding, the recruiting team needed to attract talent and manage communication with that talent. Here’s a look at our Employer Brand. Our candidates/employees recognize these colors, this phrase.
Do an audit. Look for online conversation about your company as an employer. Search on sites like Glassdoor where employees post anonymous reviews.Build a presence on the platforms that make the most sense for you as a player.Who is your target audience? Who are you looking to hire?Who do you compete with for talent?Research networks for your posts are relevant to users.
Establish a brand. Who are you as an employer?
Blog! Don’t just blog about your product. Every once in a while, blog about what it’s like to work at your company.Adding Social plug-ins to your website makes it easier for talent to engage with your brand.
Cover Photo:Profile Picture:Applications: - Job Application - Blog - Videos - Social Media
Cover Photo:Profile Picture:Applications: - Job Application - Blog - Videos - Social Media
@VocusCareers attempts to participate in close to 25 career-related tweetchats a month.Tweet chats can help increase followers, reach and engagement.Followers: Tweet chats can help you get your handle seen by people who normally aren’t looking for you.Reach: Your chances of being retweeted are increased when you offer great insight to the topic.Engagement” We use “engagement” in social media to refer to activity and interaction with followers. When you put out a question and get responses, you are engaging your audience. The power of a hashtag. Let’s look at our Twitter handle. And one of our recruiters.
Be relevant. Make sure your posts add value.
Be relevant. Make sure your posts add value.Boasts 100+ million users.Tells your story with an image.Photos AND video uploaded via mobile phone.Integrations are available for view on Facebook.Can be linked to other social platforms.Useful to share promote across platforms.
We do use both free and paid resources on LinkedIn. Premium profiles, Job Slots, LinkedIn Recruiter Tool, Branded Career Page, Employee Profile Advertising. Let’s take a look.
Be relevant. Make sure your posts add value.Boasts 100+ million users.Tells your story with an image.Photos AND video uploaded via mobile phone.Integrations are available for view on Facebook.Can be linked to other social platforms.Useful to share promote across platforms.
Be relevant. Make sure your posts add value.“Job postings with a video icon are 12% more likeliikey to be viewed and 35% more likely to get applied to.” –HireRabbitInfographicShowcase Culture: show candidates what’s it like to work at your companyShare employee testimonials about their experiences. Employees are your best brand advocates.
Be relevant. Make sure your posts add value.“Job postings with a video icon are 12% more likeliikey to be viewed and 35% more likely to get applied to.” –HireRabbitInfographicShowcase Culture: show candidates what’s it like to work at your companyShare employee testimonials about their experiences. Employees are your best brand advocates.
Be relevant. Make sure your posts add value.“Job postings with a video icon are 12% more likeliikey to be viewed and 35% more likely to get applied to.” –HireRabbitInfographicShowcase Culture: show candidates what’s it like to work at your companyShare employee testimonials about their experiences. Employees are your best brand advocates.
Blogs are meatier content pieces than tweets or Facebook updates. They give jobseekers a better view of their potential colleagues and your company culture.Be relevant. Make sure your posts add value.“Job postings with a video icon are 12% more likeliikey to be viewed and 35% more likely to get applied to.” –HireRabbitInfographicShowcase Culture: show candidates what’s it like to work at your companyShare employee testimonials about their experiences. Employees are your best brand advocates.
Blogs are meatier content pieces than tweets or Facebook updates. They give jobseekers a better view of their potential colleagues and your company culture.Be relevant. Make sure your posts add value.“Job postings with a video icon are 12% more likeliikey to be viewed and 35% more likely to get applied to.” –HireRabbitInfographicShowcase Culture: show candidates what’s it like to work at your companyShare employee testimonials about their experiences. Employees are your best brand advocates.
Blog about new updates and breaking trends that affect your hiring process or talent acquisition. This keeps your blog fresh and up-to-date on new tools and features that may help jobseekers..and have them keep coming to your site.Be relevant. Make sure your posts add value.
Tracking discussion about your brand, employee activities and experience will help you in the long run. This will help you know what trends to run with and if you need to curb discussion by launching something new.
Content? Highlight Culture: This is an important piece. Highlight your culture to generate a demand for your open positions.
The New Urbanism design of headquarters is based on the town of Seaside of Florida. Destination for Top Tech TalentLess than half of all of our employees work at other Vocus office locations (Mid-Atlantic Region, Europe, Asia).
You can track results using insights from individual platforms or using a Dashboard such as the Vocus Marketing Suite.Monitor competitors for analysis. Doing so can give you ideas for there you might need to have presenceMonitor discussion about your employer brand.
You can track results using insights from individual platforms or using a Dashboard such as the Vocus Marketing Suite.Monitor competitors for analysis. Doing so can give you ideas for there you might need to have presenceMonitor discussion about your employer brand.
You can track results using insights from individual platforms or using a Dashboard such as the Vocus Marketing Suite.Monitor competitors for analysis. Doing so can give you ideas for there you might need to have presenceMonitor discussion about your employer brand.
You can track results using insights from individual platforms or using a Dashboard such as the Vocus Marketing Suite.Monitor competitors for analysis. Doing so can give you ideas for there you might need to have presenceMonitor discussion about your employer brand.
Our VP of HR set up a separate website in anticipation for growth. As more positions began opening up and we began expanding, the recruiting team needed to attract talent and manage communication with that talent. Here’s a look at our Employer Brand. Our candidates/employees recognize these colors, this phrase.