- The document discusses using social networking sites for job seeking and recruitment.
- A survey was conducted of 60 students and 10 recruiters on their use of social media.
- The results showed Facebook was the most popular social media site for students but they were not open to using social media for jobs.
- Recruiters are increasingly using social media for screening candidates but lack of acceptance remains among students.
Adecco Global Social Recruiting Survey Global ReportBenjamin Crucq
Whether you're a Job Seeker or a Recruiter, this study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
The use of social media
The effectiveness of social media in matching job seekers with open positions
The importance of web reputation
The social capital of individual candidates
How recruiters explore the web when looking for a candidate
Thesis social media sites - recruitementsDivya Mishra
This document summarizes a thesis from Beth E.H. Lory from St. Catherine University on employer use of Facebook for pre-employment screening. The thesis examines both the benefits and ethical implications of employers accessing publicly available information on applicants' Facebook profiles during the hiring process. Lory conducted a literature review, online employer survey, and interviews with legal experts to develop recommendations for employers on best practices when using Facebook in applicant screening. The goal was to help employers optimize the benefits of Facebook while managing ethical, legal and privacy issues.
The document discusses the use of social media in the hiring process. It notes that while social media can provide useful information about candidates, it also poses legal risks if not handled properly. The author believes social media should only be used after initial interviews to screen candidates when sensitive information is less likely to be known. Policies need to be in place to ensure fair and non-discriminatory use of any social media information gathered.
This document discusses whether employers discriminate against job candidates based on information found on their social media profiles. It investigates how employers use social media sites like Facebook, Twitter and LinkedIn to research candidates and whether this violates privacy. While social networks can help candidates find jobs, employers can also use them to indirectly discriminate when making hiring decisions. The document examines legal issues around using social media for hiring and how it could lead to claims of discrimination.
This document provides an overview of how social media is used in human resource management. It begins with definitions of key concepts like social media and social networking sites. It then discusses how social media can be used internally in HR for communication, training, employee management, and building relationships. Externally, social media is used for recruitment, compensation/benefits, building relationships, maintaining corporate brand, and promotion. Both strengths and weaknesses are identified, such as social media being cost-effective but also requiring time to learn tools. Case studies of companies' social media use in HR are also reviewed.
Recent college graduates still prefer traditional job search methods like job boards and career fairs over social media platforms. A study of 50 recent graduates found most found jobs through online postings and referrals, with few using LinkedIn. While companies have strong social media presences, graduates don't extensively follow them and aren't strongly influenced by brand awareness. Graduates care most about growth potential, pay and hours in a first job rather than understanding a company's values.
This document discusses a study on how people use and share information on Facebook. It aims to understand what types of information people share, how many use Facebook to solve problems, and people's trust in Facebook. The study will use a quantitative methodology and descriptive research approach. It will survey Facebook users aged 22-30 living in North Delhi, India. The literature review discusses previous studies on social media's role in social change, political campaigns, and its impact on elections. The methodology chapter outlines the descriptive research design and quantitative statistical analysis that will be used.
Analysis of social networking websites and its effect on academic studentsJahangeer Qadiree
Social Networking Websites have enlarged widely worldwide and are used by different types of communities for different
purposes. The effect of social networking websites can be good on students but if we look closer on social networking websites. Today;
Social Networking Websites leads an important role in running the future and carrier of students. At present there are billions of profile
identities of the world wide on Social Networking Websites. The social networking websites are continuously disturbing students from
their studies. As the students main focus for using such social networking websites should be centered focused but unfortunately the
student are using social networking websites for complete destroy of their carrier. As the Social Networking Websites were the only link
between many users across the world, but the social networking websites become just a fertile exercise among the students, teenagers
and even adults. This research paper presents the social networking websites effect on student’s carrier, and the life of teenagers. It also
shows that how the social networking websites are today effective for students pursuing academics, youth and teenagers.
Adecco Global Social Recruiting Survey Global ReportBenjamin Crucq
Whether you're a Job Seeker or a Recruiter, this study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
The use of social media
The effectiveness of social media in matching job seekers with open positions
The importance of web reputation
The social capital of individual candidates
How recruiters explore the web when looking for a candidate
Thesis social media sites - recruitementsDivya Mishra
This document summarizes a thesis from Beth E.H. Lory from St. Catherine University on employer use of Facebook for pre-employment screening. The thesis examines both the benefits and ethical implications of employers accessing publicly available information on applicants' Facebook profiles during the hiring process. Lory conducted a literature review, online employer survey, and interviews with legal experts to develop recommendations for employers on best practices when using Facebook in applicant screening. The goal was to help employers optimize the benefits of Facebook while managing ethical, legal and privacy issues.
The document discusses the use of social media in the hiring process. It notes that while social media can provide useful information about candidates, it also poses legal risks if not handled properly. The author believes social media should only be used after initial interviews to screen candidates when sensitive information is less likely to be known. Policies need to be in place to ensure fair and non-discriminatory use of any social media information gathered.
This document discusses whether employers discriminate against job candidates based on information found on their social media profiles. It investigates how employers use social media sites like Facebook, Twitter and LinkedIn to research candidates and whether this violates privacy. While social networks can help candidates find jobs, employers can also use them to indirectly discriminate when making hiring decisions. The document examines legal issues around using social media for hiring and how it could lead to claims of discrimination.
This document provides an overview of how social media is used in human resource management. It begins with definitions of key concepts like social media and social networking sites. It then discusses how social media can be used internally in HR for communication, training, employee management, and building relationships. Externally, social media is used for recruitment, compensation/benefits, building relationships, maintaining corporate brand, and promotion. Both strengths and weaknesses are identified, such as social media being cost-effective but also requiring time to learn tools. Case studies of companies' social media use in HR are also reviewed.
Recent college graduates still prefer traditional job search methods like job boards and career fairs over social media platforms. A study of 50 recent graduates found most found jobs through online postings and referrals, with few using LinkedIn. While companies have strong social media presences, graduates don't extensively follow them and aren't strongly influenced by brand awareness. Graduates care most about growth potential, pay and hours in a first job rather than understanding a company's values.
This document discusses a study on how people use and share information on Facebook. It aims to understand what types of information people share, how many use Facebook to solve problems, and people's trust in Facebook. The study will use a quantitative methodology and descriptive research approach. It will survey Facebook users aged 22-30 living in North Delhi, India. The literature review discusses previous studies on social media's role in social change, political campaigns, and its impact on elections. The methodology chapter outlines the descriptive research design and quantitative statistical analysis that will be used.
Analysis of social networking websites and its effect on academic studentsJahangeer Qadiree
Social Networking Websites have enlarged widely worldwide and are used by different types of communities for different
purposes. The effect of social networking websites can be good on students but if we look closer on social networking websites. Today;
Social Networking Websites leads an important role in running the future and carrier of students. At present there are billions of profile
identities of the world wide on Social Networking Websites. The social networking websites are continuously disturbing students from
their studies. As the students main focus for using such social networking websites should be centered focused but unfortunately the
student are using social networking websites for complete destroy of their carrier. As the Social Networking Websites were the only link
between many users across the world, but the social networking websites become just a fertile exercise among the students, teenagers
and even adults. This research paper presents the social networking websites effect on student’s carrier, and the life of teenagers. It also
shows that how the social networking websites are today effective for students pursuing academics, youth and teenagers.
This document summarizes a research study that analyzed factors influencing consumer subscription rates for various social networking sites like Facebook, LinkedIn, Twitter, and Google+. Through surveys and statistical analysis, the researchers identified several key factors that positively influence user attitudes and intentions to use social networks. These included applications, security/privacy features, ability to create a personal image, and level of interactivity. The study found that Facebook in particular benefits from factors like entertainment applications, photo sharing, and status as a trend or style statement among young users.
Corporate Communication & Social Media: A study of its usage patterninventionjournals
This document summarizes a research study that examined how corporate communication professionals use social media. The study found that Facebook, Twitter, and LinkedIn were most used for corporate communication purposes like employee communication, customer relations, and media relations. The majority of messages shared on social media were about company events, achievements, news, promotions, and CSR activities. While social media is an important tool, the study found that some companies have not fully utilized its potential for corporate communication.
The survey found that 68% of organizations use social media to reach external audiences. The most commonly used platforms are Facebook (45%), LinkedIn (34%), and Twitter (28%). Marketing (67%), HR (44%), and public relations (38%) are the most likely to engage in social media activities on behalf of organizations. While 31% of companies track employee social media use and 43% block access to platforms on work devices, larger organizations are more likely to monitor and restrict access. The majority of organizations have used social media for 1-2 years to engage external groups like customers and employees.
Can social media become the final frontier in customer experience management? This research paper was published in Nirma International Conference on Management, 5th Jan 2012. ISBN 93-81361-68-1
Are Social Networking more persuasive than Traditional Word of MouthKUMAR GAURAV
In the present scenario of 21st century when every thing is changing so fast traditional things are losing its importance. This research is conducted to investigate and compare the reliability of recommendation made through social networking and traditional word of mouth.
Hypothesis-
H1- WOM and social networking influence the customer
purchase decision.
H2- Social networking recommendation are more reliable
than traditional WOM.
Major findings are-
-Consumers awareness towards Social Networking and traditional WOM is high.
-Social Network Marketing is more reliable that traditional WOM.
Suggestions-
-Companies should try to promote positive word about their products through social networking and WOM because traditional advertising id losing its effectiveness and due to increased consumerism.
-Companies should to use social networking efficiently to increase their market share because it is not only cost effective but reliable too.
-Quality should be maintained because consumer believe that spreading positive WOM and social networking is difficult because they are not controlled by the marketers and its possible only when product quality is good.
This document is Jonathan Katz's independent study thesis presented to the College of Wooster in partial fulfillment of the requirements for an independent study thesis. The thesis compares job search and dating websites by analyzing what attracts and influences recruiters and relationship seekers when viewing LinkedIn and Match profiles. It examines whether gender, race, or professionalism of the profiled individual affects how long viewers look at profiles and how attractive they find them. The study uses eye tracking glasses to analyze visual behavior and surveys participants about profile strengths and weaknesses. It aims to see if professionally styled profiles are viewed longer and rated higher than unprofessional profiles and whether biases exist based on gender or race.
impact of social networking sites on businessnitish_singh
This research report examines the impact of social networking sites on business. It was submitted by four students to their professors at KSOM, KIIT University. The report includes a literature review on the topic, a description of the research methodology used, an analysis of data collected through questionnaires, and conclusions and suggestions. The research aims to understand how social networking sites are impacting business and which sites are most popular for social networking. It analyzes data collected from 50 students through questionnaires about their social media usage and perceptions of how sites can be used for business.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This document discusses employer branding and the role of social media in recruitment. It defines employer branding as a company's reputation as an employer and discusses how developing a strong employer value proposition (EVP) can help attract talent. It also explores how social media has become crucial for employer branding and recruiting, allowing companies to showcase their culture and values. The document provides advice on leveraging social media for recruitment effectively, including promoting a human face, monitoring sentiment, and utilizing networks like LinkedIn and Glassdoor.
Using digital tools to unlock hr's true potentialRick Bouter
The document discusses how digital technologies are changing how employees and job seekers interact with organizations, but HR functions have been slow to adopt digital. It finds that job seekers increasingly use social media and mobile to search for jobs, while most organizations still rely on traditional recruitment methods. HR processes like learning and development also show low levels of digitization. The document recommends organizations upgrade their IT systems to be more integrated and flexible, use data analytics to improve decision making, and build top management support to drive digital transformation of HR.
Benchmarking Your Initiatives: Findings from 2014 Survey of Social Media in A...Michael Stoner
This presentation was given at the CASE Social Media & Community Conference in Marina Del Rey on 19 March 2014. It provides initial findings and observations from the 2014 Survey of Social Media & Advancement sponsored by CASE, Huron Education, and mStoner, Inc.
Social media are basically web-based tools used for computer-mediated communication. It is a powerful tool that healthcare professionals can use to communicate and interact with patients. It has become an undeniable force that healthcare industry must reckon with. This paper provides a brief introduction on how, where, and why social media are being used in the health care sector. Matthew N. O. Sadiku | Nana K. Ampah | Sarhan M. Musa"Social Media in Healthcare" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-5 , August 2018, URL: http://www.ijtsrd.com/papers/ijtsrd15907.pdf http://www.ijtsrd.com/computer-science/world-wide-web/15907/social-media-in-healthcare/matthew-n-o-sadiku
Customer Satisfaction Towards Various Features of WhatsApp Messaging ApplicationMD EJAZ REZA
WhatsApp is a popular messaging app with over 500 million users worldwide. The document discusses a study conducted on WhatsApp user satisfaction in Delhi, India. 96 respondents participated in an online survey. Key findings include: 100% of respondents use WhatsApp, with over 80% using it for over a year. Features like sharing, ease of use, and group chat were most appealing. Over 90% were satisfied with WhatsApp and would recommend it to others. Suggested improvements included adding video calls and improving privacy.
This document summarizes a research study that examined how perceived security, privacy, and trust impact social media use and relationship development among university students in Malaysia. The study investigated how these factors influence students' willingness to share information and form new relationships on social networking sites. It also looked at how relationship development relates to student enrollment and employee recruitment at Malaysian higher education institutions. The findings showed that privacy and security concerns have a slight impact on information sharing for social media users, while higher perceived security, trust in social media platforms and other users positively correlates with relationship development, which in turn positively correlates with student enrollment and recruitment.
Importance of Social Media Marketing for Corporate Firms AVEACem Senkal
This document discusses the importance of social media marketing for corporate firms, using Avea as a case study. It begins with an introduction on the evolution of social media and increasing usage of social platforms. It then covers trends in social media marketing from both consumer and corporate perspectives. The document analyzes how Avea uses social media for marketing purposes, comparing its approach to competitors Turkcell and Vodafone. It finds that social media is effective for Avea to increase brand awareness, customer satisfaction and engagement while decreasing advertising costs. Overall, the document shows how understanding social media is crucial for companies to adapt their marketing strategies and benefit from this important new channel.
This paper is based on Use of social media in business. This research proposal comes under the Business Research Method subject.
I will also upload our paper presentation based on the same topic.
Feel free to contact.
THE ROLES OF INFORMAL INTERNET TOOLS IN SUPPORTING FORMAL LEARNING IN SAUDI A...caijjournal
This document summarizes a research paper that explores the role of informal internet tools in supporting formal learning in Saudi Arabian universities. The paper conducted a systematic review of multiple studies on this topic. The findings showed that informal internet tools like social media, YouTube, and messaging apps provide Saudi students opportunities for knowledge sharing, skills development, and motivation that enhance their academic performance and career prospects. However, there are also some barriers to the use of these tools in education like lack of quality control. Overall, the research demonstrated that integrating informal internet tools with formal classroom learning has mostly positive impacts on students' learning outcomes and achievements.
This document summarizes a thesis on the effects of online social networking sites on the study habits and academic achievements of university students in Azad Jammu and Kashmir. It begins with an introduction that defines social networking and discusses how technology has advanced socialization online through sites like Facebook and WhatsApp. The study aims to identify the social networking sites used by university students, examine the impact on study habits and performance, and investigate how much time students spend and for what purposes. A literature review discusses definitions of social networking sites and how they allow interaction. Previous research on both positive and negative impacts of social media on learning is also summarized.
The document analyzes the impact of social media on Malaysia's 2013 general election. It finds that while the ruling Barisan Nasional coalition closed the social media gap with the opposition by 2013, it still saw declining electoral performance compared to 2008. Specifically, Barisan Nasional won fewer seats and a lower popular vote share in 2013 versus 2008, even as its social media presence grew and its leader Najib Razak dominated online. The opposition Pakatan Rakyat coalition improved its seat count and popular vote from 2008 despite having less consolidated social media platforms and leadership branding. Thus, social media's influence on actual voter behavior and election outcomes remains unclear in the Malaysian context.
Succeeding with Social Media in Advancing EducationMichael Stoner
This document summarizes the key findings from a survey conducted by CASE on how higher education institutions are using social media. Some of the main findings include:
- Facebook is the most widely used and successful social media platform for meeting institutions' goals.
- Institutions primarily use social media to engage with alumni, strengthen their brand, and increase awareness.
- Social media efforts are currently decentralized across institutions without much coordination.
- While there is potential, institutions lack expertise, staffing, and budget to fully support social media.
- Most want to see more planning and coordination of social media at their institution.
CFM™ - Certified Financial Modeler | Muscat | May 15-19 Mile Prodanov
The CFM ™ is one of the best financial modeling courses worldwide. This is a statement we receive consistent from the hundreds of delegates who attended this program in different countries around the world.
The program is very intensive. Challenging material is presented from the roots up. We build our models from an absolute scratch. This is the only way to mater the material and be able to use it immediately upon completion of the course. In addition, delegates are exposed to daily homework assignments that will foster their understanding and direct application of the course material in their workplace.
The course covers different types of modeling: dynamically expandable models, optimization models, simulation models, VBA models, financial models, forecasting models and power pivot models.
You are more likely to die in an earthquake if you live in a developing nation because buildings are not built to be safe, infrastructure is not well-functioning, and hospitals can be overwhelmed. Recent deadly earthquakes in Haiti, Pakistan, and Myanmar provide examples. To help, other nations can send aid workers, and donations can help developing countries rebuild safer housing and infrastructure through campaigns or trade.
This document summarizes a research study that analyzed factors influencing consumer subscription rates for various social networking sites like Facebook, LinkedIn, Twitter, and Google+. Through surveys and statistical analysis, the researchers identified several key factors that positively influence user attitudes and intentions to use social networks. These included applications, security/privacy features, ability to create a personal image, and level of interactivity. The study found that Facebook in particular benefits from factors like entertainment applications, photo sharing, and status as a trend or style statement among young users.
Corporate Communication & Social Media: A study of its usage patterninventionjournals
This document summarizes a research study that examined how corporate communication professionals use social media. The study found that Facebook, Twitter, and LinkedIn were most used for corporate communication purposes like employee communication, customer relations, and media relations. The majority of messages shared on social media were about company events, achievements, news, promotions, and CSR activities. While social media is an important tool, the study found that some companies have not fully utilized its potential for corporate communication.
The survey found that 68% of organizations use social media to reach external audiences. The most commonly used platforms are Facebook (45%), LinkedIn (34%), and Twitter (28%). Marketing (67%), HR (44%), and public relations (38%) are the most likely to engage in social media activities on behalf of organizations. While 31% of companies track employee social media use and 43% block access to platforms on work devices, larger organizations are more likely to monitor and restrict access. The majority of organizations have used social media for 1-2 years to engage external groups like customers and employees.
Can social media become the final frontier in customer experience management? This research paper was published in Nirma International Conference on Management, 5th Jan 2012. ISBN 93-81361-68-1
Are Social Networking more persuasive than Traditional Word of MouthKUMAR GAURAV
In the present scenario of 21st century when every thing is changing so fast traditional things are losing its importance. This research is conducted to investigate and compare the reliability of recommendation made through social networking and traditional word of mouth.
Hypothesis-
H1- WOM and social networking influence the customer
purchase decision.
H2- Social networking recommendation are more reliable
than traditional WOM.
Major findings are-
-Consumers awareness towards Social Networking and traditional WOM is high.
-Social Network Marketing is more reliable that traditional WOM.
Suggestions-
-Companies should try to promote positive word about their products through social networking and WOM because traditional advertising id losing its effectiveness and due to increased consumerism.
-Companies should to use social networking efficiently to increase their market share because it is not only cost effective but reliable too.
-Quality should be maintained because consumer believe that spreading positive WOM and social networking is difficult because they are not controlled by the marketers and its possible only when product quality is good.
This document is Jonathan Katz's independent study thesis presented to the College of Wooster in partial fulfillment of the requirements for an independent study thesis. The thesis compares job search and dating websites by analyzing what attracts and influences recruiters and relationship seekers when viewing LinkedIn and Match profiles. It examines whether gender, race, or professionalism of the profiled individual affects how long viewers look at profiles and how attractive they find them. The study uses eye tracking glasses to analyze visual behavior and surveys participants about profile strengths and weaknesses. It aims to see if professionally styled profiles are viewed longer and rated higher than unprofessional profiles and whether biases exist based on gender or race.
impact of social networking sites on businessnitish_singh
This research report examines the impact of social networking sites on business. It was submitted by four students to their professors at KSOM, KIIT University. The report includes a literature review on the topic, a description of the research methodology used, an analysis of data collected through questionnaires, and conclusions and suggestions. The research aims to understand how social networking sites are impacting business and which sites are most popular for social networking. It analyzes data collected from 50 students through questionnaires about their social media usage and perceptions of how sites can be used for business.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This document discusses employer branding and the role of social media in recruitment. It defines employer branding as a company's reputation as an employer and discusses how developing a strong employer value proposition (EVP) can help attract talent. It also explores how social media has become crucial for employer branding and recruiting, allowing companies to showcase their culture and values. The document provides advice on leveraging social media for recruitment effectively, including promoting a human face, monitoring sentiment, and utilizing networks like LinkedIn and Glassdoor.
Using digital tools to unlock hr's true potentialRick Bouter
The document discusses how digital technologies are changing how employees and job seekers interact with organizations, but HR functions have been slow to adopt digital. It finds that job seekers increasingly use social media and mobile to search for jobs, while most organizations still rely on traditional recruitment methods. HR processes like learning and development also show low levels of digitization. The document recommends organizations upgrade their IT systems to be more integrated and flexible, use data analytics to improve decision making, and build top management support to drive digital transformation of HR.
Benchmarking Your Initiatives: Findings from 2014 Survey of Social Media in A...Michael Stoner
This presentation was given at the CASE Social Media & Community Conference in Marina Del Rey on 19 March 2014. It provides initial findings and observations from the 2014 Survey of Social Media & Advancement sponsored by CASE, Huron Education, and mStoner, Inc.
Social media are basically web-based tools used for computer-mediated communication. It is a powerful tool that healthcare professionals can use to communicate and interact with patients. It has become an undeniable force that healthcare industry must reckon with. This paper provides a brief introduction on how, where, and why social media are being used in the health care sector. Matthew N. O. Sadiku | Nana K. Ampah | Sarhan M. Musa"Social Media in Healthcare" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-5 , August 2018, URL: http://www.ijtsrd.com/papers/ijtsrd15907.pdf http://www.ijtsrd.com/computer-science/world-wide-web/15907/social-media-in-healthcare/matthew-n-o-sadiku
Customer Satisfaction Towards Various Features of WhatsApp Messaging ApplicationMD EJAZ REZA
WhatsApp is a popular messaging app with over 500 million users worldwide. The document discusses a study conducted on WhatsApp user satisfaction in Delhi, India. 96 respondents participated in an online survey. Key findings include: 100% of respondents use WhatsApp, with over 80% using it for over a year. Features like sharing, ease of use, and group chat were most appealing. Over 90% were satisfied with WhatsApp and would recommend it to others. Suggested improvements included adding video calls and improving privacy.
This document summarizes a research study that examined how perceived security, privacy, and trust impact social media use and relationship development among university students in Malaysia. The study investigated how these factors influence students' willingness to share information and form new relationships on social networking sites. It also looked at how relationship development relates to student enrollment and employee recruitment at Malaysian higher education institutions. The findings showed that privacy and security concerns have a slight impact on information sharing for social media users, while higher perceived security, trust in social media platforms and other users positively correlates with relationship development, which in turn positively correlates with student enrollment and recruitment.
Importance of Social Media Marketing for Corporate Firms AVEACem Senkal
This document discusses the importance of social media marketing for corporate firms, using Avea as a case study. It begins with an introduction on the evolution of social media and increasing usage of social platforms. It then covers trends in social media marketing from both consumer and corporate perspectives. The document analyzes how Avea uses social media for marketing purposes, comparing its approach to competitors Turkcell and Vodafone. It finds that social media is effective for Avea to increase brand awareness, customer satisfaction and engagement while decreasing advertising costs. Overall, the document shows how understanding social media is crucial for companies to adapt their marketing strategies and benefit from this important new channel.
This paper is based on Use of social media in business. This research proposal comes under the Business Research Method subject.
I will also upload our paper presentation based on the same topic.
Feel free to contact.
THE ROLES OF INFORMAL INTERNET TOOLS IN SUPPORTING FORMAL LEARNING IN SAUDI A...caijjournal
This document summarizes a research paper that explores the role of informal internet tools in supporting formal learning in Saudi Arabian universities. The paper conducted a systematic review of multiple studies on this topic. The findings showed that informal internet tools like social media, YouTube, and messaging apps provide Saudi students opportunities for knowledge sharing, skills development, and motivation that enhance their academic performance and career prospects. However, there are also some barriers to the use of these tools in education like lack of quality control. Overall, the research demonstrated that integrating informal internet tools with formal classroom learning has mostly positive impacts on students' learning outcomes and achievements.
This document summarizes a thesis on the effects of online social networking sites on the study habits and academic achievements of university students in Azad Jammu and Kashmir. It begins with an introduction that defines social networking and discusses how technology has advanced socialization online through sites like Facebook and WhatsApp. The study aims to identify the social networking sites used by university students, examine the impact on study habits and performance, and investigate how much time students spend and for what purposes. A literature review discusses definitions of social networking sites and how they allow interaction. Previous research on both positive and negative impacts of social media on learning is also summarized.
The document analyzes the impact of social media on Malaysia's 2013 general election. It finds that while the ruling Barisan Nasional coalition closed the social media gap with the opposition by 2013, it still saw declining electoral performance compared to 2008. Specifically, Barisan Nasional won fewer seats and a lower popular vote share in 2013 versus 2008, even as its social media presence grew and its leader Najib Razak dominated online. The opposition Pakatan Rakyat coalition improved its seat count and popular vote from 2008 despite having less consolidated social media platforms and leadership branding. Thus, social media's influence on actual voter behavior and election outcomes remains unclear in the Malaysian context.
Succeeding with Social Media in Advancing EducationMichael Stoner
This document summarizes the key findings from a survey conducted by CASE on how higher education institutions are using social media. Some of the main findings include:
- Facebook is the most widely used and successful social media platform for meeting institutions' goals.
- Institutions primarily use social media to engage with alumni, strengthen their brand, and increase awareness.
- Social media efforts are currently decentralized across institutions without much coordination.
- While there is potential, institutions lack expertise, staffing, and budget to fully support social media.
- Most want to see more planning and coordination of social media at their institution.
CFM™ - Certified Financial Modeler | Muscat | May 15-19 Mile Prodanov
The CFM ™ is one of the best financial modeling courses worldwide. This is a statement we receive consistent from the hundreds of delegates who attended this program in different countries around the world.
The program is very intensive. Challenging material is presented from the roots up. We build our models from an absolute scratch. This is the only way to mater the material and be able to use it immediately upon completion of the course. In addition, delegates are exposed to daily homework assignments that will foster their understanding and direct application of the course material in their workplace.
The course covers different types of modeling: dynamically expandable models, optimization models, simulation models, VBA models, financial models, forecasting models and power pivot models.
You are more likely to die in an earthquake if you live in a developing nation because buildings are not built to be safe, infrastructure is not well-functioning, and hospitals can be overwhelmed. Recent deadly earthquakes in Haiti, Pakistan, and Myanmar provide examples. To help, other nations can send aid workers, and donations can help developing countries rebuild safer housing and infrastructure through campaigns or trade.
This document discusses key concepts in management, including defining management as the process of using organizational resources to achieve goals. It outlines how managers ensure efficiency and effectiveness to satisfy customers and meet goals. Resources include people, machinery, materials, and money. The document also defines management as a discipline, group of people, and process. It outlines management functions like planning, organizing, staffing, directing, and controlling, and discusses management levels, roles, skills, and the conceptual, human, and technical skills required of managers.
Successful strategies sales and marketingStephen Bibby
This document discusses strategies for linking corporate marketing to strategic management models. It covers key marketing concepts like the 4 P's of marketing (product, price, promotion, and place) and tools for segmentation, product lifecycles, and market growth matrices. The document emphasizes understanding customer needs and exceeding their desired satisfaction. It also discusses linking marketing strategies to external factors like national strengths using Porter's Diamond model. The overall goal is to shape marketing strategies that reflect strengths in the competitive environment.
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Listen to the recording here: https://attendee.gotowebinar.com/register/1249742669402153986
Sponsored by HRO
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92 Journal of Computer Information Systems Fall 2014USING .docxevonnehoggarth79783
92 Journal of Computer Information Systems Fall 2014
USING SOCIAL TECHNOLOGIES
FOR COMPETITIVE ADVANTAGE:
IMPACT ON ORGANIZATIONS AND HIGHER EDUCATION
JERETTA HORN NORD JOANNA PALISZKIEWICZ ALEX KOOHANG
Oklahoma State University Warsaw University of Life Science Middle Georgia State College
Stillwater, OK Warsaw, Poland Macon, Georgia
ABSTRACT
The number of individuals engaging in social technologies
for both personal and business reasons is staggering. This
phenomenon is growing exponentially and fast becoming an
integrated, cross platform experience which will impact every
individual online. Social technologies used specifically by
organizations for business support, the purposes and the benefits
realized are addressed in this paper. Based on research results and
a review of related literature, two issues are addressed: 1) How
organizations can rethink their social strategy to gain competitive
advantage; and 2) How social technologies education should be
incorporated into the curriculum so students are prepared for life
beyond graduation.
Keywords: Social Technologies; Social Technology; Social
Media; Facebook; Twitter; LinkedIn; YouTube; Curriculum;
Education; Social Strategy, Organizations
INTRODUCTION
“When it comes to social tech, playtime is over. The changes
that will come because of these technologies will be far-
reaching, fast, and dramatic. Social tech is not just a few Internet
applications or platforms. It is a broad movement that already
includes hundreds of companies, each of which provides a unique
service.” [10] Klososky [10] categorizes social technology to
include social relevance, social media, and social networking.
Because this paper investigates social platforms and purposes
in which these platforms are used for business support, the term
social technology coined by Scott Klososky is adopted.
Social technology users have expanded from those who
were primarily high school and college aged students to every
generation with the greatest increase in new users in the 55-64
year age group experiencing a growth of 79 percent since 2012.
[4] “Social media is not an option — it is a must!” [11] The
numbers are staggering with over one billion plus active users on
Facebook, 500 million plus users on Twitter with an average of
400 million tweets being sent per day, 38 million total users on
LinkedIn and 1 billion unique monthly visitors on YouTube. [9]
Social technology sites are now translating into unparalleled
profits for businesses savvy enough to use social technologies
for customer service, increased awareness/exposure, gaining
new customers, marketing, and networking and professional
relationships. “Social technologies, theories, best practices and
strategy are still evolving, but there is one principle that remains
constant behind every PR, marketing and advertising campaign:
people persuading people.” [12] Google has joined the social
technologies frenzy as sites like F.
LinkedIn usage is low among millennials and college students compared to other social media platforms. Only 7% of millennials use LinkedIn, whereas 50% of college graduates are on LinkedIn. One third of all professionals globally use LinkedIn. To increase younger user engagement, LinkedIn should focus marketing on college campuses through celebrity endorsements and trial premium memberships to promote the professional benefits of the platform.
The document discusses 5 major social media trends in 2013 and their implications for HR and recruiting: [1] increased mobile usage of social media, [2] growth of international and localized social networks, [3] social media boosting workplace productivity, [4] improved tools for analyzing big social data, and [5] more integration of personal and professional online profiles. It then focuses on changes and privacy issues related to Facebook in 2013, including its Graph Search tool which allows users to get job recommendations from their social connections.
The use of social media in the recruitment processBhagyashree Zope
This document summarizes a study on the use of social media in the recruitment process. It finds that over half of UK jobseekers now use social media sites like Facebook and LinkedIn to search for jobs. While social media offers opportunities to efficiently target candidates, there are also risks around privacy, discrimination, and bias. Employers need to consider how to handle personal information found online and avoid letting non-job related factors influence hiring decisions. The study examines the costs and benefits of using social media, common tools and practices, and risks to both employers and candidates. It aims to understand how social media is changing recruitment and provide advice on related legal and policy issues.
The use-of-social-media-in-the-recruitment-processPreeti Bhaskar
This document summarizes a study on the use of social media in recruitment conducted by the Institute for Employment Studies (IES) for the UK's Advisory, Conciliation and Arbitration Service (Acas). The study aimed to understand how and why employers use social media tools for recruitment, the perceived costs and benefits, and the legal and reputational risks. It involved a literature review and case studies with Pets at Home, G4S, and Monmouthshire County Council. The study found that employers use social media mainly for candidate screening and marketing, though there are risks around privacy, discrimination, and bias. Employers must develop policies around social media use in recruitment to manage these risks.
Adecco Global Social Recruiting Study Global Results 2014AdeccoGroup
The Adecco Global Social Recruiting Study
Whether you're a Job Seeker or a Recruiter, our study has some key insights for you.
Job Seekers: get the most out of the unlimited opportunities available through the proper use of social networks.
Recruiters: find out how to improve the quality of your professional social media practices.
Some background
The digital age is transforming the recruitment industry, allowing companies to reach targeted candidates and create new forms of employer branding, as well as helping candidates interact with their potential future employer. Recruitment is more dynamic than ever due to the uptake of social media, both for small businesses, as well as large corporations. For job seekers, social media is a valuable tool to find opportunities and advance careers.
The study
Recruiting is increasingly social and Adecco wants to know how it works. We conducted a survey between March 18 and June 2, 2014, collecting responses from 17,272 candidates and 1,501 recruiters from 24 countries. We want to understand how candidates search for jobs on social media, which tools they use, and how they present themselves online. We also interviewed the recruiters to discover how companies operate on social media, which tools they use, and what they look for in their recruiting process.
The study looks at a global, regional and local level on the areas of
- The use of social media
- The effectiveness of social media in matching job seekers with open positions
- The importance of web reputation
- The social capital of individual candidates
- How recruiters explore the web when looking for a candidate
You can download all reports and infographics on www.adecco.com/socialrecruiting
Follow us on Facebook: www.facebook.com/adecco
Follow us on Twitter and Instagram: @AdeccoGroup
The document summarizes key findings from a study on social media use in the workplace and its impact on employee attitudes and behaviors. Some of the main findings include:
1) Employees who feel they can communicate openly, participate in decisions, and feel valued showed greater trust, satisfaction, loyalty and motivation compared to those who did not. Simply allowing social media use did not have as large an impact as these cultural factors.
2) Different corporate functions like marketing, communications, management and HR had differing views on factors like trust, satisfaction and pride in the workplace.
3) An individual's level in the company was not related to their social media use at work.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
This document is a project report submitted by Vibha Kattige to the University of Mumbai exploring the role of social media in the recruitment process. It includes an introduction outlining the objectives and scope of the study. The methodology section describes how secondary data was collected from research papers, articles, and surveys. Several figures are presented showing trends in social media use for recruitment by industry, job role, and geography. The background section provides definitions of social media and social networking sites, and discusses how e-recruitment and the use of social networks for recruitment has grown significantly. The report will continue to analyze the use of social media in the recruitment process and discuss benefits, risks, and the future of this approach.
The survey found that 94% of recruiters use or plan to use social media in recruitment efforts. 78% of recruiters have made a hire through social media. LinkedIn, Facebook and Twitter are the top social networks used, but recruiters also use other platforms like GitHub and Stackoverflow. Recruiters look at candidates' experience, skills, cultural fit and online presence. Social recruiting provides benefits like improved time to hire, quality of candidates, and estimated savings of over $20k per candidate hired. The hiring market is highly competitive, with 68% of companies offering referral bonuses to gain an edge.
Social Recruiting 2013 Survey Results via JobVite
• 94% of recruiters use or plan to use social media in their recruitment efforts • 78% of recruiters have made a hire through social media
This year’s results delve into how recruiters are leveraging social recruiting in addition to whether or not they are using it. Much like marketers, recruiters use social networks as part of a multi-channel strategy to find leads and nurture them to hire. Just as the days of “rented attention” and “one size fits all” campaigns are over in the marketing and advertising worlds, recruiters now focus on building their own talent pool and appealing to candidates’ individual preferences.
The best candidates are always “shopping” for a new job and have more information at their fingertips than ever before. To succeed in today’s fiercely competitive market, recruiters have started to use a marketer’s approach to find and cultivate the top talent:
• Facebook, Twitter and LinkedIn are still the recruiters social networks of choice – but they have company. Blogs, Youtube, GitHub, Stackoverflow, Yammer, and Instagram have emerged as channels recruiters also use to source talent. • Across social channels, recruiters look for professional experience, tenure, hard skills, industry-related voice and cultural fit as part of the hiring process. • LinkedIn remains the king of searching (96%), contacting (94%), vetting (92%) and keeping tab of candidates (93%).
Recruiters are also placing increasing importance on candidates’ social profiles:
• 42% have reconsidered a candidate based on content viewed in a social profile, leading to both positive and negative re-assessments • Profanity, and grammar and punctuation errors trigger negative reactions among recruiters over 60% of the time
Social recruiting is not just a way of finding the best cultural fit – there are also significant bottom line benefits
• Recruiters reported a jump in time to hire (33%), the quality of candidates (49%) and the quantity of candidates (43%) • 60% of recruiters estimate the value of social media hires as greater than $20k/year. 20% estimate the value of social media hires as greater than $90k/year.
Finally, developments in social recruiting exist in the context of a highly competitive employee market:
• Only 1.5% of recruiters expect the hiring environment to get less competitive in the coming year • 68% of companies offer referral compensation to gain a competitive edge in hiring.
This year’s results delve into how recruiters are
leveraging social recruiting in addition to whether or
not they are using it. Much like marketers, recruiters
use social networks as part of a multi-channel strategy
to find leads and nurture them to hire. Just as the days
of “rented attention” and “one size fits all” campaigns
are over in the marketing and advertising worlds,
recruiters now focus on building their own talent pool
and appealing to candidates’ individual preferences.
Social Media Enters the Mainstream: Report on the Use of Social Media in Adva...Michael Stoner
This report focuses on data from the fifth year of surveying professionals in institutional advancement at colleges and universities around the world on how they use social media in fundraising, alumni engagement, marketing, PR, and other external relations activities.
The findings indicate that social media has become a mainstream channel for engagement in eduction. If you want a single data point that indicates how entrenched social media has become in advancement, consider that 46 percent of presidents, chancellors, and other institution heads use social media in their official roles.
Download the report: http://offers.mstoner.com/social-media-enters-the-mainstream-download-free-white-paper
Social media provides significant benefits for recruiters by allowing them to connect with a vast number of potential candidates and clients through sites like LinkedIn, Facebook, and Twitter. However, many recruiters are failing to leverage these opportunities because they do not understand the benefits of social media, how to get started, or think it requires too much effort. The document provides tips on how recruiters can easily get started with social media by creating profiles, connecting with contacts, and participating regularly. It also offers strategies for expanding use of social media through additional networks and tools.
This document discusses using social media for recruitment, employee engagement, and job seeking. It defines Web 2.0 as online technologies that allow user participation and outlines popular social media platforms. Benefits of social media include attracting passive candidates, improving branding and the candidate experience, and reducing costs. Risks include legal issues, so companies should create social media policies.
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Assessing job marjet with social media
1. Assessing job market with social networking sites
Nageshri B Karhade , Supriya Pawar
Maratha Mandir’s Babasaheb Gawde Institute Of Management,
Mumbai University,
India
nageshri@msn.com,supriyapawar5@gmail.com
Abstract- The purpose of this paper is to assess the job
market with the help of social networking sites. This
research aims to investigate the effects personal social
networking sites have on candidate’s opportunities for
obtaining employment and how and to what extent hiring
managers used this information in the hiring process. The
data for this study was obtained from questionnaires
provided to 60 MMS second year students studying in south
Mumbai colleges and 10 recruiters. The results show a
rising trend in usage of social networking sites by recruiters
but lack of acceptance by students. The analysis concludes
that social networking sites can be used as a useful tool by
students seeking jobs. The findings will help students to put
more focus on using social networking sites not only for
personal use but also for professional use. It also serves as
an encouragement to students in how to maintain a
professional profile.
Keywords: social networking sites, job market, recruiters
INTRODUCTION
The job market in India has indeed undergone a
wind of change with newer opportunities popping
out in course of time. This in turn has helped the
job seekers, both fresher and experienced
professionals to explore greener pastures lying
ahead. The different tools used are Referrals, Job
Boards and Career Websites, Job Fairs, Company
Websites, Recruitment Agencies. The Internet
profoundly affects how business is conducted in the
world today, and recruiting and hiring processes are
being swept along in this current. The Internet lends
itself well to finding and attracting college
graduates, skilled workers, managers, and
executives. These groups tend to be computer
literate, and technology use is an integral part of
their daily routines, helping them develop and
maintain connections at work as well as in their
personal lives. Popular social media Web sites such
as MySpace, Facebook, Wikipedia, and Yahoo!
Groups abound and are subscribed to by millions of
people, prompting employers to explore ways to use
social media in their search for new talent. This
paper provides an overview of how social media are
currently being used by leading edge companies as
well as job seekers.
Use of the internet and social media has grown
substantially over the last decade, and the use of
these new web-based technologies for work related
activities has been a major part of that. While
internet usage has grown, the way people are using
the internet has also changed. More interactive
online technology such as blogs, social networking
sites such as Twitter and Facebook and other
innovations which are part of greater interactivity
and user-generated content that characterize socalled ‘Web 2.0‘ –i.e. sites allowing users to
interact and collaborate with each other in a social
media dialogue – have become more prominent.
The use of social networking sites among internet
users in India has grown nearly 52% since 2011,
with more than 76 million people now using social
networking sites in the country (McNaughton
2012).
According to Andrea Broughton, Tom Higgins, Ben
Hicks and Annette Cox (2010) social network sites
are web-based services that allow individuals to (1)
construct a public or semi-public profile within a
bounded system, (2) articulate a list of other users
with whom they share a connection, and (3) view
and traverse their list of connections and those made
by others within the system.
LITERATURE REVIEW
On Facebook, where many users look to connect
more personally and socially than professionally,
it’s still a good idea to have a pristine profile. A
recent survey by CareerBuilder.com found that 37
2. percent of employers screen candidates using social
media, with one-third saying they’ve rejected
applicants because of what they’ve found. As a
result, it’s important to only post appropriate,
professional photos of yourself and keep your
communications clean. Facebook users also may
benefit from creating lists of close friends,
acquaintances and restricted users where they can
sort out what content certain friends can see.
Recruiting using Social Media has taken many parts
of the globe by storm and this revolution is here to
stay. Social media has become a potent tool for both
employers and employees and as a low cost - high
return option, recruiting through Social Media will
soon become a key differentiator in the current
global recruitment market. The advancement of
technology will also fuel this growth with easier
interface and ultra refined searches, helping
employers and employees finding the right fit jobs
(E.Balaji).
Social Networking in India
•
•
•
More than 33 million Internet users who
form 84% of the total Internet audience, visit
social networking sites
The total Indian social networking audience
grew 43 percent in the past year, more than
tripling the rate of growth of the total
Internet audience in India
India now ranks as the seventh largest
market worldwide for social networking
Table 1: Statistics showing use of SNS in India
Source: Indiasocial
Global Recruiting Trends Survey 2011 conducted
by Linkedin in India Surveyed 369 recruiting
professionals in India who have a LinkedIn profile.
According to this survey 38% Employment
branding, 36% referral programs and 33% social
professional networking are the top recruiting trends
in India. Most companies in India use social
professional networking for recruiting 62% as
minor hiring source and 18% as major hiring
source.
When asked why they use social networks to
conduct background research, hiring managers
stated the following:
•
•
To see if the candidate presents himself/herself
professionally – 65 percent
To see if the candidate is a good fit for the
company culture – 51 percent
•
To learn more about
qualifications – 45 percent
•
To see if the candidate is well-rounded – 35
percent
•
To look for reasons not to hire the candidate –
12 percent
the
candidate’s
A third (34 percent) of hiring managers who
currently research candidates via social media said
they have found information that has caused them
not to hire a candidate. That content ranges from
evidence of inappropriate behavior to information
that contradicted their listed qualifications:
• Candidate posted provocative/inappropriate
photos/info – 49 percent
• There was info about candidate drinking or
using drugs – 45 percent
• Candidate had poor communication skills – 35
percent
• Candidate bad mouthed previous employer –
33 percent
• Candidate made discriminatory comments
related to race, gender, religion, etc. – 28
percent
• Candidate lied about qualifications – 22
percent
While screening for red flags is one a reason for
social media research, employers are also looking
for information that could potentially give a job
3. seeker an advantage. Three in ten hiring managers
(29 percent) said they have found something that
has caused them to hire a candidate, citing content
that showed them the following:
•
•
Good feel for candidate’s personality – 58
percent
Conveyed a professional image –55 percent
•
Background
information
supported
professional qualifications – 54 percent
•
Well-rounded, showed a wide range of
interests – 51 percent
•
Great communication skills – 49 percent
•
Candidate was creative – 44 percent
•
Other people posted great references about the
candidate – 34 percent
Employers are primarily using Facebook (65
percent) and LinkedIn (63 percent) to research
candidates; 16 percent use Twitter.
More than one‐in‐five job aspirants surveyed in
India access social networking sites to hunt for the
right job, according to the latest survey results
revealed by global workforce solutions leader,
Kelly Services. The survey also indicates that many
are anxious about their potential career fallout from
personal content on these sites. The findings are
part of the ‘Kelly Global Workforce Index’, which
obtained the views of approximately 97,000 people
in 30 countries, including almost 2,000 in India. In
the survey, respondents were asked a series of
questions relating to their use of social networking
as an employment tool, including identifying what
social networking sites are most frequently used for
searching for jobs and by what method they
obtained their last job. The survey also sought to
identify the impact of social media content on
people's careers, and issues regarding the use of
social networking within the workplace.
Top sources referred by job aspirants to secure jobs:
•
Recruitment/Staffing firms (26%)
•
Direct approaches from employers (26%)
•
Online postings (21%)
•
Word‐of‐mouth referrals (14%)
•
Print advertisement (5%)
•
Other (5%)
•
Social media sites (4%)
LinkedIn is the most popular social media site
among all generation of job seekers
Following is the age‐wise split of LinkedIn usage:
Gen X (aged 30‐47), (69%)
•
Baby boomers (aged 48‐65), (56%)
•
Gen Y (aged 18‐29), (46%)
Percentage of people searching jobs online across
cities:
•
Andhra Pradesh (44%)
•
Delhi (34%)
•
Karnataka (32%)
•
Maharashtra (31%)
•
Tamil Nadu (28%)
Generation Y employees are the most likely to be
active online for career development purposes (34%
regard being active on social media as a requisite
for career advancement), yet they are also most
concerned about the possible adverse affects of
online material. Well over one-quarter (28%) of
Gen Y’s worry that material from their social
networking pages could adversely affect their
career. This level of concern was shared across all
generations, with 26% of Gen X respondents and
22% of Baby Boomers agreeing online material
could pose potential career problems if not managed
carefully.
Commenting on the findings of the survey,
Mr.Kamal Karanth, Managing Director, Kelly
Services said, “The use of social media has become
more evident amongst job seekers in this
technologically evolved market. It acts as a very
distinctive and effective medium for both the
employer and employee to connect and engage.
More and more recruiters are using this tool as it
helps in quickening the entire procedure of hiring
4. and is cost effective.”The resume is no longer the
first step in the recruitment process; It’s one of the
last. Social media gives both candidates and
employers the chance to be more active in their job
hunt—saving time and money and ensuring that
applicants who get the job are the best fit for the
company and stay around for the long haul.
MOST POPULAR SOCIAL
NETWORKING SITES
Q.
Do you have your profile on any of the
following social networking sites?
FACEBOOK IS THE MOST
POPULAR AMONG
STUDENTS
93%
OBJECTIVES
Facebook
Twitter
Other
13%
13%
Graph 1: Popular SNS
Q.
TIME SPENT ON SOCIAL
MEDIA
RESEARCH MEHODOLOGY
The main purpose of this study was to determine if
and how students and companies are using social
networking sites to screen potential candidates. Two
types of survey questionnaire were developed. One
focusing on students and the other on recruiters.
The one focusing on students concentrated on
measuring social media usage and respondents
preferences. The questionnaire consisted of 10
questions which was distributed among 60 students
studying in MMS second year in south Mumbai
colleges. Out of these 60 questionnaires 30 were
sent online. Sampling used was convenient
sampling. The second questionnaire concentrated on
recruiters to find what would their perceptions be
based on information found online, and how would
the information found on these websites influence
their decision to hire. The questionnaire was
distributed to 10 recruiters consisting of 6 questions
each. Collected data was analyzed using central
tendency tools such as percentages and graphs.
40%
Linkedin
1. To determine the popularity of social networking
sites among students as a tool for job seeking.
2. To understand the market potential of social
networking sites as a recruitment tool by
employers.
93%
How much time do you spend on
social networking sites each week?
> 25 hours
65% OF STUDENTS
SPEND 0-5 HOURS ON
SOCIAL MEDIA SITES
EAC WEEK
21-25 hours
16-20 hours
0%
4%
4%
11-15 hours
6-10 hours
17%
65%
0-5 hours
Graph 2: Time spent on SNS
USE OF SOCIAL NETWORKING
SITES
Q.
Why do you use social networking
sites?
To promote yourself
93% USE SNS TO KEEP
IN TOUCH WITH FRIENDS
AND FAMILY
To find information
about company
To make professional
and business …
To keep in touch with
friends and family
Graph 3: Use of SNS
23%
0%
To share
video,photos ,and…
To meet new people
DATA ANALYSIS
Analysis based on survey questionnaire provided to
students
10%
40%
13%
33%
93%
5. FRIEND REQUEST SENT
Q.
Whom do you send friend request?
Strangers(HR)
SENT TO FRIENDS
Professional collegues
PORTALS AS THE MOST
POPULAR TOOL FOR
SEARCHING A JOB
27%
93%
80%
13%
Reference from
professional, person
al contacts
27%
Graph 7: Most popular media
Q.
How many contacts you have
in your social networking profile?
61 % HAVE MORE THAN
29%
101-150
Graph 5: Number of contacts on SNS
53% HAVE DENIED
USING SNS FOR JOB
SEARCH
YES
53%
47%
NO
Graph 8: Use of SNS for seeking a job
MOST POPULAR SOCIAL
MEDIA SITE TO SEARCH FOR
JOB
Q.
How many of your contacts are
professional?
50-75
Do you use social networking
sites for job search?
0%
< 50
60 % HAVE 25-50
Q.
10%
51-100
MORE THAN 75
USE OF SOCIAL
NETWORKING SITES FOR
SEEKING A JOB
61%
MORE THAN 150
PROFESSIONAL CONTACTS
IN THEIR SOCIAL MEDIA
PROFILES
13%
Job portals
News paper
Graph 4: Friend request sent
NUMBER OF
PROFESSIONAL CONTACTS
3%
Company career
sites
33%
Friends
150 CONTACTS
Which of the following social
media do you use to find job?
80% HAVE CHOSEN JOB
Family
NUMBER OF CONTACTS IN
SOCIAL MEDIA SITES
Q.
Other
2%
93 % OF REQUST IS
MOST POPULAR MEDIA TO
SEARCH FOR JOBS
Other
0%
2%
25-50
< 25
Graph 6: Number of professional contacts
Q.
If yes, which of these sites do you
use?
60%
38%
40% USE LINKEDIN AND
HAS VOTED IT AS THE
MOST POPULAR SNS TOOL
FOR JOB SEARCH
0%
Linkedin
Twitter
Facebook
40%
10%
27%
Graph 9: Most popular SNS for job search
6. The above analysis shoes that the popular social
media site is Facebook 93% which is extensively
used to keep in touch with friends and family. The
social media mostly preferred is job portals
80%.The preference to search for job through social
media sites is negative with 53% not preferring it.
When compared with Kelly Global Workforce
Index which shows social media sites being used by
only 4% students our analysis stands true.
THE PURPOSE BEHIND
USING SOCIAL MEDIA SITES
What is your purpose behind using social
networking sites as a recruitment tool?
70% RECRUITERS USE
SNS TO SEE IF THE
CANDIDATE PRESENTS
HIMSELF/HERSELF
PROFESSIONALLY
Analysis based on survey questionnaire provided to
recruiters
TRADITIONAL TOOLS USED
BY RECRUITERS
Q.
ON-CAMPUS
RECRUITMENT
To look for reasons
not to hire the
candidate
To see if the
candidate is wellrounded
To learn more
about the
candidate’s…
To see if the
candidate is a good
fit for the company
To see if the
candidate presents
himself/herself…
30%
50%
50%
60%
70%
Graph 12: Purpose of using SNS
What are the tools used by your company for
recruitment?
90% RECRUITERS USE
Q.
On-campus
recruitment
90%
SELECTION OF CANDIDATE
THROUGH SNS
8 OUT OF 10 RECRUITERS HAVE
SUCCESSFULLY HIRED A CANDIDATE
Employee referrals
80%
Q.
Have you selected any candidate
using social networking sites? If yes
why?
People posted great
references
WHO WAS IDENTIFIED OR
40%
Great communication
skills
40%
INTRODUCED THROUGH A SOCIAL
NETWORK OR SOCIAL MEDIA
Job portals
60%
Well-rounded
70% SELECTING ON THE BASIS OF
Newspaper
50%
Background
information…
CANDIDATES’S PERSONALITY
20%
30%
Candidate was
creative
60%
Conveyed a
professional image
Graph 10: Traditional recruitment tools used
60%
70%
Candidate’s
personality
RECRUITERS LEVERAGING SOCIAL
MEDIA TO REACH CANDIDATES IS AT AN
ALL-TIME HIGH
FACEBOOK AND TWITTER RECRUITING
Q.
Do you or your company use social
networks or social media to support your
recruitment efforts?
Others
ADOPTION GROWING RAPIDLY WHILE
20%
Graph 13: Selecting candidate using SNS
REJECTION OF CANDIDATE
BASED ON INFORMATION
FROM SNS
LINKEDIN BECOMES NEARLY UNIVERSAL
Twitter
90% RECRUITERS USE LINKEDIN
FOR RECRUITMENT
Facebook
Candidate lied about
qualifications
50%
90%
Linkedin
60%
Graph 11: Usage of SNS by recruiters
Q.
Have you rejected any candidate based on
the information provided by social
networking sites? If yes why?
70% REJECTED
CANDIDATE BECAUSE THEY
POSTED INAPPROPRIATE
CONTENT
Candidate made
discriminatory…
30%
20%
Candidate bad
mouthed previous…
Candidate had poor
communication skills
50%
30%
There was info about
candidate drinking…
Candidate posted
provocative/inappr…
Graph 14: Rejecting candidate using SNS
60%
70%
7. POTENTIAL FOR SOCIAL
NETWORKING SITES AS A
RECRUITMENT TOOL
80% RECRUITERS BELIEVE
Social Networking Sites is a fast moving topic
which has to be monitored for a longer time period.
Q.
Do you think there is potential for social
networking sites as a recruitment tool?
NO
20%
SNS HAS POTENTIAL AS A
RECRUITMENT TOOL
YES
80%
Graph 15: Potential for SNS
The above data comparison provides a scope on the
potential power social networking sites may have
on decision making from human resources and
hiring managers. When comparing our survey
against the Linkedin data research, the results
showed that 90% of recruiters used Linkedin
followed by Facebook (60%).The main purpose
being to check if candidate presents himself/herself
professionally (70%). The reasons given for
candidate being rejected were inappropriate content
posted (70%) followed by candidates drinking and
using drugs (60%). The reasons for candidate being
accepted were good feel for candidate’s personality
(70%). When asked if social networking sites held
potential in future the answers were in favor of Yes
89%.
VI. LIMITATIONS
Obviously in order for this exploratory research to
gain statistical significance a larger sample will
need to be surveyed. In spite of our efforts the
response rate was less so the opinion of our overall
study may not be representative of this group. . In
addition, the sample size taken for recruiters which
are making use of social-oriented networking sites
is small (n=10) which may limit the generalizability
of the study. As a consequence, it may be difficult
to draw definite conclusions about social-oriented
networking sites and recruitment. In addition, the
study is only a snapshot in time and the usage of
VII. RECOMMENDATIONS
1. Plan a social media strategy that is right for
your career goals.
2. Build an on-line professional profile. Create a
robust LinkedIn profile.
3. Use platforms like Twitter to expand your
network.
4. Stay YouTube, Facebook.
5. Join LinkedIn Groups (industry-related, or your
college/university-related).
6. Consider starting a blog related to the many
career interests you are passionate about.
7. Use social media platforms to research
organizations and people.
8. Don’t post inappropriate contents or comments
on your profile.
VIII. CONCLUSION
Social media usage and activities continues to carve
into our culture and there is no indication of it
slowing down. In fact, more people become part of
the phenomena including the aging population. It is
no longer the “young” thing but a way many
communicate, share experiences, interests, or
display their attitudes and feelings. This is the new
norm and as our analysis indicates the trend will
likely continue to grow and hence the students must
change their perceptions about social networking
sites. They must realize that Social networking sites
can also be used as a professional tool for seeking
jobs. They must understand the concept of branding
yourself. Branding yourself means that you create
the right kind of emotional response you want
people to have when they hear your name, see you
online, or meet you in real life (Deckers, Lacy). Hiring
managers will likely catch up to professional
recruiter’s in terms of social media usage to hire for
their needs. As the evolution of social networking
sites gains momentum and the generation of
students who are commonly on social networking
sites move on to executive roles, more and more
candidates will be screened and recruited through
such sites. There is definitely a trend on the power
8. social networking sites may and will have on human
resource and recruiting managers alike.
IX.REFERENCES
[1] Marissa McNaughton, (2012). Social Networking Grows
52% Among India’s Internet Users But Reaches Just
6.3% of Population. http://therealtimereport.com
[2] Andrea Broughton, Tom Higgins, Ben Hicks and Annette
Cox, (2010). Workplaces and Social Networking .The
Implications for Employment Relations
[3] Careerbuilder (2012) .Thirty-seven percent of companies
use social networks to research potential job candidates,
according
to
new
CareerBuilder
Survey.
http://www.careerbuilder.com
[4] E. Balaji, (2011). Indian Employees trust Social Media for
finding a Job: Ma Foi Survey. http://www.businessstandard.com
[5]
IndiaSocial (2010). India Social Networking Audience
grows
by
43%,
Facebook
is
No.1.
http://www.indiasocial.in/india-social-networking/
[6] Linkedin (2011).Global Recruiting Trends Survey2011.
http://talent.linkedin.com/global_recruiting_trends_2011
[7]
Kelly
Global
Workforce
Index,
(2011).
Social
Media
Networ
/
king
the evolving workforce.
http://www.kellyocg.com/Kelly_Global_Workforce_Ind
ex
[8] Erik Deckers, Kyle Lacy. Branding Yourself How to
Use Social Media to Invent or Reinvent Yourself