This was my keynote presentation from the Expo Capital Humano in Santiago, Chile for Trabjando.com on Employer Branding and how to create. I have also presented this PPT in Canada and all over the U.S.
How to Create Non Traditional Employee EngagementAlex Putman
Human Resource management is naturally traditional with the objective of attracting and retaining talent, optimizing human capital through training & development and being champions of corporate cultures. HOW we engage employees through this life cycle (attraction, on-boarding, hiring, developing and rewarding) has taken a non-traditional turn.
In this presentation we will explore non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce. In this session we will discover non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce.
This document discusses auditing an employer brand, personal brand, and competitors. It provides guidance on auditing a company's career site, social media presence, search engine optimization, job postings, employer review sites, employee value proposition, hiring sources, job family projections, candidate experience, recruiters' activities, and more. The goal is to understand how to improve branding, recruiting, and retention from both an internal and external perspective.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Tey Scott, LinkedIn
Doris Tong, LinkedIn
Are you leaving the opportunity to identify and connect with top talent to chance? In this session, we'll walk you through how LinkedIn waved goodbye to traditional campus recruiting, implemented new processes to "even the playing field" and ultimately changed the entire direction of the team and its hiring outcomes by doing so. While we will focus on University level hiring, the strategy we are outlining works for any repeating skill set. Join us to learn more and we also look forward to learning from opening up the Q&A section in an interactive manner to hear what works for you!
Key highlights:
Never go to campus again/wave bye-bye to traditional campus recruiting: The mechanics on how to leverage our platform to do this.
Even the playing field: What processes and tools we use to help create equal opportunity.
Change direction and change hiring outcomes: We will be introducing our new strategy and talk about the diverse hiring outcomes derived from moving away from traditional campus recruiting.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This document discusses the importance of candidate experience and provides strategies for improving it. It notes that 80% of a candidate's experience is driven by 5 practices: being accountable, fair, providing closure, managing expectations, and listening. It also warns of 3 "friends" that can negatively impact experience: going it alone, saying no too often, and over-relying on technology. The document advocates measuring candidate feedback and aligning recruiter performance to experience. It provides examples of companies that have improved experience through status updates, interview training, and applying customer service best practices.
Consistent and clear employment branding is essential to discovering and hiring the right candidates for your company. Learn to weave your employer branding and culture into every aspect of your university outreach.
Shannon Smedstad currently serves as the Employment Brand Director at CEB, a global best practice insight and technology company. Prior to CEB, she spent more than a decade as a leader on GEICO’s campus recruiting team. She is a recruiter at heart with a passion for helping others connect with their first or next careers. Outside of work, she is a Brownie troop leader and coach for Girls on the Run. She graduated with honors from Shippensburg University, and currently resides with her husband and two daughters in Lehigh Valley, Pennsylvania. Feel free to connect with Shannon, but not before she’s had her morning coffee.
Still jobseeker become JOBMASTER : 1 search 4 all job searchesRecruit4Job.com
TASAVOOR KHAN Founder & CEO Recruit4JOb presents the Social job search attitudes that will change the way you look at your job search.
How to find a job using social media: Social media job search presentation
empowering you to turn your career into a wealth-building activity for life.
What can you do to help your resume stand out from crowd?
Writing a resume can be frustrating - but it doesn't have to be! Recruit4JOb is your guide to writing clear, effective resume & help Create Online Web Profile. You sent your resume to everyone you know. You have Hunted job sites.
But you haven't heard back on your resume Or you are not been able to score interviews.
It's time to rethink your job search....
Read on to find out about the latest job trends and how you can adopt a completely different job search strategy.
This presentation covers job search strategies and techniques that leverage social networks such as Twitter, Facebook and LinkedIn.
It also covers some other topics, including Web Profile, Video Profile, Your name Domain, CV without WORDS etc.
Also tell how to use social networks by job seekers compared to other channels in Job Searches.
Finally : Learn how to leverage Digital, Social, Referral or any media to find your dream job and have companies recruit you!
JOIN RECRUIT4JOB !!!
How to Create Non Traditional Employee EngagementAlex Putman
Human Resource management is naturally traditional with the objective of attracting and retaining talent, optimizing human capital through training & development and being champions of corporate cultures. HOW we engage employees through this life cycle (attraction, on-boarding, hiring, developing and rewarding) has taken a non-traditional turn.
In this presentation we will explore non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce. In this session we will discover non traditional approaches to the employee engagement life cycle and how to develop new and innovative ways for the digital savvy workforce.
This document discusses auditing an employer brand, personal brand, and competitors. It provides guidance on auditing a company's career site, social media presence, search engine optimization, job postings, employer review sites, employee value proposition, hiring sources, job family projections, candidate experience, recruiters' activities, and more. The goal is to understand how to improve branding, recruiting, and retention from both an internal and external perspective.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
Tey Scott, LinkedIn
Doris Tong, LinkedIn
Are you leaving the opportunity to identify and connect with top talent to chance? In this session, we'll walk you through how LinkedIn waved goodbye to traditional campus recruiting, implemented new processes to "even the playing field" and ultimately changed the entire direction of the team and its hiring outcomes by doing so. While we will focus on University level hiring, the strategy we are outlining works for any repeating skill set. Join us to learn more and we also look forward to learning from opening up the Q&A section in an interactive manner to hear what works for you!
Key highlights:
Never go to campus again/wave bye-bye to traditional campus recruiting: The mechanics on how to leverage our platform to do this.
Even the playing field: What processes and tools we use to help create equal opportunity.
Change direction and change hiring outcomes: We will be introducing our new strategy and talk about the diverse hiring outcomes derived from moving away from traditional campus recruiting.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This document discusses the importance of candidate experience and provides strategies for improving it. It notes that 80% of a candidate's experience is driven by 5 practices: being accountable, fair, providing closure, managing expectations, and listening. It also warns of 3 "friends" that can negatively impact experience: going it alone, saying no too often, and over-relying on technology. The document advocates measuring candidate feedback and aligning recruiter performance to experience. It provides examples of companies that have improved experience through status updates, interview training, and applying customer service best practices.
Consistent and clear employment branding is essential to discovering and hiring the right candidates for your company. Learn to weave your employer branding and culture into every aspect of your university outreach.
Shannon Smedstad currently serves as the Employment Brand Director at CEB, a global best practice insight and technology company. Prior to CEB, she spent more than a decade as a leader on GEICO’s campus recruiting team. She is a recruiter at heart with a passion for helping others connect with their first or next careers. Outside of work, she is a Brownie troop leader and coach for Girls on the Run. She graduated with honors from Shippensburg University, and currently resides with her husband and two daughters in Lehigh Valley, Pennsylvania. Feel free to connect with Shannon, but not before she’s had her morning coffee.
Still jobseeker become JOBMASTER : 1 search 4 all job searchesRecruit4Job.com
TASAVOOR KHAN Founder & CEO Recruit4JOb presents the Social job search attitudes that will change the way you look at your job search.
How to find a job using social media: Social media job search presentation
empowering you to turn your career into a wealth-building activity for life.
What can you do to help your resume stand out from crowd?
Writing a resume can be frustrating - but it doesn't have to be! Recruit4JOb is your guide to writing clear, effective resume & help Create Online Web Profile. You sent your resume to everyone you know. You have Hunted job sites.
But you haven't heard back on your resume Or you are not been able to score interviews.
It's time to rethink your job search....
Read on to find out about the latest job trends and how you can adopt a completely different job search strategy.
This presentation covers job search strategies and techniques that leverage social networks such as Twitter, Facebook and LinkedIn.
It also covers some other topics, including Web Profile, Video Profile, Your name Domain, CV without WORDS etc.
Also tell how to use social networks by job seekers compared to other channels in Job Searches.
Finally : Learn how to leverage Digital, Social, Referral or any media to find your dream job and have companies recruit you!
JOIN RECRUIT4JOB !!!
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
Allen Hom, LinkedIn
Peter Sweeney, LinkedIn
Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.
Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.
Key highlights:
Case studies on effective Talent Pipelining strategies
Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This document discusses how companies can build talent pipelines by engaging both active and passive job seekers. It recommends that companies simplify the candidate experience, automate communications, and build talent communities to source interested candidates and reduce time-to-hire. Examples are provided of how talent pipelines can be built through mobile and online engagement, targeted communications, and search engine optimized landing pages. Metrics are shown for how one company hired over 200 candidates in the first year from their talent pipeline.
Bright.com is a talent sourcing solution that uses data science to automatically surface qualified candidates for job opportunities. It analyzes resumes and job descriptions to generate a Bright Score that matches candidates' qualifications to jobs. Bright has over 3 million users and job listings each month, making it the 5th largest job site in the US. It partners with employers and staffing agencies to provide targeted candidates at low cost through its proprietary scoring system.
The document provides an overview of online and offline tools that can be used for job searching. It discusses conducting self-assessments, researching occupations and companies, preparing marketing materials like resumes and cover letters, using job boards and search engines, networking through social media like LinkedIn, conducting informational interviews both online and offline, and maintaining persistence and a positive mindset throughout the job search process. Key recommendations include utilizing 80% of the "hidden" job market through personal contacts, targeting job searches, and maintaining an online presence through social networks.
5 Steps for Building an Ideal Company culture (and what to watch out for!)Qualtrics
According to a Columbia University study, job turnover at an organization with rich company culture is 13.9 percent, compared to 48.4 percent at companies with poor culture. So what makes a rich company culture? And how can you build one that works with your core values?
Key Learnings
How to decide what your culture will focus on
Building your culture with your employees
Communicating your culture so it sticks
How to build culture with remote workers
Working with toxic employees
Join Qualtrics and BambooHR as we share our 5 steps to build an ideal culture.
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job AdsJohnny Campbell
The document discusses principles for writing effective job advertisements. It recommends using supportive language that focuses on what the company will provide for candidates, such as training and career growth opportunities, rather than demanding language focused on a candidate's qualifications. Research showed supportive ads receive 3 times as many applicants and higher quality applications. The document also discusses making ideas sticky through simplicity, unexpectedness, concreteness, credibility, emotions, and stories.
The document discusses building talent communities and pipelines to source top talent. It recommends using a web 2.0 recruiting platform to attract candidates from multiple online channels, automate job matching and marketing to cultivated talent pools, and measure the results of interactive recruiting programs. Building talent communities grows the pool of prospective candidates and increases return applicants, referrals, and boomerang hires over traditional fragmented sourcing methods.
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
How do you find, recruit, assess, attract and engage with top tech talent on places liked LinkedIn, Github, StackOverflow, Twitter, Facebook and more!
As presented at ITJobBoard's HQ in London for London Tech Week 2015
Employer branding staffing event lauren de boerDane Adams
This document outlines a 5-step process for crafting a highly social talent brand: 1) Get buy-in from leadership and cross-functional teams, 2) Listen to current/former employees and candidates to understand perceptions, 3) Craft an authentic talent brand approach based on insights, 4) Promote the talent brand through social media, jobs, and company pages, and 5) Measure success through key metrics and adjust the approach based on results. The goal is to attract and retain top talent through an engaging employer brand.
Join KRT’s Chief Nerds Ryan Christoi & Eric Holwell as they walk you through today’s candidate journey and break down best ways to capture data and measure the success of your recruitment marketing efforts. This practical how-to session will cover: -What to track and how to track it -Attaining the full funnel view -Assisted conversions & source of influence. They will also uncover best ways to measure meaningful performance trends such as cost per application by source & app-2-hire ratios.
LinkedIn Career Pages can help you hire faster and smarter by targeting the right candidates and broadcasting your employer brand. But are you using your LinkedIn Career Page to its full potential? Learn how to:
Strengthen your employer brand
Get potential candidates on board with your mission, values, and vision
Engage candidates with personalized content
Harness the power of LinkedIn data and deliver targeted content to different audiences
Expand your reach beyond your company page
Drive traffic to your jobs, Career Page, or career website
Learn more: http://bit.ly/1TIFVvt
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...Ted Prodromou
LinkedIn is a mystery to most business professionals. Many still think LinkedIn is just a website where you upload your resume to find a new job.
Today, LinkedIn is so much more than a job-seeking website.
In this presention you’ll learn:
• Getting the Attention of Your Ideal Customer on LinkedIn
• Creating Your Killer LinkedIn Profile
• Building Your Professional Network
• Increasing Desire for Your Services Using LinkedIn Messages
• Moving Your LinkedIn Connections into Your Sales Funnel
• Advanced LinkedIn and Social Selling Strategies
How to Extract ROI from your Candidate and Employee Experience ProgramSapling
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
The document provides strategies for different social media platforms to help differentiate an employer brand. It recommends posting photos and videos on Facebook about company culture and events twice a month. It also suggests daily status updates on technology, career tips, and job openings. For Glassdoor, it recommends encouraging employees to write reviews and share workplace awards. For LinkedIn, it suggests posting jobs weekly and optimizing employee profiles. Finally, for Instagram, it recommends posting photos that show the office environment, employees, celebrations, and cute content to humanize the brand.
Albers Communications Group PR Specialist Alison Paladino shares information about why protecting your image in the online world is vital to both your professional and personal lives.
View the live presentation of this webinar: http://youtu.be/45JThCQ-OlA
What are the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time?
The 5 steps this presentation covers:
1. The Importance of Your LinkedIn Profile – Personal Branding
2. Under-utilised Searching Techniques
3. Ensuring Your Job is Reaching the Right People
4. Business Development
5. LinkedIn Reporting
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
To snag top talent, small businesses need to focus on strengthening their talent brand to make their company stand out. Lauren Hodgson, Head of Hiring at Infusionsoft, shares must-knows for building your talent brand.
Download the ultimate LinkedIn guide for small business: http://linkd.in/1rHBqBk
Dynamic changes in how talent searches for jobs and gathers information has impacted organizations. Talent now routinely explores opportunities online ("job explorers") and extensively researches companies through search engines and social connections during the decision process ("ZMOT" and "hyper connection"). While organizations have increased their online presence, they have been slow to fully adapt strategies to attract top talent in this new environment, such as helping employees positively represent the company online. To succeed, organizations must understand these changing trends and transform acquisition approaches to engage talent throughout the research and decision journey.
The document discusses certifications for human resource professionals from the American Certification Institute. It provides information on the Certified Human Resource Professional (CHRP) and Certified Human Resource Manager (CHRM) certifications, which equip individuals with strategic skills for managing human resources in a global context. The certifications focus on developing global mindsets and providing opportunities for employees to enhance their global leadership capabilities through experiences like international assignments. The document emphasizes that as organizations globalize, it is important to implement comprehensive HR processes to foster global competitiveness and develop future global leaders.
Relationships matter: How to build, nurture, and transform your talent pipeli...LinkedIn Talent Solutions
Allen Hom, LinkedIn
Peter Sweeney, LinkedIn
Pipelining talent has become one of the recruiting world's most widely discussed topics, as well as one of the most urgent priorities for most organizations. The so-called "Future of Work" is here and now in 2016, and it is important to constantly have an engaged, managed pipeline of talent for the modern workforce. But for most organizations, this talent pipeline is easier said than done. The goal of this session is focused on what pipelining truly is: active engagement with passive users, a systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), and the efforts of engagement today for an impactful hire tomorrow.
Results: Specific strategies for active brand engagement with passive users - Systematic management of talent at all stages (not interested, passively looking, warm candidate, considerate prospect), ultimately aimed at reduction in time-to-fill and increase in quality of hire - Strengthened employment brand awareness for your company for their entire targeted recruitment audience.
Key highlights:
Case studies on effective Talent Pipelining strategies
Step-by-Step Guide/tip sheet on how to Pipeline as well as a "Candidate Management" Schedule
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
This document discusses how companies can build talent pipelines by engaging both active and passive job seekers. It recommends that companies simplify the candidate experience, automate communications, and build talent communities to source interested candidates and reduce time-to-hire. Examples are provided of how talent pipelines can be built through mobile and online engagement, targeted communications, and search engine optimized landing pages. Metrics are shown for how one company hired over 200 candidates in the first year from their talent pipeline.
Bright.com is a talent sourcing solution that uses data science to automatically surface qualified candidates for job opportunities. It analyzes resumes and job descriptions to generate a Bright Score that matches candidates' qualifications to jobs. Bright has over 3 million users and job listings each month, making it the 5th largest job site in the US. It partners with employers and staffing agencies to provide targeted candidates at low cost through its proprietary scoring system.
The document provides an overview of online and offline tools that can be used for job searching. It discusses conducting self-assessments, researching occupations and companies, preparing marketing materials like resumes and cover letters, using job boards and search engines, networking through social media like LinkedIn, conducting informational interviews both online and offline, and maintaining persistence and a positive mindset throughout the job search process. Key recommendations include utilizing 80% of the "hidden" job market through personal contacts, targeting job searches, and maintaining an online presence through social networks.
5 Steps for Building an Ideal Company culture (and what to watch out for!)Qualtrics
According to a Columbia University study, job turnover at an organization with rich company culture is 13.9 percent, compared to 48.4 percent at companies with poor culture. So what makes a rich company culture? And how can you build one that works with your core values?
Key Learnings
How to decide what your culture will focus on
Building your culture with your employees
Communicating your culture so it sticks
How to build culture with remote workers
Working with toxic employees
Join Qualtrics and BambooHR as we share our 5 steps to build an ideal culture.
In-house Recruitment Expo Feb 2016 Made to Stick Writing Better Job AdsJohnny Campbell
The document discusses principles for writing effective job advertisements. It recommends using supportive language that focuses on what the company will provide for candidates, such as training and career growth opportunities, rather than demanding language focused on a candidate's qualifications. Research showed supportive ads receive 3 times as many applicants and higher quality applications. The document also discusses making ideas sticky through simplicity, unexpectedness, concreteness, credibility, emotions, and stories.
The document discusses building talent communities and pipelines to source top talent. It recommends using a web 2.0 recruiting platform to attract candidates from multiple online channels, automate job matching and marketing to cultivated talent pools, and measure the results of interactive recruiting programs. Building talent communities grows the pool of prospective candidates and increases return applicants, referrals, and boomerang hires over traditional fragmented sourcing methods.
Recruiting for Tech Talent on Social Media #LDNTechWeekJohnny Campbell
How do you find, recruit, assess, attract and engage with top tech talent on places liked LinkedIn, Github, StackOverflow, Twitter, Facebook and more!
As presented at ITJobBoard's HQ in London for London Tech Week 2015
Employer branding staffing event lauren de boerDane Adams
This document outlines a 5-step process for crafting a highly social talent brand: 1) Get buy-in from leadership and cross-functional teams, 2) Listen to current/former employees and candidates to understand perceptions, 3) Craft an authentic talent brand approach based on insights, 4) Promote the talent brand through social media, jobs, and company pages, and 5) Measure success through key metrics and adjust the approach based on results. The goal is to attract and retain top talent through an engaging employer brand.
Join KRT’s Chief Nerds Ryan Christoi & Eric Holwell as they walk you through today’s candidate journey and break down best ways to capture data and measure the success of your recruitment marketing efforts. This practical how-to session will cover: -What to track and how to track it -Attaining the full funnel view -Assisted conversions & source of influence. They will also uncover best ways to measure meaningful performance trends such as cost per application by source & app-2-hire ratios.
LinkedIn Career Pages can help you hire faster and smarter by targeting the right candidates and broadcasting your employer brand. But are you using your LinkedIn Career Page to its full potential? Learn how to:
Strengthen your employer brand
Get potential candidates on board with your mission, values, and vision
Engage candidates with personalized content
Harness the power of LinkedIn data and deliver targeted content to different audiences
Expand your reach beyond your company page
Drive traffic to your jobs, Career Page, or career website
Learn more: http://bit.ly/1TIFVvt
Unlock the Mysteries of LinkedIn: How to Get New Clients in Just 15 Minutes a...Ted Prodromou
LinkedIn is a mystery to most business professionals. Many still think LinkedIn is just a website where you upload your resume to find a new job.
Today, LinkedIn is so much more than a job-seeking website.
In this presention you’ll learn:
• Getting the Attention of Your Ideal Customer on LinkedIn
• Creating Your Killer LinkedIn Profile
• Building Your Professional Network
• Increasing Desire for Your Services Using LinkedIn Messages
• Moving Your LinkedIn Connections into Your Sales Funnel
• Advanced LinkedIn and Social Selling Strategies
How to Extract ROI from your Candidate and Employee Experience ProgramSapling
Presented by
Emily Byrne Klope
HR Department , Addepar
When it comes to measuring the candidate and employee experience, how does your organization calculate what's bringing in the highest ROI?
Learn how to measure the impact of your candidate and employee experience strategy with Sapling and Lever in our webinar How to Extract ROI from Your Candidate and Employee Experience Program.
Join this webinar and walk away with:
A blueprint for which metrics matter pre and post-hire
Applicable ideas to differentiate your candidate and employee experience programs
Proven methods to keep employees productive and engaged
Real world examples from Emily Byrne Klope, People Operations at Addepar.
Special thanks to our partners at Lever
The document provides strategies for different social media platforms to help differentiate an employer brand. It recommends posting photos and videos on Facebook about company culture and events twice a month. It also suggests daily status updates on technology, career tips, and job openings. For Glassdoor, it recommends encouraging employees to write reviews and share workplace awards. For LinkedIn, it suggests posting jobs weekly and optimizing employee profiles. Finally, for Instagram, it recommends posting photos that show the office environment, employees, celebrations, and cute content to humanize the brand.
Albers Communications Group PR Specialist Alison Paladino shares information about why protecting your image in the online world is vital to both your professional and personal lives.
View the live presentation of this webinar: http://youtu.be/45JThCQ-OlA
What are the best ways to use LinkedIn Recruiter to get you sourcing like a pro in no time?
The 5 steps this presentation covers:
1. The Importance of Your LinkedIn Profile – Personal Branding
2. Under-utilised Searching Techniques
3. Ensuring Your Job is Reaching the Right People
4. Business Development
5. LinkedIn Reporting
Alghanim presents how to measure the impact of your hires at ConnectIn Dubai 2015.
Connectin Dubai 2015 gathered 270 talent professionals and executive leaders on April 23rd from across the GCC to share talent acquisition best practices and thought leading content on employer branding, internal mobility, and measuring quality of hire. Speakers and agenda can be found here: https://lnkd.in/Connectindubai2015
To snag top talent, small businesses need to focus on strengthening their talent brand to make their company stand out. Lauren Hodgson, Head of Hiring at Infusionsoft, shares must-knows for building your talent brand.
Download the ultimate LinkedIn guide for small business: http://linkd.in/1rHBqBk
Dynamic changes in how talent searches for jobs and gathers information has impacted organizations. Talent now routinely explores opportunities online ("job explorers") and extensively researches companies through search engines and social connections during the decision process ("ZMOT" and "hyper connection"). While organizations have increased their online presence, they have been slow to fully adapt strategies to attract top talent in this new environment, such as helping employees positively represent the company online. To succeed, organizations must understand these changing trends and transform acquisition approaches to engage talent throughout the research and decision journey.
The document discusses certifications for human resource professionals from the American Certification Institute. It provides information on the Certified Human Resource Professional (CHRP) and Certified Human Resource Manager (CHRM) certifications, which equip individuals with strategic skills for managing human resources in a global context. The certifications focus on developing global mindsets and providing opportunities for employees to enhance their global leadership capabilities through experiences like international assignments. The document emphasizes that as organizations globalize, it is important to implement comprehensive HR processes to foster global competitiveness and develop future global leaders.
The editors made several changes to the opening sequence of a production by adding and removing shots to improve fluency and clarity. They removed a long shot of the character walking that was unstable, and instead used a medium close-up. They also added a new shot showing the character's shocked expression after falling, and included extra footage of her on a skateboard and from a higher angle to allow more reaction time. Shots where the camera became the character's perspective and another with continuity issues were also cut.
The document highlights the many awards and recognition received by SAP Global IT from 2010 to 2013 in areas such as green IT, social media, innovation, best workplace, IT strategy, architecture, security, and sustainability. Some of the top awards include European CIO of the Year, Most Social CIO, Best Green Idea Award, and honors from publications like Computerworld, InformationWeek, and the Wall Street Journal for leadership in technology.
Employer Brand New Generation - presentation Ebng РУСBoris Pakhol
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms for those who already suffer from conditions like anxiety and depression.
This document discusses how organizations can cultivate leaders and find and keep motivated employees through effective human resources programs and practices. It outlines several key points, including that developing an HR program to grow leadership is essential, that retaining employees reduces costs associated with turnover, and that understanding motivation theories can help attract and satisfy workers. The document also discusses using strategies, compensation, wellness programs, and developing a mission/values to engage employees and lower attrition.
JIRA addon Tempo Planner
by Tempo for JIRA
Resource management, plánování kapacit, release, iterací, program management, a data v reálném čase úzce propojená s JIRA.
The Impact of Fraud and Chargeback Management on OperationsChristopher Uriarte
This document summarizes a research report on the impact of fraud and chargeback management on merchant operations. Some key findings include:
1) Fraud and chargeback management consume 13-20% of operational budgets for merchants and is a major focus for digital goods merchants.
2) Nearly 3 out of 4 hybrid merchants say chargeback management has a major impact on their operational budget.
3) Digital goods merchants expect increased fraud risks from mobile payments and plan to increase fraud prevention spending to address growing threats, especially in mobile channels.
Ta'lim Muta'allim - Bab 7 - Tawakal (Berserah Diri Kepada Allah)Fatkul Amri
Materi kitab Ta'lim Muta'allim bab 7 yang membahas tentang pentingnya tawakal yaitu menyerahkan segala sesuatu kepada Allah setelah berusaha dengan sunguh-sungguh.
This document is a resume for Ashley Bott that provides her contact information, education, experience, skills, and portfolio. It summarizes her experience in advertising and marketing roles including internships, club involvement, and work experience. Her skills include programs like Adobe Photoshop, Illustrator, and InDesign as well as skills in social media, SEO, and campaign management.
Millised on numbrid, millest sa pead aru saama. Miks turunduseelarve piiramine on lollus? Miks ei taheta tegelikult mõõta? Mida praktilist on mul teile kaasa anda?
Autor: Timo Porval
Koht: E-mail summit Estonia 2016 (Mailbow)
Sisu: Internetiturundus
How to Leverage Technology to Maximize Employer Brand EquityJeff Waldman
I had the privileged opportunity to speak at the inaugural HR Tech Summit Canada 2017. The event hashtag was #HRTechCanada and the attendance at this event was phenomenal. My 30-minute talk was about how to leverage technology to maximize employer brand equity.
SESSION ABSTRACT:
Regardless of the company size, employer brand is a huge part of successful organizational business strategy. Further, the proliferation of technology during the past decade has resulted in employer brand being at the forefront of people strategy. Well known employer brands such as Westjet, Starbucks, Adidas, Nurse Next Door, GEICO and Airbnb are building strategies that successfully integrate and leverage the power of technology to create memorable and unique experiences. In this tech talk, learn how to leverage technology and social media to take your employer brand and candidate experience to the next level, including:
1) Understanding the main drivers of employer brand equity and how technology influences it.
2) How to leverage social media (LinkedIn, Twitter, Snapchat and Instagram) as your key communications and engagement channels to build brand equity.
3) Case studies and practical examples of how companies are successfully using social media and technology to elevate their brands and improve their candidate experience.
4) Tips to easily start leveraging technology into HR and recruitment practices.
A top recruiter at LinkedIn shares 25+ years of recruiting secrets and reveals her favorite sources, tools, and tips to find top tier talent in a competitive market. To watch the on-demand webcast, visit:
https://lnkd.in/g76TXhz
The document discusses the importance of employer branding for attracting and retaining talent. It defines employer branding as demonstrating a company's employment experience through its mission, values and culture. It provides tips for assessing a company's existing employer brand assets, sharing its brand story through its website, jobs postings, social media and reviews. It stresses the importance of employer branding for recruiting qualified candidates, improving employee retention and increasing referrals.
The document discusses the importance of employer branding for attracting and retaining talent. It defines employer branding as demonstrating a company's employment experience through its mission, values and culture. It provides tips for assessing a company's existing employer brand assets, sharing its brand story through its website, jobs postings, social media and reviews. It stresses the importance of employer branding for recruiting qualified candidates, improving employee retention and increasing referrals.
The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand approach and set goals; 4) Promote the brand through LinkedIn and other channels; 5) Measure results and adjust the strategy. It emphasizes the importance of consistency, authenticity, and using LinkedIn and employee networks to engage talent at all stages of the hiring process.
The document provides guidance on building a strong employer brand through a 5-step process: 1) Get executive buy-in by sharing compelling data; 2) Listen to feedback from employees and candidates; 3) Craft an authentic brand message and set goals; 4) Promote the brand on LinkedIn and engage candidates; 5) Measure results and prioritize areas for improvement using the Talent Brand Index. Following these steps can help lower hiring costs, reduce turnover, and influence how candidates perceive the company.
The document discusses how employer branding can help government agencies attract and retain talent by defining their employment value proposition and culture. It provides guidance on assessing an agency's existing employer brand assets, sharing the brand story through online channels like websites, social media and reviews, and measuring the success of employer branding efforts in hiring and retention. The goal is for agencies to understand and effectively communicate what makes them a great place to work.
Next Generation Recruiting Workshop @Zalando HQ: Employer Branding with LinkedInLinkedIn D-A-CH
Thank you for your interest in Social Recruiting with LinkedIn. With these tips and tricks you can craft your Employer Brand effectively and attract the best talent. Find out more? Contact us: http://bit.ly/DemoLNKD
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
Say Something: Using Branding & Social Recruiting to Improve Candidate Experi...Crystal Miller Lay
By creating effective stories, changing what information you share and how you share it; you can arm the candidate with information they need to make better decisions about your job opportunity/opportunities.... and THAT improves the candidate experience.
This slide deck includes talking points and notes discussed in the presentation (so differs slightly from what was shared live. For on-demand presentations, visit http://shrmstore.shrm.org/s/talent-on-demand-attendees.html to purchase the session on demand.
How can you strategise to strengthen your firm's brand, deliver best-in-class service to your customers, hire the best recruiters and optimise your sourcing and placing of candidates? View this presentation to find out.
LHH HR Network 040411 - Social Media in RecruitingSteve Lewis
Presentation given to Lee Hecht Harrison HR Network on April 4, 2011. It shares information on how social media can be used by job seekers based on how corporate recruiters are using the tools.
I Know This Guy Who…: How to Use Your Online Content to be Found and ReferredScott Abel
Everyone knows the guy who puts us in touch with our next job, our next home or apartment, a financial planner. Some might say he’s a walking Google. Or is he really just LinkedIn? If you are that provider of goods or services, you want to be on the receiving end of that referral. Only recently, that might have also meant being one of the top choices in a Google search. But now it also means having a presence in an online trust-based network such as Facebook or LinkedIn. Learn about the growing interplay between search and social. Find out how your online content is your passport to trust based networks and your ticket to search prominence.
How do you view your place of work? Companies are investing more in employee recruitment, retention and activation than ever before. Yet the challenges of attracting and optimizing top talent continue to be front of mind for the C-suite globally. In this session, we discuss all.
Recruitment Branding - TalentNet Live Interactive AustinTeela Jackson
The document discusses recruitment branding and provides guidance on building an effective recruitment brand. It defines recruitment branding as starting with human resources and recruiting and partnering with communications and marketing. It outlines the business case for recruitment branding, noting that it can help companies differentiate their brand, stand out, become an employer of choice, and improve quality and diversity of hires. The document also discusses engaging current employees, identifying key stakeholders, building on an existing company brand, reflecting company culture, defining metrics, and sharing successes.
LinkedIn Customer Webcast: Building a personalised candidate experience LinkedIn
The document provides guidance on building a personalized candidate experience using LinkedIn Career Pages. It outlines a 4-step framework: 1) define your target talent audience, 2) develop a content and social media plan, 3) execute your plan with excellence by highlighting employee stories and leaders, and 4) measure success through metrics on reach, engagement, talent communities, and applicants. The framework is intended to help talent leaders attract the right candidates and improve hiring.
This document outlines a webinar on developing an authentic talent brand to attract top candidates. It discusses how the recruiting landscape has changed with low unemployment, skills gaps, and increased competition. It emphasizes the importance of having a clearly defined employer value proposition and understanding your audience. The webinar also provides tips on creating and sharing compelling content from a variety of sources, including employees, that represents your authentic culture and values. The key takeaways are that talent branding is critical, authenticity is key, understanding your audience is important, and sharing compelling content that represents your brand is essential.
This document provides guidance on developing a personal brand through a four step process of discovery, development, communication, and maintenance. It emphasizes being authentic, consistent, and visible. Key aspects include determining goals, values, and strengths; crafting a unique value proposition and brand promise; using various media like social networks, articles, and public speaking to communicate your message clearly and constantly to your target audience.
Finding Your People Story: How to Develop an Employer Brand That Attracts Ta...Chad Norman
Don’t just hire great people… turn them into your best recruiters and salespeople! When making decisions, both candidates and consumers are influenced in similar ways by branding, referrals, references, and reviews - and the journey continues on long past being hired or converting. The Talent Attraction Lifecycle combines employer branding with the recruiting process to create a continuous loop of promotion enabling your employees to become your best recruiters - and ultimately your best brand advocates. This session will show you how to use every stage of the candidate lifecycle to attract talent and tell your people story, from careers webpages to culture-infused job descriptions, from employee referral campaigns to reputation management strategies, from onboarding to thought leadership. When you harness the power of the Talent Attraction Lifecycle, your business not only attracts the candidates you’re looking for, but also the customers who want to work with them. In any knowledge-based or service-oriented business, your employer brand IS your brand, and companies that understand this will win the war for talent AND customers.
Similar to Create a Hollywood Style Employer Brand (20)
Create an Employer Branding Strategy to Differentiate you from the CompetitionAlex Putman
This document discusses strategies for employer branding and analyzing data to improve hiring. It recommends focusing on an employer value proposition, collecting data from sources like surveys and websites, and understanding key hiring sources like referrals. Analytics of career websites can provide insights into visitor behavior. Storytelling and showcasing company culture are important. Non-traditional approaches like using Pinterest can help target certain demographics.
How to Source, Recruit & Attract Humans with Social Media and Employer BrandingAlex Putman
This document provides tips and strategies for sourcing, recruiting, and attracting talent using social media and employer branding. It discusses leveraging various social media platforms like LinkedIn, Facebook, Twitter, Reddit, and others to find and engage candidates. It also covers auditing an employer brand through analyzing hiring data and sources, reviewing career websites and employer profiles, and gathering feedback from employees.
Marketing on a Budget for Your Small BusinessAlex Putman
This document provides tips for small businesses to market on a budget through developing a clear value proposition, auditing their website and competitors, using analytics to track website traffic and customer data, promoting through search engine optimization, social media, email marketing, and creating engaging content like testimonials, videos, and images. The focus is on defining the business's unique value, understanding customers, optimizing digital presence, and measuring effectiveness of various low-cost marketing strategies.
Create a Hollywood Style Employer BrandAlex Putman
This document discusses the importance of employer branding and creating an identity as an employer of choice. It notes that an effective employer brand tells a story about the company's culture and values through relevant marketing. The document also references statistics about future workforce demographics and recommends using different storytelling techniques across various channels to showcase why the company is a distinctive place to work.
Building your personal brand has a huge impact on your career. This presentation provides a guideline for starting the personal branding journey and using it for job search and career success.
Creating an Interactive Talent CommunityAlex Putman
The document discusses creating an interactive talent community to improve the candidate experience and recruiting process. It recommends evolving from a skills-based job posting model to a community-based model that utilizes marketing strategies. This involves building an online talent community, implementing tools like a CRM and ATS that integrate with an HRIS, and measuring key metrics like traffic, applications, hires, and referrals to optimize the process over time.
This presentation was presented at the University of Georgia and focused on creative ways to find a job. Using social media and being creative in the search process are key.
The document provides an introduction and overview of how to use Twitter, including how to create an account, set up a profile, find people to follow, understand definitions like tweets and hashtags, use features like retweets and direct messages, and tips for promoting your Twitter account. It covers the basics of participating on the platform and engaging with other users.
Life @ Case-Mate provides information about working at the company Case-Mate. The website likely contains details on company culture, benefits, career opportunities and what it's like to work for Case-Mate. However, the given text does not provide enough context to generate a fully informative 3 sentence summary.
This document provides tips for finding a job before graduation, including the importance of online networking and profiles, using various social media platforms like LinkedIn and Twitter to engage with employers, thinking creatively with resumes, standing out from other candidates, researching companies, and contacting the director of global talent at Case-Mate for potential internship opportunities.
The document discusses social recruiting strategies and mobile recruiting. It covers building talent communities on social networks and mobile platforms, using tools like mobile apps and QR codes. It also discusses recruitment marketing tactics like targeted social media strategies, branded pages, and pay per click advertising to attract candidates.
A typical day working as an assistant involves helping with various tasks around the office and home to support the business owner or family. Duties may include scheduling appointments, handling phone calls, running errands, organizing paperwork and files, preparing documents, and providing other administrative assistance as needed. The role of an assistant is to take work and responsibilities off the plate of the person they are assisting to help them focus on higher level priorities.
This document provides tips on how to stand out as a job candidate, including thinking innovatively like a termite mound that uses tunnels to control temperature. It suggests applying skills and transferable skills in a variety of ways and networking to get to the decision maker. The document also recommends being memorable, such as with a creative video submission, and emphasizes the importance of first impressions during the discovery stage when an employer is getting to know the applicant. It provides an example cover letter from a child applying for a director position and notes keys to an effective cover letter like being concise, tailored, and showing why you are the ideal candidate.
Social Network Recruiting and EngagementAlex Putman
Presentation covers Mobile Recruiting, Building Talent Communities and a few recruiting tools. Check out the sections on QR codes, augmented reality and talent community tools.
As 2023 proved, the next few years may be shaped by market volatility and artificial intelligence services such as OpenAI's ChatGPT and Perplexity.ai. Your brand will increasingly compete for attention with Google, Apple, OpenAI, and Amazon, and customers will expect a hyper-relevant and individualized experience from every business at any moment. New state-legislated data privacy laws and several FTC rules may challenge marketers to deliver contextually relevant customer experiences, much less reach unknown prospective buyers. Are you ready?Let's discuss the critical need for data governance and applied AI for your business rather than relying on public AI models. As AI permeates society and all industries, learn how to be future-ready, compliant, and confidentlyscaling growth.
Key Takeaways:
Primary Learning Objective
1: Grasp when artificial general intelligence (""AGI"") will arrive, and how your brand can navigate the consequences. Primary Learning Objective
2: Gain an accurate analysis of the continuously developing customer journey and business intelligence. Primary Learning Objective
3: Grow revenue at lower costs with more efficient marketing and business operations.
Build marketing products across the customer journey to grow your business and build a relationship with your customer. For example you can build graders, calculators, quizzes, recommendations, chatbots or AR apps. Things like Hubspot's free marketing grader, Moz's site analyzer, VenturePact's mobile app cost calculator, new york times's dialect quiz, Ikea's AR app, L'Oreal's AR app and Nike's fitness apps. All of these examples are free tools that help drive engagement with your brand, build an audience and generate leads for your core business by adding value to a customer during a micro-moment.
Key Takeaways:
Learn how to use specific GPTs to help you Learn how to build your own marketing tools
Generate marketing ideas for your business How to think through and use AI in marketing
How AI changes the marketing game
From Hope to Despair The Top 10 Reasons Businesses Ditch SEO Tactics.pptxBoston SEO Services
From Hope to Despair: The Top 10 Reasons Businesses Ditch SEO Tactics
Are you tired of seeing your business's online visibility plummet from hope to despair? When it comes to SEO tactics, many businesses find themselves grappling with challenges that lead them to abandon their strategies altogether. In a digital landscape that's constantly evolving, staying on top of SEO best practices is crucial to maintaining a competitive edge.
In this blog, we delve deep into the top 10 reasons why businesses ditch SEO tactics, uncovering the pain points that may resonate with you:
1. Algorithm Changes: The ever-changing algorithms can leave businesses feeling like they're chasing a moving target. Search engines like Google frequently update their algorithms to improve user experience and provide more relevant search results. However, these updates can significantly impact your website's visibility and ranking if you're not prepared.
2. Lack of Results: Investing time and resources without seeing tangible results can be disheartening. The absence of immediate results often leads businesses to lose faith in their SEO strategies. It's important to remember that SEO is a long-term game that requires patience and consistent effort.
3. Technical Challenges: From site speed issues to complex metadata implementation, technical hurdles can be daunting. Overcoming these challenges is crucial for SEO success, as technical issues can hinder your website's performance and user experience.
4. Keyword Competition: Fierce competition for top keywords can make it hard to rank effectively. Businesses often struggle to find the right balance between targeting high-traffic keywords and finding less competitive, niche keywords that can still drive significant traffic.
5. Lack of Understanding of SEO Basics: Many businesses dive into the complex world of SEO without fully grasping the fundamental principles. This lack of understanding can lead to several issues:
Keyword Awareness: Failing to recognize the importance of keyword research and targeting the right keywords in content.
On-Page Optimization: Ignorance regarding crucial on-page elements such as meta tags, headers, and content structure.
Technical SEO Best Practices: Overlooking essential aspects like site speed, mobile responsiveness, and crawlability.
Backlinks: Not understanding the value of high-quality backlinks from reputable sources.
Analytics: Failing to track and analyze data prevents businesses from optimizing their SEO efforts effectively.
6. Unrealistic Expectations and Timeframe: Entrepreneurs often fall prey to the allure of quick fixes and overnight success. Unrealistic expectations can overshadow the reality of the time and effort needed to see tangible results in the highly competitive digital landscape. SEO is a long-term strategy, and setting realistic goals is crucial for success.
#SEO #DigitalMarketing #BusinessGrowth #OnlineVisibility #SEOChallenges #BostonSEO
In this humorous and data-heavy session, join us in a joyous celebration of life honoring the long list of SEO tactics and concepts we lost this year. Remember fondly the beautiful time you shared with defunct ideas like link building, keyword cannibalization, search volume as a value indicator, and even our most cherished of friends: the funnel. Make peace with their loss as you embrace a new paradigm for organic content: Pillar-Based Marketing. Along the way, discover that the results that old SEO and all its trappings brought you weren’t really very good at all, actually.
In this respectful and life-affirming service—erm, session—join Ryan Brock (Chief Solution Officer at DemandJump and author of Pillar-Based Marketing: A Data-Driven Methodology for SEO and Content that Actually Works) and leave with:
• Clear and compelling evidence that most legacy SEO metrics and tactics have slim to no impact on SEO outcomes
• A major mindset shift that eliminates most of the metrics and tactics associated with SEO in favor of a single metric that defines and drives organic ranking success
• Practical, step-by-step methodology for choosing SEO pillar topics and publishing content quickly that ranks fast
The Strategic Impact of Storytelling in the Age of AI
In the grand tapestry of marketing, where algorithms analyze data and artificial intelligence predicts trends, one essential thread remains constant — the timeless art of storytelling. As we stand on the precipice of a new era driven by AI, join me in unraveling the narrative alchemy that transforms brands from mere entities into captivating tales that resonate across the digital landscape. In this exploration, we will discover how, in the face of advancing technology, the human touch of a well-crafted story becomes not just a marketing tool but the very essence that breathes life into brands and forges lasting connections with our audience.
Mastering Local SEO for Service Businesses in the AI Era"" is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
Key Takeaways:
Embrace AI for Local SEO: Learn to harness the power of AI technologies to optimize your website and content for local search. Understand the pivotal role AI plays in analyzing search trends and consumer behavior, enabling you to tailor your SEO strategies to meet the specific demands of your target local audience. Leverage the Content Factory Model: Discover the step-by-step process of creating SEO-optimized content at scale. This approach ensures a steady stream of high-quality content that engages local customers and boosts your search rankings. Get an action guide on implementing this model, complete with templates and scheduling strategies to maintain a consistent online presence. Maximize ROI with Dollar-a-Day Advertising: Dive into the cost-effective Dollar-a-Day advertising strategy that amplifies your visibility in local searches without breaking the bank. Learn how to strategically allocate your budget across platforms to target potential local customers effectively. The session includes an action guide on setting up, monitoring, and optimizing your ad campaigns to ensure maximum impact with minimal investment.
In this dynamic session titled "Future-Proof Like Beyoncé: Syncing Email and Social Media for Iconic Brand Longevity," Carlos Gil, U.S. Brand Evangelist for GetResponse, unveils how to safeguard and elevate your digital marketing strategy. Explore how integrating email marketing with social media can not only increase your brand's reach but also secure its future in the ever-changing digital landscape. Carlos will share invaluable insights on developing a robust email list, leveraging data integration for targeted campaigns, and implementing AI tools to enhance cross-platform engagement. Attendees will learn how to maintain a consistent brand voice across all channels and adapt to platform changes proactively. This session is essential for marketers aiming to diversify their online presence and minimize dependence on any single platform. Join Carlos to discover how to turn social media followers into loyal email subscribers and ultimately, drive sustainable growth and revenue for your brand. By harnessing the best practices and innovative strategies discussed, you will be equipped to navigate the challenges of the digital age, ensuring your brand remains relevant and resonant with your audience, no matter the platform. Don’t miss this opportunity to transform your approach and achieve iconic brand longevity akin to Beyoncé's enduring influence in the entertainment industry.
Key Takeaways:
Integration of Email and Social Media: Understanding how to seamlessly integrate email marketing with social media efforts to expand reach and reinforce brand presence. Building a Robust Email List: Strategies for developing a strong email list that provides a direct line of communication to your audience, independent of social media algorithms. Data Integration for Targeted Campaigns: Leveraging combined data from email and social media to create personalized, targeted marketing campaigns that resonate with the audience. Utilization of AI Tools: Implementing AI and automation tools to enhance efficiency and effectiveness across marketing channels. Consistent Brand Voice Across Platforms: Maintaining a unified brand voice and message across all digital platforms to strengthen brand identity and user trust. Proactive Adaptation to Platform Changes: Staying ahead of social media platform changes and algorithm updates to keep engagement high and interactions meaningful. Conversion of Social Followers to Email Subscribers: Techniques to encourage social media followers to subscribe to email, ensuring a direct and consistent connection. Sustainable Growth and Minimized Platform Dependence: Strategies to diversify digital presence and reduce reliance on any single social media platform, thereby mitigating risks associated with platform volatility.
Short video marketing has sweeped the nation and is the fastest way to build an online brand on social media in 2024. In this session you will learn:- What is short video marketing- Which platforms work best for your business- Content strategies that are on brand for your business- How to sell organically without paying for ads.
Did you know that while 50% of content on the internet is in English, English only makes up 26% of the world’s spoken language? And yet 87% of customers won’t buy from an English only website.
Uncover the immense potential of communicating with customers in their own language and learn how translation holds the key to unlocking global growth. Join Smartling CEO, Bryan Murphy, as he reveals how translation software can streamline the translation process and seamlessly integrate into your martech stack for optimal efficiency. And that's not all – he’ll also share some inspiring success stories and practical tips that will turbocharge your multilingual marketing efforts!
Key takeaways:
1. The growth potential of reaching customers in their native language
2. Tips to streamline translation with software and integrations to your tech stack
3. Success stories from companies that have increased lead generation, doubled revenue, and more with translation
The Secret to Engaging Modern Consumers: Journey Mapping and Personalization
In today's digital landscape, understanding the customer's journey and delivering personalized experiences are paramount. This masterclass delves into the art of consumer journey mapping, a powerful technique that visualizes the entire customer experience across touchpoints. Attendees will learn how to create detailed journey maps, identify pain points, and uncover opportunities for optimization. The presentation also explores personalization strategies that leverage data and technology to tailor content, products, and experiences to individual customers. From real-time personalization to predictive analytics, attendees will gain insights into cutting-edge approaches that drive engagement and loyalty.
Key Takeaways:
Current consumer landscape; Steps to mapping an effective consumer journey; Understanding the value of personalization; Integrating mapping and personalization for success; Brands that are getting It right!; Best Practices; Future Trends
In this presentation, Danny Leibrandt explains the impact of AI on SEO and what Google has been doing about it. Learn how to take your SEO game to the next level and win over Google with his new strategy anyone can use. Get actionable steps to rank your name, your business, and your clients on Google - the right way.
Key Takeaways:
1. Real content is king
2. Find ways to show EEAT
3. Repurpose across all platforms
As the call for for skilled experts continues to develop, investing in quality education and education from a reputable https://www.safalta.com/online-digital-marketing/best-digital-marketing-institute-in-noida Digital advertising institute in Noida can lead to a a success career on this eve
We will explore the transformative journey of American Bath Group as they transitioned from a traditional monolithic CMS to a dynamic, composable martech framework using Kontent.ai. Discover the strategic decisions, challenges, and key benefits realized through adopting a headless CMS approach. Learn how composable business models empower marketers with flexibility, speed, and integration capabilities, ultimately enhancing digital experiences and operational efficiency. This session is essential for marketers looking to understand the practical impacts and advantages of composable technology in today's digital landscape. Join us to gain valuable insights and actionable takeaways from a real-world implementation that redefines the boundaries of marketing technology.
The Forgotten Secret Weapon of Digital Marketing: Email
Digital marketing is a rapidly changing, ever evolving industry--Influencers, Threads, X, AI, etc. But one of the most effective digital marketing tools is also one of the oldest: Email. Find out from two Houston-based digital experts how to maximize your results from email.
Key Takeaways:
Email has the best ROI of any digital tactic
It can be used at any stage of the customer journey
It is increasingly important as the cookie-less future gets closer and closer
Come learn how YOU can Animate and Illuminate the World with Generative AI's Explosive Power. Come sit in the driver's seat and learn to harness this great technology.
3. EMPLOYER BRAND IDENTITY
Employer brand is the identity of a
company as an employer of choice.
Effective employer brand can only attract
employees of choice if it has an identity
that is
True
Credible
Relevant
Distinctive
Aspirational
12. Message = content + campaigns
Visual = pictures + video
Distribution = social + job advertisements
Tools = ATS + CRM + social platforms
13. PLACES TO TELL THE STORY
COMMUNITY Employees Review Sites
Candidates Talent
Blog Facebook Vine
Video Twitter Instagram
Images Copy
Video Job description
Traffic Data
Postings Banners
50% jobs reviewed
Video and image friendly
SOCIAL MEDIA
CAREER PAGE
JOB BOARDS
MOBILE
14. KNOW THE TRENDS
2015 most of workforce is in their 20’s
2020 gen X & Gen Y will be 65% of workforce
2030 millennial will be 75% of the workforce
10k baby boomers retire everyday
source of hires
19.2% employee referral
19.1% career site
15.4% job Boards
12.1% direct source
7.5% college/university
have you adjusted practices to attract talent based on
these trends?
15. GREAT EMPLOYER BRANDS
Twitter “Help us to build real-time products
that have global impact.”
Facebook “We’re making the world more open
and connected”
Google “Do Cool Things That Matter”
Disney “Imagine the stories you can be part
of…”
they sell a sense of belonging to a specific culture
It’s the reputation of the company. Employer of choice begins far before a “job posting” and lingers well after exit. It is a lifelong event
Culture
Personality of the company
Perception by outsider looking in
Engagement
Candidate experience
Receptive to applys
Targeted campaigns can be print, digital, mobile
What is the greatest story you remember?
Storytelling
Why work there
What compels someone to join or have an interest
Culture
Personality of the company
Perception by outsider looking in
Engagement
Candidate experience
Receptive to applys
Make them care:
Simba lost his dad, Nemo was lost– people want to work for a company that connects with THEM (their intrinsic needs). Why should the employee care about you? How do you care about them?
Take them on a journey
Every story has a promise at it’s heart, a journey or adventure; Frodo sets out on a quest – people want to understand their daily adventure / quest
Purpose (what is the motivation)
Always an inner motivation driving toward an overarching goal, Dorthy’s mission was to get home….what is the PURE mission of your company?
Let them like you
Remember Dr Evil, although bad you kind of cheer for him and like him– Show people what their everyday trials / work will really be like
Engage
When Anakin is young you wonder “how” and then reminded of the journey (foreshadow) and overcome with a purge of emotions (excitement, shock, nostalgia)
Audience
Who are you talking to (Engineers, Marketing etc.…)
What are THEY attracted to?
Where do THEY hang out?
Have you sampled your tech population? Have you asked specific questions to techies about “what they want” Top Performers?
Theme
What issues are you addressing (i.e. CULTURE / TECHNOLOGY / PRODUCTS) – must know your audience
Job Security
Style
Funny
Serious
Informational
Sarcastic
Script
Culture: cool stuff, amenities
Product: See your product completed (microchip vs. consumer good) – discuss advantages
CRM
Create campaigns that matter
Proactive sourcing and marketing vs. post and pray
Hashtags – discuss UGA career fair and driving people to it (conference #’s) make students interested!
Campaign Ideas:
Campus recruiting events
Identify WHO you are i.e. work is like a family (campaign around pictures, vids etc. on “#work family – Vine, Insta, etc...
Answer “WHY” OR “HOW” – “How to get a job with us”…..”Why you want to work for _____”
TOP 3 HIRING SOURCES:
Career Page
Employee Referrals
Job Boards
GOAL: Attract talent to our organization that fits tech skills and cultural
Community
Employees
Social Media (blogs, FB, LI, Instagram etc.…)
Talent Community
Career Page
Needs to change, little text and lots of images
Dynamic with ability to connect with ambassadors
Must connect to the target audience
Employee
These are your internal ambassadors
Gamifiy the process with tools
Top source of hires, should have internal campaigns (your $2500 policy on the intranet is useless without marketing)
Job Board
Top 3 source of hires and huge amounts of data (don’t think of it as “just a place to post jobs”)
Survey competitors
What companies have people looking and why?
Mobile
X% are using mobile everyday!
50% of Human Resource Departments have NOT adjusted their practices over the past 3-5 years to attract this talent.
Microsoft has a 3.8 employee approval rating compared to:
Twitter: 4.4
Facebook: 4.4
Google: 4.4
YouTube = 72 hours of video every 60 seconds
Google = 2 million searches every 60 seconds
LinkedIn = 11,000 professional searched
Insta = 3600 photos every second
Apply Process
Hashtag pictures on Instagram with #GRAMMASTER
Travel for 2 weeks (all expense paid)
Paid $2000 USD per week
This also serves as a test, everyone does the same thing….simple, engaging and clean
PicPostPlay app
Meet the new hire:
5 Fave things include:
Social media
Reading
Peacock / peacock print
Her dog, Honey
Boxing