presentation made to the Knowledge Management Center of a global Executive Search firm in Delhi on how social media tools are changing business as well as recruitment
Creating a Social Networking Recruitment StrategyCielo
Social networking sites are an important tool in a recruiter’s toolbox. However rather than dipping your toe in the water and experimenting tactically, it’s important to take a step back and think about your overall strategic approach to using social media for recruiting.
A well thought-out, coordinated strategy will ensure that your company’s recruitment message is clear, that the various online channels are integrated, and that everything you do in the web environment helps attract top-level talent and enhances your employment brand.
During this webinar sponsored by ADP, you’ll learn the best practices for creating a social networking recruiting strategy. Michelle Krier, Marketing Services Manager for Pinstripe, will explain:
* What social media is and why it’s important to have a social media strategy specifically for your recruiting function
* How to build a social networking strategy for recruitment (and how it integrates with your company’s overall social media strategy)
* What an integrated strategy looks like via a case study
* The organizational benefits of a social networking recruitment strategy, and
* How to measure success
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.
Creating a Social Networking Recruitment StrategyCielo
Social networking sites are an important tool in a recruiter’s toolbox. However rather than dipping your toe in the water and experimenting tactically, it’s important to take a step back and think about your overall strategic approach to using social media for recruiting.
A well thought-out, coordinated strategy will ensure that your company’s recruitment message is clear, that the various online channels are integrated, and that everything you do in the web environment helps attract top-level talent and enhances your employment brand.
During this webinar sponsored by ADP, you’ll learn the best practices for creating a social networking recruiting strategy. Michelle Krier, Marketing Services Manager for Pinstripe, will explain:
* What social media is and why it’s important to have a social media strategy specifically for your recruiting function
* How to build a social networking strategy for recruitment (and how it integrates with your company’s overall social media strategy)
* What an integrated strategy looks like via a case study
* The organizational benefits of a social networking recruitment strategy, and
* How to measure success
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.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Life Sciences want.
e-Promotion: A Revolution In Technical Education EvolutionPrashant Mahajan
In the era of globalization internet plays a vital role in all spheres of life and industries. Whether you sell products online or not, e-Promotion is essential for virtually every business. Internet users in India growing very fast in India, as per the latest report of Internet and Mobile Association of India, India will overtake the US (as the second largest base). As per the research by US based research firm e-Marketer (2014), India will overtake the US as the second largest market for Smartphone in the world by 2016. With the help of Internet on mobile phones (Smartphone), online news or information can be read anytime and anywhere. This is the biggest opportunities for the Institutes offering TechnicalEducation in India. Creating an e-presence is much more than creating a small website with contact details. An e-presence is the image of an institute that will be created in the eyes of every visitor whenever they access website or come across with any social networking links on the Internet while browsing. These foot prints play a very important role in the virtual brand image creation, attracting students and developing relationship with the community.
Engineering a Woman: Marketing Opportunities and Challenges in IndiaPrashant Mahajan
Equity does not just mean an equal number of women and
men; it means equal chances of success and career
development; average women will succeed as much as average
men. The Indian governments initiatives like National Program
for Education of Girls at Elementary Level (NPEGEL),
Rashtriya Mahilakosh (RMK), Kasturba Gandhi Balika
Vidyalaya (KGBV), Working Women Hostels, National
Mission for Empowerment of Women (NMEW), Sarva
Shiksha Abhiyan shall be extended and oriented further more
towards engineering education for the dream come true of
Digital India and Smart Cities with more encouragement of
women in engineering. The strategic marketing aim must be to
‘normalize’ engineering as a career choice for women, so that
people inside and outside of engineering no longer presume
that ‘the engineer’ will be men. Marketing efforts to recruit
more women into engineering must avoid appealing to gender
which associate men and masculinity with ‘things technical’
and women with ‘things social’. In sum, we must broaden the
image and vision of engineering work from technical to
techno-social if we are to attract and keep talented women in
engineering. Engineering has room for diverse ‘types’ of
people because it incorporates a wide variety of jobs and roles.
Women engineering education is a multi-dimensional
phenomenon; marketing efforts to attract women in
engineering shall not be limited to the institutes/service
providers, but it shall be responsibility of the government,
NGOs and community as a whole, for India to be Super Power.
If engineering education is a signifier of development, it
should incorporate a gender perspective to it. Perhaps then, we
will see more women enjoying success and fully participating in engineering education.
The FIRM & IBM : Rewriting the rules for the digital ageEmma Mirrington
Deloitte’s Human Capital professionals leverage research, analytics, and industry insights to help design and execute the HR, talent, leadership, organization, and change programs that enable business performance through people performance. Visit the Human Capital area of www.deloitte.com to learn more.
SOCIAL MEDIA VS ONLINE HIRING: WHAT RECRUITERS PREFER IAEME Publication
Business leaders and Talent acquisition team are always on their toes to supersedeeven the latest recruiting. Owing to this, the world is observing the hiring industry
undergo pockets of disruption. With technology booming at its own pace, E-recruitinghas become the newest form of hiring avenue. The world isalso witnessing the
democratization of recruiting because of technology boom. Companies and
institutions are under constant pressure, not only to find top talent, but also to findthem at lower costs. Now the concern remain that whichformof E-recruiting offers
best returns. Social Media and online recruiting portals are the popular methods.
While we see a rise in usage of both, there exists a need to determine which method is
most preferred by whom, the job seekers or the recruiters. Various factors go intodetermining which platform to choose. This study brings to you a comparative
assessment of hiring sources, Job Boards Vs. Social MediaforIT companies in Punecity.
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Life Sciences want.
e-Promotion: A Revolution In Technical Education EvolutionPrashant Mahajan
In the era of globalization internet plays a vital role in all spheres of life and industries. Whether you sell products online or not, e-Promotion is essential for virtually every business. Internet users in India growing very fast in India, as per the latest report of Internet and Mobile Association of India, India will overtake the US (as the second largest base). As per the research by US based research firm e-Marketer (2014), India will overtake the US as the second largest market for Smartphone in the world by 2016. With the help of Internet on mobile phones (Smartphone), online news or information can be read anytime and anywhere. This is the biggest opportunities for the Institutes offering TechnicalEducation in India. Creating an e-presence is much more than creating a small website with contact details. An e-presence is the image of an institute that will be created in the eyes of every visitor whenever they access website or come across with any social networking links on the Internet while browsing. These foot prints play a very important role in the virtual brand image creation, attracting students and developing relationship with the community.
Engineering a Woman: Marketing Opportunities and Challenges in IndiaPrashant Mahajan
Equity does not just mean an equal number of women and
men; it means equal chances of success and career
development; average women will succeed as much as average
men. The Indian governments initiatives like National Program
for Education of Girls at Elementary Level (NPEGEL),
Rashtriya Mahilakosh (RMK), Kasturba Gandhi Balika
Vidyalaya (KGBV), Working Women Hostels, National
Mission for Empowerment of Women (NMEW), Sarva
Shiksha Abhiyan shall be extended and oriented further more
towards engineering education for the dream come true of
Digital India and Smart Cities with more encouragement of
women in engineering. The strategic marketing aim must be to
‘normalize’ engineering as a career choice for women, so that
people inside and outside of engineering no longer presume
that ‘the engineer’ will be men. Marketing efforts to recruit
more women into engineering must avoid appealing to gender
which associate men and masculinity with ‘things technical’
and women with ‘things social’. In sum, we must broaden the
image and vision of engineering work from technical to
techno-social if we are to attract and keep talented women in
engineering. Engineering has room for diverse ‘types’ of
people because it incorporates a wide variety of jobs and roles.
Women engineering education is a multi-dimensional
phenomenon; marketing efforts to attract women in
engineering shall not be limited to the institutes/service
providers, but it shall be responsibility of the government,
NGOs and community as a whole, for India to be Super Power.
If engineering education is a signifier of development, it
should incorporate a gender perspective to it. Perhaps then, we
will see more women enjoying success and fully participating in engineering education.
The FIRM & IBM : Rewriting the rules for the digital ageEmma Mirrington
Deloitte’s Human Capital professionals leverage research, analytics, and industry insights to help design and execute the HR, talent, leadership, organization, and change programs that enable business performance through people performance. Visit the Human Capital area of www.deloitte.com to learn more.
SOCIAL MEDIA VS ONLINE HIRING: WHAT RECRUITERS PREFER IAEME Publication
Business leaders and Talent acquisition team are always on their toes to supersedeeven the latest recruiting. Owing to this, the world is observing the hiring industry
undergo pockets of disruption. With technology booming at its own pace, E-recruitinghas become the newest form of hiring avenue. The world isalso witnessing the
democratization of recruiting because of technology boom. Companies and
institutions are under constant pressure, not only to find top talent, but also to findthem at lower costs. Now the concern remain that whichformof E-recruiting offers
best returns. Social Media and online recruiting portals are the popular methods.
While we see a rise in usage of both, there exists a need to determine which method is
most preferred by whom, the job seekers or the recruiters. Various factors go intodetermining which platform to choose. This study brings to you a comparative
assessment of hiring sources, Job Boards Vs. Social MediaforIT companies in Punecity.
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
Social Media & Recruitment, A Match Made In Heaven? The Searchologist
Invited to give a presentation at an event run by Oracle & Symatrix. Looking at why social media matters, how it helps & hinders recruitment, and how easily a few changes can improve results.
Recruitment activities and employer branding are transforming since the rise of the new media on the World Wide Web (including Web 2.0, social software, ICT 3.0 and other concepts). These new social media create various opportunities for recruiters and their communications, but there are also big pitfalls which can instantaneously harm the organization’s reputation and impression that was build up so carefully in previous decennia. Online conversations can become the most important information source for the current digital natives. Consequently, an employer brand could be primarily defined by people external to the organization.
As such, before using social media for recruitment objectives, the whole concept of social media has to be understood and the different possible marketing and communication applications for organizations’ recruitment activities have to be evaluated. The goal of this report is to establish a first and general – not comprehensive - overview of social media and implementations for recruitment purposes, aimed at young graduates. In essence, a social media presence of the employer brand on a meta level.
Career Sites, Recruiting Strategy & The Candidate ExperienceMonster
A significant component of a company’s recruitment strategy is a corporate website. This website showcases your company, your culture and your recruitment brand. Great Candidates who are carefully managing their careers are visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the Candidate experience in mind and fail to engage the right talent.
This presentation illustrates how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right Candidates in and the wrong Candidates out.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
Ibm Swg Social Media Marketing Delphine Remy Boutang 3rd Marchguestca2060b
Social Networking and the Employment Relationship
One-day conference: 3rd March 2010, Central London
· How you use social media – your internal social media network
· The benefits of social media
· Key learnings: What has gone wrong? How have you rectified the problems?
· How do you monitor employee use of social media?
· Your policy/guidelines – discussion and how are these enforced?
IBM Case Study: "Guiding Your Organization Through The Social Media Landscape”
- IBM Social engagement strategy
- how we have addressed social media governance from both an internal and external perspective at IBM.
-insights on IBM’s social computing guidelines
- Education on how IBMers can successfully leverage social technologies for improved business results.
- Best practices example
This high level, non-technical presentation is targeted at those who need or want to be convinced that being an active participant in the world of social networks increases your probability of finding a job in today's difficult job market.
Social Media Presention to the Georgai Psychological Associationinnoloft
This overview of Social Media was given to the Georgia Psychological Association on the 22nd of May 2012. In addition to an overview of social media, the presentation included the use and risks associated with using social media for employee recruitment and screening. It also touched on personal brand management and online reputation management.
Web 2.0 Expo Europe 2008 conference presentation on enterprise adoption of social software including IBM's own usage success and some of IBM's offerings
Social media for recruitment presentation - Leveraging social media for recru...SocialB
Social media for recruitment - if you want to leverage social media a part of your recruitment strategy then take a look through our presentation.
SocialB are international award winning social media and online marketing experts. Their expert trainers are often asked to speak at events and conferences and this includes on areas of recruitment through social media.
Need some training - contact us to chat about the options best suited to your organisation
How can Small and Medium Business Enterprises Leverage Social Media and the p...Gautam Ghosh
How can Small and Medium Business Enterprises Leverage Social Media and the power of Online Communities and Social Technolohies to achieve their business objectives - increased sales, lower costs
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
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Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
2. Society is undergoing dramatic change
FROM TO
Passive recipients of Active knowledge
information sharers/drivers
Constrained by natural
Borderless
(or psychological) boundaries
Face to face ‘Invisible’
Living within our means Have It All
Job for Life Continuous Learning
8. Key facts for candidate use of Social Media
14% of job seekers devote all of their time searching on
social media sites
31% use Linkedin to search for jobs and manage their
professional networks
18% of jobseekers use Facebook to search for jobs
An estimation of 50% of hires are through referrals.
Facebook and Linkedin uncover unknown connections
and can be the key to getting the right job
* Sourced from: Simply Hired, 2010 & Networkmarketingjobs.com
11. People connect on social networks
350
300
250
200 Number of Active
Users in India
150
Facebook – 35 M
100
Job Boards – 2 million
50
0
2007 2008 2009 2010 2011
Job Board Facebook
12. Talent communities
People
from career
database
People People
from social visiting
networks website
Content &
Videos Branded
Talent Jobs posted
from social Community
networks
13. Content, Conversations
Company
Develop
People
interested Employees
Engage Attract
People
with Skills
14. Employment Branding: EMC
External employment
branding
- encourages bloggers to
act as organic brand
ambassadors
EMC Careers
- YouTube
- Twitter
- Facebook
- Wordpress
- LinkedIn
Help Save Nick Glasgow – a
social media campaign to
save an employee suffering
from cancer
http://www.slideshare.net/pollypearson/social-media-strategy-and-execution-for-branding-engagement-
and-recruiting
15. Showcase work culture- Employee blogs
HR and recruitment
focused community
platform
Source:
http://www.microspotting.com/
16. Connect recruiters with potential employees
Social recruitment
platform for
potential
employees.
Recruiters help with
job-hunting,
resume writing,
interview
preparation, etc
Share upcoming job
fairs, events,
vacancies
Source: http://microsoftjobsblog.com/
18. Listen and Respond to
Conversations
Across different forums, social networks,
?
PROBLEM
platforms on the social web
Use listening tools to figure out what current and
prospective employees are saying about your
culture, nature and type of work, and other
SOLUTION competitors for your talent.
19. Listening to the social web
Use tools like
Buzzstream,
Techrigy or
Radian6 to conduct
these searches.
Build a process that
would empower
users to respond
and participate in
the conversation
20. Finding & Attracting good talent – How?
“Great Talent Knows Other Great Talent”
•Identify, create and participate in conversations in
relevant online communities
•Showcase organizational culture on own community
and on social outposts
•Advocacy program to build pipeline
•Talent identification campaigns
21. Be present where talent can find you
Listen in on communities
relevant to your
business
Identify active
contributors to the
community
Encourage your
employees to
participate in such
forums
Project your company as
a thought leader
http://drupalmodules.com/
http://knowledgemanagement.ittoolbox.com/
22. Idea: Social aggregation on Corporate site
Online platform that
aggregates
conversations
mentioning :
Company
brand/product
Clients/custo
mers
http://beta.cpbgroup.com/#cpb
23. Social aggregation on Corporate site
Twitter on Zappos:
Online platform that
aggregates all
twitter mentions of :
Zappos
Related
brands/prod
ucts
Clients/custo
mers
http://twitter.zappos.com/
24. Showcase work culture- Employee blogs
HR and recruitment
focused community
platform
Empower employees
to share their work
to showcase how
exciting it is to
work
http://www.microspotting.com/
25. Talent Identification Contest
Idea: Launch a series
of user generated
contest resulting in
exciting jobs
Reference: Severus
Credit Union
launched the
contest and made
the winners their
spokesperson
http://www.youngfreealberta.com/
26. Engaging with active prospects
•Connect active prospects with recruiters
•Connect active prospects with current employees
•Social background check and evaluation
28. Using a Facebook Page
Targets Asia Pacific
candidates
Needs effort for
engagement
29. Social background check & evaluation
Use social tools for a
thorough
background check
on potential
recruits
- Personal blogs
-LinkedIn
recommendations
-Group
memberships on
LinkedIn
-Tweeting pattern