What can your team learn from marketing when it comes to improving the candidate experience? This presentation from HRFL15 by Katrina Kibben can help you learn 5 rules you need to remember.
The document discusses why social media is important for pet professionals. It defines social media as tools that enable interactive communication and publishing. It notes that social media should be seen as part of business communications rather than a standalone activity. The document lists popular social media platforms and notes that social media allows for interactivity, scalability, accuracy, and low perceived cost. It advises pet professionals to use social media to bring clients to them by being trustworthy, helpful, and selling experiences rather than just knowledge in order to fulfill their mission and connect with people.
Personal branding in the New Media World, best practices and time saving tipsMilena Regos
A presentation to the American Business Women's Association on how to build your personal brand using the web and social media, do and don't, how to save time and why all of this is important.
David Christopher's Confluence 2014 talk, "Online Persuasion" will delve into the subtle and not-so-subtle ways that brands use psychology to influence our buying behaviors.
David Christopher is a former Telegraph.co.uk Audience Development Executive. He has spoken at Pubcon NOLA, founded the Confluence conference and helped start Oklahoma's largest internet marketing agency where he is currently Senior Inbound Marketing Manager.
The document discusses seven techniques for online persuasion:
1. Perceptual contrast, such as highlighting value through comparisons.
2. Commitment and consistency, like getting people to make incremental commitments over multiple visits.
3. Social proof, using endorsements from similar people to build confidence.
4. Scarcity, emphasizing time limits or limited availability.
5. Authority, using expertise to establish credibility and trust.
6. Being likeable through warmth, cohesion and rapport.
7. Reciprocity, such as offering value first to trigger repayment through compliance.
We Live in a Pay to Play World... Let's Embrace It! Abby Meyer
Paying to play in the social landscape these days may seem frustrating, but it's actually giving us more valuable impressions than ever before. The days of solely relying on organic reach are coming to an end, especially for smaller institutions. In this deck, I cover why paid content is an essential and valuable component of your social media plan, and how boosted content and paid ads helped the University of Nebraska Medical Center exceed reach and engagement expectations on Facebook, while accomplishing a high return on investment. You will also learn the importance of accurately targeting your audience for paid content – something that was so crucial to UNMC’s success.
Web 2.0 Expo speech May 6, 2010 by Charlene Li entitled, "Open Leadership: How Social Technology Can Transform How You Lead". Learn more at open-leadership.com
The document discusses integrating social media and email marketing to increase reach, capture leads, collect data, and drive actions. Some opportunities mentioned include adding sharing links to emails, incorporating social content into email campaigns, appending social data to email lists, and giving influencers special offers to promote on social media. The document recommends thinking about how upcoming holiday campaigns can leverage both email and social media.
Social Media & Recruiting in 2013...Are We There Yet?Kelly Dingee
Social media and online recruiting strategies have evolved since 2012. While the "Core Four" techniques of branding, job pushing, engagement, and searching used to dominate, recruiters now utilize an expanded "Magnificent Seven" approach. This includes adding monitoring social networks to understand candidate sentiment, responding to conversations, evaluating new tools like ZipRecruiter, and maintaining an active online presence through multiple channels to effectively leverage social media in recruiting.
The document discusses why social media is important for pet professionals. It defines social media as tools that enable interactive communication and publishing. It notes that social media should be seen as part of business communications rather than a standalone activity. The document lists popular social media platforms and notes that social media allows for interactivity, scalability, accuracy, and low perceived cost. It advises pet professionals to use social media to bring clients to them by being trustworthy, helpful, and selling experiences rather than just knowledge in order to fulfill their mission and connect with people.
Personal branding in the New Media World, best practices and time saving tipsMilena Regos
A presentation to the American Business Women's Association on how to build your personal brand using the web and social media, do and don't, how to save time and why all of this is important.
David Christopher's Confluence 2014 talk, "Online Persuasion" will delve into the subtle and not-so-subtle ways that brands use psychology to influence our buying behaviors.
David Christopher is a former Telegraph.co.uk Audience Development Executive. He has spoken at Pubcon NOLA, founded the Confluence conference and helped start Oklahoma's largest internet marketing agency where he is currently Senior Inbound Marketing Manager.
The document discusses seven techniques for online persuasion:
1. Perceptual contrast, such as highlighting value through comparisons.
2. Commitment and consistency, like getting people to make incremental commitments over multiple visits.
3. Social proof, using endorsements from similar people to build confidence.
4. Scarcity, emphasizing time limits or limited availability.
5. Authority, using expertise to establish credibility and trust.
6. Being likeable through warmth, cohesion and rapport.
7. Reciprocity, such as offering value first to trigger repayment through compliance.
We Live in a Pay to Play World... Let's Embrace It! Abby Meyer
Paying to play in the social landscape these days may seem frustrating, but it's actually giving us more valuable impressions than ever before. The days of solely relying on organic reach are coming to an end, especially for smaller institutions. In this deck, I cover why paid content is an essential and valuable component of your social media plan, and how boosted content and paid ads helped the University of Nebraska Medical Center exceed reach and engagement expectations on Facebook, while accomplishing a high return on investment. You will also learn the importance of accurately targeting your audience for paid content – something that was so crucial to UNMC’s success.
Web 2.0 Expo speech May 6, 2010 by Charlene Li entitled, "Open Leadership: How Social Technology Can Transform How You Lead". Learn more at open-leadership.com
The document discusses integrating social media and email marketing to increase reach, capture leads, collect data, and drive actions. Some opportunities mentioned include adding sharing links to emails, incorporating social content into email campaigns, appending social data to email lists, and giving influencers special offers to promote on social media. The document recommends thinking about how upcoming holiday campaigns can leverage both email and social media.
Social Media & Recruiting in 2013...Are We There Yet?Kelly Dingee
Social media and online recruiting strategies have evolved since 2012. While the "Core Four" techniques of branding, job pushing, engagement, and searching used to dominate, recruiters now utilize an expanded "Magnificent Seven" approach. This includes adding monitoring social networks to understand candidate sentiment, responding to conversations, evaluating new tools like ZipRecruiter, and maintaining an active online presence through multiple channels to effectively leverage social media in recruiting.
This document summarizes a presentation on cultivating communities on social media. It discusses keys to a happy community like creating value, being social, and listening. It identifies different types of community members from super fans to lurkers to amplifiers. It provides tips for each type to engage them more like praising lurkers, using viral images for shutterbugs, and asking amplifiers to share content. Metrics for measuring engagement are discussed along with examples of promoted posts and how a small investment can have high returns. The presentation emphasizes celebrating successes and adjusting strategies based on each unique community.
This document outlines strategies for nonprofit organizations to better segment their donor data to improve engagement. It discusses:
1. Segmenting donors based on giving history, including total lifetime giving, number of gifts, and whether they gave during a past campaign.
2. Actions organizations can take now to segment data for personalized outreach, such as sorting by total giving, number of gifts, and demographic information.
3. Longer-term strategies for improved data segmentation, like ensuring all relevant constituent groups are included in the database, cleaning the data, tracking important metrics, establishing standards, and training staff.
The goal is to leverage segmentation to better understand donors and strengthen relationships.
31 Social Selling Tips, Tools, and Best Practices for Inside Sales RepsKen Krogue
ADP asked me to do a custom webinar for their 1000 inside sales reps. We were first talking about doing a webinar on my 31 Twitter Tips article on Forbes, but I changed it dramatically to pull the best Social Selling tips from all elements of Social Media.
7 Levels of Social Media:
1- Core
2- Coach
3- Curator
4- Contributor
5- Collaborator
6- Campaigner
7- Consultant
From Forbes: How to Be a Social Media Missionary
6 Core Skills of Social Media
1- Complete
2- Content
3- Community
4- Connect
5- Comment
6- Call-to-Action
Tip 1: Purpose
Tip 2: Passion
Tip 3: Plan
Tip 4: Platform
Tip 5: Prepare
Tip 6: Profile
Tip 7: Grab your name
Tip 8: Great Picture
Tip 9: Define your brand
Tip 10: Keywords
Tip 11: Hashtags
Tip 12: Get your scores
Tip 13: Publish your IDs
Tip 14: Curate & Create Content
Tip 15: Content Tools
Tip 16: Social Nurturing
Tip 17: Sales Funnel Content
Tip 18: Target Accounts
Tip 19: Job Postings
Tip 20: Workflow
Tip 21: Target Contacts
Tip 22: Lists
Tip 23: List Tools
Tip 24: Target Groups
Tip 25: Connection Strategies
Tip 26: Connection Tools
Tip 27: Awareness Campaigns
Tip 28: Customer Referral Campaigns
Tip 29: Referral Campaigns
Tip 30: Show Some LUV Campaigns
Tip 31: Job Change Alerts with IFTTT
Solo and Small Firm Conference - Colorado Bar Association (2019) breakout ses...Meranda Vieyra
informative slides regarding social media use for solo practices and small law firms prepared for the 2019 Colorado Bar Association's Solo and Small Law Firm Conference in Colorado Springs, Colorado.
Inbound14 crunched by Earnest Marketing AgencyEarnest
All the best key stats and quotes from HubSpot's #Inbound14 conference.
A helpful digest for inbound B2B marketers who visited the event and even for those who didn't. Packed full of helpful tips on how to grow your business with Inbound marketing.
Relive all the action from this great event. This, is Inbound crunched!
Social Media for Startups - Find and Build a Community That CaresJennifer Lopez
The document discusses how startups can use social media to build a community around their product or service. It recommends startups focus on building community through consistency on social media over time. Specific social networks like Twitter, Google+, Pinterest, and Quora are highlighted as ways to search for and connect with potential customers. The document advocates testing different content and sharing strategies on social media to engage the community and provide value. It emphasizes that community building approaches need to be tailored to the specific startup's audience.
This document provides tips for marketers on how to get their bosses and managers to understand and support social media efforts when they are initially skeptical. It recommends clearly communicating expectations and the process, speaking in terms they understand like analytics and metrics, proactively sharing results, overcommunicating, addressing common misconceptions, and showing how social media benefits all departments. The overall message is that with education and demonstration of value, leadership can learn to appreciate social media's role in marketing and business.
This document discusses 8 social recruitment tools for sourcing passive candidates. It recommends posting jobs on Facebook pages and through partners to expand reach. Identified can help companies create and manage customized employment branding on Facebook. Connecting on social media like Facebook, Twitter, LinkedIn, and Google+ is encouraged to learn more about social recruitment strategies.
Atidenu webinar 1: Sharable Content and Adding ValueLisa Colton
The document discusses creating sharable and valuable content through social media marketing. It outlines a ladder of engagement with five levels from aware to evangelist. It then presents five new rules of the game for social media marketing: 1) understand the attention economy, 2) add value through specific and newsworthy content, 3) be real by making content personal, 4) strengthen your network and activate it, and 5) be the party host by developing a culture of conversation. The document provides examples and tips for applying these rules and designing a ladder of engagement to move audiences to higher levels of interaction.
HOW TO SELL TO THE MODERN BUYER [INBOUND 2014]HubSpot
The buying process has changed; it's digital, it's mobile, it's heavily influenced by social. The modern Sales professional leverages Social Networks to be where her buyers are online, offline, #AllTheTime. Companies that invest in operationalizing and scaling Social Selling will have a massive competitive advantage, as 78% of sales professionals using Social Networks outperform their peers. Evolution of communication: Print > Radio > TV > Phone > Email > Web >...SOCIAL. Social Selling is all the rage, but most people don't understand that Social Selling is just old school research, networking and relationship building, leveraging new school channels like LinkedIn, Twitter and Google+. Jill will cover the Why, What and How to do Social Selling at an individual Sales Rep level. You'll walk away with fresh ideas on how to find, relate, connect and engage with your customers and future advocates.
Using Facebook To Identify And Recruit Talent - Jenny DeVaughnJenny DeVaughn
Take the costly guesswork out of using Facebook for recruiting the biggest talent pool of passive and active job candidates ever assembled!
Now... you can successfully equip yourself with the thinking, the knowledge and the techniques of the world's most successful HR professionals using Facebook for recruiting. And you can do it quickly... easily, with a time-tested web seminar that's been called "Simply the best, most systematic, well-organized learning program on maximizing recruiting efforts ever developed."
In this web seminar you learn exactly how to use best practices guaranteed to help you leverage the power of Facebook's unsurpassed traffic. It shows you the all-too-common pitfalls and legal issues to avoid.
This document outlines the stages a candidate goes through in their journey from being unaware of a job opportunity to taking action and applying. It discusses how most career sites and talent acquisition strategies focus only on awareness and application, but to hire for more senior roles, companies need content to engage passive candidates at every stage - creating awareness, interest, consideration of options, and validation of their decision to become active candidates and ultimately apply. The final stage is moving passive candidates to become active in the hiring process.
Your Personal Brand: Market Your Best SelfFindSpark
The document discusses building a personal brand and marketing yourself. It covers knowing your personal story, owning what makes you unique, and presenting yourself as a person rather than just a resume. Key areas to develop a personal brand are outlined as social media, websites, and events. The presentation recommends tools to help with personal branding and invites the audience to join bootcamps to build their personal brand.
Wild Apricot Expert Webinar Series: How to Build an Amazing Volunteer Recruit...Wild Apricot
Barry Altland, author and volunteer recruitment expert, reveals powerful everyday techniques for building an organization of passionate, dedicated and motivated volunteers.
How to run a social media listening program, presented by Kathleen FettersSocialMedia.org
In her Brands-Only Summit presentation, First Republic Bank's Kathleen Fetters teaches a class on how to successfully run a social media listening program.
She goes into detail about listening, monitoring, and tracking social media conversations and applying those insights to your social media strategy.
60 Seconds to Social Media Marketing MasteryLockbox Social
The document summarizes the struggles of a real estate agent, Gary Social, in effectively using online marketing and social media to generate real estate leads. It shows Gary trying numerous ineffective tactics on his own like creating an IDX website and Facebook page with no engagement. Gary then hires outside help like bloggers, videographers, and social media agencies, which becomes too expensive and complex. The document advocates using Lockbox Social, which builds out and manages an agent's social media presence across multiple platforms and provides daily content, allowing the agent to effectively engage their sphere of influence and generate leads.
Crushing 11 Big Myths About Social Media and Content MarketingJay Baer
You think you know the best practices in social media and content marketing, but the truth may be different. Jay Baer crushes 11 big myths from the world's of social media and content marketing.
Promote & Engage: Ways to Amplify Your Talent Brand | Talent Connect Vegas 2013LinkedIn Talent Solutions
Whether you share, post, tag, tweet, like, pin, or bust some other social move, it’s important to promote and protect your talent brand. Tenfold's Stacy Zapar and LinkedIn's Dina Medeiros cover all the top ways to boost your talent brand.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
This document summarizes a presentation on cultivating communities on social media. It discusses keys to a happy community like creating value, being social, and listening. It identifies different types of community members from super fans to lurkers to amplifiers. It provides tips for each type to engage them more like praising lurkers, using viral images for shutterbugs, and asking amplifiers to share content. Metrics for measuring engagement are discussed along with examples of promoted posts and how a small investment can have high returns. The presentation emphasizes celebrating successes and adjusting strategies based on each unique community.
This document outlines strategies for nonprofit organizations to better segment their donor data to improve engagement. It discusses:
1. Segmenting donors based on giving history, including total lifetime giving, number of gifts, and whether they gave during a past campaign.
2. Actions organizations can take now to segment data for personalized outreach, such as sorting by total giving, number of gifts, and demographic information.
3. Longer-term strategies for improved data segmentation, like ensuring all relevant constituent groups are included in the database, cleaning the data, tracking important metrics, establishing standards, and training staff.
The goal is to leverage segmentation to better understand donors and strengthen relationships.
31 Social Selling Tips, Tools, and Best Practices for Inside Sales RepsKen Krogue
ADP asked me to do a custom webinar for their 1000 inside sales reps. We were first talking about doing a webinar on my 31 Twitter Tips article on Forbes, but I changed it dramatically to pull the best Social Selling tips from all elements of Social Media.
7 Levels of Social Media:
1- Core
2- Coach
3- Curator
4- Contributor
5- Collaborator
6- Campaigner
7- Consultant
From Forbes: How to Be a Social Media Missionary
6 Core Skills of Social Media
1- Complete
2- Content
3- Community
4- Connect
5- Comment
6- Call-to-Action
Tip 1: Purpose
Tip 2: Passion
Tip 3: Plan
Tip 4: Platform
Tip 5: Prepare
Tip 6: Profile
Tip 7: Grab your name
Tip 8: Great Picture
Tip 9: Define your brand
Tip 10: Keywords
Tip 11: Hashtags
Tip 12: Get your scores
Tip 13: Publish your IDs
Tip 14: Curate & Create Content
Tip 15: Content Tools
Tip 16: Social Nurturing
Tip 17: Sales Funnel Content
Tip 18: Target Accounts
Tip 19: Job Postings
Tip 20: Workflow
Tip 21: Target Contacts
Tip 22: Lists
Tip 23: List Tools
Tip 24: Target Groups
Tip 25: Connection Strategies
Tip 26: Connection Tools
Tip 27: Awareness Campaigns
Tip 28: Customer Referral Campaigns
Tip 29: Referral Campaigns
Tip 30: Show Some LUV Campaigns
Tip 31: Job Change Alerts with IFTTT
Solo and Small Firm Conference - Colorado Bar Association (2019) breakout ses...Meranda Vieyra
informative slides regarding social media use for solo practices and small law firms prepared for the 2019 Colorado Bar Association's Solo and Small Law Firm Conference in Colorado Springs, Colorado.
Inbound14 crunched by Earnest Marketing AgencyEarnest
All the best key stats and quotes from HubSpot's #Inbound14 conference.
A helpful digest for inbound B2B marketers who visited the event and even for those who didn't. Packed full of helpful tips on how to grow your business with Inbound marketing.
Relive all the action from this great event. This, is Inbound crunched!
Social Media for Startups - Find and Build a Community That CaresJennifer Lopez
The document discusses how startups can use social media to build a community around their product or service. It recommends startups focus on building community through consistency on social media over time. Specific social networks like Twitter, Google+, Pinterest, and Quora are highlighted as ways to search for and connect with potential customers. The document advocates testing different content and sharing strategies on social media to engage the community and provide value. It emphasizes that community building approaches need to be tailored to the specific startup's audience.
This document provides tips for marketers on how to get their bosses and managers to understand and support social media efforts when they are initially skeptical. It recommends clearly communicating expectations and the process, speaking in terms they understand like analytics and metrics, proactively sharing results, overcommunicating, addressing common misconceptions, and showing how social media benefits all departments. The overall message is that with education and demonstration of value, leadership can learn to appreciate social media's role in marketing and business.
This document discusses 8 social recruitment tools for sourcing passive candidates. It recommends posting jobs on Facebook pages and through partners to expand reach. Identified can help companies create and manage customized employment branding on Facebook. Connecting on social media like Facebook, Twitter, LinkedIn, and Google+ is encouraged to learn more about social recruitment strategies.
Atidenu webinar 1: Sharable Content and Adding ValueLisa Colton
The document discusses creating sharable and valuable content through social media marketing. It outlines a ladder of engagement with five levels from aware to evangelist. It then presents five new rules of the game for social media marketing: 1) understand the attention economy, 2) add value through specific and newsworthy content, 3) be real by making content personal, 4) strengthen your network and activate it, and 5) be the party host by developing a culture of conversation. The document provides examples and tips for applying these rules and designing a ladder of engagement to move audiences to higher levels of interaction.
HOW TO SELL TO THE MODERN BUYER [INBOUND 2014]HubSpot
The buying process has changed; it's digital, it's mobile, it's heavily influenced by social. The modern Sales professional leverages Social Networks to be where her buyers are online, offline, #AllTheTime. Companies that invest in operationalizing and scaling Social Selling will have a massive competitive advantage, as 78% of sales professionals using Social Networks outperform their peers. Evolution of communication: Print > Radio > TV > Phone > Email > Web >...SOCIAL. Social Selling is all the rage, but most people don't understand that Social Selling is just old school research, networking and relationship building, leveraging new school channels like LinkedIn, Twitter and Google+. Jill will cover the Why, What and How to do Social Selling at an individual Sales Rep level. You'll walk away with fresh ideas on how to find, relate, connect and engage with your customers and future advocates.
Using Facebook To Identify And Recruit Talent - Jenny DeVaughnJenny DeVaughn
Take the costly guesswork out of using Facebook for recruiting the biggest talent pool of passive and active job candidates ever assembled!
Now... you can successfully equip yourself with the thinking, the knowledge and the techniques of the world's most successful HR professionals using Facebook for recruiting. And you can do it quickly... easily, with a time-tested web seminar that's been called "Simply the best, most systematic, well-organized learning program on maximizing recruiting efforts ever developed."
In this web seminar you learn exactly how to use best practices guaranteed to help you leverage the power of Facebook's unsurpassed traffic. It shows you the all-too-common pitfalls and legal issues to avoid.
This document outlines the stages a candidate goes through in their journey from being unaware of a job opportunity to taking action and applying. It discusses how most career sites and talent acquisition strategies focus only on awareness and application, but to hire for more senior roles, companies need content to engage passive candidates at every stage - creating awareness, interest, consideration of options, and validation of their decision to become active candidates and ultimately apply. The final stage is moving passive candidates to become active in the hiring process.
Your Personal Brand: Market Your Best SelfFindSpark
The document discusses building a personal brand and marketing yourself. It covers knowing your personal story, owning what makes you unique, and presenting yourself as a person rather than just a resume. Key areas to develop a personal brand are outlined as social media, websites, and events. The presentation recommends tools to help with personal branding and invites the audience to join bootcamps to build their personal brand.
Wild Apricot Expert Webinar Series: How to Build an Amazing Volunteer Recruit...Wild Apricot
Barry Altland, author and volunteer recruitment expert, reveals powerful everyday techniques for building an organization of passionate, dedicated and motivated volunteers.
How to run a social media listening program, presented by Kathleen FettersSocialMedia.org
In her Brands-Only Summit presentation, First Republic Bank's Kathleen Fetters teaches a class on how to successfully run a social media listening program.
She goes into detail about listening, monitoring, and tracking social media conversations and applying those insights to your social media strategy.
60 Seconds to Social Media Marketing MasteryLockbox Social
The document summarizes the struggles of a real estate agent, Gary Social, in effectively using online marketing and social media to generate real estate leads. It shows Gary trying numerous ineffective tactics on his own like creating an IDX website and Facebook page with no engagement. Gary then hires outside help like bloggers, videographers, and social media agencies, which becomes too expensive and complex. The document advocates using Lockbox Social, which builds out and manages an agent's social media presence across multiple platforms and provides daily content, allowing the agent to effectively engage their sphere of influence and generate leads.
Crushing 11 Big Myths About Social Media and Content MarketingJay Baer
You think you know the best practices in social media and content marketing, but the truth may be different. Jay Baer crushes 11 big myths from the world's of social media and content marketing.
Promote & Engage: Ways to Amplify Your Talent Brand | Talent Connect Vegas 2013LinkedIn Talent Solutions
Whether you share, post, tag, tweet, like, pin, or bust some other social move, it’s important to promote and protect your talent brand. Tenfold's Stacy Zapar and LinkedIn's Dina Medeiros cover all the top ways to boost your talent brand.
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
The H1-B Speciality Occupation Visa is a non immigrtation visa that allows foriegn workers in speciality occupations to temporarily works in US. For more details visit: http://www.ronaldshapiro.com/
The document is a presentation by Michelle A. Finkel, MD and founder of Insider Medical Admissions, responding to a question about using a "wacky perspective" in a personal statement. Dr. Finkel cautions that medical schools only give applicants one chance to make an impression, so an unconventional personal statement could hurt one's application. She recommends focusing the personal statement on sharing relevant experiences and qualities instead of trying to stand out in a risky way.
Str 581 guide 3 98) Which research design listed below is most appropriate fo...sankarananthcj
98) Which research design listed below is most appropriate for establishing causality?
A. Individual depth interview
B. Behavioral observation
C. Focus group
D. Survey
E. Experiment
Be curious mavis dixon on how to networkMavis Dixon
I was asked by my colleagues at Ayogo to help them to improve their networking skills.
Curiosity is the foundation for genuine interaction and engagement. Yet my co-workers - who were tremendously curious people - worried they were inadequately equipped to network. Some felt networking was some magical, mysterious skill outside of their ability.
This deck was originally developed to reassure them that they have what it takes to confidently participate in a professional engagement or event. This slide deck was part of a Lunch and Learn event I held for my coworkers.
I would like to thank my fellow Ayogis for being the kindest, most enthusiastic, most interesting people one can work with.
SalesValueAdvantages (SVA) has created business development programs tailored to give your chamber members the competitive advantage needed to win today.
Services for Small & Medium Business, Attraction for New Members, Retention, Growth opportunities and revenue stream for the chamber.
This document discusses how social media can be used as a job search secret weapon. It summarizes the most popular social media sites and provides statistics on active user numbers. It emphasizes that over 90% of hiring managers review applicants' online profiles. The document then provides tips on using sites like Facebook, LinkedIn, Twitter and Google+ to actively search for jobs and connect with potential employers. It stresses the importance of networking both online and in-person at local events to enhance one's job search.
This document discusses how companies can use social media to attract and recruit talent. It argues that social media allows both companies and candidates to quickly check each other out through digital due diligence before formally meeting. Specifically, it recommends that companies use social media to establish themselves as a strong brand that stands out, post fresh job opportunities on platforms like LinkedIn and Twitter using relevant hashtags, and evaluate candidates' social media to assess cultural fit. The document also provides tips for optimizing profiles, posts, and online presence across various social media platforms to improve recruiting outcomes.
Social media breakfast central maine hr feb 21 2012Shannon Kinney
The document discusses how social media is increasingly being used for human resources purposes like recruiting. Some key points: 89% of companies will use social media for recruiting in 2012, LinkedIn is the most effective social network for recruiting, having an optimized profile on LinkedIn is important for job seekers and employers, and social media allows companies to learn about candidates' fit and personality beyond just their resume.
This document provides information on how social media will not fix a poor product or service and how online presence is important for job seekers. It discusses how employers now research candidates online and reject some based on negative online information. LinkedIn profiles are often more accurate than resumes. The majority of hiring and buying decisions now begin with online searches. Traditional job searching methods are less effective than networking and developing relationships.
Indiana minority health Coalition June 2013Eric Anderson
This document provides an overview of social media and strategies for using different social media platforms for business purposes. It discusses the major platforms like Facebook, Twitter, YouTube, LinkedIn and Pinterest. It emphasizes that developing a social media strategy with clear objectives and understanding your audience is important. The document also provides tips on content creation, consistency, listening to your audience and focusing on engagement over direct selling. Hands-on activities are included to demonstrate setting up pages on Facebook and using Twitter.
The document discusses leveraging social media for small businesses. It provides an overview of Michael Bowers and the Ohio Small Business Development Center (SBDC) at Columbus State. The Ohio SBDC advises small businesses and facilitates loans, job creation, and business growth. The document discusses developing a social media strategy and using platforms like Facebook, Twitter, LinkedIn, YouTube, and Pinterest to engage customers and reduce marketing costs. It emphasizes creating valuable content, building communities, and focusing on outcomes rather than tools.
A Marketer Looks at Sales - Marketing's Role in Social Selling - HSBC - A cus...LinkedIn Sales Solutions
Featuring Lauren Somers, Digital and Social Media Marketing Manager, HSBC. Hear from your peers in Sales and Marketing leadership roles as they share real world social selling best practices learned at their own companies
Ilana Herring, M.B.A., Director of Marketing at California Miramar University, has brought together simple, practical and fun social media secrets and strategies for businesses and non-profit organizations.
Social Marketing 2.0 & Social Commerce 2.0 - 2014 New Business Development Co...Dream Local Digital
Shannon Kinney joins Inland Press Association and Creative Circle Media Solutions for the 2014 New Business Development Conference, August 7-8 in Chicago.
She will be presenting in two sessions, covering what's next with mobile marketing and social marketing 2.0.
Schedule Shannon to speak with your group >> http://dreamlocal.com/seminar-request/
Building Your Personal Brand/Online Presence - For College and High School St...Kelly Barrett
The document provides tips for using social media successfully from a presentation by Kelly Barrett. It begins with an agenda that includes discussing scary stats about social media use, three must-do steps for social media success unrelated to social media itself, ground rules for social media use, and pro tips. Kelly emphasizes setting up a personal website using a free site and domain name. The presentation provides reasons for having a website and where to include the website link. It also offers tips for using LinkedIn and Twitter professionally as well as being positive and sharing reflective content online.
Link, tweet & friend your way to your dream jobSarah Rach
So, you have 500 friends on Facebook, you have created a LinkedIn profile, you tweet like a hyper blue bird, but... How do you make the most of your conenctions to grab that dream job? Learn how to: create an appropriate and effective online presence that gets results, market yourself through personal branding, stand out on social media and ultimately land your ideal job.
The document discusses challenges in the current job market and strategies for effective job searching. It notes that 54% of households have had someone unemployed this year, and that the population over 55 will increase significantly in the next decade. Traditional job searching methods are often ineffective, and the document recommends relationship-building through networking as a key strategy. Effective personal branding, online presence, and gaining relevant skills and experience are also emphasized as important for finding new opportunities.
[WEBINAR] Building Your Brand Using Social InsightsLeadtail
In today’s social media driven marketplace, it’s more important than ever to build a brand that engages and influences your target audience to close more business.
With this in mind, TalentCulture and Leadtail have teamed up to bring you this webinar:
Using Social Insights to Build Your Brand
During this webinar, we’ll present social insights data on what top influencers in the recruiting industry are doing on social media to build their brands... and how you can apply those best practices, too!
Specifically, we’ll answer questions such as:
What are the key elements to developing your brand?
Why is social media the perfect medium for building your brand?
Who has done the best job in creating a brand with recruiters?
What are these top influencers doing right, and how you can use these techniques, too?
TalentCulture CEO Meghan M. Biro will also reveal her secrets for using social media to become one of the most recognized experts in the HR and recruiting fields.
How to Use LinkedIn to Close More Sales - Social Selling 101 - Dean DeLisle -...Social Jack
Are you wondering why some people are generating new business from LinkedIn and you’re not? Check out our slide deck and learn how to increase targeted appointments and create new business.
In this complimentary Slide deck, Dean DeLisle, Founder and CEO of Forward Progress, will show you the most effective methods of connecting with your targets, gaining quality appointments, and finding the potential new clients in your network. With over 350,000,000 professionals on LinkedIn, you are closer to your targeted business prospects than you think. Learn how to find them before your competitors do. You will also see what it takes to get THEM to find YOU by just using LinkedIn for less than 20 minutes a day!
What Women Want... EB Strategies to Attract WomenShaunda Zilich
A study done by FairyGodBoss.com revealed how women differ from men in what they want in the workplace. I presented with FGB on the findings and how GE looked at this through our Millie campaign in 2017.
This document discusses using social media to grow a business. It outlines the benefits of major social media platforms like LinkedIn, Facebook, Twitter, and YouTube ["The Good"]. It also lists some common pitfalls to avoid like not having a plan or objectives, lacking engagement, and choosing the wrong tools ["The Bad"]. Finally, it provides examples of inappropriate social media posts to avoid ["The Ugly"].
Similar to Marketing Principals That Apply To Recruiting (20)
Marc Hamel from Amazon as he shares methods for "Sourcing by Source Code."
Marc will teach you how to navigate open-source platforms to find the talented minds behind the code. This is a start-to-finish process of how to find, engage, and message talent on GitHub, an open-source platform with over 73 million active users.
Our very own Obi-Wan Kenobi and Jedi Master Brian Fink is here to take us through 60 minutes of LIVE training on how to develop kick-ass habits that will boost your tech recruiting efficiency.
These takeaways will benefit you no matter what position you hold: recruiter, sourcer, hiring manager, train conductor - you need to be here.
DE&I Strategy: Transparency is Always Key
In this session, Keirsten Greggs, Founder at TRAP Recruiter, guides us through how to effectively, honestly, and openly talk to your candidates about your organization's DE&I strategy.
She'll also dive into your role as a recruiter - you are pivotal in the design and implementation of your company's efforts.
People want to see action. Not just promises.
Candidates are demanding understanding, knowledgeable insight, and to believe that the company they are considering is proactively improving their DE&I strategy for the long-haul.
Answering your candidate's questions mindfully and with proof-positive data (talk the talk & walk the walk) is integral to aligning values and building relationships.
During this session, Keirsten covers:
Transparency: the key to establishing trust
Relationship Building: underrepresented, historically excluded talent communities
Accountability: using data to support your strategy
Proactive Approach: Recruiters/TA involved in developing strategy (not just given to them)
If you're struggling with your candidate outreach engagement metrics, it's time to look at your email deliverability.
Or, maybe your emails are going to SPAM.
If you're changing to a new email service provider, starting a new candidate outreach strategy, or if you'd just like to hear about some killer tips and tricks from Shally...this webinar is for you.
We'll go over what you need to know in 2022 for maximum email deliverability.
Delivery, engagement and bounce rates
SPAM...wonderful SPAM
SPF and DKIM (what did you just call me?)
Your sender reputation
Common issues
New things to consider in 2022
Let's Findem
If you're having trouble attracting world-class, hard-to-find, must-have talent to grow your company, you're not alone.
Pretty much every company is struggling right now to build a high-quality and diverse talent pipeline.
If your recruiters spend more time rejecting talent than closing candidates, then you need a better way.
So how do you find the talent you’re missing and no one else is sourcing?
Findem helps companies like RingCentral, Google, and Booster find and hire talent in a whole new way.
Watch Findem CEO and Co-founder Hari Kolam in this recorded demo, and learn how Findem transforms workforce planning, sourcing, engagement and recruitment analytics with people intelligence and automation.
YOU’LL LEARN HOW TO:
Search for talent no one else can find
Increase diversity in your talent pipeline by 5x
Boost recruiter productivity from search to hire by 9x
The typical recruiter spends almost a third of their workweek sourcing candidates. Take a quick hour to check out an awesome tool that could honestly help save you time and money.
Shally Steckerl walks you through Google CSE new features. Google's Custom Search Engines are a great way to focus and limit your searches to just the relevant databases.
A Google Custom Search can x-ray Linkedin, filtering the results based on the primary geographies where you are focusing your search.
Add “refinements” to build collections of websites and add extra keywords to your search automatically.
Create custom-saved search shortcuts that prompt for keywords, so you don’t have to memorize Boolean and other syntax.
Be more productive with the Favorites and other toolbars.
Have fresh search engine results emailed to you daily or weekly.
Capture all your custom search engine results with one click directly into a spreadsheet you can import with any CRM.
Laura Mazzullo walks us through best recruitment practices in the Covid era.
- Guiding hiring managers and candidates to clarity using emotional intelligence and data.
- Helping candidates ‘stay in their own lane,’ work through their fears
- Acceptance vs. Resistance: Make room for big feelings, it’s your job now
- Questions to make everyone think differently
- The importance of “Hell yes” vs “Hell no!” during a candidate’s job-search journey
Energy Shift
Past
Rewind to two months back. We didn’t “have time” to “think about” how our TA teams were structured or the TA tech we were using. Emphatically speaking, understanding our process or how it may be affected by one swift downturn was not something we were concerned with.
Present
Until now.
We are listening. We’ve heard the RecruitingDaily audience, loud and clear over the last few weeks.
Many companies that we’ve heard from (and there’s been plenty) are simply not equipped to handle a swift change to a once comfortable environment in Talent Acquisition.
The problem? TA Tech and Process.
Does our tech align with our strengths?
Will it exploit our weaknesses?
Is our process meaningful and does it create a wonderful candidate experience?
We are going to help you navigate these questions.
Specifically:
Understanding yourself and where you need to enhance your strengths and/or shore up your weaknesses
Interpret your team’s alignment, how they collaborate, how the workflow works or doesn’t with regards to your team
Outlining your processes, how they’re linked or not, how to effectively audit said processes, how to continually make workflow and quality the responsibility of everyone and of course…
Discovering how talent acquisition technology, from sourcing to programmatic ad buying to recruitment marketing to creating a wonderful candidate experience, works or doesn’t work.
Future
We’ll give actionable advice on all four fronts. You’ll leave the webinar inspired to invest in yourself, your TA team, your TA processes, and your TA technology.
Ronnie Bratcher will introduce alternative search engines besides Google and teach how to use their syntax and techniques. The webinar will experiment with natural language search on engines like eTools, Carrot2, Peekier, Millionshort, Metager, Gibiru and Mojeek. Attendees can ask questions and will receive a recording of the slides and webinar.
Don't Be a Hack (That's a punny) 11 Tricks Sourcers Need to Know For 2020RecruitingDaily.com LLC
Straight to the Source
Sarah Goldberg (She/Her), Sourcing Engagement Lead at Objective Paradigm, owns the master-list of sourcing hacks. 2020 has thrown us some curveballs but we’ve learned a lot, and we’re still sourcing! Sarah has agreed to share what you need to fill your toolbox for the rest of the year.
This means live training, take-home materials, and open Q&A.
(Please enjoy this hilarious but totally unrelated GIF)gif-hacker
The Plan
Simple. Sarah is going to show you things you actually need to know when sourcing. No BS.
What this is:
Essential
Useful
Time-Saving tricks that will make your life and your job easier and more fun. Plaintext.
What this isn’t:
Fluff
Clutter
Pointless, waste-of-space tools and extensions that make you question what it is you’re really doing with your life and toss your laptop through the window.
Yeah. Don’t do that, okay?
Take a deep breath.
Here’s a taste of the takeaways:
Remote work survival kits
How to look for people, not candidates
X-ray searches & how URLs actually work
How does data scraping add value, and how do you actually do it?
Build your own boolean library with a free spreadsheet.
Editing tools (yes, you need these)
How do you validate your outreach?
Chrome extensions (plus when to use each one and when not to)
Useful templates for…ha. You have to join to find out.
Keyboard shortcuts
Last but not least, the one free tool Sarah cannot source without.
Materials Required
Your brain
A pat on the back for committing to an incredibly valuable learning session that will fill your toolbox with tried and true sourcing hacks, tips, and tricks.
We’ll do the rest.
I'm Gonna Make You Love Me. What Motown Knew About Working with Hiring ManagersRecruitingDaily.com LLC
The Sweet Art of Persuasion
6 Authoritative Hits for Recruiters
Motown really knows relationships, so of course it stands to reason that Motown is hiding the holy grail of influencing hiring between its funky lines (i.e., they know how to work with hiring managers).
"Why does that stand to reason?" you ask? I dunno. I don't have time to explain it to you.
We asked Steve O'Brien - an especially groovy dude who just so happens to be President of Staffing at Job.com - to go on a mission through Motown. What he found was pretty far out, and that (you guessed it) is why we're here.
Motown’s 6 Principles of Persuasion
You want to work on requisitions that are actually approved? More hires? Feedback!? Here's the thing: You gotta rule The Man...or The Man rules you.
We're going to take a deep look at your relationships with your hiring managers and what it takes to be an advisor instead of a paper-pushing, interview scheduling, support role.
Here's what you're going to learn.
Track List
Reciprocity, Reach Out (I'll Be There), Four Tops
Scarcity, Needle in a Haystack, The Velvelettes
Authority, Super Freak, Rick James
Consistency, Keep on Truckin', Eddie Kendricks
Liking, What Does it Take (To Win Your Love), Junior Walker and the Allstars
Consensus, Let's Get it On, Marvin Gaye
BONUS B-SIDE: Lean on Me, Bill Withers
Hey - We're all sensitive people...
...with so much to give. Just think of how sweet and wonderful life can be if you take the lead with your manager.
We don't want to push, but...see you on the webinar.
3 Best Practices for Each Stage of the Recruiting Workflow: Sourcing, Messagi...RecruitingDaily.com LLC
Recruiters are really bad at marketing.
Yeah, I said it. And I’ll say it again.
Here’s the deal.
I (Ryan Leary) will be hosting this webinar along with my pal Mike “Batman” Cohen to help bring marketing back to recruiting.
Wait, it left?
That depends on who you are talking to.
Some might say, “It was never a thing.”
Recruiters are Marketers. Ryan Leary RecruitingDaily
So… Here’s what we are going to do
We communicate for a living, but when it comes to communicating with prospects and candidates, we often fail.
Strike that. We FAIL at communicating and connecting.
Using a combination of personal experience, recruitment community education, and scientific research – let’s talk about 3 best practices for each stage of the recruiting process (top and middle of the funnel).
Sourcing.
Messaging.
Qualifying.
What are the industry-agnostic best practices during each stage? And why? Who says?
The Takeaways:
3 Sourcing
3 Messaging
Qualification Call
Best Practices with data and market research validation and (of course) abdominal exercise (from laughing – Batman’s pretty funny).
How to hire 1,000 Software Engineers & Does the Market Actually Hate YouRecruitingDaily.com LLC
Be Great.
A company is only as exceptional as the people in it, and to get exceptional people, a strong recruitment process is a must.
Whether you’re building a recruitment process for the first time or want to optimize a current one, Brian Fink, Senior Talent Sourcer at RentPath, will provide guidelines and resources that will put your process ahead of the pack.
Like WAY Ahead of the Pack.
Yeah, we know we’re funny sometimes, but this is no joke. Brian’s a total VIP across the sourcing & recruiting world (i.e., you want to listen to him). Check him out as the Master of Ceremonies at HRTX Recruiting & Sourcing Educational Workshop.
What You’ll Learn
From understanding your needs to providing a positive candidate experience, you (with a little help from Brian, of course) will create a comprehensive and actionable recruitment process that will nurture candidates and eliminate bottlenecks!
At a glance we will focus on:
Knowing your must-haves from your nice-to-haves
Understanding what success will look like in the role
Attracting active and passive talent
Nurturing candidates until the timing is right
And if you can’t attend the live session…
No worries. We’ll send you a copy of the recording and materials just for registering so you can learn on your own time.
It’s Over.
It Came. It Went.
Now, we DEMO.
Hours spent sourcing with the same half-baked strategies and tactics. The frustration. The head banging insanity feeling that you get trying to fill the same slate of candidates over and over with little success.
Is this how you want to source?
Nope. (at least I don’t)
We’ve put together what we consider to be the absolute best sourcing webinar in the history of sourcing webinars.
The 12 Days of Sourcing delivered 12 days of hard hitting tips and tricks in December. On this webinar we are going to wrap up the 12 Days of Sourcing, demo the tips, and talk sourcing with some of the best contributors we’ve had this year.
What to Expect:
We’ll be demoing and reviewing all 12 tips that we’ve shared
Brian and I (Ryan Leary) will be taking questions and answering live, classroom style.
Here’s what we are going to cover:
The single biggest networking or business development opportunity of this decade – Instagram DM.
Brian’s favorite search engines and WHY.
Ryan’s box of hacks. Hello, ingenuity.
Tools, chrome extensions, tricks.
The whole bag of gifts and more…
Out with the old.
Diversity recruiting does NOT start with sourcing women or gay or (insert minority here) candidates.
Instead, it starts with the company understanding their place in the world. Which minorities are the significant members of the company's local (and global) society? Moreover, which groups and sub-groups are considered a minority within the company?
Only after this acknowledgment will companies start targeting and attracting members of the various minority groups.
And In with The Balazs.
Balazs Paroczay is the Global Sourcing Strategist for Balazs.com and a world-wide diversity authority.
He's agreed to hand you 60 minutes of live training and Q&A targeted at moving you into the modern era of naturally diverse hiring. To sum up, he's going to show you how to Do Diversity Right.
The Balazs is on Facebook, Twitter, Instagram, and LinkedIn, and we highly recommend you hop on over and take a look. In other words, if you're not already following him, you're missing out - he's kind of a big deal.
What You Will Learn
We're going to cover some serious ground, including this:
The start and the actual hard work of D&I recruitment
Tons of real recruiting and sourcing best practices
Honest, down-to-Earth words from a D&I practitioner
And a whole lot more...
And hey, if you can't make the live webinar, we'll send you a copy of the slide deck and recording just for registering.
What do you say?
The State of College Recruiting: What The Emerging Workforce Really Wants.RecruitingDaily.com LLC
Who are YOU hiring?
A Deeper Look at Gen Z
For years, much of the talk about how to engage, recruit, and retain talent has centered around Millennials, also known as Gen Y.
This group is now the largest cohort in the workforce but no longer are they the youngest. The oldest members of Gen Z are currently entering the workforce. They’re full-force ahead with competencies, interests, and values of their own.
We know their demands and necessities differ from Gen Y & Gen X, even wildly so from Baby Boomers.
So, how do we distinguish between generational vs. age-based differences?
What strategies do leading employers use to better engage with these young adults (Gen Z), the oldest of whom are entering college – and your workplace.
Who’s Talking?
Steven Rothberg, Founder of College Recruiter, has made a living out of not only understanding what the emerging workforce needs and wants, but helping the youngest of our society enter the career field.
College Recruiting is kind of his thing. And we think that’s really cool.
He’s agreed to join us for 60 minutes of live training and Q&A, giving you the insider’s knowledge you need to win extremely valuable, in-demand talent.
The Answers
This is what you’re going to learn:
Generational Differences vs. Age Differences
Honing in on Gen Z attributes, goals, and tools: what they bring to the job and a look at the future.
Gen Z priorities in the workplace, ethics, marketing, and life in general
A heck of a lot more…
The Evolution
Means learning. Action. Movement. Understanding. Adaptation.
Join us here.
Film School for Recruiters: Video Content & Visual Storytelling Best Practices RecruitingDaily.com LLC
Time to pull out your thinking cap…
We want you to take a moment to picture your current job postings.
Does this sound familiar?
Long text document with 20 to 30 beneficial traits or skills you’d like in a candidate
A few paragraphs (for appearance’s sake)
Some bullet points
Required EEOC language
The word “ninja”
Now, imagine that same post scrolled in quill pen, gently floating away via carrier pigeon.
Sound a little outdated? You can do better than medieval, and we’re going to show you how.
This is Where Video Comes In
Elena Valentine, CEO & Co-Founder of Skill Scout, has dedicated her entire career to modernizing the Talent Acquisition through video content and visual storytelling.
Elena is an expert in leveraging video stories in the workplace. With the motto “you cannot be what you cannot see” Elena started filming jobs as a way to get young people excited about the world of work. Since then, her team at Skill Scout has built a world class media company. Their films have helped clients like Nike and American Airlines engage candidates and employees alike.
She was recently named “HR Superhero of the Year” by DisruptHR Chicago. She is also the co-founder of Mezcla Media Collective. A non-profit that elevates women filmmakers of color. Next up for Elena and her team is the Humans@Work documentary series that shares stories of people who find passion and meaning in their work.
Her daily mission is “Helping Teams Attract, Engage, and Retain Talent Through Workplace Media.”
Her mission for this webinar: To take to you through a step-by step-process that will create candidate engagement and help you snag your best talent (and also get rid of those boring old job posts).
What you’re going to learn:
How to use photos and video to take your job postings from “Bland to BAM”
How to improve your company’s image
Using video and photo to entice qualified candidates who want to work with you
More…
These are tools you have at your fingertips and can be utilized to promote you from Carrier Pigeon to Magnificent Job Posting Magician.
Convinced? Yeah, so are we, along with the entire TA industry.
Video is a must if you’re going to stay on top of your game. Elena will teach you how.
And no worries, if you can’t sit for the webinar, simply register – we’ll send you the video and slide deck so you can learn on your own time.
What do you say?
You Can’t Have One Without the Other
You know the story. Over the last few years, we have seen silos forming between sourcing and recruiting.
Each side feels they are the more important function.
Awkward Meme GIF by swerk
In reality, they should be working as a unit.
Yep – one happy little cohesive team dancing their way to the candidate fair.
We know a guy who can help…
Michael Goldberg, Founder and CEO of Hiring Transformed, has made a living out of understanding the sourcing-recruiting relationship and has agreed to give you 60 minutes of uninterrupted, live counseli…training.
Let’s call this training.
He’s known for his ability to build kick-ass Talent Acquisition teams and has been doing it for many, many years. If you don’t believe us (and you somehow don’t know who he is) check him out.
Here’s what you’re going to learn.
1. How to eliminate the blurred lines.
2. How Recruiters and Sourcers can work more effectively together.
3. What sourcing and recruiting managers, as well as Heads of Talent, can do to eliminate the riff.
4. What recruiters in smaller companies (with no sourcing functions) can do to build their sourcing skills.
What do you say?
All you need is an open screen and a box of tissues. We’ll handle the rest. You’ll go home with the tools to create a truly functional partnership with your “other half.”
How To Optimize Your Tech Recruiting Stack
Patrick Christell, Senior Sourcer at Hire4ce, meets all the qualifications of “MASTER.”
We’re talking a Full-Lifecycle Recruiter, Project Manager and Agile sourcing pod-builder with seven-plus years of progressive experience recruiting for technology companies across the boards.
He also has a rather impressive tech stack, which is what this is all about.
Patrick is here to give you 60-minutes of training and live Q&A that will help you learn to recruit top talent.
In this webinar we will cover:
- How to search.
Tools like Hiretual, Seekout, AmazingHiring (and their plusses and minuses).
The difference between searching for senior-level engineers, how to know if you are on a purple squirrel hunt, and what to with a BONUS live demo that iterates a single string.
- How to run a sourcing pod.
Learn how Patrick creates his own CRM that can do outreach and reporting
- How to understand tech without being a techie.
What a software stack even is, understanding how it fits together, learning what each part of the stack technologies are associated with.
- How to engage talent.
Why a mixture of broad spectrum outreach and personalized outreach is best.
What cadence works best in 2019.
Why only using inmails screws you, and how to leverage the phone even if you hate using it (TextNow).
Nobody’s got time for a floppy stack.
Let Patrick show you how to build in functionality and results.
11 steps you must take before purchasing talent acquisition technologyRecruitingDaily.com LLC
Buying TA technology can be complex and often daunting.
We feel ya.
For this special occasion, we're pulling out our "Short-List of Things That Annoy the Heck Out Of Us When Trying to Find TA Tech."
Long title, yes, but it fits.
Variety of tools.
Infinite categories of tools.
Burning bridges TA Leaders face on a near-daily basis.
An explosion of solution providers.
Over-marketing of tools.
Sound familiar? We thought so.
As a buyer, you need a way to approach the market and find the right tools at the right time.
This webinar is here to help.
Martin Burns is VP of Consulting Services for HireClix, founder of the Facebook TA tech group “Talent Product Plays”, and an experienced practitioner in corporate talent acquisition. He has led multiple recruitment organizations, selected, purchased, and implemented technology for firms ranging from 50 employees to over 50,000, as well as built products for the industry.
He brings a practical, informed view of TA technologies to the table and a rational blueprint for what can seem an overly complex challenge.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
29. Recap
1. Don’t copy and paste job descriptions
2. Don’t hide your Call To Action (CTA)
3. Think mobile first
4. Use social to build communities
5. Measure something
30. Want This Presentation?
Leave a copy of your business card!
_____________________________________
@KatrinaKibben
katrina@recruitingdaily.com
Including our RecruitingBlogs community which is a crowd sourced blog where people like you are submitting their war stories and frustrations from the job every day.
Of course, the source of a lot of those frustrations is purely a factor of how many people we have to talk to every day so I wanted to kick this off talking about a way to quickly make meetings better.
Who in this room has ever played buzzword bingo? Let me explain. Buzzword bingo is:
The goal, to entertain us. HR profession spend a lot of time listening. Candidates, employees, managers. To cliché phrases from one person or another trying to make an impression on us whether it’s for a job or filing paperwork or just trying to get on our good side. I think being a good listener is actually one of the most important qualities of any good HR person.
But the problem that I want to address today is that the listening and adapting we do in person, isn’t translating to our careers site. We need to create as close to a good human experience as possible when we develop the candidate experience on our careers site and the person in our org that has the wise advice on websites is, you guessed it, marketing.
Because we, as an industry have a website problem on our hands.
Because 50% of candidates leave your website before they ever apply to your job. That means if a candidate actually makes it to the apply, they are beating the odds. And we need the odds for us, not against us.
So let’s jump in to best practice #1
Marketers don’t borrow content like blog posts becuase it will hurt their SEO and confuse consumers. We have to create orignal content that someone wants to read and pay attention to. Something that stands out to them. We need the traffic. The best marketing departments are content engines, creating content that helps people do their job better. Plus it’s just bad form to steal content from other people.
Here’s why that’s so important in marketing land.
If you pull up this page, you’ll notice it’s a nice page. Visually, you remember what it looks like. Great buttons. Structurally, it’s a great landing page. So company A decides hey, this works.
So they create this landing page.
If you saw them in a quick sequence like someone who would be if they were actively looking for jobs, you probably think it’s the same JD as the others, right?
While it’s ok to use a job description that works, it’s not ok to steal the same job description from a competitor or use the same description for 3 different jobs.
How similar is this page? This is what’s happening when a candidate sees your job description. Then sees it again, and again and again.
And they’re seeing your repeat job descriptions up against a lot of competition. More than 250,000 jobs are posted online each month on average. How do you stand out to candidates? How do you get found?
I can’t help but think of it as the hardest game of Where’s Waldo ever because everything looks the same. Now, maybe you don’t think that 250,000 jobs is that much but let me put it into context for you.
250k people attended the march on washington. What if I told you to find one person in this crowd?
If anyone else is thinking of Forrest Gump here, let’s remember we’re not movie stars, we’re HR pros.
In all seriousness, it’s not just any where’s waldo. It’s the worlds hardest version of where’s waldo. How would you find Waldo if there was no red striped shirt?
How you can improve your templates
Marketers are all about getting attention. They’re the rowdy people in your company with chants. We have to get excited because we’re just trying to get you to do 1 thing. Just 1 thing. And we will fight and put it in your face until you do it. We’ll retarget and make the buttons bigger and brighter.
Look at this example.
Looking at this page from anywhere in the room, I know you can spot the calls to action, even if you didn’t wear your glasses today. They’re bold, they’re bright. They’re in multiple locations. You know what you’re supposed to do next. They’re the focus of this page alongside the value proposition.
Now let’s take a look at this job description. Can anyone tell me where the CTA is? We know people are leaving and not telling them what to do is a perfect excuse to dump your site.
Mobile first. We know that candidates screen time is evolving. Marketing spent a lot of time talking about the primary screen, which was television until we had a desktop computer in our hands. I’m confident of how excited marketers had to have been when they realized they could build these e-mails and deliver them daily. They could reach people in their homes, any time of day – not just for 30 seconds before their TV show. And now, more than ever, mobile is becoming the screen marketers are having a-ha moments with which means they’re starting to think mobile first.
And the data supports that decision, clearly. Candidate screen time is evolving. This stat shows mobile e-mail use – almost 50% of people are now checking their e-mail primarily on a mobile decide. And if we’re only contacting them via e-mail and when they click through, we’re sending them non-optimized mobile pages, they’re going to fall into the 50% of candidates who leave 5 seconds into looking at your page.
Now who in this room uses e-mail to contact candidates?
http://www.emailmonday.com/mobile-email-usage-statistics
Exactly as I predicted. 100% of HR pros use e-mail to contact candidates. I couldn’t find a study to confirm this percentage but you just proved my point. We’re all using e-mail. But soon, we’re going to be forced to take a different approach.
43% of job seekers have used their mobile device to engage in job-seeking activity. So that means if you are trying to connect with candidates via e-mail and sending them to non mobile optimized sites, you’re doing yourself a disservice.
That bad user experience is what I call the mobile hokey pokey.
The mobile hokey pokey is when you have to turn your phone to the left, turn your phone to the right, then turn the entire thing upside down to read? It’s impossible Example here on the right.
What does my site look like on mobile? What do my calls to action look like? Can you even read it?
Know what else people are spending a ton of time on their phones doing? Looking at social media sites, which leads me to best practice #4
Marketers have talked a lot about the way we communicate with people on different channels. For example, they tell us to share video on Facebook not Twitter bc the FB algorythm is optimized for video. Or they tell us to personalize messages on Twitter for a better response. We might not share as many of our food photos on Facebook as we do on Instagram. And with that information at hand, we’re tasked with getting to the right channel with the right message.
Now we know that people are spending a lot of time on social so clearly some of them are hoping to find a job.
In fact, 86% of job seekers report having a social profiles
http://blog.capterra.com/top-15-recruiting-statistics-2014/
As the job market ages, we’re going to be looking for candidates more and more on social media. But the where and the how works a little differently than most cookie cutter social recruiting articles will tell you.
While 83% of job seekers flock to Facebook, LinkedIn remains recruiters’ top social network. (jobvite) So, back to the marketing best practice, we need to go where they are.
I will admit I don’t think this is the right strategy for every audience but it has worked for us.
How do you make the most of Facebook without a budget?
Create a talent community on Facebook.
Create a talent community of your own – private group – on Facebook. If you’re recruiting, use it to source. If you’re managing internal resources, use it to talk about things that are coming up and keep people in the loop. That’s the point of Facebook – to keep people together.
Really, social media is just an opportunity to connect people with people.
I love this quote by Stacy Zapar and I think it describes your role as a social media advocate well. She says…
After all this hard work, marketers are total goal snobs. They want to know where they stand, how close they are to goal and they want to cheer about it. I think we can take a little bit of that enthusiasm for our own progress when it comes to candidate engagement.
Because we spend so much money to get what we want, we have to calcualte ROI on everything. And typically if you ask a marketer how a campaign went, that’s how they’re going to analyze it. That’s also how HR and marketing get into arguments because they’re trying to force their measurement style on you.
The next time they ask you about ROI, I want you to ask them about their social media ROI because it will shut them up and I’d bet most peoples is pretty low when it comes to bottom line metrics. Or ask them What is the ROI of putting your pants on? Just kidding. Don’t ask them that, you’re HR.
My point is that That does not mean you have to specific ROI for every activity. And you just need to measure something.
Marketers get chased on their budget. CPC, CPA, Cost per…. Know the data that matters.