This document discusses how employees are already advocating for their employers' brands on personal social media accounts. It notes that employees share expertise, experiences, praise, help with marketing, and document office fun and outings. Their social shares can reach 20 times more people than brands' own accounts. The document suggests that employers use a platform to help transform how employees advocate for their brands socially.
Developing an employer branding strategy
for your organization can be made
seamless provided you have an eye for
detail and persistence to look into all
corners of the public domain
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.
Dream or Reality? The Implementation of Recruitment 3.0 & 4.0: Inside the Aut...LinkedIn Europe
In the summer of 2011, Matthew Jeffery of Autodesk published two recruitment articles: "A Vision for the Future of Recruitment: Recruitment 3.0," and "Recruitment 4.0: Crowdsourcing; Gamification; Recruitment as a Profit Centre” and, “the Death of Recruitment Agencies." Their impact is still being felt throughout the industry today. A year later, what's the story? How much has been implemented by Autodesk? What has worked? What could not be implemented? And what is pure theory and will never see the light of day?
In this keynote, Jeffery will reveal the inside story. Hear about Autodesk’s use of social media, the cutting edge mobile recruitment app, new corporate careers website and disruptive recruitment marketing practices...hear the highs and the lows...the mistakes and the glory. Expect key learning’s and takeaways in a very honest, no holds barred session.
In addition, Jeffery will share an exclusive look at the conclusion of their research: "What is Recruitment 5.0: The Final Chapter of Recruitment" and conference attendees will be the first to receive a copy of this ground-breaking report.
Katie BidusJuly 12, 2016Instructor J. AttmannFADA – Mondays.docxtawnyataylor528
Katie Bidus
July 12, 2016
Instructor: J. Attmann
FADA – Mondays 12:30PM
Career Research Assignment
Job Title: Visual Merchandiser
Education and Training
1. Based on job descriptions, it looks like companies want a high school diploma or GED, 1 – 2 years of design or display experience and/or a design or interior design degree from an accredited institution.
Job Skills, Talents, Experience
1. Special skills and personality traits include an understanding of marketing; great communication skills; attention to detail; knowledge of what is in fashion; understanding the budget for displays and marketing materials and the ability to design something great within the budget; knowledge of how to make a display that is aesthetically pleasing and ability to present things and put them together; a creative mindset with a background in design and knowledge of color theory. It would need to be someone who does not mind working late at night or early in the morning since the displays are done when the customers are not there.
2. Being at The Art Institute is great experience because we take color theory and design classes. Volunteering to set up displays for nonprofit organizations at their events is another way to gain experience.
3. I enjoy designing displays and have a good eye for making presentations look good. Throughout grade school I always enjoyed designing my presentations and poster boards creatively so I think I would like this job.
Earnings
1. The average salary in Denver is $32,595 annually (Glassdoor.com). A starting salary in New York City is $30,000 a year (Complex.com). The average salary in Chicago is $29,000 annually (Indeed.com). The national average is $31,320 annually (Glassdoor.com).
2. It seems that compensation is based on performance and other factors including education level, experience, and possibly the need to travel between store locations.
Employment and Typical Day
1. Growth potential for this position includes moving from a junior to senior level position or becoming a manager.
2. Typical responsibilities include traveling to different store locations if it is a chain store; full merchandising and display creations and changes; daily styling of mannequins; maintaining relationships with store personnel; managing events and presentations; creating store visit reports; and managing shop opening merchandising process.
3. The most challenging thing would be keeping the displays looking new and fresh. Typically store windows are not that big so there is not a lot of space to work with. I think it would also be tough to work odd hours like late at night.
Conclusion
1. I learned that the salary for this position isn’t as high as I would expect. There is a lot more to this job including making reports and working with a team than what I originally thought. From first glance, I would assume this position is mostly independent work but based on my research it looks like a lot of teamwork.
2. I do not think this would be a go ...
Your company's employee value proposition, culture, people and typical candidate experience define your company's talent brand. But while you're communicating your corporate/product brand, how much do candidates understand your talent brand? And do employees understand and agree with your talent brand too? Speak with your LinkedIn Talent Solutions representative to understand Talent Brand best practices and how you can communicate your brand through our Career Pages and media solutions.
Index of useful facts and figures
Recruiting leaders often call the shots with
employer brand – 61% either own it outright or
co-own it with another function like marketing.3
No matter where the buck stops, we’ve found
companies with strong talent brands have
these three things going for them: buy-in
from the C-suite, data to support their case,
and strong cross-functional teamwork.
Unlock TikTok Success with Sociocosmos..SocioCosmos
Discover how Sociocosmos can boost your TikTok presence with real followers and engagement. Achieve your social media goals today!
https://www.sociocosmos.com/product-category/tiktok/
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
More Related Content
Similar to Most Employers don’t realize employees are already advocating their companies like this!
Developing an employer branding strategy
for your organization can be made
seamless provided you have an eye for
detail and persistence to look into all
corners of the public domain
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.
Dream or Reality? The Implementation of Recruitment 3.0 & 4.0: Inside the Aut...LinkedIn Europe
In the summer of 2011, Matthew Jeffery of Autodesk published two recruitment articles: "A Vision for the Future of Recruitment: Recruitment 3.0," and "Recruitment 4.0: Crowdsourcing; Gamification; Recruitment as a Profit Centre” and, “the Death of Recruitment Agencies." Their impact is still being felt throughout the industry today. A year later, what's the story? How much has been implemented by Autodesk? What has worked? What could not be implemented? And what is pure theory and will never see the light of day?
In this keynote, Jeffery will reveal the inside story. Hear about Autodesk’s use of social media, the cutting edge mobile recruitment app, new corporate careers website and disruptive recruitment marketing practices...hear the highs and the lows...the mistakes and the glory. Expect key learning’s and takeaways in a very honest, no holds barred session.
In addition, Jeffery will share an exclusive look at the conclusion of their research: "What is Recruitment 5.0: The Final Chapter of Recruitment" and conference attendees will be the first to receive a copy of this ground-breaking report.
Katie BidusJuly 12, 2016Instructor J. AttmannFADA – Mondays.docxtawnyataylor528
Katie Bidus
July 12, 2016
Instructor: J. Attmann
FADA – Mondays 12:30PM
Career Research Assignment
Job Title: Visual Merchandiser
Education and Training
1. Based on job descriptions, it looks like companies want a high school diploma or GED, 1 – 2 years of design or display experience and/or a design or interior design degree from an accredited institution.
Job Skills, Talents, Experience
1. Special skills and personality traits include an understanding of marketing; great communication skills; attention to detail; knowledge of what is in fashion; understanding the budget for displays and marketing materials and the ability to design something great within the budget; knowledge of how to make a display that is aesthetically pleasing and ability to present things and put them together; a creative mindset with a background in design and knowledge of color theory. It would need to be someone who does not mind working late at night or early in the morning since the displays are done when the customers are not there.
2. Being at The Art Institute is great experience because we take color theory and design classes. Volunteering to set up displays for nonprofit organizations at their events is another way to gain experience.
3. I enjoy designing displays and have a good eye for making presentations look good. Throughout grade school I always enjoyed designing my presentations and poster boards creatively so I think I would like this job.
Earnings
1. The average salary in Denver is $32,595 annually (Glassdoor.com). A starting salary in New York City is $30,000 a year (Complex.com). The average salary in Chicago is $29,000 annually (Indeed.com). The national average is $31,320 annually (Glassdoor.com).
2. It seems that compensation is based on performance and other factors including education level, experience, and possibly the need to travel between store locations.
Employment and Typical Day
1. Growth potential for this position includes moving from a junior to senior level position or becoming a manager.
2. Typical responsibilities include traveling to different store locations if it is a chain store; full merchandising and display creations and changes; daily styling of mannequins; maintaining relationships with store personnel; managing events and presentations; creating store visit reports; and managing shop opening merchandising process.
3. The most challenging thing would be keeping the displays looking new and fresh. Typically store windows are not that big so there is not a lot of space to work with. I think it would also be tough to work odd hours like late at night.
Conclusion
1. I learned that the salary for this position isn’t as high as I would expect. There is a lot more to this job including making reports and working with a team than what I originally thought. From first glance, I would assume this position is mostly independent work but based on my research it looks like a lot of teamwork.
2. I do not think this would be a go ...
Your company's employee value proposition, culture, people and typical candidate experience define your company's talent brand. But while you're communicating your corporate/product brand, how much do candidates understand your talent brand? And do employees understand and agree with your talent brand too? Speak with your LinkedIn Talent Solutions representative to understand Talent Brand best practices and how you can communicate your brand through our Career Pages and media solutions.
Index of useful facts and figures
Recruiting leaders often call the shots with
employer brand – 61% either own it outright or
co-own it with another function like marketing.3
No matter where the buck stops, we’ve found
companies with strong talent brands have
these three things going for them: buy-in
from the C-suite, data to support their case,
and strong cross-functional teamwork.
Unlock TikTok Success with Sociocosmos..SocioCosmos
Discover how Sociocosmos can boost your TikTok presence with real followers and engagement. Achieve your social media goals today!
https://www.sociocosmos.com/product-category/tiktok/
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
Your Path to YouTube Stardom Starts HereSocioCosmos
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“To be integrated is to feel secure, to feel connected.” The views and experi...AJHSSR Journal
ABSTRACT: Although a significant amount of literature exists on Morocco's migration policies and their
successes and failures since their implementation in 2014, there is limited research on the integration of subSaharan African children into schools. This paperis part of a Ph.D. research project that aims to fill this gap. It
reports the main findings of a study conducted with migrant children enrolled in two public schools in Rabat,
Morocco, exploring how integration is defined by the children themselves and identifying the obstacles that they
have encountered thus far. The following paper uses an inductive approach and primarily focuses on the
relationships of children with their teachers and peers as a key aspect of integration for students with a migration
background. The study has led to several crucial findings. It emphasizes the significance of speaking Colloquial
Moroccan Arabic (Darija) and being part of a community for effective integration. Moreover, it reveals that the
use of Modern Standard Arabic as the language of instruction in schools is a source of frustration for students,
indicating the need for language policy reform. The study underlines the importanceof considering the
children‟s agency when being integrated into mainstream public schools.
.
KEYWORDS: migration, education, integration, sub-Saharan African children, public school
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2. Employees are sharing and advocating for your brand in ways you may not have considered.
No one is forcing them to share, they are speaking positively about the brand voluntarily.
soampli.com
4. It means people you already employ are going the extra mile by engaging and advocating for your company on their personal networks.
Employees’ shares on their personal networks reach 20x more people than a typical brand does with the same amount of followers*.
*http://hci.stanford.edu/publications/paper.php?id=254
soampli.com
5. What are employees already sharing on their personal accounts?
(The following are taken from employees’ personal channels)
soampli.com
6. Expertise
Employees are sharing their knowledge and expertise about the brand on personal accounts.
PwC Employee
Leeds University Employee
soampli.com
7. Experiences
Experiences your employees have as well as events they attend are being shared.
Land Rover Employee
soampli.com
8. Praise
Employees are sharing praise and positivity about the company already.
Barclays Employee
Pfizer Employee’s
soampli.com
9. Marketing
Employees practice brand awareness alongside promoting the company.
MixMag Employee
Red Cross Employee
Pfizer Employee
soampli.com
10. Office fun and Outings
Employees love to share what’s going on in their office’s and any outings the staff take.
Employees from MixMag, SoAmpli and Pacific Engineering
soampli.com
11. Personal Bio’s
These employees are proud to work where they do, this reflects positively on their company.
soampli.com
12. These could be your employees!!
They could be advocating on your behalf in ways you would never have imagined.
soampli.com
13. enterprise platform helps you maintain and transform the outlook of your employees.
Realise the potential of employees as social media advocates!
14. Keep an eye out for more presentations and learning materials:
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