SOCIAL MEDIA TRENDS AND THE IMPACT ON HRDelphiaLLC
Organizations have steadily started to integrate social technologies in to recruitment, development and engagement practices. Using social media inside organizations will be increasingly important this year and going forward. HR departments must start creating a social media strategy, including social media practices, policies and guidelines, to leverage current communities and evaluate new ones that are bound to emerge faster than ever before. Joe shares the big picture of social media trends to help you re-tool how you source, develop and engage employees.
Participants will come to understand social media trends to create a social media strategy for HR practices around recruiting, development and engagement.
Learning Objectives include:
The role of social media in contemporary HR practices
Social media trends and their impact on HR
Core concepts for social media policies/guidelines for employees
HR technology, new approaches to recruiting, development and engagement using social media
ABOUT THE SPEAKER
Joe Rotella joined Delphia Consulting in 2002 following a brilliant career in software design and development with Lucent Technologies and Bell Laboratories. While at Bell Labs, Joe earned the coveted Distinguished Member of Technical Staff (DMTS) designation. Joe served as Delphia’s Chief Technical Officer (CTO) for 11 years before transitioning to become its Chief Marketing Officer in 2014. Joe’s also served on HRACO’s board and teaches the Strategic Management module of the SHRM Learning System in HRACO’s PHR/SHPR Preparatory program.
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
SOCIAL MEDIA TRENDS AND THE IMPACT ON HRDelphiaLLC
Organizations have steadily started to integrate social technologies in to recruitment, development and engagement practices. Using social media inside organizations will be increasingly important this year and going forward. HR departments must start creating a social media strategy, including social media practices, policies and guidelines, to leverage current communities and evaluate new ones that are bound to emerge faster than ever before. Joe shares the big picture of social media trends to help you re-tool how you source, develop and engage employees.
Participants will come to understand social media trends to create a social media strategy for HR practices around recruiting, development and engagement.
Learning Objectives include:
The role of social media in contemporary HR practices
Social media trends and their impact on HR
Core concepts for social media policies/guidelines for employees
HR technology, new approaches to recruiting, development and engagement using social media
ABOUT THE SPEAKER
Joe Rotella joined Delphia Consulting in 2002 following a brilliant career in software design and development with Lucent Technologies and Bell Laboratories. While at Bell Labs, Joe earned the coveted Distinguished Member of Technical Staff (DMTS) designation. Joe served as Delphia’s Chief Technical Officer (CTO) for 11 years before transitioning to become its Chief Marketing Officer in 2014. Joe’s also served on HRACO’s board and teaches the Strategic Management module of the SHRM Learning System in HRACO’s PHR/SHPR Preparatory program.
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
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.
Facebook Recruiting Basics: A Guide to 21st Century Employer BrandingRiseSmart
Download this whitepaper from recruiting expert John Sumser to learn the key techniques for building your employer brand on Facebook and making recruitment social.
Inside, you'll find:
- Tips for building a Facebook audience
- Best practices for measuring social media ROI
- Creative ways to post and advertise job listings
- Tools for building and maintaining relevant traffic
Know how to use social media for Recruitment and why one should Incorporate Social Media in Your Recruiting Efforts .Social Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
Innovative marketing in commercial insuranceLinkedIn
David May, CMO, AIG
Michael Lock, President, Hearsay Social
Elliott Bundy, Chief Communications & Marketing Officer, XL Group plc
Emily Friedman, Senior Research Consultant, LinkedIn
A distinguished panel of marketing experts will discuss groundbreaking new research on the rising influence of digital media in the commercial insurance industry. Understand the types of information, sources, and channels used to inform decision-making at key touch points in the commercial insurance buying process.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This project includes understanding the concept of employer branding and it's need in today's organisations. It stresses on why social media recruitment is a preferred approach to recruiting nowadays and how mainitaing an organisation's brand image is more than just the Marketing department's onus
Using LinkedIn to Drive Prospect and Stakeholder EngagementBen Wright
Included: an overview of LinkedIn, creating a profile that gets viewed, creating LinkedIn company pages, using LinkedIn for prospecting, using LinkedIn for targeted advertising
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.
Facebook Recruiting Basics: A Guide to 21st Century Employer BrandingRiseSmart
Download this whitepaper from recruiting expert John Sumser to learn the key techniques for building your employer brand on Facebook and making recruitment social.
Inside, you'll find:
- Tips for building a Facebook audience
- Best practices for measuring social media ROI
- Creative ways to post and advertise job listings
- Tools for building and maintaining relevant traffic
Know how to use social media for Recruitment and why one should Incorporate Social Media in Your Recruiting Efforts .Social Media is emerging as a tool that more recruiters rely on in the hiring process. Networks such as LinkedIn, Facebook, Twitter, Viadeo, and Google+ can provide recruiters with an array of information about potential candidates, as well as new avenues for reaching passive candidates and advertising the company’s current openings.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/ZEcPAc
Innovative marketing in commercial insuranceLinkedIn
David May, CMO, AIG
Michael Lock, President, Hearsay Social
Elliott Bundy, Chief Communications & Marketing Officer, XL Group plc
Emily Friedman, Senior Research Consultant, LinkedIn
A distinguished panel of marketing experts will discuss groundbreaking new research on the rising influence of digital media in the commercial insurance industry. Understand the types of information, sources, and channels used to inform decision-making at key touch points in the commercial insurance buying process.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This project includes understanding the concept of employer branding and it's need in today's organisations. It stresses on why social media recruitment is a preferred approach to recruiting nowadays and how mainitaing an organisation's brand image is more than just the Marketing department's onus
Using LinkedIn to Drive Prospect and Stakeholder EngagementBen Wright
Included: an overview of LinkedIn, creating a profile that gets viewed, creating LinkedIn company pages, using LinkedIn for prospecting, using LinkedIn for targeted advertising
The OPP Awards for Excellence are in their 5th year. They will be presented on the eve of this year\'s OPPLive at The OPP Gala Dinner. The Gala Dinner takes place on Wednesday 10th October at The Brewery in The City of London.
This is a presentation I put together to go over our premium business class email hosting product. It goes over the basic principles why it's advantageous for companies to outsource their email as well as the features included w/ our email solution.
social recruiting playbook 2023 ebook.pdfZappyhire
This e-book talks about the new recruitment trend that is attracting and engaging talents through social media. Get a complete overview of how to strategize social recruiting, how to measure it, best social recruiting practices, and its tips and tricks.
Dynamic socio-economic factors and advanced digital platforms have created a shift in the way talent approaches career progression and job search. This has enabled talent to scout for opportunities more often, effortlessly search information, connect with people who could provide first-hand experiences, and crowd source information on organizations. However, organizations have been slow to adapt and are paying the price in terms of escalating talent acquisition costs and the inability to attract top talent. This paper details the new talent phenomena and its impact, and discusses how organizations can transform their acquisition strategies to win the ‘War for Talent’
This eBook is a proverbial shot-in-the-arm, intended to help HR executives and recruiters understand what it takes to leverage the latest networking and online engagement tools, and get out in front of your peers. We’ll offer the “why” and “how” of employer branding in a new media environment by looking at the adaptions marketers have made in the last five years. We’ll also look at innovative recruiting strategies that use new media to attract and engage knowledge workers.
1. Improve Speed/ length of recruiting cycle Intelligently Recruiting and Staffing Across Web Voices MemeSpring│ Search, Share, Track, Discover - Your Web Intelligence Agency Better Qualify Source of hire MemeSpring │ Search, Track, Share, Discover tools intelligently help your team improve metrics to serve more clients, more effectively with relevant candidate information . Filter candidates and sources to find the most relevant quality candidates to match the relevant contextual intent of the position, not just a set of job description keywords. Reduce Time to fill Reduce Costs for recruiting Increase Quality of hire: skills and cultural fit Increase Retention rates
2. Understand and Filter with relevant context to provide the best candidate for the position
3. Social conversations are noisy, need to be filtered for contextual relevance (not just keyword)for actionable intelligence Social Media Sites So how do you filter the crowd? Ultimately, you have to filter these sites for relevance and context. Keywords will not satisfy this filter need. If a candidate contributes interesting content and commentary, you (and your company) can gain an insight on the individual that may be valuable due to the context of their social voice. In the case of Facebook and LinkedIn there is the added benefit of building community and connecting common friends, work associates, industry groups, etc. Many people also use these sites, similar to Twitter, to post comments. If you are inclined to dismiss social media as a tool of the younger generation, think again. In fact, 30% of Facebook users are older than 35 and Twitter’s largest demographic is 35 to 49 year olds (which comprise 42% of all visitors). The key with any social media site is not to simply establish yourself and disappear. Many companies set up a “jobs” account where they post information about open positions that they have. But, if no one is “following” the account on Twitter, it’s like the proverbial tree falling in a deserted forest. Blogs are a great way to connect with others and communicate with potential employees. According to Hubspot.com, 75% of people find blogs useful, important or critical. From our research regarding Web 2.0, we saw that almost 80% read blogs daily.
4. So, how does the technology work? Staffing engagement has traditionally been dependent on cold calls, emails and personal relationships, without a repeatable process for an entire organization. The MemeSpring Staffing Business Intelligence Tool is aimed at making staffing process-oriented, efficient and effective. The technology personalizes and filters the research with contextual relevance to identify potential opportunities. The product— which can work in a web browser or inside a customized platform— is a real-time search and filter of information about candidates and corporations collected from a variety of sources including of blogs, social networks, etc. along with the data traditional sources to provide the recruiter with a clear picture of the prospect business’s internal structure and dynamics or candidates social voice and unwritten skills exposed. The product— which can work in a web browser or inside a customized platform— can be set for push as well as pull options to feed the recruitment team with relevant information on their opportunities across a wide variety of sources.
5. Results: Increased Candidate Placement, Shorter Cycles, Better Aligned Candidates and Happier Hiring Managers Placements in the past w/o Intelligence Increased placement rates with Intelligence of relevant client need filtered with context Staffing Teams armed with contextually filtered relevant data on the opportunity to engage for best results Opportunities Contacts Leads Craigslist has 9 million documents going up and 9 million going off each day. If you were searching candidates on Craigslist, how do you know who is the most contextually relevant candidate to the intent of the hiring manager without the MemeSpring │ Search, Track, Share, Discover tools to real time search, filter and share with you aligned to the intent of the hiring manager? How can you hear the candidates voice across social media easily and quickly? How much valuable time is lost by attempting to do with work-arounds; lost information you should have access as relevant contextual data, but buried in the noise of non-relevant search responses?
6. Customizable API sources crawled for what you may want to monitor filtered by relevant context Social Media, Blogs and Search Engines Selected Social Media, Blogs, Search Engines and Business Publications
7. Added Benefits: Benefits One of the benefits of understanding the powerful information of a social media recruiting strategy is that you can use the MemeSpring tool to gain a variety of different types of candidates that may have not been uncovered before. These include: Internal Candidates: Create a robust understanding of current employees that may not be in a database and insure that employees in (or out) of the career path are recruited. Active Candidates: Qualify job search criteria and ensure robust recruitment of candidates looking for a job now - online and off, and in your current ATS & CRM Selective Candidates: Research and mine resume / candidate sources for candidates actively (daily) by using push or pull technology filtered by relevant context to the intent necessary – not just keywords. Passive Candidates: Find and maintain relationships with currently employed talent that might not be looking to change jobs today – know what they are saying, where they are at. Another critical benefit is understanding the impact social media can have on your company and your opportunity in employment branding. By understanding your brand (and the opportunities brand) in real time, your online image can be protected and established as a “culture” match, prior to the first interview.
8. Relevant Contextual Staffing IntelligenceBetter Search= Better Intelligence= Better ResultsMemeSpring.com│Search, Track, Share, Discover“Your Web Intelligence Agency” "There is no doubt that the landscape is being altered by social media," Aberdeen Group Research Associate Alex Jefferies says. The only way your company can effectively manage customer relationships is to be wherever the customers are, and allow them to find you through whatever channel they prefer. Jefferies anticipates that social networks, though they may seem like a chaotic mess of information right now, will prove to be extremely beneficial -- especially, he adds, once they can tap into the connections of their colleagues and their colleagues' friends. Two years ago it was all about experimentation and discovery…Now, in 2010, companies are bringing tools in-house, not only to analyze relevant conversations and social feedback, but to begin acting upon the insights. “Gartner Reveals Five Social Software Predictions for 2010 and Beyond,” the report presents several predictions: •By 2012, more than 50 percent of enterprises will use activity streams that include enterprise microblogging, (Twitter) but less than 5 percent will utilize standalone microblogging itself; •by 2014, 20 percent of business users will opt for social networking services instead of email as their primary vehicle for interpersonal communications; •by 2015, 70 percent of applications designed for collaboration and communication on desktop computers will be modeled after user-experience lessons gleaned from smartphone applications; and •through 2015, 25 percent of enterprises will routinely utilize social-network analysis to improve performance and productivity. “Making social information actionable seems to be resonating with clients,” Joseph Hughes, a senior executive in Accenture's CRM practices says. But it's all very complex and companies are now beginning to ask questions such as, "I've got complaints on Twitter, on forums, and I've got 10,000 call center agents, and 10 people on Twitter, is now the time to make decisions on how do I bring more Twitter into the call center or bring call center folks onto the Twitter handle?" Joseph Hughes notes that many companies seem to be using two different knowledge management elements -- one internal, traditional solution and one social external one -- in their strategies. " This is the year, Hughes says, that the industry will see consulting and tools brought forth from two directions: •large vendors offering add-on products and services, and •independent companies that are able to sit in the middle, regardless of technology. It's a new phenomenon, Hughes says, but one that will only gather speed in the coming months.
9. Next Steps: Is there a value to enable the “MemeSpring │ Search, Track, Share, Discover” tools for your staffing teams to use with uncovering leads that match with the relevant contextual opportunities for candidates and company opportunities you are seeking? If yes then: Reach out to me now at: jsmith@MemeSpring.com Who are the key decision makers for the opportunity? Lets schedule a next steps meeting together to catch people up and get their acceptance of value. What is needed to share for the opportunity to go forward?