What is the future of recruiting. Tips from global CEO Greg Savage from Firebrand Talent Search on how recruiters need to adapt to thrive in the world of recruitment.
The right content strategy to attract the right talentLinkedIn
The right content strategy to attract the right talent
What we’ll cover today
1. Branding for influence to drive quality hires
2. Influencing with content marketing
3. Developing your content strategy
4. Content hints and tips
5. Client case study
How to exploit LinkedIn to systematically generate prospects and quality leadsGilbert Mizrahi
You know the drill: No prospects - No sales - No business.
It's time to change that. Now you have the opportunity to get targeted leads and prospects investing only a few minutes every day working with a proven system that will create a continuous flow of potential customers.
Do you suffer from a lack of consistent leads that keeps you from scaling your business?
You are not alone!
Prospecting is hard and salespeople and others in charge of selling B2B products or services probably don't have either the knowledge and/or the time to experiment with different potential approaches, methodologies, and tools to get better results.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
The right content strategy to attract the right talentLinkedIn
The right content strategy to attract the right talent
What we’ll cover today
1. Branding for influence to drive quality hires
2. Influencing with content marketing
3. Developing your content strategy
4. Content hints and tips
5. Client case study
How to exploit LinkedIn to systematically generate prospects and quality leadsGilbert Mizrahi
You know the drill: No prospects - No sales - No business.
It's time to change that. Now you have the opportunity to get targeted leads and prospects investing only a few minutes every day working with a proven system that will create a continuous flow of potential customers.
Do you suffer from a lack of consistent leads that keeps you from scaling your business?
You are not alone!
Prospecting is hard and salespeople and others in charge of selling B2B products or services probably don't have either the knowledge and/or the time to experiment with different potential approaches, methodologies, and tools to get better results.
Keynote Presentation to CPA America Int'l in Portland, OR in September, 2014.
In a period of rapid change and increasing complexity, the winners will be those who can keep their rate of learning greater than the rate of change and greater than their competition or their L > C.
It's time to reimagine the CPA profession around the concepts of talent development and learning. New skills, new ways of learning, and new thinking. The need for a strategic and systematic approach to talent development is already underway in many high-performing organizations. Are you ready for these sweeping, even disruptive trends?
This presentation covers the latest trends and what we see as "next" practices emerging and how we, at the Business Learning Institute, are working to help CPA firms, corporations, government, and nonprofits with a new approach to talent development and learning designed to get two things: (1) business results and (2) engaged employees who are willing to give you their discretionary efforts!
With talent recruitment and retention topping the list of issues facing CPA Firms along with partner alignment and succession planning issues, the stakes have never been higher for CPA Firms in their recruitment and retention strategies. BLI just announced the 'magnetic firm' framework and the 'big four' ways for firms to become talent magnets.
This presentation has the latest scores on the magnetic firm index which is averaging 67% or a D+ across CPA Firms.
The four categories for a magnetic firm are:
1) Purpose driven workplace
2) Culture of growth (Career Development)
3) Inspiring workplace – flexible and inclusive
4) Great leadership – trust & transparent
Visit us at www.blionline.org
From InDemand 2014, Suzanne Myers who is the Talent Acquisition Director at RealPage, shares how you can leap out of your comfort zone to create an irresistible employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Leadership Development: The Move to More Rigorous, Structured, and Scientific...Qualtrics
Explore Deloitte’s most recent research and the discuss trends in leadership development. You’ll leave this webinar with strategies and tips for accelerating executive development.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Empower your employees to become social championsSiobhan Ward
Your employees are becoming your best marketing asset. Research shows that a person is 3x more likely to trust a post from a company’s employee than the company itself. That means that you have a trusted branding source right at your door.
How can you engage and lead your company’s employees - your most valuable asset in branding your business?
Join our webcast to learn how to:
• Lead a socially engaged team
• Empower your employees to become social champions
• Use social to help grow your business
How to develop Unique Value Proposition for Existing Business in Digital AgeCharisma Glassman
Presentation selected best in class: Digital Strategies for Net Generation Enterprise Prof David Rogers, Faculty Columbia Business School and Author Digital Transformation Handbook 2017
At the beginning of the new millennium, there were less than 100 million entrepreneurs on the planet. Today, the number is over 400 million, and there are a projected 1 billion entrepreneurs by 2020. The Entrepreneur Movement is the largest global shift in vocation the world has ever seen.
This Entrepreneur Blueprint 2030 is our vision of where we see the next 15 years for Entrepreneurs, and how we can collaborate together to tackle the world's greatest challenges.
Our organization, Entrepreneurs Institute, has a mission to connect and empower entrepreneurs around the world to grow the businesses they run and the impact they have.
Today, we have over 500,000 entrepreneurs from over 100 countries within our network, and we are growing by over 20,000 new entrepreneurs every month.
Join us on the journey: www.geniusu.com
Strategic Management models and diagrams for professional business presentation.
More downloadable business diagrams on
http://www.drawpack.com
your visual business knowledge
Dr Graeme Anderson from Victoria's Department of Economic Development, Jobs, Transport and Resources, speaks about seasonal risk and gaining the mindset for adaptation.
With talent recruitment and retention topping the list of issues facing CPA Firms along with partner alignment and succession planning issues, the stakes have never been higher for CPA Firms in their recruitment and retention strategies. BLI just announced the 'magnetic firm' framework and the 'big four' ways for firms to become talent magnets.
This presentation has the latest scores on the magnetic firm index which is averaging 67% or a D+ across CPA Firms.
The four categories for a magnetic firm are:
1) Purpose driven workplace
2) Culture of growth (Career Development)
3) Inspiring workplace – flexible and inclusive
4) Great leadership – trust & transparent
Visit us at www.blionline.org
From InDemand 2014, Suzanne Myers who is the Talent Acquisition Director at RealPage, shares how you can leap out of your comfort zone to create an irresistible employer brand.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
This is a bespoke workshop presentation I prepared and delivered to the management team of an executive search firm in 2011. The audience were not active and fairly skeptical about social media marketing
Segmentation and the Employer Brand - Graeme Wright, Havas PeopleHavas People
Graeme Wright, Strategy Director at Havas People, presents the three forces that challenge recruitment and how the employer brand enables organisations to manage these forces.
Leadership Development: The Move to More Rigorous, Structured, and Scientific...Qualtrics
Explore Deloitte’s most recent research and the discuss trends in leadership development. You’ll leave this webinar with strategies and tips for accelerating executive development.
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
Empower your employees to become social championsSiobhan Ward
Your employees are becoming your best marketing asset. Research shows that a person is 3x more likely to trust a post from a company’s employee than the company itself. That means that you have a trusted branding source right at your door.
How can you engage and lead your company’s employees - your most valuable asset in branding your business?
Join our webcast to learn how to:
• Lead a socially engaged team
• Empower your employees to become social champions
• Use social to help grow your business
How to develop Unique Value Proposition for Existing Business in Digital AgeCharisma Glassman
Presentation selected best in class: Digital Strategies for Net Generation Enterprise Prof David Rogers, Faculty Columbia Business School and Author Digital Transformation Handbook 2017
At the beginning of the new millennium, there were less than 100 million entrepreneurs on the planet. Today, the number is over 400 million, and there are a projected 1 billion entrepreneurs by 2020. The Entrepreneur Movement is the largest global shift in vocation the world has ever seen.
This Entrepreneur Blueprint 2030 is our vision of where we see the next 15 years for Entrepreneurs, and how we can collaborate together to tackle the world's greatest challenges.
Our organization, Entrepreneurs Institute, has a mission to connect and empower entrepreneurs around the world to grow the businesses they run and the impact they have.
Today, we have over 500,000 entrepreneurs from over 100 countries within our network, and we are growing by over 20,000 new entrepreneurs every month.
Join us on the journey: www.geniusu.com
Strategic Management models and diagrams for professional business presentation.
More downloadable business diagrams on
http://www.drawpack.com
your visual business knowledge
Dr Graeme Anderson from Victoria's Department of Economic Development, Jobs, Transport and Resources, speaks about seasonal risk and gaining the mindset for adaptation.
Beyond Yoast: 7 Critical SEO Steps Your Are Probably Missingbigfishresults
Yoast's WordPress SEO plugin is the standard for search engine optimizing wordpress website. But it does not do it all. Learn the critical steps beyond the Yoast SEO plugin that will make your website ranking soar!
A BT Group Case Study: Finance Transformation – Regional or Global SSC
Ralph Geertsema Head of Finance Systems EMEA BT Group plc, London
www.CFOEvent.com
Fabio Lalli - Negli ultimi anni abbiamo assistito all'inizio della diffusione di oggetti più o meno indossabili, sensori di dimensioni più o meno grandi, e tecnologie connesse sempre più pervasive. Contestualmente gli utenti hanno modificato i loro comportamenti, le loro abitudini e le loro aspettative, diventando sempre più disattenti e meno disposti a rendersi fortemente fedeli ad un servizio ed una piattaforma. Da dove partire quindi oggi per costruire le modalità per riprogettare un prodotto ed un servizio in grado di attivare l'attenzione dell'utente e mantenere alto sul suo livello di interazione?
Stefano Stinchi - IBM is helping people transform business & society by being the best place to build apps and gain new insights better and faster. How? True Bluemix a new IBM Platfrom,qith more them 150 services in cloud and its new IBM Cloud Data Services for the data services.
Keynote for the AICPA Global Manufacturing ConferenceThe number one issue facing businesses is a need to innovate. Innovationis fundamentally about learning and how to keep your rate of learning (as individuals and as organizations) greater than the rate of change and greater than your competition. We think (and research supports this) it is time for a “paradigm shift” in talent development and learning. The need for a strategic and systematic approach to talent development already is under way in many high-performing organizations. Are you ready for these sweeping, even disruptive trends? Participants will learn:
• The latest trends in learning and talent development facing organizations
• How to approach learning and talent development in a strategic and systematic way and develop five action steps to take back with the
We tend to think of “innovation” in terms of new technology – gadgets, hardware, new apps, and software. But true innovation more often comes in the form of new business models, workflows, service offerings, and office and staffing patterns. This session will center on those innovations that are significantly impacting our firms and our clients. You never know where innovation might sprout!
This session was produced for the DCPA15 Conference in Las Vegas.
EHRM: Entrepreneurial Human Resources Management | by Ernst & Young, People A...ArabNet ME
The SMEs of today are the future organizations of tomorrow who will set the leading practice in the market. YOU, as SMEs and Entrepreneurs, will shape the future organization and the HR of tomorrow.
Samsung Malaysia (SME) - Special Presentation on Diversity & LeadershipRoshan Thiran
This is a special presentation made to the Samsung Malaysia (SME) team prior to the Cold War simulation - this presentation reinforces the need for diversity in thinking and context in addition to growing your leadership
UPSTART Live Spring Summit - The New, New ThingWorkforceNEXT
The New, New Thing: Latest Innovations in Recruiting and Workforce Management Solutions.
Presented By Ziv Eliraz, ZAO; Mark DeChant, Findly; David Lyon, RoundPegg; Tim Lambert, Jobvite; David Kent, Oilpro
What are the key building blocks when building out your business and brand? Learn how to build a business plan to achieve change, gain internal alignment and manage a digital transformation’s impact on your brand. This session will take a look at what works, what doesn’t and the core lessons learned from recruitment leaders at the top of their game.
This presentation is from a recent interactive session we held in our EMEA HQ where we had a series of speakers discussing the 'Laws of Attraction', a trend that came from last year's Talent Connect, of how a strong employer brand and content marketing strategy can impact hiring the best talent.
ConnectIn São Paulo 2015: Conecte-se. Transforme-se. Inspire-se. The Power o...LinkedIn
Apresentação de Jennifer Brannigan, Head de Soluções de Mídia América do Norte e América Latina do LinkedIn, no ConnectIn São Paulo, realizado no dia 23 de junho de 2015. O ConnectIn São Paulo reúne os maiores líderes do mercado para compartilhar os desafios de hoje e inspirar as soluções de amanhã.
For a small business, stretching limited resources to find the best candidates, building a competitive talent brand and out-hiring larger competitors is challenging, but when done right it can deliver breakout results.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
5 essential steps to a social talent brand featuring skyLinkedIn Europe
Lauren Fogarty, Media Solutions Consultant at LinkedIn explains the importance of Talent branding and the essential steps to employee and social media engagement to spread the word on your workplace. This presentation features results from Sky’s employment branding activity on LinkedIn – with thanks to Lee Yeap.
"How to Craft a Growth Culture" by Anthony Reo, Co-Founder & Product at BunchTheFamily
The team at Bunch is dedicated to using the power of data and psychology to redefine the way companies work. They've decoded what growth culture means and how to find yours.
Misalignment of organisation & communication tends to grow exponentially as you scale. That's why getting culture right early is so crucial. In this talk, their Co-Founder Anthony shares insights on what are the elements of a strong culture, how to express it, and how to adapt during crucial lifecycle stages.
Similar to The future of recruiting: 'New Kool vs Old Skool (20)
Safalta Digital marketing institute in Noida, provide complete applications that encompass a huge range of virtual advertising and marketing additives, which includes search engine optimization, virtual communication advertising, pay-per-click on marketing, content material advertising, internet analytics, and greater. These university courses are designed for students who possess a comprehensive understanding of virtual marketing strategies and attributes.Safalta Digital Marketing Institute in Noida is a first choice for young individuals or students who are looking to start their careers in the field of digital advertising. The institute gives specialized courses designed and certification.
for beginners, providing thorough training in areas such as SEO, digital communication marketing, and PPC training in Noida. After finishing the program, students receive the certifications recognised by top different universitie, setting a strong foundation for a successful career in digital marketing.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
1. The future of Recruiting‘New kool vs. old skool’ Greg Savage, Global CEO Firebrand Talent Search
2. Our customers……. What are they thinking? How is it different? What are the doing? How are they changing their approach to recruitment and recruiters? | Enemy of Average
3. MEDIA / ADVERTISING BBC Worldwide – Global Resourcing Manager – London CHE (Clemenger Harvie Edge Pty Ltd) – Managing Director – Melbourne Fox – Director & Territory Head – Malaysia Grayling – Managing Director – Singapore Leo Burnett Group – Chief Executive Officer – Singapore / Malaysia Leo Burnett – Head of Human Resources – Malaysia Media Brands – Chief Executive Officer – Malaysia MRM Worldwide Inc. – President – Tokyo Ogilvy Group – Chief Executive Officer – Melbourne Ogilvy Group – Chairman - Australia Ogilvy Group – Head of Talent Management – Australia Saatchi & Saatchi – Managing Director - China SCHAWK – Regional Human Resources Manager – Singapore TAG Wordwide– Regional Business Director – Singapore Universal McCann – Director of Social Networking – Malaysia Vivaki – Talent & Transformation Director – France Wunderman International – Human Resource Director – Tokyo | Enemy of Average
4. CONSUMER / RETAIL Heineken – Marketing Manager – Singapore Burberry – HR Director – Tokyo Burberry – President – Tokyo Burberry – VP, Human Resources APAC – Hong Kong Burberry – General Manager S.E.A – Singapore L’Oreal - Marketing Manager – Melbourne L’Oreal – Vice President – Tokyo Nike Japan Corp – Japan Talent Acquisition Director– Tokyo Quiksilver – North Asia President – Tokyo TANGS – VP of HR– Singapore Alexander Mann – Global Talent Manager - London | Enemy of Average
5. Financial / IT/ Telcos / Government Deloitte – Leadership Development Consultant – Melbourne DBS Bank – Vice President HR – Singapore Group M – Chief Executive Officer – Malaysia Pattersons – Head of Marketing – Australia Western Union – Director, Marketing Asia – Singapore Google – Chairman – Malaysia McCann Erickson –Director of Talent Management – Tokyo Telstra – Social Media Senior Advisor - Australia Telstra International – Marketing Director Asia – Singapore Singapore Tourism Board – Director, HR – Singapore Tourism Australia – General Manager Marketing – Sydney | Enemy of Average
6. What your customers are thinking and doing…. right now They want to cut you out! Trimming recruitments costs is a major driver They are cynical about our value They see Social Media as an alternative – to us! They know about the talent crunch CEOs are thinking about talent as a business priority They are hiring – or planning to Balancing hiring and cost control The emergence of a “skills churn” Hunt for talent is now really global Attitude of the candidate has changed too Candidates resent the ‘traditional’ recruitment process “Application apathy” and distrust Candidates want transparency and speed | Enemy of Average
8. What your customers are thinking and doing…. right now They want to cut you out! Trimming recruitments costs is a major driver They are cynical about our value They see Social Media as an alternative – to us! They know about the talent crunch CEOs are thinking about talent as a business priority They are hiring – or planning to Balancing hiring and cost control The emergence of a “skills churn” Hunt for talent is now really global Attitude of the candidate has changed too Candidates resent the ‘traditional’ recruitment process “Application apathy” and distrust Candidates want transparency and speed | Enemy of Average
10. What your customers are thinking and doing…. right now They want to cut you out! Trimming recruitments costs is a major driver They are cynical about our value They see Social Media as an alternative – to us! They know about the talent crunch CEOs are thinking about talent as a business priority They are hiring – or planning to Balancing hiring and cost control The emergence of a “skills churn” Hunt for talent is now really global Attitude of the candidate has changed too Candidates resent the ‘traditional’ recruitment process “Application apathy” and distrust Candidates want transparency and speed | Enemy of Average
11. Recruitment, social media events Malaysian Digital Association: Keynote Speaker: ‘Changing Recruitment Landscape in a Digital Age’ – Kuala Lumpur Creating Online Sustainable recruitment Strategies: Keynote Speaker : ‘Designing and implementing an effective Social Media Recruitment Strategy for a niche market’- Sydney iStrategy – ‘Transform your Digital Strategy’ Conference: Keynote Speaker: ‘Changing Recruitment Landscape in a Digital Age’; - Melbourne ITCRA Gala Dinner: Key Note Speaker: ‘20 ways the world of recruitment is changing’: Melbourne Sydney Bloggers Festival: CEO keynote address: ‘Online communications for the CEO’: Sydney RCSA Panel Breakfast Series: Lessons, tips and inspirations from industry leaders Sydney #Tru Unconference. Track Leader: ‘New Kool vs Old Skool’: London UK Recruiter: Recruitment Directors Networking. Keynote Speaker: ‘Leveraging Recruitment business growth’ | Enemy of Average
12. “the times they are a changing” Not everyone is looking for a job! Why do we invest our search in < 10% of the talent pool? Recruiters failing to attract unique talent to their databases Our talent pool is becoming a talent puddle The “scary” part about recruitment is all about candidates We must change our definition of “a candidate” The future of recruitment is that everyone is a candidate Its up to US to convert them to “active” candidates “Just in time” recruitment is dead or dying “Old Skool” means you will have nothing to offer clients that they can’t get themselves | Enemy of Average
13. Talent pools and Talent Communities Build communities, don’t rely on pools A ‘Talent Pool” is little more than a static database Typically made up of active job seekers who have approached us. One-dimensional store of data Our “talent pools” are being smashed by Facebook and LinkedIn Talent communities are not static and one-dimensional Often an on-going dialogue between talent and recruiter | Enemy of Average
14. Talent communities The talent may not even be looking for a job, may have not applied for a job, we have never discussed jobs but has these outcomes: Collaboration and sharing of ideas; Feeling of inclusiveness and belonging; Sharing of similar values; Knowledge and learning; Openness and trust; Engagement and responsiveness; Brand awareness Talent communities is about tapping into passive candidates Is that important then ? | Enemy of Average
16. So, is social media part of the new kool for new age recruiters? | Enemy of Average
17. Talent: Do you Job Search on Social Media sites? Gen Y 23% Gen X 24% Baby Boomers 24% Source. Kelly Global Workforce Index: The evolving workforce | Enemy of Average
18. Talent: Do you feel it Essential to be active on Social media to advance your career? Gen Y 34% Gen X 26% Baby Boomers 20% Source. Kelly Global Workforce Index: The evolving workforce | Enemy of Average
23. Why Social media for Recruiters? Brand Influence Build community Passive candidates Credibility with clients and talent Referrals and recommendation Customer interaction Generate leads | Enemy of Average
24. Before you invest in Social media or twitter — The 7 questions What are your objectives? i.e. Raise your personal brand, engage with talent, build a community, increase your credibility What is the target audience? What time investment is needed? What tone of conversation will you use to engage your audience? What type of content is appropriate? Is it appropriate to sell? Is it an opportunity to show your expertise? | Enemy of Average
26. Facebook Facebook is like a pub - An informal place to talk casually with people on a more personal basis, shoot the breeze, tell jokes, meet people they have never spoken to before But a Facebook Page is like a function room in a pub Benefits: Great for SEO Building a community Creating advocates Not great for B2B, but good for B2C –i.e Candidates | Enemy of Average
27. Twitter Twitter is like a cocktail party - Lots of conversations going on at once. If you like a conversation, you might share it with another group. High energy. Lots of talking, not much listening. More cordial and polite than the Facebook “pub”. Benefits: Brand exposure /PR Great for blog content distribution Building relationships Creates advocates Build a community Build your expert status Generates candidates Links you with clients Can showcase the best jobs | Enemy of Average
28. LinkedIn LinkedIn is like a Trade show or corporate conference - More business like. More formal. People are there to connect, work and learn. Know they are on show. More buttoned down. Dress up a little, unlike the pub or even the cocktail party. People know (or should know!) they are being assessed Benefits: Great for SEO Great for blog content distribution Business development Personal Branding Information Candidates | Enemy of Average
29. YouTube YouTube is like the Sydney Gay and Lesbian Mardi Gras or Times Square on NYE - Anything goes! Benefits: Great for SEO Branding Creating advocates Very viral Many dangers too! | Enemy of Average
30. Blogging A blog is like Hyde Park Corner in London - Say whatever you like. Audience is fickle - will drift in and out. But ideas are shared and followers found. Benefits: Great for SEO Great for keyword rich, relevant content Attracts engaged customers Attracts more decisions makers Creates advocates | Enemy of Average
31. Twitter Strategy Target audience: Clients, Candidates, what level, what category Time Investment: Build up from once a day to 2-4 tweets a day (approx. 20 – 30 mins a day) Tone: conversational, chit chat Content: define the chit chat i.e. Business events, company news, industry news. From “broadcast” to “engagement” Twitter drives other social media platforms Link to all other platforms and website i.e. Blog posts, Facebook, press releases, company news, testimonials, YouTube, articles, promotions, events, advice Sell yourself: Yes intermittently – Don’t overly promote yourself, add value – only “hot” jobs Listening as important as talking Show expertise: Yes | Enemy of Average
32. Your Twitter Account | Enemy of Average Include key words in your bio Good pic. Close. It’s your Brand! Start to follow targeted people Tweet consistently Brand your background and use company colour palette Engage with followers
33.
34. Answer questions in “Answers” sectionIncl. all URLs: website, blog, twitter User-friendly URL Summary is what is indexed for search. Include all keywords. Link blogfeed to LinkedIn
61. NEW ERA RECRUITERS ARE GREAT e-SOURCERS Talent acquisition is dependent upon talent identification More and more talent data online every day Always been taught to focus on pre-existing relationships Database is not enough, jobs boards are not enough Identify candidates with whom you have no pre-existing relationship The candidate side equivalent of a finding a prospect and turning them into a client via cold call | Enemy of Average
62. You gotta specialise! Future will be owned by highly focused specialists generalist mid-tier recruitment companies will be wiped out Clients will pay for highly specialised niche talent only Talent communities are by definition niche Mile deep and an inch wide Know your niche and then work that niche Create the impression of a recognisedindustry expert Specialisation appeals to passive talent Expert status appeals to clients and talent Don’t dabble — go deep | Enemy of Average
63. Sales — Uncovering and understanding Selling is based on an ability to uncover and understand Listening, probing, questioning Understanding the client mindset in the recovery Most recruiters ‘talk at’ the client We need to listen more! Truly understanding client needs Stringent matching | Enemy of Average
64. Getting paid more often for what you do! Order qualification is crucial The most successful recruiters are brutal order qualifiers Securing exclusivity becomes a core skill Low job fill ratios will mean failure Talent selection an art and a science Great recruiters are “talent-pickers” We have to be nimble enough to adjust our candidate activities to meet the need | Enemy of Average
65. Influencing, negotiating, creating outcomes Closing the deal is the ultimate skill Next 5 years recruiters are going to need the ability to architect the deal We need to orchestrate, not just introduce Take the time required Devil is in the details Listen better than ever before Question everything | Enemy of Average
66. Connect with Greg savage and firebrand Email: gsavage@firebrandtalent.com My LinkedIn profile: www.linkedin.com/in/gregpsavage My Twitter: twitter.com/greg_savage My YouTube: youtube.com/thesavagetruthvideo My Facebook: www.facebook.com/TheSavageTruth1 The Savage Truth Blog: www.gregsavage.com.au Firebrand website: www.firebrandtalent.com/ Firebrand Facebook: www.facebook.com/FirebrandTalent Firebrand Twitter: www.twitter.com/FirebrandTalent Firebrand YouTube: www.youtube.com/FirebrandTalent Firebrand blog: blog.firebrandtalent.com | Enemy of Average
BUT, they may not be getting jobs there now but they are already looking for them there nowAnd that can only increase
Again its clear that the talent market will drive the talent sourcing function to SM, even if employers are slow to respond!Its clear there is a HUGE opportunity for far sighted employers to get ahead of the pack when sourcing hard to find skillsSM is a channel which can pay off right now and will pay off far more in the futureBut you need a plan!
When putting together a strategy I always ask the following 6 questions to enable me to define how it will be used.Target audience – Knowing you audience is key to using the platform correctly. E.g. A white paper would be better placed on a blog or your LinkedIn profile due to it’s audience and etiquette rather than Facebook which is more casual.Time: It’s sensible to set flexible time frames on how long you want people to spend on each platform, this just set parameters to the user but I would recommend you re-asses on a monthly basis how well each platform is doing to how much or less you invest in it Tone: so chit chat is more appropriate on Facebook and more formal tone on LinkedInContent: It is a good idea to brainstorm ideas of content that would be appropriate for that platform. I would also have a look at your website and see what on their could be used i.e. PR, videos, news, articles etc..Sell: This question will be key to a good strategy. Selling on certain platforms will devalue your content and affect your brandExpertise: It is always great to show your expertise but some platforms are more about the social aspect rather than posting volumes of informationI would recommend you go through each platform a create a profile using the following questions but also make sure you decide who will be responsible for the each platform and who can contribute. It defines to the company who manages it so they know who to go to provide content and gives clear objectives to those involved. Starting a strategy without deciding who will run it and who will contribute to it will become unorganised which is essential to gaining momentum.
There are a lot of options out there and more and more occurring everyday. I wouldn’t recommend getting caught up in trying to do everything, you will find much more benefit in concentrating on a handful that compliment your companies brand and your marketing strategy.
We then established what each one meant to us to make sure we were using them in the correct way Here is how we see the some of the platforms we use:
Twitter drives your audience around your platforms, use it to create noise. Put parameters around your chit chatEngage your audience let them get to know you and your company
Setting up your pageContentWho to followGenerating followersBuilding community