LinkedIn usage is low among millennials and college students compared to other social media platforms. Only 7% of millennials use LinkedIn, whereas 50% of college graduates are on LinkedIn. One third of all professionals globally use LinkedIn. To increase younger user engagement, LinkedIn should focus marketing on college campuses through celebrity endorsements and trial premium memberships to promote the professional benefits of the platform.
Microsoft acquired LinkedIn for $26.2 billion in 2016. LinkedIn generates revenue primarily from its Talent Solutions division, which sells recruiting and talent management services to corporations. Talent Solutions accounted for over half of LinkedIn's revenue. Marketing Solutions and Premium Subscriptions each generated around 20% of revenue by selling ads and premium user features. The acquisition allows Microsoft to integrate LinkedIn's large professional network and user data with Microsoft Dynamics CRM and Office 365 software to provide more comprehensive services to businesses.
This document provides an overview of how social media is used in human resource management. It begins with definitions of key concepts like social media and social networking sites. It then discusses how social media can be used internally in HR for communication, training, employee management, and building relationships. Externally, social media is used for recruitment, compensation/benefits, building relationships, maintaining corporate brand, and promotion. Both strengths and weaknesses are identified, such as social media being cost-effective but also requiring time to learn tools. Case studies of companies' social media use in HR are also reviewed.
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.
This document discusses the increasing importance of social media in human resources. It notes that over 75% of companies are using or planning to use social media like LinkedIn, Twitter and Facebook for recruiting. Social media allows for more efficient recruiting by accelerating the process from posting jobs to sourcing candidates. It also discusses how social media can be used for talent acquisition, onboarding new employees, knowledge sharing and building internal social capital.
LinkedIn is a social networking site for professionals with over 400 million users. It generates revenue through talent solutions, marketing solutions, and premium subscriptions. Recently, LinkedIn has experienced strong revenue growth but also net losses. Its strategy focuses on international expansion, maintaining a closed platform, and preempting competitors. It aims to provide value to users and stay the leading professional networking platform.
Why Human Resources professionals need to embrace and make Social Media an integral part of their and their organizations recruitment and human capital management initiatives. Additionally, a concise overview of key social media channels and recommended best practices to get started on social media and HR.
The role of social networking sites in recruitmentMonika S
The document is a thesis project that examines the role of social networking sites in recruitment from an Indian perspective. It provides background on the rise of social media and web 2.0 technologies. The study aims to determine the extent to which the use of social networking sites leads to effective recruitment. A survey was conducted of HR professionals in Indian companies to understand their perceptions and experiences using social media for recruitment. The key finding was that the networking scope of social sites had the strongest influence on effective recruitment, especially in reaching target audiences. While costs were not significantly impacted by social media qualities, companies were still early in their adoption and long-term cost savings could not be observed yet. Further longitudinal research was recommended to continue monitoring the evolving role of
LinkedIn usage is low among millennials and college students compared to other social media platforms. Only 7% of millennials use LinkedIn, whereas 50% of college graduates are on LinkedIn. One third of all professionals globally use LinkedIn. To increase younger user engagement, LinkedIn should focus marketing on college campuses through celebrity endorsements and trial premium memberships to promote the professional benefits of the platform.
Microsoft acquired LinkedIn for $26.2 billion in 2016. LinkedIn generates revenue primarily from its Talent Solutions division, which sells recruiting and talent management services to corporations. Talent Solutions accounted for over half of LinkedIn's revenue. Marketing Solutions and Premium Subscriptions each generated around 20% of revenue by selling ads and premium user features. The acquisition allows Microsoft to integrate LinkedIn's large professional network and user data with Microsoft Dynamics CRM and Office 365 software to provide more comprehensive services to businesses.
This document provides an overview of how social media is used in human resource management. It begins with definitions of key concepts like social media and social networking sites. It then discusses how social media can be used internally in HR for communication, training, employee management, and building relationships. Externally, social media is used for recruitment, compensation/benefits, building relationships, maintaining corporate brand, and promotion. Both strengths and weaknesses are identified, such as social media being cost-effective but also requiring time to learn tools. Case studies of companies' social media use in HR are also reviewed.
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.
This document discusses the increasing importance of social media in human resources. It notes that over 75% of companies are using or planning to use social media like LinkedIn, Twitter and Facebook for recruiting. Social media allows for more efficient recruiting by accelerating the process from posting jobs to sourcing candidates. It also discusses how social media can be used for talent acquisition, onboarding new employees, knowledge sharing and building internal social capital.
LinkedIn is a social networking site for professionals with over 400 million users. It generates revenue through talent solutions, marketing solutions, and premium subscriptions. Recently, LinkedIn has experienced strong revenue growth but also net losses. Its strategy focuses on international expansion, maintaining a closed platform, and preempting competitors. It aims to provide value to users and stay the leading professional networking platform.
Why Human Resources professionals need to embrace and make Social Media an integral part of their and their organizations recruitment and human capital management initiatives. Additionally, a concise overview of key social media channels and recommended best practices to get started on social media and HR.
The role of social networking sites in recruitmentMonika S
The document is a thesis project that examines the role of social networking sites in recruitment from an Indian perspective. It provides background on the rise of social media and web 2.0 technologies. The study aims to determine the extent to which the use of social networking sites leads to effective recruitment. A survey was conducted of HR professionals in Indian companies to understand their perceptions and experiences using social media for recruitment. The key finding was that the networking scope of social sites had the strongest influence on effective recruitment, especially in reaching target audiences. While costs were not significantly impacted by social media qualities, companies were still early in their adoption and long-term cost savings could not be observed yet. Further longitudinal research was recommended to continue monitoring the evolving role of
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.
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
Using digital tools to unlock hr's true potentialRick Bouter
The document discusses how digital technologies are changing how employees and job seekers interact with organizations, but HR functions have been slow to adopt digital. It finds that job seekers increasingly use social media and mobile to search for jobs, while most organizations still rely on traditional recruitment methods. HR processes like learning and development also show low levels of digitization. The document recommends organizations upgrade their IT systems to be more integrated and flexible, use data analytics to improve decision making, and build top management support to drive digital transformation of HR.
This document provides a marketing plan for LinkedIn to integrate its Pulse and SlideShare mobile applications into its core mobile app. The plan recommends allowing users to view sponsored content while exploring integrated content. It projects this will increase revenue in each quarter by 19%. The primary target market is companies using LinkedIn's Talent and Marketing Solutions, and the secondary market is active LinkedIn mobile users. Financial targets for 2015 are set at $2.924 billion in net revenue and $2.230 billion in net income.
This document discusses using social media for recruitment, employee engagement, and job seeking. It defines Web 2.0 as online technologies that allow user participation and outlines popular social media platforms. Benefits of social media include attracting passive candidates, improving branding and the candidate experience, and reducing costs. Risks include legal issues, so companies should create social media policies.
Social media provides opportunities for individuals and businesses to advertise themselves and their brands through platforms like Twitter, Facebook, YouTube, and Flickr. As these platforms grow rapidly in users, attracting more in short periods of time than older forms of media, businesses are increasingly using social media for digital marketing, research, and finding employees. Specifically, 80% of companies use LinkedIn to find employees, while 34% of bloggers discuss products and brands, influencing corporations to join blogging and value insights from other blogs. The document concludes that social media allows constant connectivity and visibility, creating enjoyable environments for business through emerging as a dominant form of media.
Social media refers to online platforms that allow users to create and share content with other users or networks. Popular social media sites include Facebook, which launched in 2004 and allows users to connect with friends and share photos and updates, Twitter, which launched in 2006 and allows users to share short messages called tweets, and LinkedIn, which launched in 2003 and focuses on professional networking. These sites facilitate interaction and conversation through features like sharing, messaging, and community building.
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
This document summarizes research from the 2013 Business Elite study in Europe. The study found that LinkedIn reaches more senior business leaders (C-Suites) in Europe than any other website, accessing 44% of them monthly. 36% of C-Suites connect to LinkedIn monthly via mobile devices. C-Suites rank LinkedIn as the most important website for their jobs and access content daily. On average, LinkedIn's European Business Elite control annual budgets of €9.6 million. The Business Elite audience represents senior leaders in over 59,000 companies across Europe who influence business decisions.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This document discusses employer branding and the role of social media in recruitment. It defines employer branding as a company's reputation as an employer and discusses how developing a strong employer value proposition (EVP) can help attract talent. It also explores how social media has become crucial for employer branding and recruiting, allowing companies to showcase their culture and values. The document provides advice on leveraging social media for recruitment effectively, including promoting a human face, monitoring sentiment, and utilizing networks like LinkedIn and Glassdoor.
This document discusses how social media and Web 2.0 technologies can be used for recruitment, employee engagement, and job seeking. It defines Web 2.0 as technologies that allow users to interact with and participate in online content. Some key benefits of using social media for these purposes are attracting passive candidates, improving branding, building personal relationships, and reducing costs. However, legal issues and a lack of screening are potential drawbacks. The document provides statistics on social media usage and recommends tools like LinkedIn, Facebook, and company pages for recruitment and engagement purposes.
A project report on Social Media MarketingSafder Mak
Introduction: Social media has gained importance and acceptance at a very past pace. It has become an avenue to share one’s personal and professional life. The usage of social media as a marketing tool is already implemented by many businesses. This reports analysed how effectively social media be used as a marketing tool. The comparison of social media versus traditional media for marketing was studied and advantages and disadvantages of both are compiled. This report also analysed how small business start-ups can benefit from the ever growing social media industry.
Method: This report used journals, magazine articles, newspaper articles, business reviews, online survey and so on from the library of Amity University. Further official social media pages of various companies on Facebook, Twitter and LinkedIn were analysed to generate statistics.
Result: Social media presence is definitely an advantage for all kinds of businesses. Social media marketing has wider market appeal and is relatively cheaper than traditional advertisements. With a huge number of audiences and high customisability of social media for required content, social media marketing emerges as an exciting and effective tool for marketing.
BrandVeda is a digital marketing startup based in Ahmedabad and Gandhinagar, India. It was founded to empower students and corporate professionals with knowledge of digital marketing. The company's faculty provide both theoretical and practical training, drawing from their 15 years of industry experience. In its three years of operation, BrandVeda has educated over 2,000 students and professionals through seminars and workshops. The company aims to develop specialists in digital marketing and prepare them for career success.
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
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
LinkedIn is a professional social networking site launched in 2003 that has grown to over 100 million members worldwide. It allows professionals to connect with colleagues and peers, find potential job opportunities, and build their professional brands. While LinkedIn provides valuable networking and career development benefits, users should be aware of potential privacy and security risks from oversharing personal information or connecting with untrusted contacts online. Managing privacy settings carefully and verifying connections can help maximize LinkedIn's value while mitigating risks.
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
The document provides the results of a study conducted by Living Group on the social media presence and branded content of various UK accounting and law firms. Some of the key findings include:
- Deloitte and Eversheds were ranked the highest overall among accounting and law firms respectively in terms of their social media influence, brand presence, content quality, and engagement.
- Accounting firms in general had more developed social media strategies compared to law firms.
- Twitter was the most widely used platform, but many firms relied too heavily on retweets rather than original content.
Students are increasingly using LinkedIn for career research and recruitment. To attract top students, employers should maintain a presence on LinkedIn where they research companies and career paths. Employers can view student profiles, target students with content and jobs, and encourage networking with alumni to engage this key group. Maintaining a LinkedIn presence allows reaching students where they are already researching online.
This document discusses how social media can be leveraged by HR departments. It notes that social media allows for constant collaboration, talent management through training and support, employee-centric HR operations, and increased employee engagement. The document also discusses trends in recruiting through social media data analysis, the importance of mobile optimization, using gamification for development, moving beyond annual performance reviews, integrating social learning, and the impact of MOOCs and Klout on corporate training. HR professionals are increasingly using social media to stay updated on trends and learn about vendors from peer perspectives.
From what is a Buzz to what makes makes messages go viral. Buzz marketing allows you to create hypes. However there is no unique recipe for success. Presentation delivered in Pecha Kucha Format at a Testaankoop Teambuidling event.
This document discusses the creation and implementation of social media policies for companies. It provides an overview of a survey on social media policies at companies. It then discusses the key components of developing a policy, including determining if a policy or guidelines are needed, who should be involved in creating the policy, and what topics a policy typically covers, such as employee rules and tips for social media use. The document also addresses best practices for rolling out a new social media policy to employees, such as using multiple communication channels like email, intranet posts, presentations and training videos.
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.
Social Media Recruitment: an IntroductionAlex Bond
This is a presentation I gave as a 2 hour learning session introducing social media recruitment strategy. It is not comprehensive it was an introductory session for a broad range of businesses. It gives a good starting point to some of the opportunities within social media recruitment. Again it was a talk so some information was conveyed outside of the slide but its a really good overview especially for SME businesses.
Using digital tools to unlock hr's true potentialRick Bouter
The document discusses how digital technologies are changing how employees and job seekers interact with organizations, but HR functions have been slow to adopt digital. It finds that job seekers increasingly use social media and mobile to search for jobs, while most organizations still rely on traditional recruitment methods. HR processes like learning and development also show low levels of digitization. The document recommends organizations upgrade their IT systems to be more integrated and flexible, use data analytics to improve decision making, and build top management support to drive digital transformation of HR.
This document provides a marketing plan for LinkedIn to integrate its Pulse and SlideShare mobile applications into its core mobile app. The plan recommends allowing users to view sponsored content while exploring integrated content. It projects this will increase revenue in each quarter by 19%. The primary target market is companies using LinkedIn's Talent and Marketing Solutions, and the secondary market is active LinkedIn mobile users. Financial targets for 2015 are set at $2.924 billion in net revenue and $2.230 billion in net income.
This document discusses using social media for recruitment, employee engagement, and job seeking. It defines Web 2.0 as online technologies that allow user participation and outlines popular social media platforms. Benefits of social media include attracting passive candidates, improving branding and the candidate experience, and reducing costs. Risks include legal issues, so companies should create social media policies.
Social media provides opportunities for individuals and businesses to advertise themselves and their brands through platforms like Twitter, Facebook, YouTube, and Flickr. As these platforms grow rapidly in users, attracting more in short periods of time than older forms of media, businesses are increasingly using social media for digital marketing, research, and finding employees. Specifically, 80% of companies use LinkedIn to find employees, while 34% of bloggers discuss products and brands, influencing corporations to join blogging and value insights from other blogs. The document concludes that social media allows constant connectivity and visibility, creating enjoyable environments for business through emerging as a dominant form of media.
Social media refers to online platforms that allow users to create and share content with other users or networks. Popular social media sites include Facebook, which launched in 2004 and allows users to connect with friends and share photos and updates, Twitter, which launched in 2006 and allows users to share short messages called tweets, and LinkedIn, which launched in 2003 and focuses on professional networking. These sites facilitate interaction and conversation through features like sharing, messaging, and community building.
Social Media Recruitment & Employer BrandingJatin Singh
Agenda:
1) To familiarize the audience with the concepts of ‘Social Media Recruitment’ & ‘Employer Branding’.
2) To shed light on the employer’s initiatives towards these two emerging concepts.
3) To make the audience aware as to how they can contribute to these initiatives.
This document summarizes research from the 2013 Business Elite study in Europe. The study found that LinkedIn reaches more senior business leaders (C-Suites) in Europe than any other website, accessing 44% of them monthly. 36% of C-Suites connect to LinkedIn monthly via mobile devices. C-Suites rank LinkedIn as the most important website for their jobs and access content daily. On average, LinkedIn's European Business Elite control annual budgets of €9.6 million. The Business Elite audience represents senior leaders in over 59,000 companies across Europe who influence business decisions.
The Role of Social Media in Employer Branding and Recruitment in Modern Organ...Aakriti Agarwal
This document discusses employer branding and the role of social media in recruitment. It defines employer branding as a company's reputation as an employer and discusses how developing a strong employer value proposition (EVP) can help attract talent. It also explores how social media has become crucial for employer branding and recruiting, allowing companies to showcase their culture and values. The document provides advice on leveraging social media for recruitment effectively, including promoting a human face, monitoring sentiment, and utilizing networks like LinkedIn and Glassdoor.
This document discusses how social media and Web 2.0 technologies can be used for recruitment, employee engagement, and job seeking. It defines Web 2.0 as technologies that allow users to interact with and participate in online content. Some key benefits of using social media for these purposes are attracting passive candidates, improving branding, building personal relationships, and reducing costs. However, legal issues and a lack of screening are potential drawbacks. The document provides statistics on social media usage and recommends tools like LinkedIn, Facebook, and company pages for recruitment and engagement purposes.
A project report on Social Media MarketingSafder Mak
Introduction: Social media has gained importance and acceptance at a very past pace. It has become an avenue to share one’s personal and professional life. The usage of social media as a marketing tool is already implemented by many businesses. This reports analysed how effectively social media be used as a marketing tool. The comparison of social media versus traditional media for marketing was studied and advantages and disadvantages of both are compiled. This report also analysed how small business start-ups can benefit from the ever growing social media industry.
Method: This report used journals, magazine articles, newspaper articles, business reviews, online survey and so on from the library of Amity University. Further official social media pages of various companies on Facebook, Twitter and LinkedIn were analysed to generate statistics.
Result: Social media presence is definitely an advantage for all kinds of businesses. Social media marketing has wider market appeal and is relatively cheaper than traditional advertisements. With a huge number of audiences and high customisability of social media for required content, social media marketing emerges as an exciting and effective tool for marketing.
BrandVeda is a digital marketing startup based in Ahmedabad and Gandhinagar, India. It was founded to empower students and corporate professionals with knowledge of digital marketing. The company's faculty provide both theoretical and practical training, drawing from their 15 years of industry experience. In its three years of operation, BrandVeda has educated over 2,000 students and professionals through seminars and workshops. The company aims to develop specialists in digital marketing and prepare them for career success.
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
This document is a winter project report submitted for a Master's degree in Management Studies from the University of Mumbai. It studies how social media is being used as an important recruitment tool. The report acknowledges that more businesses are successfully using social media platforms like LinkedIn, Facebook, and Twitter to find and recruit qualified candidates. While social media provides opportunities to engage with a large pool of potential applicants, companies must also balance maintaining traditional successful recruiting strategies. The future of recruitment is increasingly connected as social media usage continues to grow.
LinkedIn is a professional social networking site launched in 2003 that has grown to over 100 million members worldwide. It allows professionals to connect with colleagues and peers, find potential job opportunities, and build their professional brands. While LinkedIn provides valuable networking and career development benefits, users should be aware of potential privacy and security risks from oversharing personal information or connecting with untrusted contacts online. Managing privacy settings carefully and verifying connections can help maximize LinkedIn's value while mitigating risks.
Adoption of Social Media in HR & RecruitmentJeff Waldman
SocialHRCamp was founded and launched in early 2012. Camps have been run in Vancouver twice, Toronto twice, San Francisco twice, and Boston. Smaller-scale events were run in Singapore, Manila, Chicago and Atlanta.
Each Camp attendee registers through an Eventbrite registration page. During this process they are asked to respond to 3 key non-mandatory questions about their social media use. 336 of Camp attendees in 2012 and 2013 provided useful data to these questions, which forms the basis of this report.
The document provides the results of a study conducted by Living Group on the social media presence and branded content of various UK accounting and law firms. Some of the key findings include:
- Deloitte and Eversheds were ranked the highest overall among accounting and law firms respectively in terms of their social media influence, brand presence, content quality, and engagement.
- Accounting firms in general had more developed social media strategies compared to law firms.
- Twitter was the most widely used platform, but many firms relied too heavily on retweets rather than original content.
Students are increasingly using LinkedIn for career research and recruitment. To attract top students, employers should maintain a presence on LinkedIn where they research companies and career paths. Employers can view student profiles, target students with content and jobs, and encourage networking with alumni to engage this key group. Maintaining a LinkedIn presence allows reaching students where they are already researching online.
This document discusses how social media can be leveraged by HR departments. It notes that social media allows for constant collaboration, talent management through training and support, employee-centric HR operations, and increased employee engagement. The document also discusses trends in recruiting through social media data analysis, the importance of mobile optimization, using gamification for development, moving beyond annual performance reviews, integrating social learning, and the impact of MOOCs and Klout on corporate training. HR professionals are increasingly using social media to stay updated on trends and learn about vendors from peer perspectives.
From what is a Buzz to what makes makes messages go viral. Buzz marketing allows you to create hypes. However there is no unique recipe for success. Presentation delivered in Pecha Kucha Format at a Testaankoop Teambuidling event.
This document discusses the creation and implementation of social media policies for companies. It provides an overview of a survey on social media policies at companies. It then discusses the key components of developing a policy, including determining if a policy or guidelines are needed, who should be involved in creating the policy, and what topics a policy typically covers, such as employee rules and tips for social media use. The document also addresses best practices for rolling out a new social media policy to employees, such as using multiple communication channels like email, intranet posts, presentations and training videos.
Social Media is one of the key components in organizing and running an event. During SharingFriday we discussed how we all use social media for our events/trainings
Interim Manager need to keep up on social media: From who are the new player to what to expect in 2015.
Interim managers need to sell themselves and social selling is really up their alley
[Report] The State of Social Business 2013: The Maturing of Social Media into...Brian Solis
Altimeter Group conducts regular social business surveys to learn how social media is evolving within enterprise organizations. Analysis of survey results between 2010-2013 reveal that social media is extending deeper into organizations and, at the same time, strategies are maturing. What was previously a series of initiatives driven by marketing and PR is now evolving into a social business movement that looks to scale and integrate social across the organization. The following report reveals how businesses are expanding social efforts and investments. As social approaches its first decade of enterprise integration, we still see experimentation in models and approach. There is no one way to become a social business. Instead, social businesses evolve through a series of stages that ultimately align social media strategies with business goals.
This report explores the impact of social media on new business acquisition for Big Group, a leading UK digital marketing agency. It analyzes Big Group's current social media performance and strategies, as well as those of its competitors. Primary and secondary research, including surveys, interviews, and social media analytics were used. The report aims to identify the role of social media in Big Group's client selection process and make recommendations on how Big Group can better leverage social media to acquire new businesses and establish its expertise.
Social media impact on recruitment processSunil kumar G
This document discusses the impact of social media on the recruitment process. It begins with an introduction to recruitment and what social media is. It then explains how social media has grown significantly since 2010 and that 7 out of 10 employers have successfully hired candidates through social media. The document also outlines advantages like increased job visibility and lower costs, and disadvantages like not being able to be your normal self. It concludes that social media, if used correctly, can benefit both employers and employees.
Most companies have adopted social media in the past 18 months, focusing on platforms like Facebook, Twitter, LinkedIn, YouTube and blogs. While brand building is currently the primary goal of social media usage, it takes time for companies to incorporate social media effectively into their business models. Communications, advertising and marketing agencies have been the leading adopters of social media so far, but lack of management support and concerns about confidentiality are still among the top obstacles to adoption.
The survey results from 2010-2013 show that while social media is becoming more integrated into organizations, most are still at intermediate stages of social business maturity. Only 17% consider themselves truly strategic in their social strategies. Additionally, 52% of executives are aligned with social strategies, but many organizations experience "social anarchy" due to a lack of clear leadership, organization, and strategy around social efforts. Common priorities for social include scaling engagement, integrating data, and training. The report provides benchmarks for organizations to evaluate their own social business evolution.
The document discusses social media as a new marketing strategy. It begins by defining social media as a platform that is easily accessible for people to freely interact and share information. It then discusses how social media can benefit organizations by fostering brand awareness and improving customer service in a relatively inexpensive way. The document also notes that social media allows companies to implement marketing campaigns and build brand recognition. It provides an overview of popular social media platforms like Facebook, Twitter, LinkedIn and analyzes their usage and growth in India. The objectives of the study are outlined, which include highlighting the advantages of social media for society and brands. A literature review and research methodology are also presented, with data on social media usage by respondents.
The document summarizes key findings from a survey on business use of social media. It finds that while social media is currently used most for marketing and PR, businesses are increasingly looking to use it for lead generation and customer engagement. Smaller businesses use social media more than larger ones for external communications. Internal use is higher for large businesses. LinkedIn, Facebook, Twitter and blogs are the most commonly used platforms. Looking ahead, blogs and customer contact functions are seen as top priorities. The shift reflects a move from general communications to customer interaction and sales.
Social media is playing an increasingly prominent role in talent management. HR managers are now scanning candidates' social media profiles during the recruitment process. Key social media platforms used for talent management include Facebook, Twitter, LinkedIn, and RSS blogs. According to a 2011 survey, 89% of companies used social media to manage talent. Social media allows companies to screen candidates in real time, get direct referrals, learn about candidates' personal and professional profiles, and reduce costs by eliminating middlemen in the hiring process. Building an employer brand on social media and cultivating a transparent internal culture are important approaches for engaging passive candidates.
Our new whitepaper highlights the benefits that a company can reap from developing a structured ecosystem approach to the platform, backed up with a strong editorial strategy for the Company and Group discussion spaces.
In addition, the whitepaper discusses community management strategies on LinkedIn.
This document summarizes a study conducted by Vanguard Leadership on the state of social media usage among Belgian companies. The study analyzed 540 companies to assess their visibility and engagement on social media platforms like Twitter, Facebook and LinkedIn. It found that 71% of companies have a social media presence, though only 25% of all companies and 33% of companies with a presence mention their profiles on their website. Monitoring efforts on these platforms were also examined.
Digital marketing has significantly impacted marketing through various online concepts like SEO, PPC, SEM, and SMO. The document discusses digital marketing and provides an overview of iMET Global, a training company for digital marketing. It describes iMET Global's courses, certifications, competitors, and leadership model.
The State of Corporate Social Media 2012Nick Johnson
"The State of Corporate Social Media" is a free briefing from Useful Social Media on how large companies are using social media, written by @gnjohnson.
The 2012 edition features over 40 pages of stats, facts, benchmarks and analysis on how social media is impacting business.
This document provides a social media strategy for 2013. It begins with 10 statistics about social media usage, such as 189 million Facebook users being mobile only and YouTube reaching more US adults aged 18-34 than cable. It then poses 3 questions to guide social media success in 2013: how it can make money and prove it, whether adequate resources exist, and how participation will be segmented. Each question is then answered with advice about focusing on objectives, not spreading resources too thin, and recognizing the "Big 6" social networks.
The document discusses the CEAs, an award program that recognizes outstanding recruitment advertising and marketing. It describes how entries are judged by a panel of creative and HR professionals based on criteria for each category. Judges score entries independently and anonymously. The second part profiles Todd Raphael and Jody Ordioni, who will be presenting on trends in hiring, demographics, social media, mobile, and more. It outlines Brandemix's capabilities in areas like branding, advertising, social media, and employer branding.
How Recruiters Engage on Twitter: Social Insights ReportLeadtail
Despite all the technology available, your ability to reach, engage, and influence business decision makers is still limited. Buyer personas, surveys, and search marketing data can get you in the ballpark, but we believe social media insights are now a “must-have” for understanding key business professionals in a way that is truly actionable.
With this in mind, we developed this report, “How Recruiters Engage on Twitter”. Using Leadtail’s Social Insights technology to analyze data from Twitter, this report reveals insights about recruiters to help you answer questions such as:
What keywords do recruiters use to describe themselves and their interests?
Which social networks are recruiters most active on?
What topics are they talking about on social media?
What sources of content are recruiting professionals sharing?
Who are the most influential publications, vendors, and people with recruiters?
Armed with these social media insights, you can now take a more informed look at your strategy for reaching, engaging, and influencing recruiters.
India Strategic Communications Report 2015: Inside the CMO’s MindMSL
MSLGROUP’s 2015 annual report on the state of the industry changes details the findings of a countrywide survey focusing on Chief Marketing Officers (CMOs) across industries and how they view the role of ‘new PR’ – integrated communication – in building brands. This is an annual report that is in its fourth consecutive year.
This year’s survey – which comprises the main section of the report – details the views of the CMOs, who come out strongly in favour of integrated communication.
We hope you enjoy reading it. For more information or feedback connect with our India team @MSLGROUP_India or reach out to us on Twitter @msl_group.
The document provides an overview of using social media, specifically Facebook, Twitter, and LinkedIn, for recruitment purposes. It discusses how these platforms can be used to find and engage with candidates, providing resources for employers. Facebook allows sharing photos and updates about the company culture. Twitter is best for sharing job postings and interacting with candidates. LinkedIn facilitates researching candidates' experience and building a professional network. The document recommends establishing a presence on these major social media sites to access candidates and enhance employer branding.
This document provides an overview of using social media, specifically blogs, for talent recruitment. It defines what a blog is and how it differs from traditional media in its emphasis on user interaction and comments. Blogs can attract candidates by providing insights into a company's culture from a personal perspective and allowing candidates to communicate directly. Maintaining a company blog also strengthens a company's overall social media presence and branding by linking to other social profiles to drive traffic.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
Similar to Recruitment and social media overview of research - 2013 (20)
This is an overview of all LinkedIn automation tools. It includes networking tools, amplification tools, done for you services and content scheduling tools.
These tools are banned by LinkedIn but often used by users to make their work simpler. This list was created in Jan 2021 and will evolve over time
This document discusses the Belgian recruitment market and distribution industry. It is an edition of the Belgian LinkedIn Monitor from December 1st. The author asks what other numbers or statistics the reader would like to see included in future editions regarding these topics.
Research results (Summer 2019) of what appears in LinkedIn Home feed. Type of posts, frequency of ads, The real value of Like and Comments and hashtags
Companies invest a lot of money in social selling. However, they are struggling to get #results. No #training or the wrong training is the root of all evil
Is GDPR a showstopper for social media usage in your companyVanguard Leadership
With the advent of trhe new GDPR privacy regulation (May 25, 2018) there will be implication on social media. Of course LinkedIn, Twitter, Facebook and alike will have to be compliant but your company's use of social media will be limited. Are you aware of the limitations and trouble you can get your company is?
Most salespeople are struggling when it comes to integration social media into they sales strategy and approach. They suffer from 4 symptoms: No (or bad) presence on social, No content, No time and No results. During this session I will hand 4 antidotes to cure these symptoms.
Social media is still growing at an amazing pace. New platforms and new applications are showing up every day. People bring this to the office but is your policy built for this?
This document discusses employee advocacy on social media and provides guidance on setting up an effective program. It outlines key aspects to consider like mission, presence, guidelines, tools, and gamification. It also lists several social media tools that can be used to amplify employee content sharing and engagement. The overall message is that establishing an employee advocacy program requires planning but can help raise awareness and engagement if done properly.
Nowadays, when customers are looking to buy a product they are seldom influenced by traditional advertisement. More and more they are looking for practical and neutral information to decide whether or not to make the purchase.
Content marketing is a strategic marketing approach meant to meet those needs of the customers. It is focused on creating and distributing valuable, relevant, and consistent content to attract and retain a clearly-defined audience — and, ultimately, to drive profitable customer action.
Social Selling is an approach supported by a number of tools. From finding prospects over listening and engaging to connecting and engaging to close deals and reach your quota. The use of LinkedIn,Twitter, Hootsuite, IFTTT, and more you can save time and still be efficient
Employee advocacy is ready to hit aal companies. Sharing, commenting, liking are key for strong employee advocacy. Social media is the communication channel by choice
Social Media for employees and companies have gone through highs and lows. It has been blocked, it has been opened, Social media policies have been the instrument of choice to stop reputation loss for individuals and companies. 2015 is great time to update your old social media. Drivers like live streaming, employee advocacy and social selling selling wil stretch the limits of your old policy.
Social media for sales people, called social selling, will help them achieve their sales quota. Of course, it is more than using Linkedin. The 5 steps to social selling: great profile, Good network, good listening skills, engagement and ROI
Social selling is reeds een paar een trend. Wat is Social Selling? Voor wie is het bedoeld? Hoe doe je dan? Is dat enkel het gebruik van LinkedIn? Welke stappen moet je door? Wat zijn de gevaren?
This twitterchat will look at a numbers of angles for social media polices within companies. During the session I discussed and share my views with the audience on how to create a policy, to why and how to make it attractive.
On Storytelling & Magic Realism in Rushdie’s Midnight’s Children, Shame, and ...AJHSSR Journal
ABSTRACT: Salman Rushdie’s novels are humorous books about serious times. His cosmopolitanism and
hybrid identity allowed him access to multiple cultures, religions, languages, dialects, and various modes of
writing. His style is often classified as magic realism, blending the imaginary with the real. He draws
inspiration from both English literature and Indian classical sources. Throughout his works, there is a lineage of
‘bastards of history’, a carnival of shameful characters scrolling all along his works. Rushdie intertwines fiction
with reality, incorporating intertextual references to Western literature in his texts, and frequently employing
mythology to explore history. This paper focuses on Rushdie’s three novels: Midnight’s Children, Shame, and
Haroun and the Sea of Stories, analyzing his postmodern storytelling techniques that aim to explore human
vices and follies while offering socio-political criticism.
KEYWORDS : Magic Realism, Rushdie, Satire, Storytelling, Transfictional Identities
UR BHatti Academy dedicated to providing the finest IT courses training in the world. Under the guidance of experienced trainer Usman Rasheed Bhatti, we have established ourselves as a professional online training firm offering unparalleled courses in Pakistan. Our academy is a trailblazer in Dijkot, being the first institute to officially provide training to all students at their preferred schedules, led by real-world industry professionals and Google certified staff.
CYBER SECURITY ENHANCEMENT IN NIGERIA. A CASE STUDY OF SIX STATES IN THE NORT...AJHSSR Journal
ABSTRACT: Security plays an important role in human life and endeavors. Securing information and
disseminating are critical challenges in the present day. This study aimed at identifying innovative technologies
that aid cybercrimes and can constitute threats to cybersecurity in North Central (Middle Belt) Nigeria covering
its six States and the FCT Abuja. A survey research design was adopted. The researchers employed the use of
Google form in administering the structured questionnaire. The instruments were faced validated by one expert
each from ICT and security. Cronbach Alpha reliability Coefficient was employed and achieved 0.83 level of
coefficient. The population of the study was 200, comprising 100 undergraduate students from computer science
and Computer/Robotics Education, 80 ICT instructors, technologists and lecturers in the University and
Technical Colleges in the Middle Belt Nigeria using innovative technologies for their daily jobs and 20 officers
of the crime agency such as: Independent Corrupt Practices Commission (ICPC) andEconomic and Financial
Crimes Commission (EFCC). Three research purposes and questions as well as the hypothesis guided the study
on Five (5) point Likert scale. Data collected were analyzed using mean and standard deviation for the three
research questions while three hypotheses were tested using t-test at 0.05 level of significance. Major findings
revealed that serious steps are needed to better secure the cybers against cybercrimes. Motivation, types, threats
and strategies for the prevention of cybercrimes were identified. The study recommends that government,
organizations and individuals should place emphasis on moral development, regular training of its employees,
regular update of software, use strong password, back up data and information, produce strong cybersecurity
policy, install antivirus soft and security surveillance (CCTV) in offices in order to safeguard its employees and
properties from being hacked and vandalized.
KEYWORDS: Cybersecurity, cybercrime, cyberattack, cybercriminal, computer virus, Virtual Private Networks
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Using Playlists to Increase YouTube Watch TimeSocioCosmos
Discover how to use playlists to keep viewers engaged and increase your watch time.
https://www.sociocosmos.com/product-category/youtube/youtube-comments/
Discover essential SEO Google tools to boost your website's performance, from Google Analytics and Search Console to Keyword Planner and Page Speed Insights.
Learn more: https://elysiandigitalservices.com/seo-google-tools/
ChatGPT 4o for social media step by step Guide.pdfalmutabbil
In this comprehensive guide, we'll delve into the exciting world of ChatGPT and explore
its practical applications for social media success. Learn how to craft captivating posts
that resonate with your audience, leverage automation to save precious time, and utilize
ChatGPT's analytical prowess to stay ahead of the curve.