Maximzing Your Social Recruitment Efforts
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This presentation outlines how your organization can be optimized for social recruitment focused on LinkedIn.
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HR can use data from operational systems, social media, and the internet to drive strategy in three key areas: recruitment and talent sourcing, talent sourcing interactions which impact brand, and talent management and retention. Specific metrics that can be analyzed include source of hire, candidate and manager experience feedback online, retention rates by department, and employee engagement and sentiment. The data provides insights into effective recruiting channels, areas for improving the candidate and employee experience, understanding competition for talent, and what factors influence retention to help HR functions make strategic, informed decisions.
Building The Business case to Use social Media For Recruitment
Some information on how to use metrics to build out your business case to participate on social media.
This document will provide some insight into what specific things your company can do to build and maintain an online presence.
Have you embraced crowd sourcing to improve your brand
Crowdsourcing sites like TripAdvisor and Glassdoor provide valuable feedback and reviews from customers and employees that can help companies improve their offerings and employee value proposition. These sites have enormous reach, with TripAdvisor receiving 50 million visitors per month and Glassdoor gaining a new member every 7 seconds. Reviews are powerful because they are seen as authentic experiences from real people, not advertisements, and they provide transparent and actionable feedback on both what companies are doing well and areas that need improvement. Incorporating this feedback can help companies enhance their brands, attract better talent, and positively impact their bottom lines through increased sales and referrals.
Talent Connect 13- What Recruiting Leaders Should Love Data
1) The document discusses how measuring recruitment metrics from data can help optimize recruitment efforts and measure return on investment (ROI).
2) It provides examples of metrics that were measured, such as engagement on LinkedIn through followers and message response rates, branding metrics like reach and shares, and recruitment operations metrics including number of hires and cost per hire.
3) Tracking these metrics revealed that focusing efforts on LinkedIn increased applications by 330% and followers by 46% with no cost, and cost the company only $0.04 per impression for advertising, helping reduce sourcing costs by 25%.
The Evolution of HR Metrics
The document discusses how human capital metrics need to evolve to reflect changes in the modern workforce. It provides examples of how two existing metrics - quality of hire and ready now candidates - could incorporate collaboration skills. It also examines how employee engagement index and employee net promoter score could evolve to include social engagement and employees' ongoing digital dialogue. Taking these new skills into account may impact how organizations view and manage their talent pools.
Are You Really A Collaborative Team Player?
This document discusses collaboration in the workplace and provides tips for effective virtual collaboration. As organizations expand globally and younger workers join the workforce, collaboration through technology has become essential. While tools can enable virtual interaction, building trust and communication skills is still important for collaboration to be productive. When collaborating virtually, people should be open-minded, share information, participate in discussions respectfully, and consider cultural and time differences across geographies.
Whos Using Social Media Anyway?
1) While younger people were initially thought to be the primary users of social media, the document shows that people of all ages now use social media platforms.
2) Usage rates of social media have increased across all age groups in the last two years, with the 45-54 age group seeing a 10% increase and those 65 and over seeing an 8% increase between 2011-2012.
3) As social media becomes more integrated into consumer activities, mobile technology, and personal transactions, it has encouraged wider adoption across demographics. People over 55 in particular have taken a thoughtful approach to separate professional and personal social media use.
Linked in for Salespeople
This document provides tips for salespeople to leverage LinkedIn for lead generation and relationship management. It outlines three main steps:
1. Optimize your LinkedIn profile to make the best first impression on prospects by including a professional photo, summary, work experience, education, recommendations, and interests.
2. Build your professional network by connecting with colleagues, customers, prospects and industry contacts. Search for new prospects and use groups to expand your reach.
3. Check LinkedIn daily to stay up-to-date on your network and prospects by reviewing feeds, groups, profile visitors, and prospect profiles to find opportunities and break the ice.
How does big data impact you
Big data is impacting individuals in several ways based on their digital footprint and interactions online. As more data is collected through mobile devices, social media, and ecommerce sites about things like demographics, preferences, and behaviors, companies can use analytics to better target marketing and tailor product offerings. This results in personalized ads and discounts. Additionally, employers are able to gain deeper insights into current and potential employees by analyzing data from HR systems, social profiles, and other sources to inform talent management, succession planning, and career predictions. So in many areas of life, big data collected from individuals online is being used to shape the experiences, opportunities, and interactions they receive.
Talent connect 2012- Driving Company Engagement on LinkedIn
This document discusses driving company engagement on LinkedIn. It highlights the importance of executive support, engaging hiring managers, and broad employee engagement. Some key points made include that executive sponsorship can help market a company's employment brand and make employees more visible. Engaging hiring managers can help with recruitment efforts by utilizing their networks. Broad employee adoption benefits a company by allowing it to market to followers, expedite referrals, and have employees act as brand ambassadors. The document encourages overcoming common objections at each level and participating in breakout sessions to discuss strategies.
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The Not So Quiet Revolution of Consumer to Consumer Business
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A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
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一模一样【微信：A575476】【新西兰奥塔哥大学毕业证（otago毕业证）成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
DearbornMusic-KatherineJasperFullSailUni
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How HR Search Helps in Company Success.pdf
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[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
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Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
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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.
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
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popular canines. The French Bulldog is the new top dog in the
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Maximzing Your Social Recruitment Efforts
- 1. Maximizing Your Social Recruiting Efforts By:
- 3. Social Recruitment Landscape Today Digital Media • Mobile usage • Sites that share people’s opinions (Trip Advisor, Yelp, Glassdoor, etc.) • Sign into other applications via Social media Recruiter • Building candidates pipeline • More on line searching • Emphasis on brand (professional & company) Job Seeker • Served up jobs while on social sites • Easier to apply to jobs via social networking site (Sign in w/ LinkedIn) 3
- 4. Professional & Company Branding • Recruiters are the number one front line brand ambassadors for your company. • Candidates look up Recruiters via LinkedIn to find about them. How do you want their profiles to represent them and the company? • Take a ways: – Introduce a LinkedIn brand standard for Recruiters – Add branding elements within current work experience 4
- 5. Training • Take a ways: – Assess the skill level of your team. – Develop a training plan. – Identify your system champions and ask them to present success stories/ new things they are doing. – Identify skill gaps and use training to bridge the gaps. This may be 1:1 with certain individuals. • Do Recruiters have the appropriate skill set to execute your strategy? • Don’t rely on a self-service approach. Engage vendors to work with your Recruiters to build their skill set. e.g. Boolean search training. • The more confident Recruiters are, the more comfortable they will be to execute. 5
- 6. Metrics How do we know if we are successful? • Social recruiting means thinking about how and what you measure in different ways. • Metrics should be part of your strategy to: – Anchor accountabilities – Educate users/ communicate success – Refine strategy 6
- 7. Use Metrics to Anchor Accountability • Guidelines around what will be measured. This sets expectations around ROI • Anchor accountabilities by creating benchmarks and frequently measuring against them • Build transparency by communicating results. Identify those who need more help and who your super stars are • Focus on quality vs. quantity 7
- 8. Use Metrics to Communicate & Educate Take a ways: • Engagement: Followers, In Mail acceptance, views • Branding: Reach, Number of employees, shares • ROI: #Hires, CPH, #applications, #searches, #InMails Rethink about what you are measuring. Hires are not the only measure of success. 8 Dispel assumptions through metrics: • Candidate Pool • Who are we hiring?
- 9. Use Metrics to Refine Your Strategy What is the data telling us? Take data from reporting and use to refine your strategy. 9