Social media plays an important role in today's job search and hiring process. LinkedIn is the dominant professional social media platform, with over 50 million members, and is used by 95% of recruiters to find candidates. Building a robust LinkedIn profile and network can help job seekers get discovered by recruiters and make important connections, as most hiring is now done through referrals and social networks rather than traditional methods like job boards. Mastering social media is essential for professionals to remain relevant in the current job market.
This document discusses the prevalence and impact of social media use both personally and professionally. It notes that social media has become ingrained in everyday life for most Americans and has significantly changed how work is conducted and employees are recruited. However, increased social media use also presents risks if not properly managed, such as possible privacy issues and damage to companies' reputations from employees' social media posts. The document advocates for companies to develop social media policies and training to mitigate risks and maximize benefits.
This document discusses social media trends and tools that can be used for social collaboration and thought leadership. It notes that over 1 billion tweets are sent per week and LinkedIn has over 101 million members. Popular social media tools mentioned include Twitter, LinkedIn, Facebook, YouTube and blogs. The document advocates using stories and networking to drive engagement and shares what motivates employee engagement.
The document describes an Industry-Institute Interaction program between May 2020 and November 2020. It states that 80 top corporate executives with over 100 quality man-hours of interaction time and 1,234 cumulative years of experience addressed over 6,000 students and faculty. Experts from countries like the US, UK, Canada, Dubai, Malaysia, Singapore, and India participated. The document also includes numerous web links to recordings and materials from presentations given during the program.
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
It’s no surprise that social media is infiltrating every industry within the business world.
We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?
In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.
In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:
- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting
Elevate is a LinkedIn tool that helps companies empower their employees to more actively share professionally relevant content across social networks like LinkedIn and Twitter. Through Elevate, companies curate content and suggest it to employees to share from their desktop or mobile apps, leveraging employees' networks that are 10 times larger than a company's follower base. Elevate also provides analytics to show how employee shares support company goals in hiring, marketing, and sales.
Enterprise social network use is growing while email use is slowing, and within 5 years most organizations will use private social networks. According to surveys, when asked about the importance of enterprise social networking, over 70% of companies already use social technologies but many are not realizing their full potential benefits. Implementing social platforms can boost organizational productivity by 20-25% by improving collaboration, information searching, and reducing email use. Potential benefits of enterprise social networks include increased productivity, collaboration, and access to information, but adoption is still held back by some organizations.
Social media plays an important role in today's job search and hiring process. LinkedIn is the dominant professional social media platform, with over 50 million members, and is used by 95% of recruiters to find candidates. Building a robust LinkedIn profile and network can help job seekers get discovered by recruiters and make important connections, as most hiring is now done through referrals and social networks rather than traditional methods like job boards. Mastering social media is essential for professionals to remain relevant in the current job market.
This document discusses the prevalence and impact of social media use both personally and professionally. It notes that social media has become ingrained in everyday life for most Americans and has significantly changed how work is conducted and employees are recruited. However, increased social media use also presents risks if not properly managed, such as possible privacy issues and damage to companies' reputations from employees' social media posts. The document advocates for companies to develop social media policies and training to mitigate risks and maximize benefits.
This document discusses social media trends and tools that can be used for social collaboration and thought leadership. It notes that over 1 billion tweets are sent per week and LinkedIn has over 101 million members. Popular social media tools mentioned include Twitter, LinkedIn, Facebook, YouTube and blogs. The document advocates using stories and networking to drive engagement and shares what motivates employee engagement.
The document describes an Industry-Institute Interaction program between May 2020 and November 2020. It states that 80 top corporate executives with over 100 quality man-hours of interaction time and 1,234 cumulative years of experience addressed over 6,000 students and faculty. Experts from countries like the US, UK, Canada, Dubai, Malaysia, Singapore, and India participated. The document also includes numerous web links to recordings and materials from presentations given during the program.
Using Social Media as a Recruitment Tool | Webinar Presentation SlidesAdecco Staffing, USA
It’s no surprise that social media is infiltrating every industry within the business world.
We know it as a great tool for attracting consumers, but did you know it’s also advantageous for attracting new employees?
In the "Social Age", it’s essential for recruiters, or those looking to hire new employees, to have an up close and personal relationship utilizing various techniques to maximize your results.
In this webinar, learn how to best use social media as a recruitment tool, and where to go to find qualified jobseekers within your industry. Throughout the hour, we discuss:
- The Current Employment Landscape
- The Job Seeker Journey
- The Effectiveness of Using Social Media to Recruit
- Your Personal Brand
- Developing Your Social Media for Recruitment Strategy
- ROI of Social Recruiting
Elevate is a LinkedIn tool that helps companies empower their employees to more actively share professionally relevant content across social networks like LinkedIn and Twitter. Through Elevate, companies curate content and suggest it to employees to share from their desktop or mobile apps, leveraging employees' networks that are 10 times larger than a company's follower base. Elevate also provides analytics to show how employee shares support company goals in hiring, marketing, and sales.
Enterprise social network use is growing while email use is slowing, and within 5 years most organizations will use private social networks. According to surveys, when asked about the importance of enterprise social networking, over 70% of companies already use social technologies but many are not realizing their full potential benefits. Implementing social platforms can boost organizational productivity by 20-25% by improving collaboration, information searching, and reducing email use. Potential benefits of enterprise social networks include increased productivity, collaboration, and access to information, but adoption is still held back by some organizations.
I was asked to give a brief overview of social media marketing services and how it can be applied within the architectural community to help create more awareness and interactions
Using Linkedin for Business Marketing and promotiondipenmashru2011
- LinkedIn is a professional social networking site launched in 2003 with over 238 million users worldwide.
- It is primarily used for professional networking, career development, and business opportunities. Top level executives use it for industry networking and promoting businesses, while entry-level employees use it mostly for job searching and networking with coworkers.
- Compared to other social networks, LinkedIn users tend to be older (average age of 44), have higher incomes (average of $109,000), and hold more senior level business positions that enable decision making.
Millennials Crave a Workplace That Fosters InnovationSocialcast
The document discusses how millennials value innovation in the workplace and crave a culture that fosters new ideas. While most millennials see innovation as critical, few feel their current employers support it. The most innovative companies see benefits like increased revenue growth and employee loyalty. To attract millennials, companies should make innovation a priority, demonstrate their commitment to new ideas, and connect with employees to encourage participation and rewards for creativity. Fostering an innovative culture through structured idea generation and using social media can help companies be more successful.
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
Know how to use social media for Recruitment and why one should Incorporate Social Media in Your Recruiting Efforts .Social Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
Today's Job Search: Learn How To Use Social Networks to NETWORKHannah Morgan
Learn why you should learn to network in the today's competitive hunt for your next job.
And learn how to maximize LinkedIn, Facebook and Twitter to let your existing network know more about you and build a bigger network!
1) The document discusses using Web 2.0 tools to help administrative teams be more collaborative and efficient. It outlines the results of a Web 2.0 survey of administrators and their current technology usage.
2) The survey found that 50% use social networking, 25% use Twitter, and 94% either currently use or want to use collaborative technologies within their building/department.
3) The document recommends that administrators keep an open mind about new Web 2.0 tools and how they can benefit both their team and staff, and ultimately help students.
Linkedin Learning, for Federal AgenciesKeith Ellis
The summary is:
The federal workforce is facing increasing demands to continuously learn and adapt skills at a rapid pace due to changing job requirements. However, current learning approaches are lagging behind what is needed. LinkedIn provides a unique opportunity to deliver personalized, relevant learning to federal employees through its vast professional network and data-driven insights. By engaging employees on LinkedIn where they are already active, agencies can help retain talent through career development support.
Social media provides many opportunities for companies to leverage their networks and engage with candidates as part of their recruitment strategy. It allows companies to source candidates, build their employer brand, engage in conversations, and complement their existing careers sites. While social media platforms like LinkedIn, Facebook, Twitter, and YouTube can help advertise jobs and research prospects, companies must develop a clear strategy to understand where relevant talent engages online and how to effectively connect with them. Any social media recruitment effort also comes with challenges around legal issues, privacy, and maintaining honest and realistic communications.
Social Media as a Graduate Recruitment ToolAlex Garrido
This document discusses using social media as a recruitment tool for graduate programs at UTRGV, a university in Texas with over 28,000 students. It provides details on UTRGV's colleges and graduate programs as well as their traditional on-campus recruitment methods. The document then focuses on UTRGV's digital recruitment efforts using social media platforms like Facebook, Twitter, YouTube, and Google ads targeted at specific countries. It shows how their social media ads led to increases in international graduate applications. Finally, it discusses best practices for social media recruitment including capturing student information, targeted communications, and following up on leads.
The Social Bridge to the IT Committee - BrazilLinkedIn
The document discusses research on the social media behaviors and preferences of IT decision makers in Brazil. Some key findings include:
1) The IT committee that makes purchasing decisions includes people from outside IT, like other business functions, and over a third are non-managers.
2) Nearly all IT committee members use social media monthly for business purposes like LinkedIn. Social media provides trust, efficiency, relevance and access throughout the purchasing process.
3) Vendors must foster long-term relationships through valuable content in order to make the shortlist of only 4 vendors that most IT committees consider for purchases. Traditional lead generation is less effective.
How Social Media Influences Institutional Investors LinkedIn
This document summarizes a webcast about how social media influences institutional investors. It found that nearly all institutional investors and asset managers use digital resources for investing. About half have used social media, with LinkedIn being most popular. Social media is gaining influence, with many investors and managers saying it has impacted their decisions or research. The webcast panel will discuss the findings and implications, including opportunities for asset managers to provide useful insights to investors on social platforms.
This presentation was prepared for a course on Product Management at Product School, Mountain View California.
This enlists a product idea i prepared for LinkedIn
Making the Quantum Leap: UPS Social Media Recruitment ROI 2012MikeVangel
UPS adapted its recruitment strategies to reach passive job candidates on social media. It launched UPSjobs pages on Facebook and Twitter in 2007-2009 that grew organically without paid promotion. Videos of UPS employees went viral, driving over 1.5 million views in 2009. By 2011, UPS saw a 328% increase in applicant flow from social media compared to 2010. It expanded its presence on LinkedIn, launched a mobile-friendly site, and saw strong engagement across platforms. Social media recruitment required ongoing resources but provided a measurable return on investment.
Danielle Burke, Sr. Product Marketing Manager, Linkedin
Ryan Cook, VP, Global Talent Acquisition, CH2M
Derina Adamczak, Manager, Global Recruitment Marketing & Sourcing, CH2M
Employees are the most credible spokespeople a company has and their networks are full of the talent companies need to hire. And so empowering employees to share quality content with their networks not only helps them build their professional brand; it helps nurture relationships with prospective talent for their company. Learn why employee activation is a game changer for talent acquisition and hear how CH2MHill is building affinity and driving hires through their employees’ social activity.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
So you think you want a Social Media StrategyPhilip Oakley
This document discusses using social media for business purposes and provides guidance on developing an effective social media strategy. It recommends that businesses first identify their goals and target audience before selecting the appropriate social media tools and platforms. It also stresses the importance of listening to customers, engaging in conversations, and integrating social media activities with other marketing and business operations for measuring success.
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.
Influencing the mass affluent - The NetherlandsLinkedIn Europe
Europeans with significant investable assets expect to engage with finance brands through social media – both to improve their customer experience and to guide future decisions on products and investments.
The Mass Affluent, those with investable assets of between €75,000 and €750,000, are amongst the most active and engaged social media users – and see social platforms as an essential element in their relationships with financial institutions. In a groundbreaking study by LinkedIn and Cogent covering France, The Netherlands and the UK, more than 84% of the mass affluent audience in each country were active on social platforms; at least 40% engaged with financial companies, and at least 30% read content shared by those companies.
In each country, mass affluent audiences opted for LinkedIn as their most trusted social media source for financial information, and the platform they are most likely to turn to for the content that matters to them. Information on new products and services, market commentary, service updates and general company information figured prominently amongst the most sought-after content from banks, credit card companies, insurance brands and brokers. When asked what they hoped to gain from engaging with such companies through social media, Mass Affluents pointed to improved customer service, greater transparency and timely, relevant content.
Across all three countries, and all types of financial sectors, the information discovered and considered through social media is a key driver of immediate action amongst the mass affluent audience. Of those using social media for both discovery and consideration, 63% were driven to take action such as purchasing a product or opening an account. And the comments that Mass Affluents share have a vital role to play in amplifying awareness and engagement amongst their peers. Almost a quarter of those in the UK and over a third of those in France and The Netherlands read others comments on the content shared by financial companies.
#FIRMDay Manchester Feb 25th 2016 - ‘Ensuring Consistent Recruitment Results ...Emma Mirrington
Sue Caller of Sim Trava (multiple Costa Coffee franchise) and Nik Plevan of e-Talent present: ‘Ensuring Consistent Recruitment Results through on-line Psychometric Screening’ looks at how the use of e-Talent’s on-line recruitment screening has improved Sim Trava’s recruitment process and results
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
I was asked to give a brief overview of social media marketing services and how it can be applied within the architectural community to help create more awareness and interactions
Using Linkedin for Business Marketing and promotiondipenmashru2011
- LinkedIn is a professional social networking site launched in 2003 with over 238 million users worldwide.
- It is primarily used for professional networking, career development, and business opportunities. Top level executives use it for industry networking and promoting businesses, while entry-level employees use it mostly for job searching and networking with coworkers.
- Compared to other social networks, LinkedIn users tend to be older (average age of 44), have higher incomes (average of $109,000), and hold more senior level business positions that enable decision making.
Millennials Crave a Workplace That Fosters InnovationSocialcast
The document discusses how millennials value innovation in the workplace and crave a culture that fosters new ideas. While most millennials see innovation as critical, few feel their current employers support it. The most innovative companies see benefits like increased revenue growth and employee loyalty. To attract millennials, companies should make innovation a priority, demonstrate their commitment to new ideas, and connect with employees to encourage participation and rewards for creativity. Fostering an innovative culture through structured idea generation and using social media can help companies be more successful.
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
Know how to use social media for Recruitment and why one should Incorporate Social Media in Your Recruiting Efforts .Social Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
Today's Job Search: Learn How To Use Social Networks to NETWORKHannah Morgan
Learn why you should learn to network in the today's competitive hunt for your next job.
And learn how to maximize LinkedIn, Facebook and Twitter to let your existing network know more about you and build a bigger network!
1) The document discusses using Web 2.0 tools to help administrative teams be more collaborative and efficient. It outlines the results of a Web 2.0 survey of administrators and their current technology usage.
2) The survey found that 50% use social networking, 25% use Twitter, and 94% either currently use or want to use collaborative technologies within their building/department.
3) The document recommends that administrators keep an open mind about new Web 2.0 tools and how they can benefit both their team and staff, and ultimately help students.
Linkedin Learning, for Federal AgenciesKeith Ellis
The summary is:
The federal workforce is facing increasing demands to continuously learn and adapt skills at a rapid pace due to changing job requirements. However, current learning approaches are lagging behind what is needed. LinkedIn provides a unique opportunity to deliver personalized, relevant learning to federal employees through its vast professional network and data-driven insights. By engaging employees on LinkedIn where they are already active, agencies can help retain talent through career development support.
Social media provides many opportunities for companies to leverage their networks and engage with candidates as part of their recruitment strategy. It allows companies to source candidates, build their employer brand, engage in conversations, and complement their existing careers sites. While social media platforms like LinkedIn, Facebook, Twitter, and YouTube can help advertise jobs and research prospects, companies must develop a clear strategy to understand where relevant talent engages online and how to effectively connect with them. Any social media recruitment effort also comes with challenges around legal issues, privacy, and maintaining honest and realistic communications.
Social Media as a Graduate Recruitment ToolAlex Garrido
This document discusses using social media as a recruitment tool for graduate programs at UTRGV, a university in Texas with over 28,000 students. It provides details on UTRGV's colleges and graduate programs as well as their traditional on-campus recruitment methods. The document then focuses on UTRGV's digital recruitment efforts using social media platforms like Facebook, Twitter, YouTube, and Google ads targeted at specific countries. It shows how their social media ads led to increases in international graduate applications. Finally, it discusses best practices for social media recruitment including capturing student information, targeted communications, and following up on leads.
The Social Bridge to the IT Committee - BrazilLinkedIn
The document discusses research on the social media behaviors and preferences of IT decision makers in Brazil. Some key findings include:
1) The IT committee that makes purchasing decisions includes people from outside IT, like other business functions, and over a third are non-managers.
2) Nearly all IT committee members use social media monthly for business purposes like LinkedIn. Social media provides trust, efficiency, relevance and access throughout the purchasing process.
3) Vendors must foster long-term relationships through valuable content in order to make the shortlist of only 4 vendors that most IT committees consider for purchases. Traditional lead generation is less effective.
How Social Media Influences Institutional Investors LinkedIn
This document summarizes a webcast about how social media influences institutional investors. It found that nearly all institutional investors and asset managers use digital resources for investing. About half have used social media, with LinkedIn being most popular. Social media is gaining influence, with many investors and managers saying it has impacted their decisions or research. The webcast panel will discuss the findings and implications, including opportunities for asset managers to provide useful insights to investors on social platforms.
This presentation was prepared for a course on Product Management at Product School, Mountain View California.
This enlists a product idea i prepared for LinkedIn
Making the Quantum Leap: UPS Social Media Recruitment ROI 2012MikeVangel
UPS adapted its recruitment strategies to reach passive job candidates on social media. It launched UPSjobs pages on Facebook and Twitter in 2007-2009 that grew organically without paid promotion. Videos of UPS employees went viral, driving over 1.5 million views in 2009. By 2011, UPS saw a 328% increase in applicant flow from social media compared to 2010. It expanded its presence on LinkedIn, launched a mobile-friendly site, and saw strong engagement across platforms. Social media recruitment required ongoing resources but provided a measurable return on investment.
Danielle Burke, Sr. Product Marketing Manager, Linkedin
Ryan Cook, VP, Global Talent Acquisition, CH2M
Derina Adamczak, Manager, Global Recruitment Marketing & Sourcing, CH2M
Employees are the most credible spokespeople a company has and their networks are full of the talent companies need to hire. And so empowering employees to share quality content with their networks not only helps them build their professional brand; it helps nurture relationships with prospective talent for their company. Learn why employee activation is a game changer for talent acquisition and hear how CH2MHill is building affinity and driving hires through their employees’ social activity.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
So you think you want a Social Media StrategyPhilip Oakley
This document discusses using social media for business purposes and provides guidance on developing an effective social media strategy. It recommends that businesses first identify their goals and target audience before selecting the appropriate social media tools and platforms. It also stresses the importance of listening to customers, engaging in conversations, and integrating social media activities with other marketing and business operations for measuring success.
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.
Influencing the mass affluent - The NetherlandsLinkedIn Europe
Europeans with significant investable assets expect to engage with finance brands through social media – both to improve their customer experience and to guide future decisions on products and investments.
The Mass Affluent, those with investable assets of between €75,000 and €750,000, are amongst the most active and engaged social media users – and see social platforms as an essential element in their relationships with financial institutions. In a groundbreaking study by LinkedIn and Cogent covering France, The Netherlands and the UK, more than 84% of the mass affluent audience in each country were active on social platforms; at least 40% engaged with financial companies, and at least 30% read content shared by those companies.
In each country, mass affluent audiences opted for LinkedIn as their most trusted social media source for financial information, and the platform they are most likely to turn to for the content that matters to them. Information on new products and services, market commentary, service updates and general company information figured prominently amongst the most sought-after content from banks, credit card companies, insurance brands and brokers. When asked what they hoped to gain from engaging with such companies through social media, Mass Affluents pointed to improved customer service, greater transparency and timely, relevant content.
Across all three countries, and all types of financial sectors, the information discovered and considered through social media is a key driver of immediate action amongst the mass affluent audience. Of those using social media for both discovery and consideration, 63% were driven to take action such as purchasing a product or opening an account. And the comments that Mass Affluents share have a vital role to play in amplifying awareness and engagement amongst their peers. Almost a quarter of those in the UK and over a third of those in France and The Netherlands read others comments on the content shared by financial companies.
#FIRMDay Manchester Feb 25th 2016 - ‘Ensuring Consistent Recruitment Results ...Emma Mirrington
Sue Caller of Sim Trava (multiple Costa Coffee franchise) and Nik Plevan of e-Talent present: ‘Ensuring Consistent Recruitment Results through on-line Psychometric Screening’ looks at how the use of e-Talent’s on-line recruitment screening has improved Sim Trava’s recruitment process and results
#FIRMday London 23 April 2015 - Talent Q - Protect your revenues and profits ...Emma Mirrington
Ian Kershaw, Principle Client Partner at Talent Q, ‘Protect your revenues and profits even
when rejecting applicants’ With 150,000 applicants for 6,000 Customer Advisor roles within
362 B&Q stores each year, 144,000 candidates will come away disappointed. Not handling the
unsuccessful candidates the right way could result in loss of customer brand loyalty and
- ultimately - their lifetime business.
Breakfast with The FIRM SMRS - 'Big Data, What's the big deal?'Emma Mirrington
This document discusses how big data is used in HR to gain insights and improve performance. It finds that 63% of HR leaders use data internally for these purposes, compared to just 21% of non-HR business counterparts. While people metrics around talent are valued by CEOs, consistent delivery is achieved only 25% of the time due to challenges like a lack of consistent data. The document outlines how data comes from all stages of the talent lifecycle and provides rules for effective data use, like starting with a well-defined problem. It then gives a case study example of how one company used data to better understand their target audience and media consumption habits to inform marketing campaigns and ultimately improve hiring outcomes.
#FIRMday London 23 April 2015 - Emma Bagshaw, Bagshaw Consulting, 'Preventing...Emma Mirrington
Emma Bagshaw, Bagshaw Consulting - ‘RTW Preventing illegal working - is your company
protected?’ - Right to Work checks performed pre-employment are the key to reducing legal
risk. With a potential fine of £20,000 per instance and PR risk, is improving these processes on
your agenda for 2015?
• How the resourcing department is central to reducing risk.
• Key steps to preventing illegal working
• What happens when the Home Office pays a visit
• Top 5 ways to reduce risk instantly
#FIRMday Oct 22nd London 2015 - Best practice in people screening programmesEmma Mirrington
The document discusses best practices in people screening programs. It addresses two key recruitment challenges: hiring the right person and ensuring a good candidate experience. It notes that over half of hires have discrepancies in their background checks and emphasizes balancing thorough risk mitigation with a positive candidate experience. The document provides tips for screening programs such as having a due diligence policy, dedicating time to the process, and working closely with screening providers.
#FIRMday Birmingham 7th May 2015 - Emma Mirrington - "Top Ten Mistakes In-hou...Emma Mirrington
The document outlines the top ten mistakes that in-house recruiters make according to Emma Mirrington, who has 15 years of experience in talent acquisition. The mistakes include: prioritizing well-being and self-care, poor planning and organization, ineffective stakeholder management, underutilizing tools and resources, mismanaging time, not properly overseeing suppliers, being too inwardly focused, not using metrics and data effectively, focusing too much on problems rather than successes, and leaders failing to support their teams. The document provides details and examples for each mistake to help recruiters avoid common pitfalls.
#FIRMday Manchester 25th Feb 2016 - Creed - Bringing your employer brand to lifeEmma Mirrington
Caroline Hill and Simon McLoughlin, Directors from Creed Communications present ‘Bringing your employer brand to life’. You’ve worked hard to define your EVP’s, so how do you promote
your Employer Brand through the full employee lifecycle so that it:
• Makes you stand out from the crowd in your attraction comms
• Increases your conversions during the candidate journey
• Helps align behaviours and increase productivity/engagement with your existing people
• Creates brand advocates inside and outside your organisation
We’d like to share with you some examples of where this has been achieved and give you some hints and tips how we’ve overcome some of the obstacles to building award-winning
brands.
#FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more o...Emma Mirrington
#FIRMday Manchester - 15th Oct 2015 - Helping line managers to recruit more objectively at Skanska UK
Driving diversity through objective assessment
Talent Q
#FIRMday Edinburgh - Matt Alder - Recruitment Marketing, Past, Present and Fu...Emma Mirrington
The document discusses the evolution of recruitment marketing from the past classified era to the present use of social media, mobile, job boards, and ATS. It notes that recruitment marketing needs to shift from a modern muddle to strategic inbound and content marketing for the future. Key drivers of this change are the growth of mobile and social media use. The document provides recommendations for recruitment marketing strategies including understanding audiences, building infrastructure, focusing on brand and reputation, using multiple content formats, and taking practical steps like auditing current approaches.
#FIRMday Manchester 19th March 2015 - eArcu Mobile MattersEmma Mirrington
This document discusses how mobile devices are changing recruitment and the job search process. It notes that over 50% of job searches are now done on mobile devices. It highlights several company case studies that have improved the candidate and employer experience by developing fully mobile recruitment systems that allow candidates to search, apply, interview and onboard all from their mobile phones. This helps reach candidates anytime and builds trust by having a consistent experience across all devices. It also provides an example of how BP Retail streamlined the recruitment process from initial application to onboarding within 24 hours by transitioning everything to mobile.
This foreword discusses the author's experience learning about software testing over time. Initially, the author felt uncertainty as their approach to testing own programs differed from what was described in books. The author went through phases of thinking they needed to radically change their approach, then seeing how other approaches worked but not adopting them fully, and finally feeling other approaches wouldn't work for their daily work. The author learned to trust their own experience and judgment over time, as preferences emerge from constantly dealing with testing issues through experience in projects, discussions, trial and error. The author now prefers finding bugs to retesting functions after each change.
O documento discute os desafios de testar aplicações móveis para Android e iOS devido à variedade de sistemas operacionais e configurações de hardware. Ele apresenta ferramentas como Robotium e Calabash que permitem testes automatizados dessas plataformas, e fornece exemplos de projetos open source para ilustrar seu uso.
Testes em Web Services - conceitos e ferramentasQualister
O documento apresenta conceitos e ferramentas para testes em webservices, abordando protocolos SOAP e REST, desafios no teste, tipos de teste e ferramentas de automação para teste de webservices.
This document summarizes Rex Black's book on risk-based testing strategies. It discusses:
- The two main types of risks in testing: product risks related to quality, and project risks related to management and schedules.
- How risk-based testing guides testing activities based on identified risks, prioritizing higher-risk items and allocating more testing effort to them.
- The benefits of risk-based testing over requirements-based testing, like having a more predictable reduction in risk over time and the ability to intelligently reduce testing if needed.
- The history of risk-based testing strategies dating back to the 1980s, and how modern approaches aim to systematically analyze and address risks.
Este documento fornece informações sobre um mini-curso sobre teste ágil, incluindo contatos do instrutor e da empresa organizadora, Qualister. O curso abordará como o teste ágil funciona na prática e os princípios do desenvolvimento ágil.
Leverage the Power of Social Media for Your Business: Presented by CiscoSquareOne|Consulting
The document provides an overview of social media presented by Susan Burton Lowry. It discusses definitions of social media and popular platforms, industry best practices, strategic approaches and tools for social media use, and considerations for small businesses. It also addresses risks, listening strategies, and developing a social media plan and policy.
This document discusses social media usage statistics and strategies for social media marketing. It notes that over 800 million people use social media globally, including many users over 30 years old. While myths exist that social media is not relevant for B2B or conversion, facts show that 41% of B2B companies using Facebook and 62% of B2C companies using Facebook have acquired new customers from it. The document provides tips for getting started with social media, including defining clear objectives, researching your brand, listening before posting, identifying influencers, creating online identities, and developing content. It also discusses measuring social media effectiveness and handling crises.
Socioversity - India's Most Exhaustive Social Media Ranking by Careers360Saurabh Pareek
Led the initiative in the capacity of Project Editor.
Socioversity - India's most exhaustive social media ranking for universities
India is a young nation, and as the data shows, has the fastest-growing Internet-using population in the world. The exciting fact is, 9 out of 10 Internet users are very active on social media.
It is imperative that Indian universities realize the importance of online presence in the digital age and is committed to pushing the boundaries for creating a better digital world. Socioversity Top 25 is about qualitative rather than quantitative measurement & analysis of social media, that is, followers, likes and registrations are not key if it is not matching with the engagement level.
for more details please browse http://www.socioversity.careers360.com/
Socioversity - India's most exhaustive social media ranking for universities ...Naveen goyal
Socioversity - India's most exhaustive social media ranking for universities
India is a young nation, and as the data shows, has the fastest growing Internet-using population in the world. The exciting fact is, 9 out of 10 Internet users are very active on the social media.
It is imperative that Indian universities realize the importance of online presence in the digital age and is committed to push the boundaries for creating a better digital world. Socioversity Top 25 is about qualitative rather than quantitative measurement & analysis of social media, that is, followers, likes and registrations are not key if it is not matching with the engagement level.
for more details please browse http://www.socioversity.careers360.com/
Socioversity - India's First and Most Exhaustive Social Media Ranking for Uni...Saurabh Pareek
In fast-paced and dynamically evolving digital ecosystem, colleges and universities are striving to make their presence felt online. Read Socioversity to know more about which university is making waves and how.
Think social media is big now? It's only going to get bigger. Dice polled tech recruiters to learn the best ways they are using social media. What we heard: candidate quality and quantity improves, as well as the time-to-hire.
Presented at the Business Marketing Association of Kansas City on Wednesday, July 17, 2013.
Vanessa Zambo, Vice President/Principal and Director of Marketing Communications at Terracon discusses their successes and lessons learned in using video, content, and employees to drive their corporate social media.
In this presentation, Vanessa shares how Terracon has not only structured their social media strategy, but their entire online strategy and how all of their sites (YouTube, Facebook, LinkedIn, Terracon.com, and Terracon App) work together.
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.
To better understand what drives and influences CIOs, Zeno examined the social media approach and consumption behaviors of those named to the prestigious CIO 100 List, an annual collection of the most innovative CIOs. As one of the top professional honors to which IT leaders can aspire, the 2014 and 2015 CIO 100 List provided Zeno an opportunity to create a barometric analysis of how a wide collection of the most influential and forward-thinking IT leaders is influenced by individuals and organizations on social.
The document discusses how financial services companies can benefit from using social media. It notes that while many large companies and professionals use social media platforms like LinkedIn and Facebook, fewer than half of financial advisors utilize these tools. The document provides examples of how some financial companies have increased business by listening to customers on social media and launching online communities for client engagement. It emphasizes that social media can be an effective free marketing channel for financial products and services.
Human Resource Development and Solution Using Social Media Platforms By Segu...Segun Akiode, ACIPM, HRPL
On Tuesday, April 14, 2015, Segun Akiode, ACIPM delivered a presentation titled "Human Resource Development and Solution Using Social Media Platforms" at the 2015 RCCG Admin Officers & Computer Secretaries Conference #RCCGAdminstratorsConference at the RCCG Youth Centre.
Strategies for selling social media to target audiences in your organization ...Prescient Digital Media
The document discusses strategies for using social media to sell to organizations. It covers making an organization the employer of choice, meeting the needs of different demographics, and metrics for measuring the return on investment of social media. The importance of executive support is discussed, with reasons given for why executives should advocate for social media use internally such as improving knowledge sharing and meeting employee expectations.
Using Digital Tools to Unlock HR’s True PotentialCapgemini
The document discusses how digital technologies are transforming how employees and job seekers interact with organizations, but HR functions have generally lagged in adopting digital. While mobile devices and social media now account for a significant portion of job searches and reviews, most organizations still rely on traditional recruitment and learning methods. The survey findings show HR processes have low levels of digitization, with few using social recruiting or interactive learning platforms. The document outlines how digital can enhance HR processes through increased efficiency, insights, and engagement if barriers like outdated HR systems, lack of data use, and perceptions of HR are addressed. HR must gain management support and prioritize an integrated digital strategy to fully realize the benefits.
The document discusses how social media, particularly LinkedIn, can help technology companies build relationships with IT buyers and committees. It finds that the IT committee uses social media at every stage of the purchasing process and is open to conversations with vendors. However, vendors need to provide valuable, relevant content rather than just marketing to earn trust and make the small vendor shortlist. The study suggests technology marketers use social media like LinkedIn to engage in conversations, share diverse content, and build long-term relationships with IT decision makers.
Build Engage Recruit - How to Build your Talent BrandLinkedIn Europe
Your marketers and sales people think and work entirely differently than they did 10 years ago. Has your approach to hiring also changed?
Your competitors are no longer content to rely on active job seekers. Companies are now able to build their brand online, engage top talent and recruit the most talented people.
In this presentation, we discuss:
- How to build your brand online
- How to engage your audience
- How to recruit top talent
A survey of 1,722 central government contacts found that about 1 in 5 currently use social media for work purposes. Respondents felt that social media will become more important for achieving government aims over the next year. While social media can help communicate information and gather feedback cost-effectively, many government organizations lack social media skills and a clear strategy for its use. Barriers to greater social media use include limited access, unclear policies, and an unsupportive organizational culture.
This document provides an overview of social media strategies and best practices for Cisco partners. It discusses listening to customers and insights, seeding and participating in social networks, using social media for visibility, education and communication, crowdsourcing, and addressing risks. Specific platforms and metrics are mentioned for various strategies. Best practices include alignment with business objectives and having a strategic plan that includes listening, learning, planning, participation and measuring initiatives.
Social media is changing how businesses operate and how careers are advanced. It allows people to build professional networks, monitor industry trends, find job opportunities, and showcase their expertise. While it provides many benefits, it also presents challenges like privacy issues, legal risks from user-generated content, and ensuring social media activities don't damage brands or careers. Young professionals are encouraged to use social tools strategically and develop a social media presence to further their careers.
The Social Bridge to the IT Committee Australian ResearchLinkedIn
The document discusses how social media can help technology companies build relationships with IT buyers and committees. It finds that 60% of buyers are highly informed and use social media for their purchasing decisions. While tech companies risk being sidelined without engaging on social media, the IT committee actively seeks conversations with vendors to learn about products and industry trends. The document recommends that tech companies provide valuable, authentic content tailored to each stage of the purchasing process in order to build trust and make the shortlist of vendors considered for projects.
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Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
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Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
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AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
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Speaker: Celine Maasland
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The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
16. Entry point
(D
Professional
Graph Direct channels
Indirect
channels
Alumni toolsSalary Insights
Social Channels
Careers Website
Social Graph
Interview Insights
Consideration
29. The power of advocacy
2%
Of employees
share content
published on their
employer’s
LinkedIn company
page.
20%
Of the total
engagement that
content receives.
drives
Source: LinkedIn 2015
10x
On average, a company’s employees have
more connections than their company has
followers.
Employee profiles receive
20xmore views than their
employer’s page.