Presentation by Olivia Vines, Head of Marketing, JobsGoPublic, Nichola Newbery, Head of Client Partnerships, JobsGoPublic and Neel Patel, Head of Client Partnerships, JobsGoPublic
This document discusses how organizations can embrace social media to enhance their employer brand. It emphasizes that being talked about on social media is important for recruitment and that job seekers now rely heavily on online sources of information when researching potential employers. It provides top reasons for organizations to use social media like publishing company culture videos, having senior leaders blog, and educating employees to advocate for the company online. The document also discusses how job seekers use sites like Glassdoor to research company reviews and highlights the top things candidates want to learn about employers from sources like compensation, benefits, mission and values, and basic company information.
Centennials - who are they & what do they want from the workplace? Sinéad D'Arcy
This presentation was shared with 70 HR professionals as part of a 20-min session during Dublin's Talent Leaders Connect event June 2017. Its a very exciting time in the evolution of our workplace and our workforce as we learn more about the impact and influence Centennials (Gen Z) will have on our workplace.
Find out about upcoming events at www.talentleadersconnect.com
What Millennials and young professionals wantChristoph Bauer
This document discusses the desires and expectations of Millennial workers. It notes that Millennials will make up 75% of the workforce by 2025. Millennials value work-life balance, good relationships with colleagues and supervisors, learning opportunities, and a sense of purpose in their work more than high salaries. They expect modern technology and flexible work arrangements. Rigid processes and outdated corporate technology do not meet Millennials' needs and expectations. The document recommends that companies focus on culture, technology platforms, and agile processes to attract and retain Millennial talent.
The document presents big ideas for 2016 from various creative professionals. They discuss trends in various industries like fashion moving towards eccentricity over corporate styles, casual restaurants becoming more popular than tasting-menu only spots, focusing on authenticity over too many disposable choices, using clothing to empower confidence, and technology continuing to impact daily life through advances in video and virtual reality. Other ideas discussed include well-being becoming a bigger workplace issue and quantifying it, a rise in female entrepreneurship, chefs focusing on sustainable sourcing and education, prioritizing sleep, embracing individual styles unapologetically, increasing opportunities for women in film, and technology further integrating into fashion through new apps and more online transactions versus in-store.
- Demand Media is an experienced team with roots in social media from companies like MySpace, eBay, Yahoo!, Amazon, and IAC. They have a large, growing network reaching over 70 million unique users monthly.
- They produce over 130,000 internet videos, 340,000 articles, and 5 million blog posts through their Demand Studios program which provides content creation jobs.
- Their goal is to create high-quality, scalable content to distribute across their network of over 250 partners and beyond through platforms like YouTube and future partners in different verticals.
This document discusses how to prepare social media ambassadors to promote an organization's campaigns and fundraising efforts. It defines social media ambassadors as stakeholders passionate about an organization who share information about it on their social networks. The document recommends starting with internal staff and board members as ambassadors given their existing trust and knowledge of the organization. It also provides tips for recruiting external ambassadors and equipping both internal and external ambassadors with guidelines, branded content, and training to effectively promote campaigns across social media platforms. Coordinating ambassadors and encouraging storytelling are emphasized as important strategies for amplifying an organization's social media impact.
University of Buffalo - School of Social Work - WorkshopBeth Kanter
The document summarizes a workshop on becoming a networked nonprofit. The workshop covered understanding where organizations are at in their digital maturity, developing a networked mindset, understanding and mapping networks, and identifying small action steps organizations can take to progress. Attendees participated in exercises like mapping their organizational networks and reflecting on their capacity to implement social media strategies incrementally. The goal was to provide ideas for organizations to take a step towards becoming more networked through open discussion and learning activities.
At 80 million and counting, millennials are the fastest growing talent segment and expected to be 50% of the workforce in just five years. But how do you reach this growing group?
Flip through this on-demand webinar by Dice and Ashley Cheretes, Recruitment Marketing Manager at ADP, to learn:
• The five need-to-know facts about millennial candidates
• Proven ways to excite and motivate millennials to learn more
• Immediate social recruiting takeaways and tips for writing content
This document discusses how organizations can embrace social media to enhance their employer brand. It emphasizes that being talked about on social media is important for recruitment and that job seekers now rely heavily on online sources of information when researching potential employers. It provides top reasons for organizations to use social media like publishing company culture videos, having senior leaders blog, and educating employees to advocate for the company online. The document also discusses how job seekers use sites like Glassdoor to research company reviews and highlights the top things candidates want to learn about employers from sources like compensation, benefits, mission and values, and basic company information.
Centennials - who are they & what do they want from the workplace? Sinéad D'Arcy
This presentation was shared with 70 HR professionals as part of a 20-min session during Dublin's Talent Leaders Connect event June 2017. Its a very exciting time in the evolution of our workplace and our workforce as we learn more about the impact and influence Centennials (Gen Z) will have on our workplace.
Find out about upcoming events at www.talentleadersconnect.com
What Millennials and young professionals wantChristoph Bauer
This document discusses the desires and expectations of Millennial workers. It notes that Millennials will make up 75% of the workforce by 2025. Millennials value work-life balance, good relationships with colleagues and supervisors, learning opportunities, and a sense of purpose in their work more than high salaries. They expect modern technology and flexible work arrangements. Rigid processes and outdated corporate technology do not meet Millennials' needs and expectations. The document recommends that companies focus on culture, technology platforms, and agile processes to attract and retain Millennial talent.
The document presents big ideas for 2016 from various creative professionals. They discuss trends in various industries like fashion moving towards eccentricity over corporate styles, casual restaurants becoming more popular than tasting-menu only spots, focusing on authenticity over too many disposable choices, using clothing to empower confidence, and technology continuing to impact daily life through advances in video and virtual reality. Other ideas discussed include well-being becoming a bigger workplace issue and quantifying it, a rise in female entrepreneurship, chefs focusing on sustainable sourcing and education, prioritizing sleep, embracing individual styles unapologetically, increasing opportunities for women in film, and technology further integrating into fashion through new apps and more online transactions versus in-store.
- Demand Media is an experienced team with roots in social media from companies like MySpace, eBay, Yahoo!, Amazon, and IAC. They have a large, growing network reaching over 70 million unique users monthly.
- They produce over 130,000 internet videos, 340,000 articles, and 5 million blog posts through their Demand Studios program which provides content creation jobs.
- Their goal is to create high-quality, scalable content to distribute across their network of over 250 partners and beyond through platforms like YouTube and future partners in different verticals.
This document discusses how to prepare social media ambassadors to promote an organization's campaigns and fundraising efforts. It defines social media ambassadors as stakeholders passionate about an organization who share information about it on their social networks. The document recommends starting with internal staff and board members as ambassadors given their existing trust and knowledge of the organization. It also provides tips for recruiting external ambassadors and equipping both internal and external ambassadors with guidelines, branded content, and training to effectively promote campaigns across social media platforms. Coordinating ambassadors and encouraging storytelling are emphasized as important strategies for amplifying an organization's social media impact.
University of Buffalo - School of Social Work - WorkshopBeth Kanter
The document summarizes a workshop on becoming a networked nonprofit. The workshop covered understanding where organizations are at in their digital maturity, developing a networked mindset, understanding and mapping networks, and identifying small action steps organizations can take to progress. Attendees participated in exercises like mapping their organizational networks and reflecting on their capacity to implement social media strategies incrementally. The goal was to provide ideas for organizations to take a step towards becoming more networked through open discussion and learning activities.
At 80 million and counting, millennials are the fastest growing talent segment and expected to be 50% of the workforce in just five years. But how do you reach this growing group?
Flip through this on-demand webinar by Dice and Ashley Cheretes, Recruitment Marketing Manager at ADP, to learn:
• The five need-to-know facts about millennial candidates
• Proven ways to excite and motivate millennials to learn more
• Immediate social recruiting takeaways and tips for writing content
6 damaging myths about social media and the truths behind themThe Social Executive
Why with so much evidence about the value of social media do so few executives use it? They're anchored to 6 damaging myths about social media that hold them back. Here are the truths.
I Impact India is a social innovation and communication solutions firm. Their motto is to provide the best services in the development sector. They were founded in 2013 with a goal of effectively channeling funds to help people like Radhika, an 8 year old girl with blood cancer who could not afford treatment. They provide various marketing, consulting, branding, design and event services to non-profits. They study models like TED, Livestrong, DonorsChoose and others. Their services include marketing, consultancy, design, branding and events for social good. They emphasize passion, excellence, honesty and getting work done on time.
We all know the importance of content these days and most of us are embracing it with gusto. But how effective are we being in terms of inspiring and persuading our customers? This presentation explores this challenge and demonstrates how, by understanding what appeals to and motivates people in a digital context, you can improve the effectiveness of the communication you’re putting out there.
The document discusses how technology and the internet have changed how people communicate, access information, and engage with each other and media. It states that everything organizations do must be reimagined, individuals must refocus their interests, and how success is measured must be reassessed in order to adapt to these rapid changes. Information moves faster, people are more connected, and expectations are higher, so new approaches are needed.
Patrick Byers of Outsource Marketing shares how your company can use social media as a tool to build relationships, communication and trust among employees, workgroups and teams.
Women in Tech: How to Build A Human CompanyLuminary Labs
We often think about design in terms of product or service strategy, but what about the design of companies? In the words of Phin Barnes of First Round Capital: “Entrepreneurs are the designers of companies. Great startup CEOs recognize very early that their job is not to build a product, but to build a company — defined by mission, values, and culture.”
Recently, organizations large and small have radically rethought company design by embracing employee-favorable policies such as establishing livable wages, developing creative equity plans, offering paid parental leave policies, and even pulling out of an entire state in protest of discrimination. In addition to sending a strong signal that people come first, these organizations are also making an economic argument to investors that employee-friendly policies pay dividends in reduced turnover and improved business outcome.
In this talk, Sara Holoubek, CEO of Luminary Labs, shares the forces behind this sea change as well as practical examples from companies featured in The Human Company Playbook, including Plated, Etsy, Pinterest, and General Assembly.
Identifying, empowering, and asking for more from your influencers, presented...SocialMedia.org
In his Brands-Only Summit Pre-Conference presentation, SocialSphere and Harvard’s Institute of Politics' John Della Volpe explains how best to identify, empower, and ask for more from your most important social media influencers.
He shares a case study from his work with the Los Angeles Kings hockey team about empowering fans through Twitter engagement.
The document discusses reasons why nonprofits rebrand and factors that contribute to successful rebranding. It notes that many nonprofits are rebranding lately to achieve a sharp new look that is well received by stakeholders. Rebranding can help change an organization but will not fix underlying issues like leadership or communication problems. The document advises nonprofits to ensure they have the right strategic plan, aligned staff and board, leadership support, and resources before embarking on a rebranding process.
With the tech unemployment rate at just 2%, top talent is getting bombarded every day. Social recruiting is an undeniably powerful channel to cut through the clutter. So what does it take to create compelling messages?
In this Dice Social Recruiting Pro Tips Webinar featuring Kara Yarnot, Founder and President at Meritage Talent Solutions, we’ll explain how to craft messages that’ll get responses.
Watch the 45 minute on-demand webinar to learn:
• The rules of engagement on social sites and email.
• How to use social sites differently to drive candidate responses.
• Messaging best practices with templates to get you started.
For a demo of Dice’s Open Web Social Recruiting platform, visit http://www.dice.com/openweb
How to Use Company Culture to Attract Passive CandidatesDice
Sourcing the most in-demand tech talent is a start. But with high competition for these candidates, it’s not just the job that needs to stand out — your company must, too.
Watch this on-demand webinar, featuring Jim Stroud, Senior Director of RPO Recruitment Strategies at Randstad Sourceright, to learn how to build and communicate a work culture that attracts the most sought-after tech candidates.
You'll learn:
• Key strategies for building a company culture that in-demand tech professionals are looking for
• How to identify the aspects of your unique culture that resonate the most with your target candidates
• How to most effectively promote your company culture in your social recruiting efforts
Learn more at http://www.dice.com/openweb
Stories from the Frontline Tourism - 2015Kemp Edmonds
Kemp Edmonds gave a presentation on social media marketing tactics and tools. He began with an introduction and background. The presentation covered the state of social media including growth in networks, participants, and content. It discussed how social media is becoming the new front door for businesses and how marketers face new challenges in reaching audiences and driving business objectives through social. The presentation provided examples of social media marketing tactics and highlighted features of the Hootsuite platform for social media management, including offerings for different maturity levels and a hands-on demo.
Millennials, born between 1981-1996, make up a significant portion of the current workforce. They value work-life balance, social responsibility, and feedback. As digital natives, they are shaped by technology and prefer to communicate via text and social media rather than phone calls. Millennials also delay traditional milestones like marriage, home ownership, and children due to student debt, unemployment, and a preference to live in cities with access to shared transportation. To attract and retain Millennial talent, employers should offer flexible work, opportunities for impact, and competitive benefits while fostering an intergenerational, team-oriented culture.
Canary in the Coalmine - To become Digital First we can learn from socialGerrie Smits
This document discusses how organizations can become "digital first" by learning from social media. It argues that social media acts as a "canary in the coalmine" showing how the world is changing towards personalization. To survive, organizations must reverse engineer social media trends, understand why people share content, unlock their customers' potential through co-creation, and take an agile approach focused on user needs above all else. By flipping their perspective to prioritize customers and continual learning, organizations can adapt to changing digital landscapes and technologies.
From an employee engagement standpoint, is engaging millenials different from the rest. If it is different, how different it is.
What need to be kept in mind for employee engagement, when you have a size bale millenial population.
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
Sorting Truth from Myth regarding Millennial Pay
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this broadcast.
For the full video version of this presentation, visit VisionLink's website at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-millennials-want-in-a-pay-plan
Millennials in the Workplace - How to better connect with them in the workplaceXPotential
This document discusses how to better connect with Millennials in the workplace. Millennials expect to stay in jobs for less than 3 years and value meaningful work. They challenge hierarchies and want feedback. Employers should cultivate learning, offer training, provide mentoring, set clear targets, and give recognition to engage Millennials. Google's YouTube office exemplifies engaging Millennials with amenities like free food, collaboration spaces, and fun areas like a slide and putting green.
Up, Up and Away: How to use social data to increase response ratesDice
The document discusses strategies for using social media to improve recruiting response rates. It recommends monitoring candidates' social profiles to find conversation starters about their personal and professional interests. The best channels for initial outreach are ones where candidates are most active and response rates are statistically higher, with less competition from other recruiters. Personalized messages focused on the candidate that reference something specific from their profile, like a shared interest, are more likely to get a response than generic messages. Building relationships over time through ongoing engagement can help when eventually needing to contact candidates for opportunities.
3 reasons you can't avoid social media (even if you want to) series The Social Executive
Even if you want to avoid social media you can’t. Its pervasiveness & power to reach global audiences instantly creates dramatic impacts.
Here are 3 reasons you can’t ignore it.
1. You can be drawn in
2. People in your business use it
3. The law says so
This is the first in a series of presentations that looks at why you're already in social and gives you a list of important questions to ensure you, your Board and executives know how to answer.
6 damaging myths about social media and the truths behind themThe Social Executive
Why with so much evidence about the value of social media do so few executives use it? They're anchored to 6 damaging myths about social media that hold them back. Here are the truths.
I Impact India is a social innovation and communication solutions firm. Their motto is to provide the best services in the development sector. They were founded in 2013 with a goal of effectively channeling funds to help people like Radhika, an 8 year old girl with blood cancer who could not afford treatment. They provide various marketing, consulting, branding, design and event services to non-profits. They study models like TED, Livestrong, DonorsChoose and others. Their services include marketing, consultancy, design, branding and events for social good. They emphasize passion, excellence, honesty and getting work done on time.
We all know the importance of content these days and most of us are embracing it with gusto. But how effective are we being in terms of inspiring and persuading our customers? This presentation explores this challenge and demonstrates how, by understanding what appeals to and motivates people in a digital context, you can improve the effectiveness of the communication you’re putting out there.
The document discusses how technology and the internet have changed how people communicate, access information, and engage with each other and media. It states that everything organizations do must be reimagined, individuals must refocus their interests, and how success is measured must be reassessed in order to adapt to these rapid changes. Information moves faster, people are more connected, and expectations are higher, so new approaches are needed.
Patrick Byers of Outsource Marketing shares how your company can use social media as a tool to build relationships, communication and trust among employees, workgroups and teams.
Women in Tech: How to Build A Human CompanyLuminary Labs
We often think about design in terms of product or service strategy, but what about the design of companies? In the words of Phin Barnes of First Round Capital: “Entrepreneurs are the designers of companies. Great startup CEOs recognize very early that their job is not to build a product, but to build a company — defined by mission, values, and culture.”
Recently, organizations large and small have radically rethought company design by embracing employee-favorable policies such as establishing livable wages, developing creative equity plans, offering paid parental leave policies, and even pulling out of an entire state in protest of discrimination. In addition to sending a strong signal that people come first, these organizations are also making an economic argument to investors that employee-friendly policies pay dividends in reduced turnover and improved business outcome.
In this talk, Sara Holoubek, CEO of Luminary Labs, shares the forces behind this sea change as well as practical examples from companies featured in The Human Company Playbook, including Plated, Etsy, Pinterest, and General Assembly.
Identifying, empowering, and asking for more from your influencers, presented...SocialMedia.org
In his Brands-Only Summit Pre-Conference presentation, SocialSphere and Harvard’s Institute of Politics' John Della Volpe explains how best to identify, empower, and ask for more from your most important social media influencers.
He shares a case study from his work with the Los Angeles Kings hockey team about empowering fans through Twitter engagement.
The document discusses reasons why nonprofits rebrand and factors that contribute to successful rebranding. It notes that many nonprofits are rebranding lately to achieve a sharp new look that is well received by stakeholders. Rebranding can help change an organization but will not fix underlying issues like leadership or communication problems. The document advises nonprofits to ensure they have the right strategic plan, aligned staff and board, leadership support, and resources before embarking on a rebranding process.
With the tech unemployment rate at just 2%, top talent is getting bombarded every day. Social recruiting is an undeniably powerful channel to cut through the clutter. So what does it take to create compelling messages?
In this Dice Social Recruiting Pro Tips Webinar featuring Kara Yarnot, Founder and President at Meritage Talent Solutions, we’ll explain how to craft messages that’ll get responses.
Watch the 45 minute on-demand webinar to learn:
• The rules of engagement on social sites and email.
• How to use social sites differently to drive candidate responses.
• Messaging best practices with templates to get you started.
For a demo of Dice’s Open Web Social Recruiting platform, visit http://www.dice.com/openweb
How to Use Company Culture to Attract Passive CandidatesDice
Sourcing the most in-demand tech talent is a start. But with high competition for these candidates, it’s not just the job that needs to stand out — your company must, too.
Watch this on-demand webinar, featuring Jim Stroud, Senior Director of RPO Recruitment Strategies at Randstad Sourceright, to learn how to build and communicate a work culture that attracts the most sought-after tech candidates.
You'll learn:
• Key strategies for building a company culture that in-demand tech professionals are looking for
• How to identify the aspects of your unique culture that resonate the most with your target candidates
• How to most effectively promote your company culture in your social recruiting efforts
Learn more at http://www.dice.com/openweb
Stories from the Frontline Tourism - 2015Kemp Edmonds
Kemp Edmonds gave a presentation on social media marketing tactics and tools. He began with an introduction and background. The presentation covered the state of social media including growth in networks, participants, and content. It discussed how social media is becoming the new front door for businesses and how marketers face new challenges in reaching audiences and driving business objectives through social. The presentation provided examples of social media marketing tactics and highlighted features of the Hootsuite platform for social media management, including offerings for different maturity levels and a hands-on demo.
Millennials, born between 1981-1996, make up a significant portion of the current workforce. They value work-life balance, social responsibility, and feedback. As digital natives, they are shaped by technology and prefer to communicate via text and social media rather than phone calls. Millennials also delay traditional milestones like marriage, home ownership, and children due to student debt, unemployment, and a preference to live in cities with access to shared transportation. To attract and retain Millennial talent, employers should offer flexible work, opportunities for impact, and competitive benefits while fostering an intergenerational, team-oriented culture.
Canary in the Coalmine - To become Digital First we can learn from socialGerrie Smits
This document discusses how organizations can become "digital first" by learning from social media. It argues that social media acts as a "canary in the coalmine" showing how the world is changing towards personalization. To survive, organizations must reverse engineer social media trends, understand why people share content, unlock their customers' potential through co-creation, and take an agile approach focused on user needs above all else. By flipping their perspective to prioritize customers and continual learning, organizations can adapt to changing digital landscapes and technologies.
From an employee engagement standpoint, is engaging millenials different from the rest. If it is different, how different it is.
What need to be kept in mind for employee engagement, when you have a size bale millenial population.
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
Sorting Truth from Myth regarding Millennial Pay
Millennials are growing up...and have taken over majority status in today's workforce. As a result, if you lead a company, odds are you have a significant block of employees who fall in this category within your organization. You have probably likewise concluded that this group is a breed apart from those you’ve previously dealt with…so when it comes to constructing an effective pay plan, you’re at a loss. Among other things, you may have bought into the conventional wisdom that says millennials are not loyal to a company and therefore traditional forms of pay won’t appeal to them. If these are issues you’re facing, you will not want to miss this broadcast.
For the full video version of this presentation, visit VisionLink's website at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-millennials-want-in-a-pay-plan
Millennials in the Workplace - How to better connect with them in the workplaceXPotential
This document discusses how to better connect with Millennials in the workplace. Millennials expect to stay in jobs for less than 3 years and value meaningful work. They challenge hierarchies and want feedback. Employers should cultivate learning, offer training, provide mentoring, set clear targets, and give recognition to engage Millennials. Google's YouTube office exemplifies engaging Millennials with amenities like free food, collaboration spaces, and fun areas like a slide and putting green.
Up, Up and Away: How to use social data to increase response ratesDice
The document discusses strategies for using social media to improve recruiting response rates. It recommends monitoring candidates' social profiles to find conversation starters about their personal and professional interests. The best channels for initial outreach are ones where candidates are most active and response rates are statistically higher, with less competition from other recruiters. Personalized messages focused on the candidate that reference something specific from their profile, like a shared interest, are more likely to get a response than generic messages. Building relationships over time through ongoing engagement can help when eventually needing to contact candidates for opportunities.
3 reasons you can't avoid social media (even if you want to) series The Social Executive
Even if you want to avoid social media you can’t. Its pervasiveness & power to reach global audiences instantly creates dramatic impacts.
Here are 3 reasons you can’t ignore it.
1. You can be drawn in
2. People in your business use it
3. The law says so
This is the first in a series of presentations that looks at why you're already in social and gives you a list of important questions to ensure you, your Board and executives know how to answer.
The document discusses the results of Mercer's 2016 Global Talent Trends study, which surveyed over 1,730 HR leaders and 4,500 employees across 15 countries. Some of the key findings include:
- 85% of organizations say their talent management programs need an overhaul, but only 4% see HR as a strategic partner.
- 9 out of 10 employers expect increased competition for talent in 2016, especially for skills like analytics, leadership, and specialized technical skills.
- Leveraging diverse talent, managing multi-generational workforces, and sourcing talent globally are top workforce trends impacting companies' talent priorities.
- The top 5 talent priorities identified are building diverse talent pools, architecting compelling careers,
This document provides a history of pay structures in local government and discusses current challenges. It notes that in the mid-1990s, a single status scheme was introduced to compare previously separate "blue and white-collar" jobs, but progress was slow. In the 2000s, equal pay reviews drove the need to complete local pay reviews over 3 years, largely achieving gender pay equality. However, the bureaucracy of job evaluation is now seen as stifling change. The document advocates making better use of market pay data and benchmarked roles, and considering alternative pay schemes while continuing to review and update the National Joint Council scheme guidance. The Local Government Association is working to address new types of jobs and key responsibility and knowledge factors.
This document discusses the concept of a digital organization and provides examples of what that would look like when applied to public services. A digital organization is described as being user-driven, responsive, and open. It gives the example of Denise, who needs various public services to support her disabilities, and shows how a digital organization could better coordinate and deliver integrated services centered around her needs. Key aspects of a digital organization are discussed, including having a user-centered culture and structure, responsive and flexible processes, and a digital platform to enable integrated and mobile services. The document advocates for redesigning existing organizations to operate with these digital principles in order to better meet people's raised expectations of public services.
This document discusses workforce challenges and opportunities for integration between health and social care. It provides context on budget deficits and demands on the system. Integration is presented as a potential solution but also complicated by the history of separate health and social care legislation. Examples of integrated initiatives in the West Midlands are summarized, including lessons learned from an older adults workforce integration program and a transformation theme. Challenges of integration include defining the integrated system and workforce, and achieving integrated workforce planning. Opportunities include new roles and competencies as well as multi-professional learning.
Leading people in a disrupted world focuses on a new EACH model for HR leaders to embrace in times of change and disruption. The model stands for Evolve, Align, Connect, and Help and provides guidance on how HR can adapt practices to new realities and support employees through transitions. It emphasizes the importance of continual learning, clear communication, and empowering workers to navigate disruptions successfully.
This document provides an overview of a workshop on using stories to improve leadership and organizational practices. The workshop includes previewing a storytelling technique called "Walk Tall", using stories to reflect on how to change the workforce and improve practices, and discussing how stories can be used in management, organizational culture change, and performance management. Participants will engage in storytelling exercises where they develop characters and scenarios to explore how stories can facilitate personal and organizational change. The document outlines the session agenda and prompts participants to actively engage in storytelling activities.
This document summarizes a presentation given by Guy Clifton of Grant Thornton UK LLP to the PPMA Annual Seminar on April 17, 2015. The presentation explores possible futures for English local government through the development of scenarios. It outlines the national context including austerity measures and demographic changes. It then discusses the financial challenges faced by local governments and how they are seeking to maintain viability. Six potential scenarios for 2020 are presented: adaptive innovation, running to stand still, nostril above the waterline, wither on the vine, just local administration, and imposed disruption. Attendees provided feedback on which scenarios best represent their current and future positions. The presentation concludes with four recommendations for political parties, Whitehall, local governments
1. The document discusses how talent analytics can help public sector organizations address challenges related to austerity measures, changing workforces, and increasing demands.
2. It provides examples of how talent analytics could be used to help answer questions about staff performance, targeted resource management, and talent policy effectiveness.
3. The document outlines a process for developing and implementing talent analytics solutions, including defining hypotheses, testing hypotheses with data, defining problems, analyzing options, and evaluating impacts.
The rapid Growth of internet-connected devices has brought huge advantages, however the same technology has also disconnected us. We are drowning in a digital deluge where the haze of information and devices vie for out attention to the point where they are beginning to remove us from the real world.
The presentation will consider the legislative changes introduced since the 2014 PPMA conference and examine further proposed changes, particularly the Small Business, Enterprise and Employment Bill.
Good management achieves growth and productivity, boosts employee engagement and wellbeing, and attracts and retains talent. So why is it then that 80% of UK employees think their manager sets a bad example and 72% of UK organisations say they lack good management and leadership?
This document provides a brief history and overview of employee engagement. It discusses how engagement has evolved since 1975, noting that trust and intrinsic motivation are important factors. Engagement is influenced 45% by intrinsic factors like meaning and inner drive compared to 55% by extrinsic factors like pay and management. The document advocates focusing on changing employees' intentional activities rather than circumstances to improve engagement. Key aspects of intrinsic engagement include personal development, taking action, growth mindset, and fulfilling all needs at work. The goal is to help organizations support employees to feel and perform at their best.
Gary Browning the Chief Executive of Penna PLC, sets out his thoughts on the future issues in people development and for HR professionals, gained through his many years of experience of working with the private and public sector HR leaders.
Roy Vella who is a leading futurologist specialising in how technology and mobile devices in particular are rapidly shifting customer and employee expectations.
This document announces the finalists and award winners for the PPMA Rising Star 2015 awards, which recognizes up-and-coming local government professionals. It lists the names and roles of over 20 delegates, along with the judging panel. It reveals that Claudia Beaumont won the "Spirit of Rising Stars" award and Ken Lyon won "Star Quality." The three finalists for the overall Rising Star award are Samantha Reilly, Dawn Tomlyn, and Imogeen Denton, with the overall winner to be announced at the gala dinner.
Peter Cheese highlights the mega trends affecting us all and how he sees the HR profession positioning itself to provide maximum support, gain an advantage for a future work, workplace and workforce.
Councils need to be adaptable and agile to meet the challenges of uncertainty. They therefore need to help their people to be even more adaptable and agile.
This document discusses social media and provides definitions and examples. It defines social media as the ability to share information quickly within a personal or professional network. It notes that social networks have always existed but technology has changed how people connect. Examples of social networks include friends, family, work colleagues, clubs, and organizations. The document also discusses the importance of sharing valuable content on social media and empowering customers to promote your business. It provides examples of popular social media platforms like Facebook and tips for an effective social media strategy and policy.
Increase Leads via Social Media (In 10 Minutes A Day)Bluewire Media
This document summarizes an online presentation about using social media to generate leads. It discusses common misconceptions people have about social media and their businesses, and provides case studies of others who successfully used simple social media strategies to increase leads. Specific strategies highlighted include posting valuable content on LinkedIn, using Instagram to share photos and videos, and leveraging one's existing professional network and expertise online to build trust and attract qualified leads.
1. The document discusses characteristics and implications of Generation Y (Gen Y) employees for employers, including that Gen Y expects progressive career paths, frequent feedback, and work-life balance.
2. Gen Y is technology dependent and thrives on change. They are motivated by challenging work, collaboration, and flexible schedules.
3. The document provides examples of popular websites and technologies for Gen Y, current and future jobs in IT, and long term trends like increased telecommuting and education throughout one's career.
This document discusses the importance of social media for businesses. It notes that social media allows for shared community experiences online and offline. While some argue there is no ROI or that social media is too young, the document counters that customers highly trust recommendations from friends and family found on social media platforms. It suggests that businesses focused on genuine customer connections both online and offline will be most successful with social media over the next few years.
Seminar 2: Social Media Tools For BusinessMelien Lavoie
This document provides an overview of social media tools and how businesses can leverage social media for marketing purposes. It discusses the major social media platforms like Facebook, Twitter, Pinterest, LinkedIn and blogs. It provides tips on developing a social media strategy including researching target audiences, creating relevant content, engaging with customers and analyzing results. The document also estimates how much time businesses should allocate to different social media activities each month such as research, publishing content, social broadcasting and engaging with customers.
The document debunks common myths about social media. It discusses that social media is used widely by people of all ages, including adults and business customers. While the next big social platform is unknown, responding timely to social media posts and integrating different marketing tactics generates ROI. The document encourages customizing social strategies rather than a one-size-fits-all approach.
This document summarizes a presentation about Generation Y (Gen Y) workers and entrepreneurs. It discusses common stereotypes about Gen Y, such as being disloyal job hoppers. However, the presenter argues the world has changed with new technologies and a difficult job market. The document then provides tips for Gen Y professionals, such as starting a blog, using social media platforms like Twitter and LinkedIn effectively, and embracing entrepreneurship. It advocates for teaching entrepreneurship skills to help address youth unemployment.
Everything you know about social media is wrongChip Hanna
Only young people are on social media. Social media doesn’t work for B2B companies. The fans of my page see everything I post.
Right?
Find out just how wrong you are in a talk by local social media thought leaders Ryan Cormier (@RyanJCormier) and Chip Hanna (@chiphanna) . They’ll discuss the business of social media – from turning your customers into a community, to turning your community into customers.
Ryan Cormier is an interactive specialist at GCG Marketing and Ratio Digital Media. He’s Google AdWords certified, and is on the Steering Committee for Vision Fort Worth.
Chip Hanna is an interactive account director at the Balcom Agency. He holds several patents for his innovations in web development, and is the digital media chair for Fort Worth PRSA.
The document is a presentation about running a restaurant in the digital world from the perspective of Chef Mark Garcia. Some key points:
- Social media has become the most popular online activity, overtaking even search engines. It allows for two-way conversations between brands and customers.
- Mobile usage is rising dramatically and changing digital behaviors, such as mobile shopping. Many restaurants are engaging customers across channels including social media, websites, and mobile apps.
- The presentation provides examples of how some restaurants are using tools like Facebook, Twitter, YouTube, and Pinterest as part of their social media strategies to build awareness, drive sales, and boost loyalty.
- Chef Garcia outlines a seven step recipe for a successful social media strategy
This document provides an overview of social media marketing. It defines social media as online platforms that enable interactive communication. The document outlines different social media tools and why businesses should utilize social media given its growing popularity and influence. It then discusses how to start a social media strategy, including developing a plan, producing engaging content, and measuring performance. A case study on a social media campaign in Iligan City is also presented, along with answers to common social media questions.
Social media can have powerful effects on people and their careers. It gives users a sense of confidence and importance from public recognition. However, overuse of social media can become obsessive or addictive as the brain seeks social rewards and dopamine releases. While social media profiles can help users network and find jobs, one mistake on a profile can cost someone their career like in the case of Justine Sacco. Overall, if used properly, social media has the potential to positively or negatively impact careers and opportunities depending on how users choose to represent themselves online.
This document summarizes a social media masterclass for arts administrators held on February 28th, 2017 in London. The masterclass covered practical skills for using social media platforms like Facebook, Twitter, Instagram, YouTube, LinkedIn and Snapchat to understand audiences, create engaging content, and manage online campaigns. Tips included using tools like Followerwonk to analyze followers, focusing on visual content for Instagram, and amplifying organically popular posts through paid promotions. The document stresses creating a consistent online presence and narrative through curating content like a festival across different social networks.
The document discusses how the recruitment industry has undergone massive changes recently due to technological advancements like social media and mobile technology. It emphasizes the need for recruiters to understand candidate needs, engage with them authentically through various technologies, and leverage networks and share positive news to build their employer brand. While some recruitment tactics like job boards have been challenged, an emphasis on candidate sourcing, engagement, attraction and reputation management through blogs, online content and contextual advertising is key. Recruiters must think holistically about how to fish in both active and passive candidate pools using integrated multi-channel approaches.
Edward Erasmus gave a lecture on online marketing and social media. He defined social media as online platforms where users can interact and share information. He explained that social media marketing is promoting businesses through social media channels. The key reasons to consider social media marketing are the engagement and word-of-mouth it facilitates from user interactions, and that the emerging Generation Y is tech-savvy and influenced by peers online. He outlined how to get started with social media marketing through defining objectives, audiences, strategies and choosing appropriate channels.
Similar to PPMA Seminar 2016 - Social Media: it's not just for the kids (20)
In this closing keynote, Dr Max Blumberg will delve into the transformative power of AI and analytics in shaping the
future of local councils. Discover how AI can catalyse positive change, from enhancing public services to fostering community engagement. Learn actionable strategies to leverage data-driven insights for more effective decision making, all while keeping the community at the heart of innovation. Walk away with a renewed sense of purpose
and the tools to make a lasting impact in your organisation.
The armed forces and the NHS have superbly effective national recruitment campaigns – so why not local government? Inner Circle Consulting director Chris Twigg introduces the creators of some of the UK’s most wellregarded recruitment campaigns, to describe their strategies and the essential ingredients of success; the impact a good campaign can have, at a time when recruitment has never been more difficult; and how your ideas might shift perceptions of local government away from potholes and bins, to a shared sense of purpose and desire to have a positive impact on the world – values that connect with a huge pool of potential talent.
Headlines about inappropriate workplace behaviour are constant with perpetrators often citing “banter” as a defence. And amongst those headlines are worrying accusations that HR does not do enough or, even worse,
perpetuates the inappropriate banter and behaviour.
This is a unique opportunity to take part in an interactive session to honestly address the challenges of getting our own HR teams in order and then using that as a platform for leading change in our organisations.
Dorian is one of the most sought after speakers on his subject of Wellness and speaks all over the World for businesses and organisations that are keen to understand the impact of Corporate Wellness on their performance.
He has spoken at numerous events around the globe and provides his audiences with thought provoking tools and techniques which they can apply to both their work and home lives to enhance wellness.
The chances of another pandemic are low, but your members will likely get through other crises such as increased
demands with stagnant budgets, local crises, changes in laws or regulations, etc. This would help them lead themselves
and their teams through those situations and will help them break the paradigm they have of always staying within one
leadership framework that someone sold to them as the best. This would help them be more flexible with their approach
to find an effective solution faster.
Worker wellbeing is accepted as crucial, but organizations are unable to successfully integrate it as an operational issue.
This session will argue that whole organization approaches are needed to create healthy workplaces. Delineating what
works, for whom and in what contexts is the first step.
This interactive Masterclass introduces the CQ model and research. It will dive into a thorough understanding of ‘culture’.
This session will touch upon the relevance of cultural values, using activities to better understand team dynamics. The
content of this session is rooted in peer-reviewed research and successful practice among leading global organisations
In this session, we will provide an overview of important workforce issues and examine practical solutions and strategies
for addressing them. From recruitment and retention to training and development, we'll cover the essential elements of
building and maintaining an effective and engaged workforce.
Recent events have highlighted the power of disruption, but also our ability to adapt when the situation forces us to be
creative and think differently. So how do we adopt that same mindset and approach to changing the status quo and
perceived norms, as part of our everyday (working) life?
This session will delve into the intricacies of inclusive leadership, using Deloitte’s framework that encompasses six
crucial traits: commitment, courage, cognizance of bias, curiosity, collaboration and cultural intelligence.
In the evolving landscape of public sector leadership in the 21st century, it’s essential to equip leaders with not just
IQ and EQ but, more importantly, with Cultural Intelligence. Bernadette will shine a spotlight on the pivotal role that
CQ plays in empowering leaders to deliver more effective and inclusive services to the diverse communities they
serve.
Don't miss this opportunity to gain insights into fostering inclusive leadership qualities that go beyond conventional
measures. Join Bernadette as she navigates through the key attributes that make leaders not just capable, but
exceptional in understanding, engaging, and serving diverse populations.
The PPMA Awards serve as a platform to share and applaud the fantastic achievements that often go unnoticed. We extend our gratitude to all who entered this year; your contributions have made this celebration possible. Our judges had the pleasure of reviewing outstanding entries, and now, we are thrilled to reveal the shortlisted entries for each award category.
10% of women leave their job or pass up promotion because of menopausal symptoms. Become menopause friendly and avoid
losing talent... Perceptions around the menopause are starting to change and leading employers are taking action now. Join this
session to understand what inspirational employers are doing to become menopause friendly employers, how they’re doing it and the results they’ve experienced.
This session will give a detailed overview of the newly launched NHS Universal Family programme, which is a commitment to
support young people who are care experienced into roles in the NHS and Local Government. Launched in October 2022 by Dr
Navina Evans, the programme has the aim of supporting 1000 care leavers by 2025. The programme is being piloted in ten Integrated Care Boards across the country, in partnership with Spectra who run the Care Leaver Covenant programme, with many
signatories including Amazon, John Lewis, Universities, Banks, Sky and many others, all with the aim of providing a family of love and support to young people who have grown up in foster care or children’s homes, without access to the opportunities that others
have. As Joint Programme Director, Raffaela will talk through the rationale for setting up this national initiative and share the work to date, and also will be seeking opportunities for information sharing across the NHS and Local Government to make this programme a success.
Technology use and adoption is driving change within the public sector at pace, but are we capitalising on using this capability well? Join this session to understand how transformative technologies, digital solutions and data can be used effectively to improve place based outcomes for the people and communities we serve.
Thanks to new and emerging technologies the modern HR function can think again about how it can support the employee and the
organisation with consumer grade Employee Experiences, rich data and insights and tools that make the workforce more productive
and engaged. In this session Andi Britt will bring to life how the future is taking shape now and demonstrate some of the exponential technologies that will help employees and managers bring the best of themselves to work
The document discusses five key leadership skills for leading hybrid teams:
1. Manage by outputs rather than control and visibility. Trust employees and focus on results.
2. Act fairly and embed fairness by ensuring inclusion of remote workers and avoiding proximity bias.
3. Actively empower teams by allowing autonomy over work arrangements and distributing leadership.
4. Try to ensure work is efficient through prepared meetings, breaks, and clear expectations.
5. Treat employees as human beings by regularly connecting individually, demonstrating care for well-being, and being accessible.
This document discusses compassionate leadership. It begins by defining compassion as empathy plus meaningful and thoughtful action. It then contrasts nice versus compassionate leadership, noting that compassionate leaders have stronger boundaries, are more willing to enact change and take a stand, and are focused on making a difference rather than being liked. The document provides research showing that compassion improves employee well-being, productivity, and retention while reducing costs. It suggests that compassion drives inclusion, connection, and innovation. Finally, it provides tools for organizations to assess and improve their compassion, including a 360-degree framework for self-evaluation.
There is rarely a one size fits all approach to hybrid working, and this means that employees will experience it in different ways. The
personalised employee experience could be inevitable. How do we create that in a hybrid environment? Why should we even bother? In this
session we will examine how hybrid working challenges every aspect of people practice, every aspect of the employee lifecycle, and work out
what we need to do about that.
The document discusses organizational change and the need for new approaches to management and work. It touches on topics like systems thinking, quantum management, prosperity measures beyond financials, and building trust within organizations. The overall message is that organizations must experiment with unorthodox solutions, focus on tuning management systems, and measure their impact on all stakeholders to thrive in today's complex environment.
More from PPMA - Public Sector People Managers' Association (20)
HRMantra is a cutting-edge HR technology solution that harnesses artificial intelligence for digital transformation of HR operations. It streamlines processes like attendance management, performance evaluations, project progress tracking, employee database management, and payroll processing with automated income tax & benefit plans calculations. Unlock productivity, compliance automation, and data-driven insights with this innovative HR cloud platform for the future of work.
Why you need to recognize your employees? (15 reasons + tips)Vantage Circle
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
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
8. 2. What is the optimum
number of hashtags
for a Tweet?
A. 1
B. 2
C. 3
D. 4
E. 5
9. 3. What is the
optimum number of
hashtags for an
Instagram post?
A. 3
B. 6
C. 7
D. 13
E. 15
10. A. My television is broken. I've been kicking it around like
a soccer ball. I should call a repair man later.
B. I'm watching the World Cup. Call me later.
C. I don't usually watch television until after I browse the
Internet, exercise and make my evening phone calls.
D. Can you watch the World Cup and talk later?
4. Translate this sentence from
emoji to English:
11. 5. Which Facebook page has the most
likes?
Justin
Bieber
Shakira
The
Simpsons
Man
United
12. A. 45 minutes
B. 55 minutes
C. 1 hour 10 minutes
D. 1 hour 20 minutes
6. On average a UK user has 4 – 5 social
media accounts. How long do they
spend browsing these sites on an
average day?
13. A. Pinterest
B. Instagram
C. Twitter
D. LinkedIn
7. Please put these Social Media
platforms in chronological date order
from when they were founded
14. 8. Put these celebrities in order of who
has the most Twitter followers:
Katy Perry Justin Bieber Taylor Swift
15. a. 5.4 minutes
b. 6.2 minutes
c. 7.3 minutes
d. 9.1 minutes
9. How long do you think an average
user spends on LinkedIn each day?
16. 10.What is the most viewed YouTube
video ever?
A. Gangnam
Style - PSY
B. Baby – Justin
Bieber
C. Charlie Bit My
Finger
18. Social media: it’s not just for the kids…
“We don’t have a choice
on whether we DO social
media, the question is
how WELL we do it “
Erik Qualman
19. The benefits of social media
SAVES TIME REACH CANDIDATES
FASTER
REACH PASSIVE
CANDIDATES
REFERRALS &
RELATIONSHIP
BUILDING
EMPLOYER
BRAND
ENGAGE WITH YOUR
TARGET AUDIENCE –
TWO WAY
CONVERSATION
21. Jobsgopublic survey
§ In a privileged position with a large &
trusting audience
§ We conducted a survey to find out how
jobseekers are using Social Media.
Responses
received
1,000
24. Where are
jobseekers
looking?
48%
Growth in 45-54
age group
25-34
New average age,
up from 18-24
YEARS OLD
79%
Of LinkedIn users
are over 35
35-44
Average user age
group
YEARS OLD
48%
Of Twitter users are
under 30
35-44
Average user age
group
YEARS OLD
700%
More youth on
LinkedIn, last 2
years
31. Why do people use social media?
Promoting
yourself
Promoting an
organisation
Researching an
organisation
Looking for
jobs
32. Have researched an
organisation on
social media
Why do people use social media?
56% 57%
Say an organisation’s
presence on social
media impacts their
impression of them
33. of companies
use social
media to recruit,
up from 78% in
2008
Why do people use social media?
94% 73% 73%
of 18-34 year
olds found their
last job through
a social
network
have
successfully
hired a
candidate using
social media
41. Activity
1. Write 2 posts across 2 different social media
platforms - either choose one of your
organisations or create one
a. Newly Qualified Social Worker position
b. Senior Planning Officer
2. Think about your target audience
Platforms, Time, Images, Hashtags, Days, Message etc…