UPS Social Media Road Map 2009 - 2011
Making the Business Case
Setting Objectives
Defining KPIs for Success
Benchmarking & Setting Goals
Implementation & Results
Forecasting & Next Steps
Advanced Program in Social Media Marketing - NIIT Imperianiitimperia01
This document provides information about the Advanced Program in Social Media Marketing - Batch 06 offered by NIIT Imperia. The key details include:
- The program is 3 months long with classes on Saturdays and the last 5 classes on Thursdays.
- It covers topics like social media platforms, strategies, metrics and best practices.
- The program fee is Rs. 35,000 + taxes and is suitable for professionals in marketing, sales, entrepreneurs and more.
- The pedagogy includes lectures, case studies, assignments and projects. Over 100 professionals have already completed the program.
Social media refers to online platforms that allow for social interaction and sharing of content. It encompasses sites like Facebook, Twitter, and LinkedIn. While some see it as a marketing channel, social media is better understood as a platform for ongoing conversations between companies and customers. To succeed, companies must listen to customers, engage authentically in conversations, and measure the impact on goals like loyalty, influence, and action. The focus should be on relationships over isolated campaigns.
How and why is the Northeast Ohio Regional Sewer District using social media? This overview gives you the past, present and future of social media’s role in @neorsd’s communication, outreach, and education efforts, as well as tips to keep in mind in when using your own social networks.
20 minute presentation at Digital Catapult's recruitment event in conjunction with Eversheds on the 13th July 2016. Discussing how technology has irreversibly changed the face of recruitment.
Social media usage has increased dramatically globally, with over half of internet users engaging with social media platforms. Recruiters have traditionally relied on job boards for hiring, but social media provides new opportunities to source candidates, strengthen client relationships, and promote employer brands. Effective use of social media in recruitment can help increase candidate reach, assess company culture fit, and extend referral programs to a broader audience.
Talkpush survey results: social media recruitmentMax Armbruster
We were also able to collect some interesting insights from our participants. Sudeepta and his team summarized the finding in the presentation below. In a nutshell:
1. social media is still second to job boards in the Philippines, but not for much longer
2. some companies are already spending thousands of dollars in recruitment advertising on Facebook
3. others are lagging behind, usually held back by corporate policies...
Time to lobby harder!
This document summarizes a study on recruitment analytics. It found that while 71% of recruiting professionals see analytics as important, only 15% have dedicated tools. Hiring managers see analytics as the highest priority but only 7% have access to relevant data. Medium-sized companies are best equipped for analytics. Respondents are dissatisfied with current tools and budgets for analytics are increasing. Top metrics include source of hire, time to hire, and applicants per hire. Career sites and job boards are the top sources currently but referrals and social media are rising. The conclusion recommends treating recruitment data as a vital asset and inspecting advanced analytics tools.
Social Media & Recruitment, A Match Made In Heaven? The Searchologist
This document discusses how social media has changed recruitment and how companies need to adapt. It notes that employees now have a voice on social media and potential candidates expect a consumer-like experience when applying for jobs. It recommends that companies audit their social media presence, improve employee branding by sharing real content, and ensure their career sites and processes are mobile-friendly, as 66% of job seekers want to apply for jobs on their phone. The keynote speaker advocates that recruiters need to start marketing their companies and jobs on social media platforms where potential candidates spend their time in order to attract top talent.
Advanced Program in Social Media Marketing - NIIT Imperianiitimperia01
This document provides information about the Advanced Program in Social Media Marketing - Batch 06 offered by NIIT Imperia. The key details include:
- The program is 3 months long with classes on Saturdays and the last 5 classes on Thursdays.
- It covers topics like social media platforms, strategies, metrics and best practices.
- The program fee is Rs. 35,000 + taxes and is suitable for professionals in marketing, sales, entrepreneurs and more.
- The pedagogy includes lectures, case studies, assignments and projects. Over 100 professionals have already completed the program.
Social media refers to online platforms that allow for social interaction and sharing of content. It encompasses sites like Facebook, Twitter, and LinkedIn. While some see it as a marketing channel, social media is better understood as a platform for ongoing conversations between companies and customers. To succeed, companies must listen to customers, engage authentically in conversations, and measure the impact on goals like loyalty, influence, and action. The focus should be on relationships over isolated campaigns.
How and why is the Northeast Ohio Regional Sewer District using social media? This overview gives you the past, present and future of social media’s role in @neorsd’s communication, outreach, and education efforts, as well as tips to keep in mind in when using your own social networks.
20 minute presentation at Digital Catapult's recruitment event in conjunction with Eversheds on the 13th July 2016. Discussing how technology has irreversibly changed the face of recruitment.
Social media usage has increased dramatically globally, with over half of internet users engaging with social media platforms. Recruiters have traditionally relied on job boards for hiring, but social media provides new opportunities to source candidates, strengthen client relationships, and promote employer brands. Effective use of social media in recruitment can help increase candidate reach, assess company culture fit, and extend referral programs to a broader audience.
Talkpush survey results: social media recruitmentMax Armbruster
We were also able to collect some interesting insights from our participants. Sudeepta and his team summarized the finding in the presentation below. In a nutshell:
1. social media is still second to job boards in the Philippines, but not for much longer
2. some companies are already spending thousands of dollars in recruitment advertising on Facebook
3. others are lagging behind, usually held back by corporate policies...
Time to lobby harder!
This document summarizes a study on recruitment analytics. It found that while 71% of recruiting professionals see analytics as important, only 15% have dedicated tools. Hiring managers see analytics as the highest priority but only 7% have access to relevant data. Medium-sized companies are best equipped for analytics. Respondents are dissatisfied with current tools and budgets for analytics are increasing. Top metrics include source of hire, time to hire, and applicants per hire. Career sites and job boards are the top sources currently but referrals and social media are rising. The conclusion recommends treating recruitment data as a vital asset and inspecting advanced analytics tools.
Social Media & Recruitment, A Match Made In Heaven? The Searchologist
This document discusses how social media has changed recruitment and how companies need to adapt. It notes that employees now have a voice on social media and potential candidates expect a consumer-like experience when applying for jobs. It recommends that companies audit their social media presence, improve employee branding by sharing real content, and ensure their career sites and processes are mobile-friendly, as 66% of job seekers want to apply for jobs on their phone. The keynote speaker advocates that recruiters need to start marketing their companies and jobs on social media platforms where potential candidates spend their time in order to attract top talent.
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
Recruitment activities and employer branding are transforming since the rise of the new media on the World Wide Web (including Web 2.0, social software, ICT 3.0 and other concepts). These new social media create various opportunities for recruiters and their communications, but there are also big pitfalls which can instantaneously harm the organization’s reputation and impression that was build up so carefully in previous decennia. Online conversations can become the most important information source for the current digital natives. Consequently, an employer brand could be primarily defined by people external to the organization.
As such, before using social media for recruitment objectives, the whole concept of social media has to be understood and the different possible marketing and communication applications for organizations’ recruitment activities have to be evaluated. The goal of this report is to establish a first and general – not comprehensive - overview of social media and implementations for recruitment purposes, aimed at young graduates. In essence, a social media presence of the employer brand on a meta level.
This document provides social media platform hacks for recruiters and job seekers. It outlines 5 hacks each for LinkedIn, Facebook, Twitter, and Instagram to help with engagement, paid jobs, job posts, spelling and names, and messaging. Examples include optimizing your profile photo and headline on LinkedIn, selling the emotion of a job on Facebook, using hashtags on Twitter to gain followers in specific industries, and creating video content for Instagram. The document promotes several Chrome extensions and tools to help connect across platforms and find contact information.
The HR Summit in Iași, Romania, was all about 'Difficult times? SuperHeRoes are here' http://iasi.hrsummit.ro/
There are many IT companies here who struggle to recruit as their staff are stolen by other firms and countries. My piece was on getting candidate engagement right!
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
Designing Your Social Media Recruitment StrategyMichael Specht
The document provides guidance on developing an effective social media recruitment strategy. It recommends that the strategy focus on transparency with candidates, engaging in conversational interviews, leveraging the wisdom of crowds, using data strategically, prioritizing speed, reusing candidate information, and providing a rich user experience. It cautions that the challenge is implementing these ideas effectively in practice.
Social Media & Recruitment: Global Trends and OpportunitiesTeemu Arina
This document discusses trends in using social media for recruitment. It provides a brief history of recruitment moving online from 1995 to 2010 as job search websites and social networks merged. It notes that 89% of U.S. companies plan to recruit through social networks within a year and 55% will increase social recruiting budgets. Experts from companies like Best Buy and Accenture discuss viewing social media as a necessity to compete and plan to recruit large percentages through social platforms. The top social media for recruitment are identified as Twitter, Facebook, specialized Facebook tools, and video. Benefits of social recruiting include increased transparency, representing culture, entertainment, information sharing and humanization. Trends like crowdsourcing, e-workers, linking expertise with
The document discusses using social media for business purposes. It outlines 4 main purposes of social media: creating brand awareness, staying in touch with customers to build loyalty, increasing search results, and building sales. It then examines specific social media platforms like Facebook, Twitter, LinkedIn, Instagram, Pinterest, Google+, and YouTube and provides tips and examples for using each one effectively. The key is to start with a content plan and post consistently across multiple platforms while driving traffic back to the business website or blog.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
The document discusses the essential elements of an effective social recruiting strategy. It notes that social media presents both opportunities and challenges for recruiting organizations. The key elements identified are to engage candidates on social media, provide quality content, interact consistently, measure all efforts, take a methodical approach, partner internally, and not be afraid to experiment. Examples are given of how to find candidates on various social media platforms like Twitter, Facebook, LinkedIn and others. The presentation emphasizes having clear objectives, creating a task force, focusing efforts, using analytics and being active participants in online conversations.
Career Sites, Recruiting Strategy & The Candidate ExperienceMonster
A significant component of a company’s recruitment strategy is a corporate website. This website showcases your company, your culture and your recruitment brand. Great Candidates who are carefully managing their careers are visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the Candidate experience in mind and fail to engage the right talent.
This presentation illustrates how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right Candidates in and the wrong Candidates out.
The 2016 calendar year ended with a flurry of updates from around the social sphere, with the majority of the conversation centered around community care and live video. These moves align with platforms’ consistent efforts to create a positive, authentic, and immersive experience for their users.
See what’s new, what’s hot, and what’s been improved across your favorite social platforms during Q4. Our latest Social Media Trend Report covers it all.
See what’s new, what’s hot, and what’s been improved across your favorite social platforms during Q3. Our latest Social Media Trends Report covers it all.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
Find out what’s happening on social media and what it means for your business. The quarterly trend report from The Social Lights summarizes the major social media network updates and provides recommendations for how businesses can take advantage of the new opportunities.
Social Networks included in the Q2 Social Media Trends Report:
- Facebook
- Twitter
- Instagram
- Snapchat
- musical.ly
Want to stay informed about changes in social media? Check out The Social Lights’ blog: thesocial-lights.com/subscribe
This document contains various statistics about social media and mobile usage including a 182% increase in mobile users on Twitter, 1 billion tweets sent per week, over 100 million LinkedIn members, 250 million mobile Facebook users, and that 70% of Fortune 100 companies use LinkedIn for recruiting. It also notes that 75% of companies lack formal social media policies and includes statistics on SMS messages sent in 2010 and projected for 2011.
2017 Social Media & Content Marketing Predictions from 70 Marketing Leaders Bryan Kramer
We’ve pulled together a select group of 70 top marketing minds who rock the digital trenches every day, to find out their vision for “What’s Next in 2017” in social media and content marketing.
They live it, breathe it, and know what’s working today, so no doubt we’ll get a glimpse into the crystal ball and reveal key trends based on their insight and experience before they happen.
So what will they say for 2017? Read through and see if you agree with their predictions, and compare word clouds to last year’s answers versus what they had to say for the coming year.
Let me know if you agree, disagree or have a different take on what’s in store for marketers and brands by tweeting me @bryankramer.
Now dive in, enjoy, and brace yourself for 2017!
Cheers ~
Bryan Kramer
#70Predictions
2016 Predictions: http://bit.ly/2016ContentSocialPredictions
Social media can be an effective recruitment tool by enabling companies to build and leverage networks, engage in conversations to source candidates, and enhance their employer branding. While social media is not a recruitment strategy on its own, understanding where target talent engages online and developing strategies to interact with them can help companies recruit passively. Common social media platforms for recruitment include LinkedIn, Facebook, Twitter, and YouTube.
2017 projects to be a year where social and content marketing make a major leap forward. Social is swiftly moving into the center of marketing plans for brands in China.
In 2016, there were a number of important developments that inform the year ahead, including; the rapid emergence of live video, further integration social with ecommerce, and increased investments into social ads and KOLs.
In this social marketing preview of 2017, we have highlighted 10 trends that will prove to be critical for marketers. The trends represent the most current conversations taking place with brands and agencies in China.
These trends are placed in the context of China as a digital-first market - with hot competition between Alibaba and Tencent for dominance.
Making the Quantum Leap: UPS Social Media Recruitment ROI 2012MikeVangel
UPS adapted its recruitment strategies to reach passive job candidates on social media. It launched UPSjobs pages on Facebook and Twitter in 2007-2009 that grew organically without paid promotion. Videos of UPS employees went viral, driving over 1.5 million views in 2009. By 2011, UPS saw a 328% increase in applicant flow from social media compared to 2010. It expanded its presence on LinkedIn, launched a mobile-friendly site, and saw strong engagement across platforms. Social media recruitment required ongoing resources but provided a measurable return on investment.
The document discusses social media recruitment strategies including how to build a social media presence, target industries' best talent, and measure return on investment (ROI). It recommends utilizing existing networks and databases, focusing on the most used social networks, and setting clear recruitment goals. The document also presents UPS's 2009 social media recruitment case study, where they invested $15,000 and achieved a minimum 530% ROI, exceeding Twitter and Facebook goals and receiving over 300 applications through their mobile site.
NPR leverages social media to build its employer brand and attract talent. It trains employees to act as brand ambassadors on social platforms like Twitter, Instagram, LinkedIn and Facebook. NPR's @NPRjobs Twitter account with over 18,000 followers is a primary recruiting tool, helping reach new and younger audiences. NPR also uses hashtags like #NPRlife to showcase work culture and employer branding on Instagram with over 250,000 followers. By activating employees as brand ambassadors across various social media channels, NPR amplifies its jobs and engages with potential candidates.
Predictive Hiring: Find Candidates Who Will Succeed in Your OrganizationHuman Capital Media
The facts are clear: Most companies today need to do a better job selecting talent. Recent survey data collected by the Corporate Executive Board indicates that nearly a quarter of all new hires leave their companies within a year, and that hiring managers wish they never extended an offer to one of every five members of their team. And a recent Gallup survey found that 52 percent of American workers were “not engaged” with their work.
Can you afford to miss an opportunity to learn how best-in-class organizations are using new technologies to scientifically assess talent before hiring, resulting in lower turnover, higher job performance and greater employee engagement?
In this presentation, you will:
Learn about new solutions that predict candidate success.
Discover how best-in-class organizations are incorporating these new solutions into their hiring process.
See the bottom-line results realized by these best-in-class practitioners.
Recruitment activities and employer branding are transforming since the rise of the new media on the World Wide Web (including Web 2.0, social software, ICT 3.0 and other concepts). These new social media create various opportunities for recruiters and their communications, but there are also big pitfalls which can instantaneously harm the organization’s reputation and impression that was build up so carefully in previous decennia. Online conversations can become the most important information source for the current digital natives. Consequently, an employer brand could be primarily defined by people external to the organization.
As such, before using social media for recruitment objectives, the whole concept of social media has to be understood and the different possible marketing and communication applications for organizations’ recruitment activities have to be evaluated. The goal of this report is to establish a first and general – not comprehensive - overview of social media and implementations for recruitment purposes, aimed at young graduates. In essence, a social media presence of the employer brand on a meta level.
This document provides social media platform hacks for recruiters and job seekers. It outlines 5 hacks each for LinkedIn, Facebook, Twitter, and Instagram to help with engagement, paid jobs, job posts, spelling and names, and messaging. Examples include optimizing your profile photo and headline on LinkedIn, selling the emotion of a job on Facebook, using hashtags on Twitter to gain followers in specific industries, and creating video content for Instagram. The document promotes several Chrome extensions and tools to help connect across platforms and find contact information.
The HR Summit in Iași, Romania, was all about 'Difficult times? SuperHeRoes are here' http://iasi.hrsummit.ro/
There are many IT companies here who struggle to recruit as their staff are stolen by other firms and countries. My piece was on getting candidate engagement right!
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
Designing Your Social Media Recruitment StrategyMichael Specht
The document provides guidance on developing an effective social media recruitment strategy. It recommends that the strategy focus on transparency with candidates, engaging in conversational interviews, leveraging the wisdom of crowds, using data strategically, prioritizing speed, reusing candidate information, and providing a rich user experience. It cautions that the challenge is implementing these ideas effectively in practice.
Social Media & Recruitment: Global Trends and OpportunitiesTeemu Arina
This document discusses trends in using social media for recruitment. It provides a brief history of recruitment moving online from 1995 to 2010 as job search websites and social networks merged. It notes that 89% of U.S. companies plan to recruit through social networks within a year and 55% will increase social recruiting budgets. Experts from companies like Best Buy and Accenture discuss viewing social media as a necessity to compete and plan to recruit large percentages through social platforms. The top social media for recruitment are identified as Twitter, Facebook, specialized Facebook tools, and video. Benefits of social recruiting include increased transparency, representing culture, entertainment, information sharing and humanization. Trends like crowdsourcing, e-workers, linking expertise with
The document discusses using social media for business purposes. It outlines 4 main purposes of social media: creating brand awareness, staying in touch with customers to build loyalty, increasing search results, and building sales. It then examines specific social media platforms like Facebook, Twitter, LinkedIn, Instagram, Pinterest, Google+, and YouTube and provides tips and examples for using each one effectively. The key is to start with a content plan and post consistently across multiple platforms while driving traffic back to the business website or blog.
How real and relevenent is social media as a recruitment channel for global recruiters. This presentation at Teneo's Future of Recruitment Seminar in Barcelona 2011 gives real insight into how it is being used and outline strategies to help recruiters.
The document discusses the essential elements of an effective social recruiting strategy. It notes that social media presents both opportunities and challenges for recruiting organizations. The key elements identified are to engage candidates on social media, provide quality content, interact consistently, measure all efforts, take a methodical approach, partner internally, and not be afraid to experiment. Examples are given of how to find candidates on various social media platforms like Twitter, Facebook, LinkedIn and others. The presentation emphasizes having clear objectives, creating a task force, focusing efforts, using analytics and being active participants in online conversations.
Career Sites, Recruiting Strategy & The Candidate ExperienceMonster
A significant component of a company’s recruitment strategy is a corporate website. This website showcases your company, your culture and your recruitment brand. Great Candidates who are carefully managing their careers are visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the Candidate experience in mind and fail to engage the right talent.
This presentation illustrates how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right Candidates in and the wrong Candidates out.
The 2016 calendar year ended with a flurry of updates from around the social sphere, with the majority of the conversation centered around community care and live video. These moves align with platforms’ consistent efforts to create a positive, authentic, and immersive experience for their users.
See what’s new, what’s hot, and what’s been improved across your favorite social platforms during Q4. Our latest Social Media Trend Report covers it all.
See what’s new, what’s hot, and what’s been improved across your favorite social platforms during Q3. Our latest Social Media Trends Report covers it all.
SHRM Survey Findings: Using Social Media for Talent Acquisition—Recruitment a...shrm
SHRM surveyed HR professionals with the job function of employment or recruitment to learn more about organizations’ use of social media for talent acquisition. Specifically, this report focuses on recruitment and screening of job candidates. It also looks at trends over time, comparing the results to data from 2011 and 2013 when possible.
Find out what’s happening on social media and what it means for your business. The quarterly trend report from The Social Lights summarizes the major social media network updates and provides recommendations for how businesses can take advantage of the new opportunities.
Social Networks included in the Q2 Social Media Trends Report:
- Facebook
- Twitter
- Instagram
- Snapchat
- musical.ly
Want to stay informed about changes in social media? Check out The Social Lights’ blog: thesocial-lights.com/subscribe
This document contains various statistics about social media and mobile usage including a 182% increase in mobile users on Twitter, 1 billion tweets sent per week, over 100 million LinkedIn members, 250 million mobile Facebook users, and that 70% of Fortune 100 companies use LinkedIn for recruiting. It also notes that 75% of companies lack formal social media policies and includes statistics on SMS messages sent in 2010 and projected for 2011.
2017 Social Media & Content Marketing Predictions from 70 Marketing Leaders Bryan Kramer
We’ve pulled together a select group of 70 top marketing minds who rock the digital trenches every day, to find out their vision for “What’s Next in 2017” in social media and content marketing.
They live it, breathe it, and know what’s working today, so no doubt we’ll get a glimpse into the crystal ball and reveal key trends based on their insight and experience before they happen.
So what will they say for 2017? Read through and see if you agree with their predictions, and compare word clouds to last year’s answers versus what they had to say for the coming year.
Let me know if you agree, disagree or have a different take on what’s in store for marketers and brands by tweeting me @bryankramer.
Now dive in, enjoy, and brace yourself for 2017!
Cheers ~
Bryan Kramer
#70Predictions
2016 Predictions: http://bit.ly/2016ContentSocialPredictions
Social media can be an effective recruitment tool by enabling companies to build and leverage networks, engage in conversations to source candidates, and enhance their employer branding. While social media is not a recruitment strategy on its own, understanding where target talent engages online and developing strategies to interact with them can help companies recruit passively. Common social media platforms for recruitment include LinkedIn, Facebook, Twitter, and YouTube.
2017 projects to be a year where social and content marketing make a major leap forward. Social is swiftly moving into the center of marketing plans for brands in China.
In 2016, there were a number of important developments that inform the year ahead, including; the rapid emergence of live video, further integration social with ecommerce, and increased investments into social ads and KOLs.
In this social marketing preview of 2017, we have highlighted 10 trends that will prove to be critical for marketers. The trends represent the most current conversations taking place with brands and agencies in China.
These trends are placed in the context of China as a digital-first market - with hot competition between Alibaba and Tencent for dominance.
Making the Quantum Leap: UPS Social Media Recruitment ROI 2012MikeVangel
UPS adapted its recruitment strategies to reach passive job candidates on social media. It launched UPSjobs pages on Facebook and Twitter in 2007-2009 that grew organically without paid promotion. Videos of UPS employees went viral, driving over 1.5 million views in 2009. By 2011, UPS saw a 328% increase in applicant flow from social media compared to 2010. It expanded its presence on LinkedIn, launched a mobile-friendly site, and saw strong engagement across platforms. Social media recruitment required ongoing resources but provided a measurable return on investment.
The document discusses social media recruitment strategies including how to build a social media presence, target industries' best talent, and measure return on investment (ROI). It recommends utilizing existing networks and databases, focusing on the most used social networks, and setting clear recruitment goals. The document also presents UPS's 2009 social media recruitment case study, where they invested $15,000 and achieved a minimum 530% ROI, exceeding Twitter and Facebook goals and receiving over 300 applications through their mobile site.
NPR leverages social media to build its employer brand and attract talent. It trains employees to act as brand ambassadors on social platforms like Twitter, Instagram, LinkedIn and Facebook. NPR's @NPRjobs Twitter account with over 18,000 followers is a primary recruiting tool, helping reach new and younger audiences. NPR also uses hashtags like #NPRlife to showcase work culture and employer branding on Instagram with over 250,000 followers. By activating employees as brand ambassadors across various social media channels, NPR amplifies its jobs and engages with potential candidates.
The document provides information about an advanced social media marketing program offered by NIIT Imperia. The 3-month program will take place on Saturdays from 2-5pm and Thursdays from 6:30-9:30pm, starting on December 1, 2012. The program fee is Rs. 35,000 plus applicable taxes. The program is designed for professionals and will provide an understanding of social media platforms and tools, strategies for developing social media campaigns, metrics and more. The instructor is Kiruba Shankar, an entrepreneur and social media consultant.
Hot Firm 2016 Recruiting and Social Media Presentation - Randy WilburnEncourage Build Grow
Learn how to develop a comprehensive recruitment and social media marketing strategy from the comfort of your own desk. Take time to develop a plan to make sure that you are attracting great talent to your firm and keep them engaged. This presentation should help.
How To Build A Successful Social Recruiting Strategy in 2014 (And Beyond)Matt Charney
This webinar discusses trends in social recruiting and how to build a successful social recruiting strategy. Some of the key trends covered include the continued growth and power of social recruiting, the rise of mobile in job searching, and Facebook becoming more professional. The webinar provides advice on how to leverage various social media platforms like Facebook, LinkedIn, and Twitter for recruiting. It also shares lessons from NPR's successful social recruiting approach. Attendees are encouraged to have a long-term strategy, select the right channels, engage employees as brand ambassadors, and focus on building their employer brand through social media.
How to engage candidates with an always-on digital strategy | Talent Connect...LinkedIn Talent Solutions
At Enterprise Holdings (Alamo Rent A Car, Enterprise Rent-A-Car, and National Car Rental), great customer service is at the core of their business, and that extends through to potential candidates, too. Even with the massive volume of applicants they have year over year, with the combination of the right people and the right technology they strive to provide their candidates with a process that is both highly responsive as well as approachable. Follow the journey taken by Enterprise over the years as they worked to build an always on digital strategy, while continuously optimizing their efforts through smarter metrics. Working to improve how they interact with candidates, build strong relationship with media partners and deliver the best candidate funnel to their teams internally.
Understanding that this level of sophisticated marketing doesn’t happen overnight, Enterprise worked in partnership with their consumer marketing group and agency partner TMP Worldwide to track ROI (customer sentiment, awareness, etc.) and improve the measurable results.
The document discusses the use of social media for recruitment purposes. It begins by clarifying that social media is not recruitment itself, but a channel that can be used to find and engage candidates. It then provides examples of how to develop a social media recruitment strategy, including defining hiring needs, selecting appropriate channels, developing content, and measuring effectiveness. Mobile and apps are highlighted as important aspects of social recruitment. The key is developing an authentic engagement strategy to build an employer brand through social interactions.
Applying the Scientific Method to Social Media: Five Actionable Strategies Ba...Merit Pages
This document outlines strategies for applying the scientific method to social media marketing. It discusses five actionable strategies based on facts: 1) focus time and resources on digital channels like websites and social media; 2) understand your audience to personalize communications; 3) leverage word-of-mouth as the most trusted form of advertising; 4) do more with less by centralizing communications and repurposing content; and 5) track, measure, and report on results to continually improve strategies. The document provides examples from a community college's experience improving their website, growing Facebook and Twitter followers, using YouTube and Picasa, and engaging students as brand ambassadors.
This document discusses using social media for recruiting. It begins by defining social media and providing examples of popular social media platforms. It then emphasizes the importance of understanding your target audience and having a clear plan before engaging in social media activities. The document provides tips for using social media for recruiting like maintaining an active online presence and finding top talent. It also stresses the importance of executive support, setting goals, and consistent community management for a successful social media recruiting strategy.
Social media is defined as tools and applications that enable connectivity and sharing of social, real-time media and ideas between people using computers and phones. It evolved with advances in technology like broadband internet and smartphones, and as people increasingly used computers and phones for entertainment like watching videos on YouTube. Companies now use social media for marketing, building communities, and listening to customers to test products and ideas. Schools can also use social media in admissions, academics, career services and more by sharing information and connecting with students.
The primary focus of Uber's 2017 social media strategy is to grow its online following and community by sharing more engaging, relevant content. Specific objectives include increasing unique website visitors from social media by 15% in 2 months using hashtags and links, growing Twitter followers by 20,000 in 6 months, and boosting visual content on Facebook and Instagram by 40% in 6 months. The strategy involves paid, owned, and earned social media approaches. Progress will be reported quarterly.
The primary focus of Uber's 2017 social media strategy is to grow its online following and community by sharing more engaging, relevant content. Specific objectives include increasing unique website visitors from social media by 15% in 2 months using hashtags and links, growing Twitter followers by 20,000 in 6 months, and boosting visual content on Facebook and Instagram by 40% in 6 months. Key tactics involve boosting popular organic posts, promoting the #Uberexperience hashtag, and monitoring for recruitment opportunities. Performance will be measured quarterly against metrics like website traffic, followers, and engagement.
How Social Media is changing recruiting and employer branding. A review of some sites that are changing the way people find jobs, manage their careers, and assess potential employers.
Social Media Advertising | ABTA Advanced Social Media Trends In Travel 2019Adido
In 2019 Adido were headline sponsors for ABTA's Advanced Social Media Trends in Travel event with members of the team delivering several talks during the course of the day.
Our Paid Social Media Manager, Robin Brooks delivered this talk on Social Media Advertising
The document discusses ideas for an integrated talent branding campaign for Acme. It provides examples of current recruitment branding campaigns and employer brands. It suggests that Acme focus on good/innovative work, work-life balance, and societal impact. Ideas are presented for connecting with millennials through social media and mobile-friendly engaging content. Campaign ideas focus on health and hobbies in the workplace. Executing major campaigns would require some traditional advertising to generate buzz.
The document discusses planning and managing social media communication campaigns. It provides an overview of social media communication plans, paid, owned, and earned media, engagement tactics, and case studies. The main points are that a social media communication plan should have clear objectives, timelines, target audiences, key messages, tactics, and staff roles. It also emphasizes the importance of conversations over sales, being authentic, sharing valuable content, and actively engaging audiences on social media.
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Real Social Media Recruitment ROI
1. Real Social Media Recruitment ROI
From UPS
Recruiting Innovation Summit #RIS11
Facebook Campus, Menlo Park, California
October 24, 2011
24
Matt Lavery, Director Talent Acquisition, UPS
Mike Vangel, Vice President Client Strategy, TMP Worldwide
2. Social Media Road Map 2009 - 2011
Real Social Media • Making the Business Case
Recruitment ROI • Setting Objectives
g j
From UPS • Defining KPIs for Success
• Benchmarking & Setting Goals
• Implementation & Results
• Forecasting & Next Steps
3. Job Seeker Behavior About Job Search Has Changed: UPS Adapted
Only 10-30% of Potential Candidates Are Actively Looking For Jobs:
We Want to
Reach that
70% - 90%
too!
Social Media
Provides Us
Access to
Them.
4. In the beginning: 2007
We launched UPSjobs.com in October 2007 integrating videos of actual UPSers
• Package Car Driver
• Tractor Trailer Driver
• Driver Helper
• Four Part-time Package Handlers
The videos were authentic and unscripted. Jobseekers could apply for UPS jobs right from
the id
th videos th
themselves. W t k d activity th
l We tracked ti it through G
h Google A l ti & UPS A t
l Analytics Automated
t d
Employment Systems. People loved viewing them! And they converted hires!!
4
5. In 2008: Full UPSer Video Cross-Media Integration
In 2008 we added 4 Biz Dev videos and integrated all the videos among all media possible:
• Job Boards
• Search Engine Marketing (Yahoo!, Google, MSN)
• Search Engine Aggregators (Simply Hired, Indeed)
• YouTube
• Text messaging
• Simply Hired, Indeed, and some of the Job Boards also cross-posted these text links to
Facebook,
Facebook My Space, as well as to other Social Media sites & blogs We also purchased 2
Space blogs.
Corporate Recruiter licenses on LinkedIn.
5
6. In 2009: Without Paid Media Our UPSer Videos Went Viral
In 2009 we cut back on all of our recruitment media during Q1 & Q2 but we were still getting plenty
of applicant flow. Many were coming from the UPSjobs videos that people were sharing “socially”.
6
7. What We Learned In 2009: The Videos Drove Applicant Flow
Over 1.5 million views of UPSjobs recruitment videos in 2009 with no paid media support
7
8. We Made The Business Case To Recruit Via Social Media
Witnessing first hand the power of Social Media to recruit:
• We launched @UPSjobs Twitter page April 2009
• We launched UPSjobs Facebook page October 2009
• Enhanced our Text Messaging integrating it into all print & radio
• Actively deployed a cross-media integration strategy among all of them
y p y g gy g
• Put in place a 3 year-plan to track activity, influence & applicant flow (as best we could)
8
9. UPSjobs Social Media Review: 3 Year Plan 2009 - 2011
Our objective was to create UPSjobs Talent Communities beyond major online job boards
Year One
Develop talent communities on Twitter & Facebook of at least 1 000 people each
1,000
Year Two
Continue to scale size of Twitter & Facebook talent communities
Drive Non-professional (drivers & hourly) Hires through Social Media
Use LinkedIn to source Professional (salaried) candidates
Year Three
Continue to scale size of Twitter & Facebook talent communities
Segment once we have reached 5,000 followers on Twitter & 15,000 fans on Facebook
Proactively build presence on LinkedIn
Drive Professional & Non-Professional hires through Social Media
10. UPSjobs Social Media Recruitment Goals
Three main goals:
I. Build UPSjobs Communities on Facebook & Twitter
Without Paid Media Or Reciprocal Following
p g
II. Engage/Inform Employees & Non-Employees On A
g g p y p y
Deeper, More Personal Level About Working At UPS
III. Measure Influence, Engagement and Applicant Flow
11. Social Media For Recruitment Is Not Free & Needs Structure
Effective recruitment
through Social Media
requires time, technology,
resources, planning and
measurement. t
We need to be strategic in
our planning and thorough
in our measurement to
ensure our time is well
spent.
spent
12. UPSjobs Social Media Recruitment Learnings: It’s Different!
Social Media
for Recruitment
Is a Marathon,
Not a Sprint.
It’s a Long-Term
Commitment.
13. UPSjobs Social Media Recruitment Learnings: Integration
Social Media
for Recruitment
Is Part of an
Overall
Integrated Strategy.
18. UPSjobs Social Media Review: 2009 Twitter Results
Twitter
T i
$7,500 investment
Goal:1,000 followers on Twitter/ 250 tweets/ 200 leads/ 100 created apps/ 50 lists/ 25 completed app/ 10 hires
UPSjobs Twitter page launched in April 2009 had 1,300 followers by end of 2009
ROI (Perceived Benefit/Value R
(P i dB fit/V l Received)
i d)
1,313 Followers X $7.50 = $9,847.50
574 Tweets X $30 = $17,220
481 Twitter Leads X $37.50 = $18 037 50
$37 50 $18,037.50
142 Twitter Created Applications X $75 = $10,650
40 Completed Applications X $300 = $12,000
7 Hires X $750 = $5,250
60 Twitter Lists X $150 = $9 000
$9,000
19. UPSjobs Social Media Review: 2009 Facebook Results
Facebook
$7,500 investment
Goal: 1,000 Fans/ 100 posts/ 250 comments/ 50 likes/ 200 leads/ 100 created apps/ 25 completed apps/ 10 hires
Results:UPSjobs Facebook page launched in October 2009 had 1,858 followers by end of 2009
ROI (Perceived Benefit/Value Received)
1,858 FB = $13,935
113 FB likes = $16,950
5 PQ = $
$12,500
31.0 FB Post Quality Ratings = $23,250
1,274 FB Leads = $47,775
175 FB Created Applications = $13,125
50 C
Completed A li ti
l t d Applications = $15 000
$15,000
12 FB Hires = $9,000
20. How UPSjobs Expanded Its Social Media Footprint in 2010
In 2010 we worked hard to grow the UPSjobs Social Media followers without any paid media.
• Linked to Facebook & Twitter pages from UPSjobs.com
• Linked to Facebook & Twitter pages from major Job Board postings
• Launched a mobile-friendly site UPSjobs.mobi in August 2010
• Actively deployed a cross-media integration strategy among them
• Increased LinkedIn presence from 2 recruiters to 6
• Tracked activity, influence & applicant flow (as best we could)
20
21. UPSjobs Social Media Communities: Facebook
• UPSjobs on Facebook http://www facebook com/pages/UPSjobs/93397977942
http://www.facebook.com/pages/UPSjobs/93397977942
• 13,648 fans as of December 16, 2010 launched October 2009.
22. UPSjobs Social Media Communities: Facebook Analytics
• UPSjobs on Facebook http://www facebook com/pages/UPSjobs/93397977942
http://www.facebook.com/pages/UPSjobs/93397977942
• Launched in October 2009 by end of 2009 had 1,800+ fans without any paid media. By end of 2010
had 13,700+ fans. 55% Male, 42% Female. 76% 18 – 44..
23. UPSjobs Social Media Communities: Twitter
• UPSjobs Twitter
page launched
in April 2009
had 1,300
followers by end
of 2009.
24. UPSjobs Social Media Communities: Twitter
UPSjobs T itter page
Twitter
had 4,400 followers by
December 15, 2010.
That s
That’s especially notable
growth within two years
of launch as UPS Social
Media policy did not
allow reciprocal auto-
following.
27. UPSjobs Social Media Communities: 2010 Integrated Mobile & Social
In 2011 even during UPS’s slower
hiring periods of Q1 & Q2 mobile
traffic to UPSjobs.mobi remains
strong with 500,000 page views.
From mid-August 2010 to May 31,
2011 there were 900,000 page views
900 000
to UPSjobs.mobi & 325,000 visits with
an average time spent on the mobile
site of 1 minute and 27 seconds.
We expect to drive significant flow
from it during Peak 2011 that will
convert into hires.
43. UPSjobs Social Media Sweepstakes: Week # 2 Winner Announced Live
Congratulations to UPSjobs Road
Trip Challenge Week # 2 Winner
Gale Gartling of Perkasie, PA
Winner of a $100 Zappos gift card
and bragging rights to say your
name was announced live and
streamed live f all th world t
t d li for ll the ld to
hear from Facebook’s HQ!