Social media is changing the way we communicate. Facebook™, Twitter™, LinkedIn™ , Yammer, Yelp and blogs are creating unique opportunities and challenges for companies today and employers must decide how to interact with these ever-evolving venues. This presentation will address the benefits of using social networks and how a company can strategically build its social networks; how a company can build its brand on LinkedIn™, Facebook™ & Twitter™ and how these sites are being used by recruiters today; and how to incorporate the latest trends in social media to create a competitive advantage for your organization.
The How Tos Of Social Media For Recruiting FinalSusan Leverentz
This document discusses how companies can utilize social media platforms for recruitment activities. It begins by defining social media and social networking, and outlines some of the major social networking platforms like LinkedIn, Facebook, and Twitter. It then discusses how companies can get started by observing how candidates engage on these platforms. The document provides tips on how companies can engage candidates by starting conversations and providing ongoing relevant content. It also discusses the importance of creating social media guidelines and policies to align online behaviors with company codes of conduct. Finally, it stresses the need for companies to monitor social media usage and be aware of how these platforms are evolving.
The presentation I delivered at the Social Recruiting Conference (#SRCONF) in Paris on 1st December 2011.
I was asked to show why you should be using social media for recruiting, and the ever important 'how to get started' with social recruiting.
This document provides tips and strategies for using LinkedIn effectively. It discusses connecting with others on LinkedIn, developing trust online by responding helpfully to questions, and using LinkedIn apps. The document emphasizes interacting daily with your connections in a caring way, driving people to your own website, and spending most of your time engaging with others rather than self-promotion. It suggests logging on for 15-30 minutes daily, as interaction is most effective in the morning, afternoon, and early evening hours, especially on Thursdays.
How to Find, Connect and Engage Top Talent with Social MediaAbby Euler-Mehlin
This document discusses using social media to find, connect with, and engage top talent. It provides recommendations for establishing a presence and engaging candidates on Facebook and LinkedIn, including creating pages, engaging with users, using search and ads to build awareness and pipelines. It also covers trends in mobile use and how mobile can help recruiting through optimized sites, apps, job boards, and tools like texting and QR codes.
This document provides guidance on using social media to effectively enhance school enrollment. It discusses using various social media platforms like blogs, microblogging, social networking, multimedia, and mobile media to engage with current and potential customers. Specific platforms like Facebook, Twitter, YouTube, and LinkedIn are highlighted. Tips are provided on understanding customer demographics and behaviors. The key message is to show, not tell, about the school's mission and value through social media to build trust and loyalty with the target audience.
This document discusses using LinkedIn for lead generation. It provides tips for setting up an effective LinkedIn profile including completing your profile, adding a photo, building connections, customizing invitations, updating your status, using applications, participating in answers, joining groups, creating a group, using recommendations, following companies, and screening prospects. It emphasizes adding value, building relationships, and engaging with your network rather than directly selling. It also provides advice for businesses to coordinate LinkedIn marketing strategy with their overall plans.
Cindy Donaldson, Director of Marketing at Founders Insurance Group, implemented a social media strategy that included starting a blog, launching an e-newsletter, creating a Facebook page, and being active on Twitter. This led to a 20% increase in sales over one year. The strategy cost little to implement but greatly increased the company's branding and connections with potential customers. While other insurance companies have been slow to adopt social media, Founders Insurance Group has seen great success through their online presence.
The How Tos Of Social Media For Recruiting FinalSusan Leverentz
This document discusses how companies can utilize social media platforms for recruitment activities. It begins by defining social media and social networking, and outlines some of the major social networking platforms like LinkedIn, Facebook, and Twitter. It then discusses how companies can get started by observing how candidates engage on these platforms. The document provides tips on how companies can engage candidates by starting conversations and providing ongoing relevant content. It also discusses the importance of creating social media guidelines and policies to align online behaviors with company codes of conduct. Finally, it stresses the need for companies to monitor social media usage and be aware of how these platforms are evolving.
The presentation I delivered at the Social Recruiting Conference (#SRCONF) in Paris on 1st December 2011.
I was asked to show why you should be using social media for recruiting, and the ever important 'how to get started' with social recruiting.
This document provides tips and strategies for using LinkedIn effectively. It discusses connecting with others on LinkedIn, developing trust online by responding helpfully to questions, and using LinkedIn apps. The document emphasizes interacting daily with your connections in a caring way, driving people to your own website, and spending most of your time engaging with others rather than self-promotion. It suggests logging on for 15-30 minutes daily, as interaction is most effective in the morning, afternoon, and early evening hours, especially on Thursdays.
How to Find, Connect and Engage Top Talent with Social MediaAbby Euler-Mehlin
This document discusses using social media to find, connect with, and engage top talent. It provides recommendations for establishing a presence and engaging candidates on Facebook and LinkedIn, including creating pages, engaging with users, using search and ads to build awareness and pipelines. It also covers trends in mobile use and how mobile can help recruiting through optimized sites, apps, job boards, and tools like texting and QR codes.
This document provides guidance on using social media to effectively enhance school enrollment. It discusses using various social media platforms like blogs, microblogging, social networking, multimedia, and mobile media to engage with current and potential customers. Specific platforms like Facebook, Twitter, YouTube, and LinkedIn are highlighted. Tips are provided on understanding customer demographics and behaviors. The key message is to show, not tell, about the school's mission and value through social media to build trust and loyalty with the target audience.
This document discusses using LinkedIn for lead generation. It provides tips for setting up an effective LinkedIn profile including completing your profile, adding a photo, building connections, customizing invitations, updating your status, using applications, participating in answers, joining groups, creating a group, using recommendations, following companies, and screening prospects. It emphasizes adding value, building relationships, and engaging with your network rather than directly selling. It also provides advice for businesses to coordinate LinkedIn marketing strategy with their overall plans.
Cindy Donaldson, Director of Marketing at Founders Insurance Group, implemented a social media strategy that included starting a blog, launching an e-newsletter, creating a Facebook page, and being active on Twitter. This led to a 20% increase in sales over one year. The strategy cost little to implement but greatly increased the company's branding and connections with potential customers. While other insurance companies have been slow to adopt social media, Founders Insurance Group has seen great success through their online presence.
The document provides an overview of using Facebook for small businesses. Key points include:
- Facebook offers unprecedented opportunities for targeted marketing and distribution of content to large audiences.
- Brands can create Facebook Pages to interact with customers and distribute content in a more structured way than personal profiles.
- Pages allow businesses to integrate various applications like videos, events and polls to engage customers.
- To be successful, pages must provide exclusive and engaging content to encourage users to like and share the page.
The document discusses the importance of online reputation management and utilizing various social media platforms and strategies. Some key points made include:
- Your online reputation and brand are always visible on the internet and shape how people perceive you.
- Conducting online searches of your name or brand allows you to understand how others view you and what information they find.
- Developing an online reputation management strategy includes optimizing websites, blogs, press releases and using analytics to understand engagement.
- Popular social media platforms like Facebook, Twitter, YouTube and LinkedIn provide opportunities to connect with audiences and shape perceptions. Monitoring industry statistics can help inform effective social media use.
Going Social: Fernie Chamber of Commerce Feb 24Aerin Guy
Going Social: a workshop designed to explore the possibilities of the web and social media for small business. Delivered to a lovely audience at the Fernie Chamber of Commerce on February 24, 2011.
The document provides tips on using Facebook pages effectively. It discusses setting up a Facebook page for a business or community and naming it concisely. It emphasizes adding engaging content like photos and videos, and encouraging interaction through questions and comments. The document also stresses connecting to others on Facebook to build fans organically at first before promoting the page more widely.
Social media can accelerate the job search process by helping job seekers cultivate networks, showcase expertise, stay top of mind with employers, and identify opportunities. The document outlines how to use various social media platforms like LinkedIn, blogs, and Twitter to network, learn about companies and trends, demonstrate thought leadership, and engage with others in your industry. It provides tips on giving value to connections, tracking mentions of yourself online, and maintaining an active social media presence throughout the job search.
Micropower social media presentation 280212Micropower
Social media provide a way for people to share ideas, content, thoughts and relationships online. Clubs have started using social networks like Facebook, Twitter, LinkedIn and Foursquare to market to members and the community. The document outlines 10 tips for clubs to effectively use social media, including creating a custom Facebook URL, using photos and videos to promote visual identity, using Facebook insights to analyze engagement, listing the club on Facebook Places, using reviews and competitions to encourage interaction, customizing the Facebook welcome page, using Facebook questions to survey users, advertising on Facebook to target demographics, and linking Twitter to automatically update Facebook status. However, the document notes that many Australian retailers have yet to fully engage with social media.
The document discusses various aspects of using social media for business purposes. It covers setting up user-friendly websites, using platforms like Facebook, Twitter and YouTube, creating business newsletters, potential dangers of social media, and using blogs to build authority and engage customers. Exercises are provided throughout to apply the concepts, like revising a website, creating social media profiles, building a newsletter, and developing a social media content calendar.
This document provides an overview of CanadaHelps, an online charitable foundation that provides technology to help donors and charities. CanadaHelps is a cost-effective way for charities to raise funds online and a one-stop shop for donors. It has facilitated over $130 million in online giving since 2004, with 60% average annual growth. The document then discusses various social media and web tools that charities can use as part of a "Philanthropy 2.0" approach, including Facebook, Twitter, blogs, YouTube, Flickr and custom giving pages. It provides tips for using each tool effectively and debunks some common myths about social media.
Biznik Business Networking With Social Networking Toolsbiznik
How business networking has changed in the era of social media - using Biznik.com - a community of like-minded independent business people - as an example. (Content for slides 4-23 from Social Media Revolution by Eric Qualman - socilnomics.com.)
Rob Tomlinson from eTapestry discussed strategies for nonprofit fundraising success using web and social media tools. He covered integrating an online approach, using social media like Facebook and video for fundraising, effective email fundraising, and team fundraising. Key points included making websites engaging, using social networks to attract traffic and donors, telling compelling stories through video, designing effective email campaigns, and capturing all donor data from team fundraising efforts.
This document provides an overview of personal branding and using social media for career development. It discusses understanding personal strengths and how to present oneself professionally online. Various social media platforms like Facebook, Twitter, LinkedIn and blogs are examined in terms of their functions and how to engage with them. The concepts of collecting, critiquing, connecting, communicating, creating and curating digital information are introduced for curating an effective online personal brand. Creating an action plan and protecting one's online identity are also addressed.
The document provides an overview of a presentation about using social media for marketing and engagement. The presentation covers why organizations should be involved in social media, the time and skills required, choosing the right social networks, setting realistic expectations, dos and don'ts, an introduction to major social networking sites, and helpful tools. The presentation also includes sections on setting up profiles on Facebook and building a network on Facebook.
Even in today’s economic climate, finding and attracting top talent to your organization is probably a struggle. In many industries, such as IT, traditional talent pools have dried up and firms are finding they must turn to alternative methods in order to build pipelines in key skill sets to ensure they have the talent to satisfy current initiatives and to promote growth for the future. Many Human Resources professionals, sales and recruiters are turning to social media in order to present their brand and build these talent and lead pipelines. Unfortunately, a majority of them are doing it poorly!
The training will focus on the basics:
1- What Are the Current Trends in Social Media Today?
2- What is LinkedIn and Why Should You Use It?
3- LinkedIn Overview
4-Branding/Image you are creating
Social Media in Early Childhood Education:E-Literacy and Professional TipsMelanie Parlette-Stewart
This document provides an overview of using social media in early childhood education. It discusses the benefits and challenges of social media, including maintaining ethics and responsibilities. It then provides tips and recommendations for using specific social media tools like Twitter, Facebook, LinkedIn, blogs, and Pinterest as part of a early childhood educator's professional development and engagement. Recommended groups, pages, hashtags and blogs in each social media platform are also included.
How to find a job using social media. Social media job search presentation presented by James Loomstein, Digital Space Consulting. Dallas, Texas based social media consulting firm. http://www.digitalspaceconsulting.com
http://www.facebook.com/digitalspace
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employeelizzpellet
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
The document discusses sustainable lighting design and addresses several key topics in 3 paragraphs or less:
1. Lighting designers must consider social, economic, and environmental factors when designing lighting. This includes using daylight whenever possible and directing light only to the intended task to save energy.
2. Basic lighting needs include visibility, visual comfort, and safety, while sustainability requires considering the environment and energy savings. Light pollution can be reduced by preventing glare, light trespass, visual clutter and overlighting.
3. Sky glow over urban areas is caused by improperly aimed lights that emit light above the horizontal. This disrupts ecosystems and astronomy. Solutions include shielding lights, directing them downward, and only lighting areas
This document provides a roadmap for Washington State's energy policy with a focus on distributed generation and combined heat and power. It establishes a vision for increasing renewable energy and energy efficiency through 2050. Key policy recommendations include streamlining permitting for renewable projects, implementing output-based emissions standards, expanding net metering capacity and establishing clean energy standard offer programs. The roadmap also discusses increasing combined heat and power utilization and developing energy storage policies.
Management & Leadership: Critical Success Commonsense.Kevin Lee
The document provides tips and best practices for management and leadership. It emphasizes empowering staff, setting clear priorities and processes, active project management, and being a servant leader. It also recommends management tools and reading to continuously learn and improve as a manager.
The document provides an overview of using Facebook for small businesses. Key points include:
- Facebook offers unprecedented opportunities for targeted marketing and distribution of content to large audiences.
- Brands can create Facebook Pages to interact with customers and distribute content in a more structured way than personal profiles.
- Pages allow businesses to integrate various applications like videos, events and polls to engage customers.
- To be successful, pages must provide exclusive and engaging content to encourage users to like and share the page.
The document discusses the importance of online reputation management and utilizing various social media platforms and strategies. Some key points made include:
- Your online reputation and brand are always visible on the internet and shape how people perceive you.
- Conducting online searches of your name or brand allows you to understand how others view you and what information they find.
- Developing an online reputation management strategy includes optimizing websites, blogs, press releases and using analytics to understand engagement.
- Popular social media platforms like Facebook, Twitter, YouTube and LinkedIn provide opportunities to connect with audiences and shape perceptions. Monitoring industry statistics can help inform effective social media use.
Going Social: Fernie Chamber of Commerce Feb 24Aerin Guy
Going Social: a workshop designed to explore the possibilities of the web and social media for small business. Delivered to a lovely audience at the Fernie Chamber of Commerce on February 24, 2011.
The document provides tips on using Facebook pages effectively. It discusses setting up a Facebook page for a business or community and naming it concisely. It emphasizes adding engaging content like photos and videos, and encouraging interaction through questions and comments. The document also stresses connecting to others on Facebook to build fans organically at first before promoting the page more widely.
Social media can accelerate the job search process by helping job seekers cultivate networks, showcase expertise, stay top of mind with employers, and identify opportunities. The document outlines how to use various social media platforms like LinkedIn, blogs, and Twitter to network, learn about companies and trends, demonstrate thought leadership, and engage with others in your industry. It provides tips on giving value to connections, tracking mentions of yourself online, and maintaining an active social media presence throughout the job search.
Micropower social media presentation 280212Micropower
Social media provide a way for people to share ideas, content, thoughts and relationships online. Clubs have started using social networks like Facebook, Twitter, LinkedIn and Foursquare to market to members and the community. The document outlines 10 tips for clubs to effectively use social media, including creating a custom Facebook URL, using photos and videos to promote visual identity, using Facebook insights to analyze engagement, listing the club on Facebook Places, using reviews and competitions to encourage interaction, customizing the Facebook welcome page, using Facebook questions to survey users, advertising on Facebook to target demographics, and linking Twitter to automatically update Facebook status. However, the document notes that many Australian retailers have yet to fully engage with social media.
The document discusses various aspects of using social media for business purposes. It covers setting up user-friendly websites, using platforms like Facebook, Twitter and YouTube, creating business newsletters, potential dangers of social media, and using blogs to build authority and engage customers. Exercises are provided throughout to apply the concepts, like revising a website, creating social media profiles, building a newsletter, and developing a social media content calendar.
This document provides an overview of CanadaHelps, an online charitable foundation that provides technology to help donors and charities. CanadaHelps is a cost-effective way for charities to raise funds online and a one-stop shop for donors. It has facilitated over $130 million in online giving since 2004, with 60% average annual growth. The document then discusses various social media and web tools that charities can use as part of a "Philanthropy 2.0" approach, including Facebook, Twitter, blogs, YouTube, Flickr and custom giving pages. It provides tips for using each tool effectively and debunks some common myths about social media.
Biznik Business Networking With Social Networking Toolsbiznik
How business networking has changed in the era of social media - using Biznik.com - a community of like-minded independent business people - as an example. (Content for slides 4-23 from Social Media Revolution by Eric Qualman - socilnomics.com.)
Rob Tomlinson from eTapestry discussed strategies for nonprofit fundraising success using web and social media tools. He covered integrating an online approach, using social media like Facebook and video for fundraising, effective email fundraising, and team fundraising. Key points included making websites engaging, using social networks to attract traffic and donors, telling compelling stories through video, designing effective email campaigns, and capturing all donor data from team fundraising efforts.
This document provides an overview of personal branding and using social media for career development. It discusses understanding personal strengths and how to present oneself professionally online. Various social media platforms like Facebook, Twitter, LinkedIn and blogs are examined in terms of their functions and how to engage with them. The concepts of collecting, critiquing, connecting, communicating, creating and curating digital information are introduced for curating an effective online personal brand. Creating an action plan and protecting one's online identity are also addressed.
The document provides an overview of a presentation about using social media for marketing and engagement. The presentation covers why organizations should be involved in social media, the time and skills required, choosing the right social networks, setting realistic expectations, dos and don'ts, an introduction to major social networking sites, and helpful tools. The presentation also includes sections on setting up profiles on Facebook and building a network on Facebook.
Even in today’s economic climate, finding and attracting top talent to your organization is probably a struggle. In many industries, such as IT, traditional talent pools have dried up and firms are finding they must turn to alternative methods in order to build pipelines in key skill sets to ensure they have the talent to satisfy current initiatives and to promote growth for the future. Many Human Resources professionals, sales and recruiters are turning to social media in order to present their brand and build these talent and lead pipelines. Unfortunately, a majority of them are doing it poorly!
The training will focus on the basics:
1- What Are the Current Trends in Social Media Today?
2- What is LinkedIn and Why Should You Use It?
3- LinkedIn Overview
4-Branding/Image you are creating
Social Media in Early Childhood Education:E-Literacy and Professional TipsMelanie Parlette-Stewart
This document provides an overview of using social media in early childhood education. It discusses the benefits and challenges of social media, including maintaining ethics and responsibilities. It then provides tips and recommendations for using specific social media tools like Twitter, Facebook, LinkedIn, blogs, and Pinterest as part of a early childhood educator's professional development and engagement. Recommended groups, pages, hashtags and blogs in each social media platform are also included.
How to find a job using social media. Social media job search presentation presented by James Loomstein, Digital Space Consulting. Dallas, Texas based social media consulting firm. http://www.digitalspaceconsulting.com
http://www.facebook.com/digitalspace
Cultural Fit Factor:How to Attract, Retain and Repel the Right Employeelizzpellet
While organizational culture has been touted since the early 1990’s as essential for business success, there has been little connection between organizational culture and individual (employee – candidate) “fit”. We have found that having the knowledge of “who you are” and “who you are not” from a cultural perspective, can support the creation of an employment experience that is both authentic and congruent. By paying attention to congruence, alignment and fit, organizations can create an employment message that will attract, retain and repel employees. This process of ensuring “fit” leads to better placements and an increase in the ROI of recruitment and retention programs.
The document discusses sustainable lighting design and addresses several key topics in 3 paragraphs or less:
1. Lighting designers must consider social, economic, and environmental factors when designing lighting. This includes using daylight whenever possible and directing light only to the intended task to save energy.
2. Basic lighting needs include visibility, visual comfort, and safety, while sustainability requires considering the environment and energy savings. Light pollution can be reduced by preventing glare, light trespass, visual clutter and overlighting.
3. Sky glow over urban areas is caused by improperly aimed lights that emit light above the horizontal. This disrupts ecosystems and astronomy. Solutions include shielding lights, directing them downward, and only lighting areas
This document provides a roadmap for Washington State's energy policy with a focus on distributed generation and combined heat and power. It establishes a vision for increasing renewable energy and energy efficiency through 2050. Key policy recommendations include streamlining permitting for renewable projects, implementing output-based emissions standards, expanding net metering capacity and establishing clean energy standard offer programs. The roadmap also discusses increasing combined heat and power utilization and developing energy storage policies.
Management & Leadership: Critical Success Commonsense.Kevin Lee
The document provides tips and best practices for management and leadership. It emphasizes empowering staff, setting clear priorities and processes, active project management, and being a servant leader. It also recommends management tools and reading to continuously learn and improve as a manager.
MOJOE is a hip hop duo from Austin, TX that is proposing a secret show on MySpace to promote their upcoming album "Dirty Genes". The show would take place in Austin to leverage their large MySpace fan base. MOJOE combines elements of hip hop, soul, blues, and jazz. They have toured extensively and performed at festivals and award shows. They are working with various teams to market and distribute the "Dirty Genes" album nationally starting with the lead single "My Favorite Cut" in February 2009.
The document discusses the importance of accurately summarizing service levels and not just presenting data that makes metrics appear positive. It notes that underlying issues can be obscured by how data is presented and that user experience does not always match reported numbers. Effective implementation of ITIL processes includes understanding what the data represents and ensuring service level reporting addresses the actual business needs.
Wnl 178 promotion of library services by ncdeyKishor Satpathy
Paper Presented during International Conference on What’s next in libraries? Trends, Space, and partnerships held during January 21-23, 2015 at NIT Silchar, Assam. It is being jointly organized by NIT Silchar, in association with its USA partner the Mortenson Center for International Library Programs, University of Illinois at Urbana-Champaign.
Paper Presented during International Conference on What’s next in libraries? Trends, Space, and partnerships held during January 21-23, 2015 at NIT Silchar, Assam. It is being jointly organized by NIT Silchar, in association with its USA partner the Mortenson Center for International Library Programs, University of Illinois at Urbana-Champaign.
Статистикийн эмхтгэл-2007 он ТА ТАТАЖ АВАХ БОЛОМЖТОЙ... get file www.GELEGJA...Adilbishiin Gelegjamts
This document provides a preface to the Statistical Yearbook of Mongolia. It discusses how the National Statistical Office has been producing the yearbook since 1960 to show social and economic indicators and their time series for Mongolia. It notes that the framework of indicators has expanded due to development in Mongolia. It also mentions steps being taken to harmonize statistical indicators and methodologies with international standards. The preface explains that the yearbook includes explanations of methodologies and technical terms to make it accessible to users. It lists some additional indicators included in the 2007 yearbook. It also lists some other statistical publications produced in addition to the yearbook. It welcomes any comments or requests for more detailed information on statistical surveys and data.
This document provides an in-depth analysis of the Egyptian influences found in the architecture of the Scottish Rite Temple in Washington D.C. It describes key Egyptian elements like the sphinxes flanking the entrance, the Atrium with its dark columns and wall decorations, and two Egyptian statues guarding the stairway. The author argues that the architect, John Russell Pope, skillfully blended both classical Greek and Egyptian influences to symbolize the joining of Eastern and Western ancient civilizations.
The document provides definitions and overviews of ads and sponsored stories on Facebook, describing how ads are paid messages from businesses while sponsored stories show friends engaging with businesses. It also outlines the various placement options for ads, including in the news feed, homepage, and across Facebook, and how to purchase ads through insertion orders, the Power Editor, API, or Ads Manager.
Empower Network provides professionals with opportunities to grow their businesses and incomes through online marketing training and systems. It offers a supportive community culture where members can be themselves and learn from successful earners. While some criticize multi-level marketing models, Empower Network reviews show it helps thousands of members achieve their goals through its educational products and real business opportunities. The company is best suited for teachable entrepreneurs seeking financial success through helping others.
Glow provides a proprietary system called Glow Machine that helps advertisers build, manage, optimize and understand their Facebook ad campaigns at scale. It was developed with leading Facebook ad agencies to give advertisers greater control over ad display and maximize relevance and efficiency. Glow Machine integrates directly with Facebook APIs and platforms like AppNexus and DoubleClick to provide reporting and insights across channels in one interface. Pricing is 5% of media spend for the software and 15% for managed services. Testimonials praise Glow for features that help power users and its status as the market leader for Facebook API solutions.
МУ-ын статистикийн эмхтгэл-2008 ТА ТАТАЖ АВАХ БОЛОМЖТОЙ... get file www.GELEG...Adilbishiin Gelegjamts
This document provides statistical data on various economic indicators in Mongolia such as GDP, sector contributions, trade, agriculture and more. It includes 23 sections with data presented in tables containing values for indicators like production, exports, imports and growth rates for years like 2008. The document covers topics such as GDP, industry, agriculture, livestock, trade and inflation.
The document discusses the components of revolutions and the concept of Ubuntu. It notes that every revolution has three main components: a world view, a program, and faith. It then references Ubuntu, which translates from Zulu to the phrase "Umuntu ngumuntu ngabantu", meaning "a person is a person through other persons". The document advocates living fully and allowing what you have learned to blossom and bear fruit for others.
This document discusses enterprise campus networks and presents alternatives to traditional campus network designs. It outlines challenges with complex campus networks including availability, performance, security, and managing bandwidth utilization and prioritized traffic. It proposes a simplified, hierarchical network architecture and discusses supporting techniques like LACP, VLANs, STP, firewalls, and VPNs to improve security, availability, and traffic management. The conclusion advocates for alternative personalized approaches to campus networks that can efficiently meet requirements while maintaining security, performance, and compliance with administrative policies.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Do Users Really Generate Content? Tips and Tools for Building Engaged Online ...Laura Norvig
This document summarizes a presentation on cultivating user-generated content through online communities. The presentation covered listening to online conversations, curating and highlighting user content, and a case study of a summer challenge campaign by KaBOOM! that successfully engaged users to map and review playgrounds. Tips included finding where user interests meet organizational goals, providing high-touch support, and giving solutions rather than restricting users.
Using social media to attract, recruit and retain talentMichelle Rea
The document discusses using social media for attracting, recruiting, and retaining passive job candidates. It outlines the key aspects of social media including two-way communication, connecting and engaging users, and empowering users to produce and share content. The document then discusses why companies should add social media as a recruiting channel by increasing the talent pool and engagement, decreasing costs, and improving the employer brand. It provides statistics on the use and effectiveness of social media recruiting and profiles the reach and usage of Facebook, LinkedIn, and Twitter. The document concludes with recommendations for developing an effective social media recruiting strategy.
The document discusses how social media has changed how brands interact with customers and how information spreads. It notes that Bill Gates predicted this change in 1999. It provides a brief history of key social media platforms like Facebook and Twitter and how they evolved. It discusses how people now get information through social networks and trust peer recommendations. Brands must participate in social media to engage with customers and address any issues. The document gives examples of how building societies in the UK are using social media successfully through blogs, entertainment content and community building. It provides recommendations for financial brands to develop a social media presence and strategy.
Using twitter, facebook, and linked in to grow your businessViệt Long Plaza
Social networking provides new opportunities for marketing. It allows human connections over technology, with people trusting other people over advertisements. The strategies discussed include understanding your clients and goals, changing your thinking to focus on relationships over tactics, and using blogs, forums, LinkedIn and Facebook to engage your network and build trust.
Social Media Brian Johnson Program, 07.14.10JacquiSakowski
The document provides an overview of social media including Facebook, LinkedIn, blogs, Twitter, and YouTube and discusses opportunities for personal, professional, and Rotary applications of each platform. Examples are given for how individuals, businesses, and Rotary clubs currently utilize various social media tools. The document emphasizes that social media provides new ways to communicate information and connect with others.
This document summarizes a webinar presented by Manpower on social media and recruiting. It provides information on Intuit's journey with social recruiting, what they learned, and where they are going. It also discusses some of the legal issues around using social media for recruiting and provides tips for developing a social media policy. The webinar aimed to help HR professionals understand how to effectively use social media for recruiting while avoiding legal pitfalls.
Social Media: Myths & Realities of Web 2.0Monica Wright
This is a presentation conducted at the Systems Engineering Social Media Lunch & Learn on 6/24/09. Agenda covered the following:
• Define social media and its role within the marketing mix
• Web marketing and the different contexts of search and
social
• How people get socially connected and the social media
landscape
• Explore the Five Reasons for Engagement
• Review examples and case studies
• How do you start a social media campaign?
• Once you’re out there, how do you manage your online
reputation?
• What’s the ROI?
This document discusses marketing sins commonly committed by nonprofits and how social media can help address them. It outlines five sins of nonprofit marketing: 1) lack of market research to understand audiences, 2) ignoring basic marketing principles, 3) communications not focused on consumers, 4) undervaluing content development, and 5) treating marketing as a cost rather than investment. The document then explains how social media can help nonprofits with marketing by allowing two-way communication with stakeholders and easier content distribution. It provides statistics on the reach of key social media platforms like Google, Twitter, and Facebook and argues that nonprofits need to utilize these channels for leads, sales, and engagement.
The document discusses the value of social media for market research professionals. It highlights how social media allows researchers to ask questions, share thoughts, and personalize examples to truly engage audiences. It also outlines some of the key benefits of social media including expanding reach, establishing credibility, staying relevant, and allowing people to talk about your business. The document emphasizes that social media is not for every project but is a valuable tool for obtaining consumer insights when used appropriately.
Digital Media in Building Trades Organizing Alex Hogan
This document discusses how digital media can help with union organizing efforts. It provides tips on developing digital organizing plans, using social media platforms like Facebook and Twitter for organizing, and creating visual content. Some key points covered include drafting goals and targeting audiences for a digital plan, using things like testimonials and facts to engage people online, and tips for taking photos and videos to help promote organizing campaigns.
This document discusses how small businesses can use social networking to promote their business. It explains that social networking allows businesses to build relationships and awareness through platforms like Facebook, Twitter, YouTube, LinkedIn and Pinterest. The document provides statistics on popular social networks and advises business owners to create a hub, either through a blog or website, to organize their social media presence and marketing efforts.
This document discusses the 4P's framework for social marketing. It outlines the traditional 4P's of marketing (Product, Price, Place, Promotion) and compares them to the 4P's of social marketing (Purpose, Platform, Participation, Performance). Each of the social marketing P's is then discussed in more detail with examples and considerations for developing a social media strategy. The key aspects covered include defining objectives, selecting appropriate social media platforms, involving diverse employee participation, and establishing relevant performance metrics.
This document discusses the use of various social media platforms in human resource management. It provides details on WhatsApp, Skype, LinkedIn, Twitter, Facebook, YouTube, and Xing. It outlines how companies use these platforms for recruitment, internal communication, and staying connected with employees. Both advantages and risks of using social media in HRM are presented. The conclusion emphasizes the need for organizations to develop comprehensive social media governance strategies to manage risks and fully leverage opportunities for improved employee engagement and recruiting.
The document discusses how recruiters can leverage social media platforms like LinkedIn, Facebook, Twitter, Google+, Instagram, and Pinterest to find and engage candidates. It provides statistics on social media usage and outlines strategies recruiters can use to build their personal brands and company pages, engage candidates and employees, maximize different platforms, and manage their time effectively across social media. The key takeaways are that social media is critical for modern recruiting and relationships are more important than self-promotion.
Building a Social Media Strategy Beyond FacebookChris Snider
Presentation for the Iowa School Public Relations Association Conference - Oct. 12, 2018. Find out more about future presentations on my website: https://chrissniderdesign.com/
The document provides information about social media marketing. It discusses that social media marketing aims to create engaging content that spreads from user to user through sharing. It notes that social media is a conversation that drives engagement and allows companies to communicate their brand voice to their customer base. The document also provides best practices for social media marketing, such as creating a goals map, using the right platforms, scheduling posts, focusing 80% on relevant industry content and 20% on the company, experimenting, branding across platforms, communicating with followers, and using tools like Hootsuite to manage multiple accounts.
Similar to Social Media A Low Cost Solution To Attract Emerging Talent (20)
Social Media A Low Cost Solution To Attract Emerging Talent
1. L MEDIA: A LOW COST SOLUTION
TO ATTRACT EMERGING TALENT
zz Pellet, Felix Global Vice President USA
November 4, 2011
2. Agenda and Points to Ponder
• Social Networking – what is it?
• Who are the major players?
• What are the implications for HR
• How to utilize these platforms in your recruitment activities to
achieve ROI
3. Quick quiz to get started
• Do you Google a potential candidate
before making an offer?
• Do you tweet on Twitter?
• Have you created a Twellowhood?
• Are you currently blocking access to
Facebook at work or have Malware
protection?
• Do you agree that web 2.0 is just
another fad?
• Have you had an encounter with a
“virtual world”?
• Do you blog or feel bloated after a
large meal?
4. What is Social Media?
• Fundamental shift in the
way people communicate via
real-time conversations online
• Social media has given HR
the ability to showcase their
employer brand to attract,
retain and repel the right
employee
• Regardless of platform,
advertising must be authentic
and congruent to your
organizational culture
5. What is Social Networking?
Social Networking is any application or
website that links communities of people
together through the ability to upload and
share media such as photos, videos and
bookmarks, blogs, or to message or link
with friends, or to make new ones.
6. The World of Social Networking Changes
Every Day!
7. Can Social Networks Help To Attract,
Retain and Repel Talent?
• Attract – how can you get the best of the best from the current
and future talent pool – both active and passive candidates?
• Retain – how will you keep the good ones you have that really
are a good fit?
• Repel – how can you keep the ones that just don’t fit from
applying in the first place?
8. Recruitment Efforts Have Shifted to the Web
• Businesses are spending less money on paid
media (classifieds, display advertising and job
fairs)
• Recruiters use social media more aggressively
to discover and learn about top candidates
• Traditional recruiting tactics are getting crushed
by social media
As much as 60% - 70% of recruiting is now
happening through social networks!
9. Sourcing Trends Indicate a Growth in the
Use of Social Media
LinkedIn
Social
medias
Employee referrals
Corporate website
Internal databases
Networking events
Online videos
Online job boards
Resume
databases
Career fairs
Ads, Online
No plans to use
Open houses
Decrease usage
Ads,Print Stay about the same
Increase usage
Ads, Broadcast
Source: JCSI, 2010
14. LinkedIn Users by Company Size:
The Big Guys Get it!
Source: Vicenzo Cosenza, www.vincos.it
15. Sales vs. Human Resources
Recruiting is selling!
How can we get the passive
candidates?
• 560,000 visit the home page
every day
• 450 M pages are viewed,
every week
• 42 pages are browsed per
member, every month
Source: Vicenzo Cosenza, www.vincos.it
16. Looking For a New Job?
Four mistakes You Might Be Making
1. Having a Vague
Headline in Your Profile
2. Maintaining a Passive
Profile
3. Not Trying New Tools
4. Networking Only When
You Need Something
18. …Hello Smartphone
More than half of consumers in the
US, UK and China say they would
substitute their Internet usage on a PC
for a mobile device. Source: IBM Online Survey, October 2008
By 2012, sales of smartphones will
exceed 700 million in the global
market as compared to about 190
million in 2008. MocoNews.net, August 2008
19. Twitter User Engagement
• Twitter states they have 175 million registered users.
• 119 million accounts following one or more other
accounts.
• 85 million accounts with one or more followers.
• A little subtraction shows 56 million accounts following
zero other accounts, and 90 million accounts with zero
followers.
• So all of those registered users who do not follow
anyone (or aren't followed by anyone) are active?
• Sure, there are some active celebrities who have huge
followings while not following anyone, but those are
few and far between.
21. This is NO Fairy Tale…
Once upon a Twitter time at Yahoo!
Yahoo! employee Emily West is one of the 1,500 who lost her job
today. Just like Ryan Kuder did during Yahoo!'s February layoffs,
Emily updated her Twitter account throughout the whole
ordeal: Here are her actual tweets:
• Managers are in early and tv crews are outside. Commence
bloodbath. about 3 hours ago from txt
• I checked the employee directory and a couple of people are
gone from the East coast that I know. about 2 hours ago from
web
22. Once upon a Twitter time at Yahoo!
• They have pretty pre-printed signs on doors of the rooms where
they are telling people unlike the red sharpie signs from the last
round. about 2 hours ago from web
• Five people I trained were cut in NY, none from Boston. One
girl in NY that started at the same time as me also got the axe.
about 2 hours ago from web
• Four months of severance is the rumor. Plus they’re herding
people to an employment service after they’re told the news.
about 2 hours ago from web
• FU#$@!!&%**, just saw my new hire trainee from October go
into The Room with her manager. They are laying off an
amazing employee 10 yards away. about 1 hour ago from web
23. Once upon a Twitter time at Yahoo!
• My work BFF Michelle who helped me get my training job and
taught me so much is out. The tears are coming. I hate crying
at work. about 1 hour ago from web
• I’m kicking myself for not bringing some Bailey’s for my coffee.
about 1 hour ago from txt
• The campus gym just sent an email offering 20 min. $20
massages starting at 11. Doubt that’s a coincidence. HAW!
about 1 hour ago from txt
• Some haters say that bloggers are turning the layoffs into a
sport. I think that’s b$$@sh##!! about 1 hour ago from txt
• I’m out. 14 minutes ago from txt
24. How to Get Started: Become an Observer
• Watch and learn
• Follow individuals
• Follow companies
• Leverage emerging technologies
25. Engagement is a Two-Way Street
• Communication is key
• Be timely
• Be responsive
• Be honest
• Be transparent
• Be personal
26. Facebook User Engagement
• 3rd most trafficked website in the world!
• 400 million active registered users
• 5 billion minutes are spent on Facebook each day, worldwide
• Over 500,000 new active users a day
• Average user has 120 friends
• More than 30 million users update their statuses at least once
each day
• 62 billion page views per month
• More than 8 million users become fans of pages each day
30. Keys to A Successful Facebook
Recruiting Page
Ongoing
relevant
content
generation
Goals:
• Build relationships
with talent Seeking out Open
fans dialogue
Careers
• Strengthen your Page
employment brand Success
Asking for Employee
input participation
31. Elements of a Facebook Page Should
Engage Perspective Employees
• “FANS”
• Company Info
• Candid Photos
• Polls
• “Day in the Life”
• Videos
• RSS
• Corp. Responsibility/
Sustainability
• Recruiter Photos
36. Make Sure the Social Experience
Matches the Candidate Experience
Your brand must be in line with your culture and your
social efforts need to be consistent with your brand!
38. Create Social Media Guidelines
• Focus on the “do’s” versus the “do not’s”
• Guidelines rather than policies
• Must align with corporate codes of conduct
• Check your privacy policy
• Keep your guidelines up to date
39. ROI: Get Your Executives Invested
and Involved
• http://about.zappos.com/jobs
• http://www.youtube.com/watch?v=tFyW5s_7ZWc
• http://blogs.zappos.com/blogs/ceo-and-coo-
blog/2009/01/03/your-culture-is-your-brand
41. ROI of Social Networking:
How can we track it?
• Some companies see how
it fits into their Green
efforts
• When is the last time you
used a newspaper
classified ad to conduct a
candidate search?
• Paperless processes
• Live virtual Interviews and
career fairs
42. Why is Green Important to Your Recruiting
Strategy and Overall HR Initiatives?
“While candidates of all generations have begun
evaluating potential employers based on their
“greenness” few in recruiting have leveraged
this hot topic in recruitment communication
and activities”.
“Individual recruiters need to make their firm’s
environment stance a critical element of their
sales pitch to potential applicants and
candidates”
Dr. John Sullivan
June, 2007
44. The Way We Interview Candidates is
Forever Changing
45. Debunking Risk
It’s too risky and uncontrollable!
• Social media interaction
should be viewed no
differently than existing
collaboration models (email,
meetings, etc)
• Identify top 5-10 “worst
case scenarios” and build
contingencies
• Embrace and prepare for
failure
46. Creating Rationale and Justification
Focus on proficiency instead of
It’s a fad…a
technology “tools” or “platforms” waste of time…
Identify potential impact to all
business units (marketing,
service, HR, etc)
Look for synergy and unification
vs. a silo build out
47. Addressing ROI
• Tie social recruiting to the
What’s the ROI? strategy and goals
• Keeping the “I” low will reduce
the dependence on “R”
• Incremental vs. “Big Bang”
• An executive sponsor with
clout and interest
48. It’s All About Charts and Graphs
• Better measurable
results will emerge as
business needs for this
information increase
• Statistics and ROI will
help determine how
businesses grow or reduce
social media staffs
49. ROI: The Cost of Using Social Media vs.
Other Methods
$$$ $$ Free
Corporate
Niche boards
Micro sites
Web advertisements
(word press)
(application)
50. Building your Social Networks:
How to Get Started
• Decide on your corporate voice – who will it be and
how will it be maintained?
• Transparency and authenticity is paramount.
• Approach your social media guidelines with care
• Get executive sponsorship
• Monitor your “Social Footprint”
51. Questions?
Lizz Pellet’s Contact information:
lpellet@felixglobal.com
(480) 221-9649
Follow me on Twitter:
www.twitter.com/lizzpellet
Invite me on LinkedIn:
www.linkedin.com/in/lizzpellet