Rss Applied Social Media Usage by Inc. 500
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Our summary of a survey presented to Inc. 500 (the fastest-growing private U.S. companies compiled annually by Inc. Magazine). Each company was asked about their social media usage and knowledge.
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Benchmarking Impact of Online CSR Conversations on Corporate Reputation
Corporate social responsibility (CSR), or a company‟s commitment to improve societal well-being through discretionary business practices and contributions of corporate resources (Kotler & Lee, 2005), is becoming more integrated into business by growing numbers of organizations. However, allowing an organization to truly leverage its CSR potentials via communication on the topic of CSR, remains a difficult subject for many companies. With the emergence of social media, new possibilities for reaching out to stakeholders have presented themselves. This study explores these possibilities through a benchmarking study of three European telecom providers. Throughout the thesis, the motivations of individuals to engage with a brand on the social networks Facebook and Twitter are taken into account. This study further investigates the consequences for the evaluations of these brands by the „fans and followers‟. Content analysis of the posted messages revealed that of the three companies, not a single one designates substantial amounts of attention to CSR-topics in their communication through social networks. Interaction with stakeholders on the topic was also scarce. Results of a survey among social media users showed that motivations for engaging with a brand differ per network. Facebook-users generally are driven more intensely by a need for information, remuneration, entertainment, identity, and interaction than Twitter-users. Additionally, it appeared that brand interaction through Facebook has the most positive influence on the perception of the brand by the individual. Nevertheless, respondents preferred Twitter as a channel for information about network disturbances and for webcare purposes, in which the channel can contribute to protecting the corporate reputation.
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1) 55% of HR professionals rate word-of-mouth as the best source of candidates, and 45% of employers screen social media sites when considering candidates.
2) 35% of employers reported finding content on social media sites for candidates that caused them not to hire those candidates.
3) Social media is impacting both employees' personal and professional lives and will continue to impact how organizations find and engage talent.
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Social media is having a major impact on human resources (HR) functions. 55% of HR professionals rate word of mouth as the best source of candidates, and it is predicted that 50% of candidate referrals will come through online communities in the next five years. 45% of employers currently screen candidates' social media sites, and 35% have found content that caused them not to hire a candidate. Social media is becoming increasingly important for both attracting and evaluating potential job candidates. It is important for HR and recruitment professionals to understand how to effectively utilize social media platforms to support their efforts.
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- Social media usage continues to grow rapidly and is expected to surpass email and mobile marketing by 2014.
- Popular social media sites like Facebook, Twitter, and LinkedIn now have hundreds of millions of active users.
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This document summarizes a study on social media usage among the Inc. 500, a list of the fastest growing private companies in the US. Some key findings:
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- While familiarity and adoption of social networking and blogging continues to grow, usage of tools like message boards, online video and wikis has leveled off or declined. However, 52% of companies reported using Twitter, which was newly added.
- Importance of social media to companies' marketing strategies remains high
HR and Social Media 150410
HR professionals are increasingly using social media to find and recruit candidates. Word-of-mouth referrals through online communities are expected to account for 50% of referrals within five years. Employers are also using social media to screen candidates, with 45% reporting they have found content that caused them not to hire a candidate. The use of social media in recruitment is growing rapidly, with LinkedIn and Facebook being the most commonly used sites by organizations for activities like promoting open jobs and looking for passive candidates.
Recruitment through Social Media
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Jobvite 2012 social_recruiting_survey
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Jobvite - Social Recruiting Survey - 2012
1) 92% of recruiters use or plan to use social media for recruiting, with Facebook and LinkedIn being the most popular.
2) Most recruiters saw positive impacts from social recruiting including an increase in candidate quantity (49%) and quality (43%), and more employee referrals (31%).
3) Over 70% of recruiters consider themselves at least moderately skilled at social recruiting and have successfully hired candidates through social networks.
Jobvite 2012 Social Recruiting Survey
1) 92% of recruiters use or plan to use social media for recruiting, with Facebook and LinkedIn being the most popular.
2) Most recruiters saw positive impacts from social recruiting including an increase in candidate quantity (49%) and quality (43%), and more employee referrals (31%).
3) Over 70% of recruiters consider themselves at least moderately skilled at social recruiting and have successfully hired candidates through social networks.
Jobvite 2012 social_recruiting_survey
1) 92% of recruiters use or plan to use social media for recruiting, with Facebook and LinkedIn being the most popular.
2) Most recruiters saw positive impacts from social recruiting including an increase in candidate quantity (49%) and quality (43%), and more employee referrals (31%).
3) Over 70% of recruiters consider themselves at least moderately skilled at social recruiting and have successfully hired candidates through social networks.
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12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations一比一原版(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证文凭如何办理
永久可查学历认证【微信：A575476】【(QMUE毕业证书)英国爱丁堡玛格丽特女王大学毕业证成绩单Offer】【微信：A575476】（留信学历认证永久存档查询）采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信：A575476】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信：A575476】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
→ 【关于价格问题（保证一手价格）
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
选择实体注册公司办理，更放心，更安全！我们的承诺：可来公司面谈，可签订合同，会陪同客户一起到教育部认证窗口递交认证材料，客户在教育部官方认证查询网站查询到认证通过结果后付款，不成功不收费！
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