Social media is having a major impact on human resources (HR) functions. 55% of HR professionals rate word of mouth as the best source of candidates, and it is predicted that 50% of candidate referrals will come through online communities in the next five years. 45% of employers currently screen candidates' social media sites, and 35% have found content that caused them not to hire a candidate. Social media is becoming increasingly important for both attracting and evaluating potential job candidates. It is important for HR and recruitment professionals to understand how to effectively utilize social media platforms to support their efforts.
1) 55% of HR professionals rate word of mouth as the best source of candidates, and 45% expect 50% of referrals to come through online communities in the next five years.
2) 45% of employers screen candidates' social media sites, and 35% reported finding content that caused them not to hire a candidate.
3) Social media provides businesses an opportunity to engage with potential candidates and employees by allowing participation from users.
An exploration of the potential impact of Social Media upon recruitment and retention. In addition, how can HR as a discipline take advantage of more strategic use of Socisal Media.
HR and social media are increasingly interconnected. Most HR professionals believe word-of-mouth and online communities will be the primary sources of candidates within five years. Many employers now screen candidates' social media profiles, with nearly half finding content that caused them not to hire a candidate. However, over two-thirds of organizations have hired an applicant through social media. As adoption increases, social media is becoming a major tool for recruitment, with LinkedIn and Facebook being the most commonly used sites.
HR professionals are increasingly using social media to find and recruit candidates. Word-of-mouth referrals through online communities are expected to account for 50% of referrals within five years. Employers are also using social media to screen candidates, with 45% reporting they have found content that caused them not to hire a candidate. The use of social media in recruitment is growing rapidly, with LinkedIn and Facebook being the most commonly used sites by organizations for activities like promoting open jobs and looking for passive candidates.
How Businesses Use Web 2.0 and Social Media. Presentation by Charlie Kreitzberg and Anne Pauker Kreitzberg, Cognetics at CIO Summit, April 2009, Valley Forge, PA. www.cognetics.com
This document discusses how social media is changing HR functions and how HR can leverage social media tools. It begins with definitions of terms like SaaS and social HR. It then provides statistics on popular social media platforms like Facebook, LinkedIn, and Twitter. The document discusses how social media is impacting HR processes like employer branding, recruiting, employee communications, and training. It also explores how "social" features can be integrated into SaaS HR software to make HR processes more engaging. In summary, social media is transforming HR and SaaS HR tools are helping companies manage HR functions through a social approach.
This document provides an overview of social media marketing strategies. It discusses using LinkedIn, Facebook, and other platforms to market your career and build your professional network. Key recommendations include completing your LinkedIn profile, engaging with groups, customizing your Facebook page, interacting regularly, and monitoring engagement. Content sharing is emphasized over direct promotion. Connecting with experts Lorraine Goodman and Max Weinstein is also suggested for further guidance.
This is a powerpoint presentation for my subject at University this semester: Integrated Media 2. It explores the online Identity I made for myself throughout the first 5 weeks of the semester.
1) 55% of HR professionals rate word of mouth as the best source of candidates, and 45% expect 50% of referrals to come through online communities in the next five years.
2) 45% of employers screen candidates' social media sites, and 35% reported finding content that caused them not to hire a candidate.
3) Social media provides businesses an opportunity to engage with potential candidates and employees by allowing participation from users.
An exploration of the potential impact of Social Media upon recruitment and retention. In addition, how can HR as a discipline take advantage of more strategic use of Socisal Media.
HR and social media are increasingly interconnected. Most HR professionals believe word-of-mouth and online communities will be the primary sources of candidates within five years. Many employers now screen candidates' social media profiles, with nearly half finding content that caused them not to hire a candidate. However, over two-thirds of organizations have hired an applicant through social media. As adoption increases, social media is becoming a major tool for recruitment, with LinkedIn and Facebook being the most commonly used sites.
HR professionals are increasingly using social media to find and recruit candidates. Word-of-mouth referrals through online communities are expected to account for 50% of referrals within five years. Employers are also using social media to screen candidates, with 45% reporting they have found content that caused them not to hire a candidate. The use of social media in recruitment is growing rapidly, with LinkedIn and Facebook being the most commonly used sites by organizations for activities like promoting open jobs and looking for passive candidates.
How Businesses Use Web 2.0 and Social Media. Presentation by Charlie Kreitzberg and Anne Pauker Kreitzberg, Cognetics at CIO Summit, April 2009, Valley Forge, PA. www.cognetics.com
This document discusses how social media is changing HR functions and how HR can leverage social media tools. It begins with definitions of terms like SaaS and social HR. It then provides statistics on popular social media platforms like Facebook, LinkedIn, and Twitter. The document discusses how social media is impacting HR processes like employer branding, recruiting, employee communications, and training. It also explores how "social" features can be integrated into SaaS HR software to make HR processes more engaging. In summary, social media is transforming HR and SaaS HR tools are helping companies manage HR functions through a social approach.
This document provides an overview of social media marketing strategies. It discusses using LinkedIn, Facebook, and other platforms to market your career and build your professional network. Key recommendations include completing your LinkedIn profile, engaging with groups, customizing your Facebook page, interacting regularly, and monitoring engagement. Content sharing is emphasized over direct promotion. Connecting with experts Lorraine Goodman and Max Weinstein is also suggested for further guidance.
This is a powerpoint presentation for my subject at University this semester: Integrated Media 2. It explores the online Identity I made for myself throughout the first 5 weeks of the semester.
Professional & Social Networking for ResultsDave Kohrell
shared at the PMI Leadership Institute's North American Congress meeting on October 8, 2009 this presentation and interactive discussion provided tips and best practices for "prosocial networking"
Digital Rites of Passage - Managing Your Social …Medpricer
Provides guide on why to use social media for job and career management and provides a 4 step framework - Create, Connect, Curate, Control - on how to leverage social media for job hunting and career management. Presentation focuses on college interns and students transitioning to workforce, but can apply to anyone in workforce wanting to know how to use social media more effectively in their career.
The presentation I delivered at the Social Recruiting Conference (#SRCONF) in Paris on 1st December 2011.
I was asked to show why you should be using social media for recruiting, and the ever important 'how to get started' with social recruiting.
The Social CEO - Getting Your Executives Online. Presentation to Pacific Con...Walter Jennings
Consumers are online and companies are following - but are CEOs? This presentation covers the business case for high profile management to engage in social media, then has a few case studies. Finally are "baby steps" anyone can take to get online. Feel free to ping questions!
LinkedIn is the most effective social media platform for recruiting according to organizations, scoring well for branding, sourcing, and converting candidates. Facebook is also effective across recruiting activities. MySpace and other networks are less commonly used for recruiting and have more limited effectiveness. Recruiters find LinkedIn effective for all major recruiting process activities while results are mixed for other social networks.
How social media is changing the learning landscape finalScott Bradbury
Slides from the social media session at the 2012 Alliance for Continuing Education in the Health Professions Medical Specialty Societies Member Section Meeting. August 8 & 10, Rosemont, IL and Alexandria, VA.
Developed by Anne Grupe, Scott Bradbury, and Dino Damalas, with credit to Brian McGowan.
The document provides 5 changes that must be made to improve one's LinkedIn profile and networking. The changes are: 1) Avoid generic connection requests and introduce yourself personally; 2) When asking for recommendations, be specific about the person and skills for which you want endorsement; 3) Avoid using LinkedIn's default text and messages and personalize all communication; 4) Do not integrate Twitter updates into your LinkedIn feed as they have different audiences; 5) Carefully proofread for spelling and grammar mistakes to make a professional impression. Making these changes will help users strategically maximize their networking on LinkedIn.
Deborah Smith is a certified LinkedIn instructor who provides public and private training on developing strategies for LinkedIn, Facebook, Twitter, and other social media platforms. The document discusses the basics of using LinkedIn, including optimizing profiles, building connections strategically through groups and invitations, researching jobs and companies, and using advanced search techniques. It emphasizes completing and optimizing the profile, growing a quality network, becoming a visible contributor to gain notice, and connecting with the instructor for additional help.
Using LinkedIn for Covert Job SearchingDeborah Smith
This is a presentation I did for the American Chemical Society\’s National Convention in Philadephia. Contact me for other specialized Social Media presentations for your next trade show or conference. info@deborahlsmith.com
Connectr8 - Exploding The Barriers To Social Computing (UKLUG 2009)Stuart McIntyre
My presentation to the UK Lotus User Group (UKLUG) in Edinburgh, 8 October 2009.
Aimed at relative newcomers to Enterprise 2.0 and Social Software, I spoke about the reasons why social computing is important, some of the challenges to gaining investment in the tools and driving adoption, and how to break through these barriers.
I try to make my presentations very visual, so these slides may not make a huge amount of sense on their own, so if you need any additional information, please get in touch!
This document provides tips for leveraging your network on LinkedIn at a massive scale. It discusses building your profile with a photo, tagline, summary, and skills. It recommends making your profile public and using features like SlideShare and groups. The document stresses connecting with contacts, setting connection goals, and asking for recommendations. It also notes the importance of 2nd degree connections and using LinkedIn for more than just jobs. The overall message is that LinkedIn can greatly expand your professional network and visibility.
Candidate trends social media-talent communities 11-2011BayardAdvertising
1. The document discusses trends in recruiting and talent sourcing, focusing on three areas: candidate trends seen on job boards and other sites, the growing role of social media, and strategies for building talent communities.
2. It provides statistics on job search behaviors and audiences on various sites and social networks. Major job boards see tens of millions of visits each month but growth is seen more on newer sites and LinkedIn.
3. The use of social media for recruiting is growing rapidly as recruiters recognize its importance for engaging candidates and learning about them online. LinkedIn and Facebook are the primary social networks used by recruiters.
Winnie Chen provides internet branding and social media consultancy services. She offers services to help professionals build their online presence through a complete LinkedIn profile, social media accounts, blogs, and engaging with industry groups. This includes an initial setup fee and monthly maintenance fees. Her services are aimed at helping professionals maximize their online visibility and network through optimized use of social media platforms.
This document provides information about an upcoming Social Media Career Fair. It discusses how social media skills are now essential for many jobs. It also outlines some of the sessions that will be part of the career fair, including getting active in social media, understanding how social media skills relate to different types of jobs, and learning how to build trust and engage with audiences online. The career fair aims to help people understand how to harness social media for their careers.
The document discusses how social media is becoming increasingly important for recruiting and retaining talent. It provides statistics on social media usage and notes that many companies are successfully using social platforms like Facebook and Twitter to find candidates. The document then offers ideas for how companies can utilize social media in their recruiting strategies, such as by empowering current employees to act as brand ambassadors and referring potential candidates from their own social networks. It emphasizes that having clear social media policies and guidelines can help employees feel more comfortable engaging on these platforms.
1) 55% of HR professionals rate word of mouth as the best source of candidates, and 45% expect 50% of referrals to come through online communities in the next five years.
2) 45% of employers screen candidates' social media sites, and 35% reported finding content that caused them not to hire a candidate.
3) Social media provides businesses an opportunity to engage with potential candidates and employees by allowing participation from users.
The document discusses how social media has become an important tool for recruitment. It notes that over 60% of job seekers use search engines to find jobs and that social networks like LinkedIn and Facebook provide ways for recruiters to source and engage with candidates. The document emphasizes that recruiters need to understand candidates' social media use and expectations in order to effectively use these tools for recruitment. It provides tips on using different social media platforms like LinkedIn, Twitter, Facebook, and Google+ for sourcing candidates and maintaining engagement.
This document summarizes a webinar presented by Manpower on social media and recruiting. It provides information on Intuit's journey with social recruiting, what they learned, and where they are going. It also discusses some of the legal issues around using social media for recruiting and provides tips for developing a social media policy. The webinar aimed to help HR professionals understand how to effectively use social media for recruiting while avoiding legal pitfalls.
This document discusses using social media in HR and recruiting. It covers 5 areas: [1] professional development on social media, [2] choosing the right social media tools, [3] communication and branding on social media, [4] 'social' recruiting using social media, and [5] developing a social media plan. The document provides tips and strategies in each area, such as building your professional network, choosing profiles to focus on like LinkedIn and Facebook, leveraging employees as ambassadors, searching social networks for candidates, and setting goals and metrics for social media efforts.
2011 social recruiting report jobvite srp-2011Ximo Salas
According to a survey of over 800 US companies conducted in 2011:
- 89% of companies planned to use social networks for recruiting in 2011, up from 83% in 2010.
- Social media saw the largest planned increase in investment for recruiting among various sources.
- LinkedIn was the dominant social network for recruiting, used by 87% of respondents, though many companies used multiple networks.
- Two thirds of respondents expected increased competition for talent over the next year, driving more intense recruiting efforts.
Professional & Social Networking for ResultsDave Kohrell
shared at the PMI Leadership Institute's North American Congress meeting on October 8, 2009 this presentation and interactive discussion provided tips and best practices for "prosocial networking"
Digital Rites of Passage - Managing Your Social …Medpricer
Provides guide on why to use social media for job and career management and provides a 4 step framework - Create, Connect, Curate, Control - on how to leverage social media for job hunting and career management. Presentation focuses on college interns and students transitioning to workforce, but can apply to anyone in workforce wanting to know how to use social media more effectively in their career.
The presentation I delivered at the Social Recruiting Conference (#SRCONF) in Paris on 1st December 2011.
I was asked to show why you should be using social media for recruiting, and the ever important 'how to get started' with social recruiting.
The Social CEO - Getting Your Executives Online. Presentation to Pacific Con...Walter Jennings
Consumers are online and companies are following - but are CEOs? This presentation covers the business case for high profile management to engage in social media, then has a few case studies. Finally are "baby steps" anyone can take to get online. Feel free to ping questions!
LinkedIn is the most effective social media platform for recruiting according to organizations, scoring well for branding, sourcing, and converting candidates. Facebook is also effective across recruiting activities. MySpace and other networks are less commonly used for recruiting and have more limited effectiveness. Recruiters find LinkedIn effective for all major recruiting process activities while results are mixed for other social networks.
How social media is changing the learning landscape finalScott Bradbury
Slides from the social media session at the 2012 Alliance for Continuing Education in the Health Professions Medical Specialty Societies Member Section Meeting. August 8 & 10, Rosemont, IL and Alexandria, VA.
Developed by Anne Grupe, Scott Bradbury, and Dino Damalas, with credit to Brian McGowan.
The document provides 5 changes that must be made to improve one's LinkedIn profile and networking. The changes are: 1) Avoid generic connection requests and introduce yourself personally; 2) When asking for recommendations, be specific about the person and skills for which you want endorsement; 3) Avoid using LinkedIn's default text and messages and personalize all communication; 4) Do not integrate Twitter updates into your LinkedIn feed as they have different audiences; 5) Carefully proofread for spelling and grammar mistakes to make a professional impression. Making these changes will help users strategically maximize their networking on LinkedIn.
Deborah Smith is a certified LinkedIn instructor who provides public and private training on developing strategies for LinkedIn, Facebook, Twitter, and other social media platforms. The document discusses the basics of using LinkedIn, including optimizing profiles, building connections strategically through groups and invitations, researching jobs and companies, and using advanced search techniques. It emphasizes completing and optimizing the profile, growing a quality network, becoming a visible contributor to gain notice, and connecting with the instructor for additional help.
Using LinkedIn for Covert Job SearchingDeborah Smith
This is a presentation I did for the American Chemical Society\’s National Convention in Philadephia. Contact me for other specialized Social Media presentations for your next trade show or conference. info@deborahlsmith.com
Connectr8 - Exploding The Barriers To Social Computing (UKLUG 2009)Stuart McIntyre
My presentation to the UK Lotus User Group (UKLUG) in Edinburgh, 8 October 2009.
Aimed at relative newcomers to Enterprise 2.0 and Social Software, I spoke about the reasons why social computing is important, some of the challenges to gaining investment in the tools and driving adoption, and how to break through these barriers.
I try to make my presentations very visual, so these slides may not make a huge amount of sense on their own, so if you need any additional information, please get in touch!
This document provides tips for leveraging your network on LinkedIn at a massive scale. It discusses building your profile with a photo, tagline, summary, and skills. It recommends making your profile public and using features like SlideShare and groups. The document stresses connecting with contacts, setting connection goals, and asking for recommendations. It also notes the importance of 2nd degree connections and using LinkedIn for more than just jobs. The overall message is that LinkedIn can greatly expand your professional network and visibility.
Candidate trends social media-talent communities 11-2011BayardAdvertising
1. The document discusses trends in recruiting and talent sourcing, focusing on three areas: candidate trends seen on job boards and other sites, the growing role of social media, and strategies for building talent communities.
2. It provides statistics on job search behaviors and audiences on various sites and social networks. Major job boards see tens of millions of visits each month but growth is seen more on newer sites and LinkedIn.
3. The use of social media for recruiting is growing rapidly as recruiters recognize its importance for engaging candidates and learning about them online. LinkedIn and Facebook are the primary social networks used by recruiters.
Winnie Chen provides internet branding and social media consultancy services. She offers services to help professionals build their online presence through a complete LinkedIn profile, social media accounts, blogs, and engaging with industry groups. This includes an initial setup fee and monthly maintenance fees. Her services are aimed at helping professionals maximize their online visibility and network through optimized use of social media platforms.
This document provides information about an upcoming Social Media Career Fair. It discusses how social media skills are now essential for many jobs. It also outlines some of the sessions that will be part of the career fair, including getting active in social media, understanding how social media skills relate to different types of jobs, and learning how to build trust and engage with audiences online. The career fair aims to help people understand how to harness social media for their careers.
The document discusses how social media is becoming increasingly important for recruiting and retaining talent. It provides statistics on social media usage and notes that many companies are successfully using social platforms like Facebook and Twitter to find candidates. The document then offers ideas for how companies can utilize social media in their recruiting strategies, such as by empowering current employees to act as brand ambassadors and referring potential candidates from their own social networks. It emphasizes that having clear social media policies and guidelines can help employees feel more comfortable engaging on these platforms.
1) 55% of HR professionals rate word of mouth as the best source of candidates, and 45% expect 50% of referrals to come through online communities in the next five years.
2) 45% of employers screen candidates' social media sites, and 35% reported finding content that caused them not to hire a candidate.
3) Social media provides businesses an opportunity to engage with potential candidates and employees by allowing participation from users.
The document discusses how social media has become an important tool for recruitment. It notes that over 60% of job seekers use search engines to find jobs and that social networks like LinkedIn and Facebook provide ways for recruiters to source and engage with candidates. The document emphasizes that recruiters need to understand candidates' social media use and expectations in order to effectively use these tools for recruitment. It provides tips on using different social media platforms like LinkedIn, Twitter, Facebook, and Google+ for sourcing candidates and maintaining engagement.
This document summarizes a webinar presented by Manpower on social media and recruiting. It provides information on Intuit's journey with social recruiting, what they learned, and where they are going. It also discusses some of the legal issues around using social media for recruiting and provides tips for developing a social media policy. The webinar aimed to help HR professionals understand how to effectively use social media for recruiting while avoiding legal pitfalls.
This document discusses using social media in HR and recruiting. It covers 5 areas: [1] professional development on social media, [2] choosing the right social media tools, [3] communication and branding on social media, [4] 'social' recruiting using social media, and [5] developing a social media plan. The document provides tips and strategies in each area, such as building your professional network, choosing profiles to focus on like LinkedIn and Facebook, leveraging employees as ambassadors, searching social networks for candidates, and setting goals and metrics for social media efforts.
2011 social recruiting report jobvite srp-2011Ximo Salas
According to a survey of over 800 US companies conducted in 2011:
- 89% of companies planned to use social networks for recruiting in 2011, up from 83% in 2010.
- Social media saw the largest planned increase in investment for recruiting among various sources.
- LinkedIn was the dominant social network for recruiting, used by 87% of respondents, though many companies used multiple networks.
- Two thirds of respondents expected increased competition for talent over the next year, driving more intense recruiting efforts.
This document discusses strategies for social recruiting, particularly targeting college students and Generation Y. It outlines four approaches to recruiting according to a Michigan State University study. It also provides data on how human resources departments are increasing their use of technology and social media for recruiting. The document recommends focusing recruitment efforts on the communities and interests of candidates, leveraging search strategies, and emphasizing peer relationships rather than treating candidates as prospects.
Using Social Media In HR & Recruiting - April 2012Jennifer McClure
Using Social Media in HR & Recruiting presentation delivered by Jennifer McClure - President of Unbridled Talent LLC at Apogee Enterprises April 11, 2012
The How Tos Of Social Media For Recruiting FinalSusan Leverentz
This document discusses how companies can utilize social media platforms for recruitment activities. It begins by defining social media and social networking, and outlines some of the major social networking platforms like LinkedIn, Facebook, and Twitter. It then discusses how companies can get started by observing how candidates engage on these platforms. The document provides tips on how companies can engage candidates by starting conversations and providing ongoing relevant content. It also discusses the importance of creating social media guidelines and policies to align online behaviors with company codes of conduct. Finally, it stresses the need for companies to monitor social media usage and be aware of how these platforms are evolving.
Social recruiting has become mainstream, with 83% of companies now using or planning to use social media for recruiting. LinkedIn is the dominant social network for recruiting, used by 78% of companies, followed by Facebook at 55% and Twitter at 45%. Nearly half of companies plan to increase spending on social recruiting in 2010 compared to 2009 as the economy recovers. Social networks are seen as a more cost-effective alternative to traditional channels like job boards.
Recruiters find LinkedIn effective for all major recruiting activities, while other social networks show mixed results. With over 35 million professionals, LinkedIn ranks highly for branding, sourcing, and converting candidates. Facebook, with over 150 million active users, also scores well across areas and higher than MySpace. Ning scores high for branding and converting candidates due to its focus on building social networks. Recruiters report LinkedIn as most effective, followed by Facebook, while effectiveness of other networks is more limited.
My Specialties;
Practical HR and sourcing strategy | End-to-end recruitment process (talent acquisition) | Sourcing technology, social network
for recruitment, targeted selection and talent pipeline | Employer branding and recruitment campaign and channel.
Social media is ALL about engagement. In this webinar, we’ll take a look at Twitter, Facebook, Google Buzz, and blogs. We’ll also look at some creative engagement using Linkedin, if time permits. With deeper engagement, supporters are much more likely to take action on your behalf, share your organization’s information, donate money, and bring friends to your social spaces.
Social media has fundamentally changed recruitment by allowing people to find jobs and companies to find candidates in new ways. While social media can be a powerful recruitment tool, companies must make significant investments of time, effort and money to see results. Effective social media recruitment strategies involve engaging current employees to promote openings, building online talent communities, and using targeted social media ads. The best approaches recognize that passive candidates make up a large portion of the workforce and require different recruitment tactics than active job seekers.
This is a presentation given in Atlanta to a group of Chief Marketing Officers and Vice Presidents of Marketing that provided an overview of today's public relations landscape and the role that digital communications plays in it today. As we've seen, the social and digital media landscape has changed the way that organizations communicate, engage and gather their information. Take a look and provide your thoughts or even share some of your best practices!
Social Media Attribution - Havas Digital InsightsHavas Media
This document discusses quantifying the contribution of social media in marketing campaigns. It outlines challenges with social media attribution, such as much social media activity escaping traditional tracking. The document proposes addressing this by building on an existing attribution methodology to encompass social media through techniques like agent-based modeling. This would create unified datasets and simulated user journeys to uncover attribution and interaction effects between paid digital campaigns and earned social media. The benefits would include optimizing campaign architecture and maximizing returns across channels.
Recruiting and Social Media Presentationsaparra123
The document discusses social recruiting and how companies are increasingly using social media to source and recruit talent. Some key points include:
- 90% of companies plan to use social recruiting in 2011 and 64% hired candidates via social networks in 2010. Common social networks for recruiting include LinkedIn, Facebook, and Twitter.
- Social recruiting allows for more targeted candidate selection and filtered interview processes compared to traditional online job boards. Successful social recruiting involves engaging with users and providing information about job opportunities and company culture.
- Emerging trends include digital career fairs to replace on-campus events, applications directly through social networks like LinkedIn, and "vote for me" job application sites that select winners based on work portfolio and social
The trends in the UK around social media and mobility are outlined in this presentation. How are companies using it and how does this match what consumers expect and want?
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...Neil Horowitz
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
2. 55% of HR professionals rate word of mouth
as the best source of candidates
HRNext
“I’ll be stunned if 50% of candidate referrals
aren’t coming through online communities in
the next five years.”
Taleo
3. 45% of employers screen
Social Media sites
• 3 • HR and Social Media
source: careerbuilder.com 2009
4. 35%
reported they found content on social media that
caused them not to hire the candidate
• 4 • HR and Social Media
source: careerbuilder.com 2009
5. Why Social?
Most of the world lives in Social: personally and
professionally, it will impact upon you
800m Registered Users 200m Registered Users 200m Registered Users
2/3 of the global internet population are use social
networks
6. Why Social?
It’s not a fad.
It’s not going to go away.
You can’t change it. But you can influence it.
It’s already impacting your employees lives.
And your prospective hires…..
9. Social Media
62%
47.4%
read 29.0%
post
write
80.0% No10
Imagery Blogging
watch Sydney*
28.2% Micro No6
Video
upload blogging Aus*
Podcasting RSS
24.6%
feed
40.2%
listen
Forums Widgets
Chat Networks
74%
message 81.1%
belong
• UM Wave 4 and 5
10. The Facts for HR & Recruitment
72.8% of internet users read blogs and globally one new
blog is created every second of every day
11. The Facts for HR & Recruitment
Does your company
use social media to
support recruitment
efforts?
Source: Jobvite, 2010
12. The Facts for HR & Recruitment
What social platforms does your company use to support
recruitment efforts?
Source: Jobvite, 2010
13. The Facts for HR & Recruitment
Have you
successfully hired
through a social
network?
Source: Jobvite, 2010
14. The Facts for HR & Recruitment
Have you successfully hired through one of these social
networks?
Source: Jobvite, 2010
15. The Facts for HR & Recruitment
Rate the quality of candidates from these sources, with 10 being
the highest.
16. Social Media Engagement:
The Facts for HR & Recruitment
Which social media sites does your company have, & for what purpose?
The sum of all the jobs publicised on Twitter makes it
Source: Jobvite, 2010
16
the largest job board in the world.
7 July 2011
18. In the context of HR….
Social Media is not just a set of new channels
for talent sourcing and people engagement.
Its an opportunity for organisations to align
with the candidate marketplace and the
employee population to achieve business
objectives.
19. What do you want to achieve?
Use Social Media to listen to prospective talent
Use Social Media to ask questions
Use Social Media to engage: current & new talent
Use Social Media to develop your talent pipeline
Use Social Media to give legs to your EVP
Use Social Media to hire, engage, retain
20. How is it being used?
Internal EVP External
Attraction
People Engagement
Candidate relationships
Retention strategies
Talent pipelining
Training; mentoring
Assessment: pre
Assessment
appointment
Execution of Diversity strategies
Brand reputation
Enhancing ‘real life’ social
management
communities
Channeling EVP
Internal relationship building
Engagement: post
Information sharing
appointment, pre start
Onboarding
Alumni comms
21. What’s Out There?
Social Media for HR:
Online/Offline
Gaming Meetups
recruitment
Mobile Payroll
Tumblr TC (Team
Collaboration)
Flickr Twitter RSS Podcasting
HR Blog Facebook Ning;
Mobile: for
candidate YouTube Yammer
Apps: Google+ relationship
Mobile,
Tablet Online events: LinkedIn
hosted in social Sharepoint;
Google Docs
22. Keeping your EVP in the Picture…
Thought
Culture Leadership
Employer Corporate
Leadership Brand Brand Customer
Offer
Reputation Reputation
Social
Media
Strategy
Internal: External:
People Talent
Engagement Pool
31. This Week’s Qantas Disaster.....
Not HR specific, but a classic example of social media
#FAIL
32. This Week’s Qantas Disaster.....
Flights that leave on schedule because Management
doesn’t arbitrarily shut down the airline #QantasLuxury
Getting from A to B without the plane being grounded or
an engine catching fire #Qantasluxury
RT @kiwi_kali: #qantasluxury Somewhere in Qantas HQ a
middle aged manager is yelling at a Gen Y social media
"expert" to make it stop / LOL
33. This Week’s Qantas Disaster.....
Qantas PR abandons #qantasluxury and starts limmerick
contest instead,'There once was an airline called Qant ...'
(bugger, ran out of space)
How bout Qantas gets back to flying planes and stops
trying to hang out with the cool kids on
Twitter #Qantasluxury
Trending Australia-wide by mid morning.....
34. This Week’s Qantas Disaster.....
RT @qldred: I think Alan Joyce might be unemployed soon
#Qantasluxury
Yeah, no, sorry. I still don't buy the story that the
#QantasLuxury debacle was somehow planned for by
Qantas. They're just not that clever.
Trending globally by early afternoon.....
35. This Week’s Qantas Disaster..... The Lessons
• Listen first.
• Get involved only once you know your customers.
• Timing is critical.
• Forget participation for the sake of it. Might not be right for
your business.
• Don’t outsource your business sentiment.
• Be prepared for negativity. You can’t control the #hashtag.
• Offer something of value (Qantas prize was lame).
• Think globally (the web isn’t local).
37. Social Media Metrics are Evolving....
Quantitative Qualitative
Followers
Fans Social
Views
Members media
Comments
Subscribers Sites Brand
Mentions
Retweets
Applications User Experience
Interviews
Results
Offers
Hires Employees
Best-fit Candidates Participation
Time Stakeholders Rates
Costs Investment
Resources
39. Where are mistakes happening?
Lack of strategy.
Using the environments as jobboards.
Lack of original content.
Activity that’s not audience relevant.
Box ticking.
Over compensating….
40. Strategy Development
Planning &
The Big Idea
App development: podcast,
blog, micro-blog, video,
mobile, imagery
SSEO: SM planning, buying.
Development, design.
Tracking & monitoring.
Agency In-House
41. Keep in mind….
It’s not free!
You need real resources to create success.
Give your staff a say!
Be strategic.
Measure, assess, alter your strategy. All the time.
42. Where to start?….
Determine business requirements.
Undertake needs analysis.
Agree on metrics.
Map the strategy framework.
Kick off!