Double Your Content Engagement via Employee AdvocacyLinkedIn
Our product experts walk you through the benefits of employee advocacy and how LinkedIn’s platform, Elevate, works. You’ll see LinkedIn Elevate in action and learn how you can use it to increase reach and engagement with your content.
Explore:
-- The benefits of employee advocacy
-- The LinkedIn Elevate platform and how it works
-- Company success stories
Social Networking Presentation For Chamber Of CommerceBARBARA ROZGONYI
Social Networking: Connecting Business, Life and Branding for Chamber of Commerce groups.
Developed and presented by Barbara Rozgonyi, this 30-minute presentation introduces groups to the world of social media via LinkedIn, Facebook and Twitter. This presentation drew one of the best attended luncheons of the year. For more information, contact Barbara Rozgonyi at 630.207.7530 or @wiredprworks on twitter.com. Barbara publishes http://wiredPRworks.com and founded Social Media Club Chicago.
This document discusses the importance of having an online personal brand and authority in your field. It notes that people increasingly search online for information on others and find individual experts most credible. Having an online presence can drive business results through new clients, referrals, and repeat business. However, simply having a website is not enough - one must have a strategic plan to define their expertise, create content, control their online platform, and monitor results. The document recommends business owners ask themselves four questions about their online presence and authority, and to partner with an expert to help them start developing their personal brand online.
Innovative Recruiting In A Conservative Corporate Environment at Facebook HQ ...Jenny DeVaughn
Innovative Recruiting In A Conservative Corporate Environment - PowerPoint slides from Recruiting Innovation Summit presentation by Jenny DeVaughn at Facebook HQ on 10.24.11
So maybe you don’t work for a hot new start-up in the Silicon Valley or you don’t have the shirtless “Old Spice Guy” in your commercials. Think you can’t do innovative social recruiting? Think again. Join Waste Management’s Social Media and Employee Branding leader Jenny DeVaughn as she navigates you through her new corporate role, including transforming your brand with existing resources and the lessons she has learned thus far.
How to use social media for recruiting. Social Recruiting is becoming the new norm, with sites like Facebook, Twitter, Pinterest, YouTube, Quora and others joining in alongside LinkedIn to help proactively find and learn about both active and passive candidates. This presentation highlights the who, what, when, where, why, and how of using social media for recruiting, adding statistics on social recruiting and examples of who is using what. By Amy Neumann, Director SEO/ SEM/ SMO, Northeast Ohio Media Group/ NEOMG, presented August 23, 2013 for ERC (Employers Resource Council) in Cleveland, OH.
The document is an annual report from LinkedIn that provides insights into U.S. veterans in the workforce based on data from over 2.1 million veteran profiles on LinkedIn. Some of the key findings include:
- Veterans have lower unemployment rates than the general population and many have achieved high levels in their careers such as executive roles.
- The top metro areas and industries that veterans work in include IT, defense, and government roles.
- Veterans are highly educated and skilled individuals who are actively engaging on LinkedIn to build their professional networks and find jobs.
This document discusses the benefits of social networking and provides tips for using popular social media sites like LinkedIn, Facebook, and Twitter. It notes that social networking allows users to build online communities to share interests and connect with others. Some key statistics provided include that over 55 million professionals use LinkedIn and Facebook has over 350 million active users. The document concludes by recommending the reader set up accounts on these sites and connect with the author.
Double Your Content Engagement via Employee AdvocacyLinkedIn
Our product experts walk you through the benefits of employee advocacy and how LinkedIn’s platform, Elevate, works. You’ll see LinkedIn Elevate in action and learn how you can use it to increase reach and engagement with your content.
Explore:
-- The benefits of employee advocacy
-- The LinkedIn Elevate platform and how it works
-- Company success stories
Social Networking Presentation For Chamber Of CommerceBARBARA ROZGONYI
Social Networking: Connecting Business, Life and Branding for Chamber of Commerce groups.
Developed and presented by Barbara Rozgonyi, this 30-minute presentation introduces groups to the world of social media via LinkedIn, Facebook and Twitter. This presentation drew one of the best attended luncheons of the year. For more information, contact Barbara Rozgonyi at 630.207.7530 or @wiredprworks on twitter.com. Barbara publishes http://wiredPRworks.com and founded Social Media Club Chicago.
This document discusses the importance of having an online personal brand and authority in your field. It notes that people increasingly search online for information on others and find individual experts most credible. Having an online presence can drive business results through new clients, referrals, and repeat business. However, simply having a website is not enough - one must have a strategic plan to define their expertise, create content, control their online platform, and monitor results. The document recommends business owners ask themselves four questions about their online presence and authority, and to partner with an expert to help them start developing their personal brand online.
Innovative Recruiting In A Conservative Corporate Environment at Facebook HQ ...Jenny DeVaughn
Innovative Recruiting In A Conservative Corporate Environment - PowerPoint slides from Recruiting Innovation Summit presentation by Jenny DeVaughn at Facebook HQ on 10.24.11
So maybe you don’t work for a hot new start-up in the Silicon Valley or you don’t have the shirtless “Old Spice Guy” in your commercials. Think you can’t do innovative social recruiting? Think again. Join Waste Management’s Social Media and Employee Branding leader Jenny DeVaughn as she navigates you through her new corporate role, including transforming your brand with existing resources and the lessons she has learned thus far.
How to use social media for recruiting. Social Recruiting is becoming the new norm, with sites like Facebook, Twitter, Pinterest, YouTube, Quora and others joining in alongside LinkedIn to help proactively find and learn about both active and passive candidates. This presentation highlights the who, what, when, where, why, and how of using social media for recruiting, adding statistics on social recruiting and examples of who is using what. By Amy Neumann, Director SEO/ SEM/ SMO, Northeast Ohio Media Group/ NEOMG, presented August 23, 2013 for ERC (Employers Resource Council) in Cleveland, OH.
The document is an annual report from LinkedIn that provides insights into U.S. veterans in the workforce based on data from over 2.1 million veteran profiles on LinkedIn. Some of the key findings include:
- Veterans have lower unemployment rates than the general population and many have achieved high levels in their careers such as executive roles.
- The top metro areas and industries that veterans work in include IT, defense, and government roles.
- Veterans are highly educated and skilled individuals who are actively engaging on LinkedIn to build their professional networks and find jobs.
This document discusses the benefits of social networking and provides tips for using popular social media sites like LinkedIn, Facebook, and Twitter. It notes that social networking allows users to build online communities to share interests and connect with others. Some key statistics provided include that over 55 million professionals use LinkedIn and Facebook has over 350 million active users. The document concludes by recommending the reader set up accounts on these sites and connect with the author.
Tweet This Job - Best Practices for Social Media in Talent Acquisition and Ca...HiringThing
This document provides guidance on using social media for talent acquisition and background screening. It discusses developing a social media plan with company guidelines and using platforms like LinkedIn, Twitter and Facebook to find passive candidates. Evaluating the social media screening process with metrics and feedback is also recommended. Background checks on social media should be done carefully to avoid discrimination, and searching only after an in-person interview is a best practice. Companies are advised to have a written screening policy and use a separate researcher to mitigate legal risks when using social media for hiring purposes.
Social Media for Independent Insurance Agents of IowaAndy Drish
This document summarizes statistics about social media usage among different age groups and discusses how social media can help independent insurance agents. It finds that older generations over 35 are increasingly using social media, with the fastest growth among women aged 55+. While initially adopted more by younger generations, social media is now widely used across age groups for various business and personal purposes. It concludes by explaining how insurance agents can use social media to make connections, build their personal brand, access information, save time, and not feel overwhelmed by determining the key actions to take.
The document discusses the state and future of social media. It notes that while social media usage is widespread, there is no agreement on how to define or measure its impact. Most people do not trust advertising or what companies say about themselves. However, many people believe companies should have a social media presence and interact with customers. It suggests that companies need leadership support to better engage through social media on issues like social responsibility. The future of social media involves greater mobile usage and the potential for all employees to engage through social customer relationship management.
Here are the key steps to starting a WIN according to leaders:
1. Have an internal champion - An engaged employee who is passionate about diversity and inclusion will approach potential sponsors about starting a WIN.
2. Identify business sponsors - The champion will ask for support from senior leaders who see the value of a WIN in engaging employees and clients.
3. Form a steering committee - Pull together a diverse group of volunteers to provide guidance in launching the WIN.
4. Create a mission and goals - Align the WIN's objectives with both supporting women and advancing business priorities.
5. Announce the launch - Promote the WIN internally and externally to attract members.
6. Develop a calendar of events -
The document discusses the essential elements of an effective social recruiting strategy. It notes that social media presents both opportunities and challenges for recruiting organizations. The key elements identified are to engage candidates on social media, provide quality content, interact consistently, measure all efforts, take a methodical approach, partner internally, and not be afraid to experiment. Examples are given of how to find candidates on various social media platforms like Twitter, Facebook, LinkedIn and others. The presentation emphasizes having clear objectives, creating a task force, focusing efforts, using analytics and being active participants in online conversations.
Calgary Legal Marketers - SEO & Web-based Business DevelopmentSteve Matthews
This document summarizes strategies for law firms to establish an online presence. It discusses how traditional media is declining while more people use the internet and social media for information. Search engines and social networks now drive most referrals. The document recommends law firms build their online networks through content writing, search engine optimization (SEO), and link building from relevant organizations. Firms should strategically participate online to both connect with clients and improve their search engine rankings.
HR West 2009 Presentation: Tapping Into The Power Of Social TechnolgoiesCharlene Li
Human resources are inherently about people, and social media is a great way for companies to show their "human" side. This presentation looks at how HR can tap social technologies to recruit, retain, and support employees.
The document discusses how law firms are using social media for marketing, recruiting, and client support. It provides statistics on law firm adoption of social media profiles and content creation. While most firms have social media presences, they are not fully engaging with clients and communities online. Firms cite concerns over client confidentiality and difficulty controlling social media as reasons for this disconnect. The document advocates for firms to practice "corporate journalism" by sharing compelling stories online in order to build their brands and demonstrate thought leadership, and to fully integrate this content marketing with social media engagement.
#NowHiring - The Role of Social Media in Agency RecruitingMichael Cirrito
LinkedIn & The Partnership for Public Service assess the rules of the road for Federal recruiters and talent acquisition professionals who want to be more engaged on Social Media. They spoke with The Office of Personnel Management (OPM), the Office of Government Ethics (OGE), and six different agencies to identify effective and approved practices for being more engaged.
Best Practices In Recruiting With Social Media 10 2011Jennifer McClure
The document discusses best practices for using social media in recruiting. It provides tips for maximizing career websites, Facebook, blogs, Twitter, and LinkedIn to engage candidates and share company culture and employment opportunities. Statistics are presented on the growth of social media platforms and their use among job seekers and companies to research potential employers.
The document discusses marketing and public relations on social media networking websites for Generation Y. It provides an overview of common social media sites and how brands can utilize them. Key recommendations include developing a dedicated social media strategy and goals, focusing on select relevant networks or "hubs", cultivating relationships over time through active participation and adding value to communities, and using metrics to measure impact and guide efforts.
This document discusses social media and its interaction with HR/employment issues. It covers topics like:
1) Employers checking applicants' social media profiles during hiring can find personal information but also information protected by laws like genetic information or past criminal history.
2) Employers should have tailored social media policies to address issues while avoiding interfering with employees' rights to engage in protected concerted activities.
3) The NLRB has ruled that terminating employees for some social media use, like discussions of working conditions, can violate the NLRA, while other uses like inappropriate or offensive individual comments are not protected.
Social media has become an important tool for recruitment. It allows companies to access a large pool of potential job candidates through platforms like LinkedIn and Facebook. However, there are also challenges to consider with social media recruitment. It can be difficult to verify information on profiles, leading to issues with diversity and potential discrimination. There are also risks regarding transparency, confidentiality, and damage to an employer's brand if the wrong candidate is selected. Overall social media is best used as an initial screening tool, with traditional interviews and background checks still needed.
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.
16 Employee Advocacy Statistics to Guide Your 2016 Marketing StrategyKredible
Download the ebook here: www.bit.ly/EmployeeAdvocacyGuide As marketers develop their game plans for 2016, we’re looking back on some of the statistics that reveal the most about the current state of sales, marketing, and consumer behavior.
These stats indicate that organizations will increasingly invest in their employees’ personal brands and employee advocacy programs as a cost-effective way to reach more people, generate more leads, and close more sales.
Relationship Economics: How Social Media Improves Relationships and the Botto...Brian Solis
The future of business is social and collaborative. Relationships with customers and employees matter more than ever. LinkedIn and Altimeter Group's study found that when businesses empower people with information, trust and relevant content – engagement and sharing become powerful economic engines.
Also includes a list of the "Top 25 Most Socially Engaged Companies"
We explore how social media fits – supporting various departments and strategies within your financial institution, including retail banking, branding, commercial and customer service. Presented at the Maine Bankers Association's Emerging Leaders Conference.
This document outlines Springfield's strategic vision and goals to grow the city through 2022. The goals are to: 1) Grow Springfield through business development and investment; 2) Develop the workforce through education; 3) Change perceptions of Springfield through branding and marketing; 4) Revitalize strategic community areas with $175 million in development; and 5) Build a culture of implementation with over a half billion dollars designated for community initiatives. The vision is for Springfield to dream big and envision a prosperous future through innovation and opportunity.
USA Energy Advisors provides advisory services to government agencies and private entities related to advanced energy programs and projects in Ohio. The document outlines various state and federal funding programs to support advanced energy technologies, including loans from the Ohio Air Quality Development Authority and the US Department of Energy. Eligible projects include solar, wind, nuclear, biomass and other advanced energy technologies focused on commercialization and job creation.
Tweet This Job - Best Practices for Social Media in Talent Acquisition and Ca...HiringThing
This document provides guidance on using social media for talent acquisition and background screening. It discusses developing a social media plan with company guidelines and using platforms like LinkedIn, Twitter and Facebook to find passive candidates. Evaluating the social media screening process with metrics and feedback is also recommended. Background checks on social media should be done carefully to avoid discrimination, and searching only after an in-person interview is a best practice. Companies are advised to have a written screening policy and use a separate researcher to mitigate legal risks when using social media for hiring purposes.
Social Media for Independent Insurance Agents of IowaAndy Drish
This document summarizes statistics about social media usage among different age groups and discusses how social media can help independent insurance agents. It finds that older generations over 35 are increasingly using social media, with the fastest growth among women aged 55+. While initially adopted more by younger generations, social media is now widely used across age groups for various business and personal purposes. It concludes by explaining how insurance agents can use social media to make connections, build their personal brand, access information, save time, and not feel overwhelmed by determining the key actions to take.
The document discusses the state and future of social media. It notes that while social media usage is widespread, there is no agreement on how to define or measure its impact. Most people do not trust advertising or what companies say about themselves. However, many people believe companies should have a social media presence and interact with customers. It suggests that companies need leadership support to better engage through social media on issues like social responsibility. The future of social media involves greater mobile usage and the potential for all employees to engage through social customer relationship management.
Here are the key steps to starting a WIN according to leaders:
1. Have an internal champion - An engaged employee who is passionate about diversity and inclusion will approach potential sponsors about starting a WIN.
2. Identify business sponsors - The champion will ask for support from senior leaders who see the value of a WIN in engaging employees and clients.
3. Form a steering committee - Pull together a diverse group of volunteers to provide guidance in launching the WIN.
4. Create a mission and goals - Align the WIN's objectives with both supporting women and advancing business priorities.
5. Announce the launch - Promote the WIN internally and externally to attract members.
6. Develop a calendar of events -
The document discusses the essential elements of an effective social recruiting strategy. It notes that social media presents both opportunities and challenges for recruiting organizations. The key elements identified are to engage candidates on social media, provide quality content, interact consistently, measure all efforts, take a methodical approach, partner internally, and not be afraid to experiment. Examples are given of how to find candidates on various social media platforms like Twitter, Facebook, LinkedIn and others. The presentation emphasizes having clear objectives, creating a task force, focusing efforts, using analytics and being active participants in online conversations.
Calgary Legal Marketers - SEO & Web-based Business DevelopmentSteve Matthews
This document summarizes strategies for law firms to establish an online presence. It discusses how traditional media is declining while more people use the internet and social media for information. Search engines and social networks now drive most referrals. The document recommends law firms build their online networks through content writing, search engine optimization (SEO), and link building from relevant organizations. Firms should strategically participate online to both connect with clients and improve their search engine rankings.
HR West 2009 Presentation: Tapping Into The Power Of Social TechnolgoiesCharlene Li
Human resources are inherently about people, and social media is a great way for companies to show their "human" side. This presentation looks at how HR can tap social technologies to recruit, retain, and support employees.
The document discusses how law firms are using social media for marketing, recruiting, and client support. It provides statistics on law firm adoption of social media profiles and content creation. While most firms have social media presences, they are not fully engaging with clients and communities online. Firms cite concerns over client confidentiality and difficulty controlling social media as reasons for this disconnect. The document advocates for firms to practice "corporate journalism" by sharing compelling stories online in order to build their brands and demonstrate thought leadership, and to fully integrate this content marketing with social media engagement.
#NowHiring - The Role of Social Media in Agency RecruitingMichael Cirrito
LinkedIn & The Partnership for Public Service assess the rules of the road for Federal recruiters and talent acquisition professionals who want to be more engaged on Social Media. They spoke with The Office of Personnel Management (OPM), the Office of Government Ethics (OGE), and six different agencies to identify effective and approved practices for being more engaged.
Best Practices In Recruiting With Social Media 10 2011Jennifer McClure
The document discusses best practices for using social media in recruiting. It provides tips for maximizing career websites, Facebook, blogs, Twitter, and LinkedIn to engage candidates and share company culture and employment opportunities. Statistics are presented on the growth of social media platforms and their use among job seekers and companies to research potential employers.
The document discusses marketing and public relations on social media networking websites for Generation Y. It provides an overview of common social media sites and how brands can utilize them. Key recommendations include developing a dedicated social media strategy and goals, focusing on select relevant networks or "hubs", cultivating relationships over time through active participation and adding value to communities, and using metrics to measure impact and guide efforts.
This document discusses social media and its interaction with HR/employment issues. It covers topics like:
1) Employers checking applicants' social media profiles during hiring can find personal information but also information protected by laws like genetic information or past criminal history.
2) Employers should have tailored social media policies to address issues while avoiding interfering with employees' rights to engage in protected concerted activities.
3) The NLRB has ruled that terminating employees for some social media use, like discussions of working conditions, can violate the NLRA, while other uses like inappropriate or offensive individual comments are not protected.
Social media has become an important tool for recruitment. It allows companies to access a large pool of potential job candidates through platforms like LinkedIn and Facebook. However, there are also challenges to consider with social media recruitment. It can be difficult to verify information on profiles, leading to issues with diversity and potential discrimination. There are also risks regarding transparency, confidentiality, and damage to an employer's brand if the wrong candidate is selected. Overall social media is best used as an initial screening tool, with traditional interviews and background checks still needed.
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.
16 Employee Advocacy Statistics to Guide Your 2016 Marketing StrategyKredible
Download the ebook here: www.bit.ly/EmployeeAdvocacyGuide As marketers develop their game plans for 2016, we’re looking back on some of the statistics that reveal the most about the current state of sales, marketing, and consumer behavior.
These stats indicate that organizations will increasingly invest in their employees’ personal brands and employee advocacy programs as a cost-effective way to reach more people, generate more leads, and close more sales.
Relationship Economics: How Social Media Improves Relationships and the Botto...Brian Solis
The future of business is social and collaborative. Relationships with customers and employees matter more than ever. LinkedIn and Altimeter Group's study found that when businesses empower people with information, trust and relevant content – engagement and sharing become powerful economic engines.
Also includes a list of the "Top 25 Most Socially Engaged Companies"
We explore how social media fits – supporting various departments and strategies within your financial institution, including retail banking, branding, commercial and customer service. Presented at the Maine Bankers Association's Emerging Leaders Conference.
This document outlines Springfield's strategic vision and goals to grow the city through 2022. The goals are to: 1) Grow Springfield through business development and investment; 2) Develop the workforce through education; 3) Change perceptions of Springfield through branding and marketing; 4) Revitalize strategic community areas with $175 million in development; and 5) Build a culture of implementation with over a half billion dollars designated for community initiatives. The vision is for Springfield to dream big and envision a prosperous future through innovation and opportunity.
USA Energy Advisors provides advisory services to government agencies and private entities related to advanced energy programs and projects in Ohio. The document outlines various state and federal funding programs to support advanced energy technologies, including loans from the Ohio Air Quality Development Authority and the US Department of Energy. Eligible projects include solar, wind, nuclear, biomass and other advanced energy technologies focused on commercialization and job creation.
The Ohio Job Ready Sites Program (JRS) provides funding to develop industrial sites in Ohio to fill gaps in available sites. The program has three site categories: manufacturing, mega manufacturing, and technical/research centers. Sites must meet development standards and be certified. For the 2010-2011 funding round, $20 million is available in competitive funds, with grants of up to $3.5 million for high-intensity infrastructure projects requiring certification, and up to $750,000 for low-intensity projects where certification is preferred but not required. The document provides contact information for the program directors.
The 166 Loan Program was created in 1982 to promote economic development in Ohio by providing low-interest loans to businesses. Loans of $500,000 to $1 million are made available from a revolving loan fund to help businesses create new jobs or preserve existing employment. Eligible projects include manufacturing, research and development, and distribution. As loans are repaid, the funds are used to issue new loans to other qualifying businesses.
"The 3 Rs: Recession, Resources + Recovery" - speech by reknown economist and Dean of the Maxine Goodman Levine College of Urban Affairs at Cleveland State University...Dr. Ned Hill. Given at the 2009 Annual Meeting of the Ohio Economic Development Association (OEDA).
David Zak presented a 6-step plan for using social media as a tool for housing and economic development. The plan includes developing a strategy, organizing resources, creating and sharing content, developing infrastructure, assessing and adjusting efforts, and listening and engaging. Social media provides opportunities for producers and consumers to connect, but for work, it is about creating and sharing content rather than relationships. Tools can help record, process, store and distribute content online as part of an effective social media strategy.
A PowerPoint presentation by the State of Ohio (Ohio Labor Market Information) on what the job market will look like over the next 7 years (until 2016).
The 711th Human Performance Wing is projecting vacancies that will be filled through various hiring programs and authorities. Positions will be transitioning to the Wright-Patterson Air Force Base and will include jobs in general schedule, wage grade, and new pay plans under the Air Force Laboratory Personnel Demonstration Project. The 711th HPW will use tools like internal recruitment, direct hiring authority, and competitive examining to fill openings. Job seekers are advised to broadly apply through multiple avenues like USAJOBS.gov and attending recruiting events. Contact information is provided for manpower and personnel points of contact.
A PowerPoint put together by Joe Zeis of the Dayton Development Coalition about the impact on the Dayton economy of the 2005 BRAC (Base Realignment And Closure).
This document discusses recommendations from the Greater Ohio Policy Center to help restore prosperity to Springfield, Ohio by transitioning to the next economy. It identifies Springfield's strengths in areas like education, infrastructure, and quality places. Recommendations include building on assets like innovation, human capital, and infrastructure through policies around advanced manufacturing, workforce training, and transportation funding. Governance reforms aim to encourage regionalism and collaboration. Engaging the federal government could help Ohio cities compete for funds and shape policy to support transitioning communities. Pilot projects and partnerships will help implement the recommendations.
This document discusses various tax credits and incentives in Ohio including a $15 million technology investment tax credit, a $10 million state new markets tax credit to support similar investments to the federal program, and a sporting events tax credit for hosting events like the Super Bowl and Final Four that does not provide funding until fiscal year 2012. It also provides contact information for Steve Schoeny and Chad Smith from the Strategic Business Investment Division at the Ohio Department of Development to answer any questions.
The Ohio Film Tax Credit program provides a refundable, non-transferable tax credit to businesses and individuals based on eligible production expenditures (EPEs) made in Ohio. EPEs must meet the minimum of $300,000 and will be credited at 35% for wages of Ohio residents and 25% for all other EPEs. To qualify as an Ohio resident, an individual must maintain a domicile in Ohio for at least six months of the year.
The document summarizes several SBA economic recovery programs including:
- $375 million for temporary fee reductions or eliminations on SBA loans and increased loan guarantees up to 90%
- The American Recovery Capital (ARC) program which provides $255 million for loans up to $35,000 to help viable small businesses facing immediate financial hardship meet existing debt payments.
- Details on eligibility and use of funds for the ARC program and other SBA recovery initiatives.
The document discusses the relationship between social media and human resources (HR) departments. It notes that while social media provides opportunities for businesses, it also poses risks that HR must help manage. The document provides statistics on social media usage and outlines how various platforms like LinkedIn, Facebook, and Twitter can be both friends and foes to HR. It emphasizes the importance for businesses to create formal social media policies to address legal and compliance issues around employee usage. The goal of such policies is to educate employees and reduce risks to the company's reputation from inappropriate social media use.
The document discusses social media recruitment (SMR) and its importance. SMR has become a major tool for hiring, with over 90% of companies using platforms like LinkedIn, Facebook, and Twitter to recruit candidates. It provides advantages like access to a large pool of passive and active job seekers, improved candidate quality, and faster hiring. The document promotes Dakotta Alex and his company FastHire.com for helping organizations build their employment brands and perform effective SMR.
This document discusses the growing use of social networking sites for both personal and professional purposes. It provides statistics from surveys that found 45% of employers use social networking sites to research job candidates, up from 22% the previous year. The document outlines benefits of using social networking sites such as LinkedIn, Facebook, Twitter, and Plaxo to build professional connections, find employees and business partners, manage one's professional reputation and brand, and stay informed about industry news and trends. It also provides tips for using social networking sites safely and effectively in a professional context.
Keynote Presentation from !gnite Social Media Conference, Great Lakes Bay Soc...Shannon Paul
Slides from my !gnite Social Media keynote presentation with 11 key insights learned from managing social media internally: getting internal support, addressing web shortcomings, working with legal and developing a budget.
Starting a Social Media Staffing Strategy - WebinarJCSI
The document provides strategies for using social media in staffing and recruitment. It discusses how social media allows recruiters to build a pipeline of candidates and followers. Recruiters can use platforms like LinkedIn, Facebook, Twitter, YouTube and more to connect with candidates, build their employment brand, source passively, and measure their efforts. The document recommends recruiters develop a strategy and start with LinkedIn before expanding to other sites to source candidates in new ways.
The document discusses how social media is changing recruitment and the future of staffing. It notes that talent is now more accessible through social networks and companies need to build pipelines of followers on sites like LinkedIn and engage candidates. The document provides tips on using sites like LinkedIn, Facebook, Twitter and YouTube to engage candidates and establish an employment brand. It emphasizes measuring engagement and content strategies for different social networks.
This document provides an overview of social media strategies and best practices for Cisco partners. It discusses listening to customers and insights, seeding and participating in social networks, using social media for visibility, education and communication, crowdsourcing, and addressing risks. Specific platforms and metrics are mentioned for various strategies. Best practices include alignment with business objectives and having a strategic plan that includes listening, learning, planning, participation and measuring initiatives.
Leverage the Power of Social Media for Your Business: Presented by CiscoSquareOne|Consulting
The document provides an overview of social media presented by Susan Burton Lowry. It discusses definitions of social media and popular platforms, industry best practices, strategic approaches and tools for social media use, and considerations for small businesses. It also addresses risks, listening strategies, and developing a social media plan and policy.
This document provides tips for using LinkedIn to hire the best talent. It recommends establishing a company presence by developing branding assets, acquiring followers, and posting engaging updates. It also suggests analyzing follower engagement and optimizing content. The document outlines how to find and share relevant content, stand out from competitors, and measure recruiting results on LinkedIn. The overall goal is to build an engaged community of followers on LinkedIn to facilitate inbound and outbound recruiting.
Using Web 2.0 to Find Your Next Adventure - Henderson Hall 3/1/11ClearedJobs.Net
This document provides tips for using social networks and the internet to aid in one's job search. It recommends having clear goals and strategies, networking extensively online through sites like LinkedIn and Twitter, and professionalizing all online profiles and communications. Specific guidance is given for using sites like LinkedIn, Twitter, Facebook, and posting videos to help expand one's network and make connections with potential employers.
Using Social Media in Your Job Search - Updated June, 2010ClearedJobs.Net
At the Cleared Job Fair on June 17, 2010 in Tysons Corner VA Using Social Media as part of your Job Search was presented and updated with current information.
This document provides tips for using LinkedIn to hire the best talent. It outlines strategies for developing a company presence on LinkedIn, engaging followers through status updates and sharing relevant content, and measuring the results of these efforts. The goal is to build an engaged community around the company that is more likely to view job postings and accept recruiter outreach. Metrics like followers, traffic, and engagement are discussed to help optimize the LinkedIn strategy.
Cutting Through The Noise: Simplifying & Socializing (Updated 2/10)Alison Engelsman
Cutting through the Noise- Simplifying & Socializing (Updated 2/10) is about taking a step back and revealing that underneath all the “noise” of social media there is a solid communication tool that, if used correctly, can have a positive impact on an organization's recruiting efforts. This is an encore presentation originally given at HR Tampa in September 2009, although this version includes updates within the industry and more current statistics. Presented at the SHRM Jacksonville monthly meeting, February 2010.
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.
How Law Firms Build Trust for Your Business Online (Social Media Policy)Mike Mintz
This presentation gives the legal and business framework for corporations looking to build trust online with their customers. Through partnering with a law firm to craft a custom social media policy, deploy it to staff, and maintain continuous monitoring and litigation support, businesses can more effectively enter the social media space with confidence.
The document provides information about Anne Nimke's experience in human resources and recruiting. It states that she has nearly 30 years of experience in HR and staffing. She is recognized as a leader in recruitment process outsourcing and has led strategic client engagements and long-term outsourced talent acquisition programs. She graduated from Marquette University and is involved in several professional associations.
This document summarizes key issues organizations face with social media in the workplace and provides strategic questions to guide decision making. It discusses how social media affects entire organizations by influencing employees, customers, and the company's brand. Both benefits and risks of social media are outlined for various uses, like recruitment, training, and marketing. However, most organizations still lack clear social media strategies and policies. The document concludes by posing strategic questions for organizations to consider in developing an effective social media approach, such as whether and how social media should be used to support business goals while mitigating risks.
The document describes an online career guidance company called Path 101 that aims to help people discover career paths and make career decisions. It does this by collecting and analyzing large amounts of career data scraped from resumes and social networks. The company has launched an initial website with career assessments and a resume analyzer. It plans to improve data collection and analysis, expand career discovery tools, and pursue partnerships and business models to become "Mint.com for your career."
Ohio Construction Conference - David Zak - 3/8/2013SpringfieldEdge
The document provides an agenda for an Ohio construction conference discussing state programs focused on minority businesses, jobs creation, workforce development, and tourism. It summarizes the organizational structure of relevant state offices and initiatives like JobsOhio, Ohio Third Frontier, Ohio Matchmaker, and TourismOhio. Contact information is provided for the minority business assistance coordinator to help with construction and minority business issues in Ohio.
Nextedge Applied Research & Technology Park in Ohio offers an ideal environment for advanced technology companies located in the center of Ohio's 3rd Frontier technology corridor. It provides a wealth of technology resources, experienced IT staff, high-speed fiber, and proximity to colleges and military organizations. Nextedge is also strategically located within 60 miles of Dayton, Columbus, and Cincinnati, providing access to customers throughout Ohio and within a 200-mile radius.
The document outlines 5 goals for the Springfield MSA region: 1) Grow the region through business parks and job creation, 2) Develop the workforce through education investments, 3) Change negative perceptions through branding and events, 4) Revitalize strategic areas like downtown Springfield through investments, and 5) Build a culture of implementation to achieve the goals through offensive action. It provides updates on achieving Goal 1 through business park development and job numbers, and lists many urban planning and infrastructure projects to achieve Goal 4 around revitalization.
The document summarizes several financing programs offered by the Ohio Department of Development to support businesses and communities. It outlines loans available for companies and communities including the 166 Direct Loan program, Ohio Enterprise Bond Fund, Research and Development Investment Loan Fund, and Innovation Ohio Loan Fund. Key details provided on each program include available funding amounts, eligible costs, interest rates, terms, and collateral/security requirements.
Iris Cooper - ODOD - Entrepreneurship + Small BizSpringfieldEdge
The slides from Iris Cooper's presentation to the HITS team in Springfield, OH. Iris is the Director of the Entrepreneurship + Small Business Division of the Ohio Dept. of Development.
Michelle "Mickey" Dickman, Director of the Air Force Research Laboratory Wright Site Small Business Office, talks on how to do business with Wright-Patterson and how to do it well.
SWCO (Southwest Central Ohio) PTAC (Procurement Technical Assistance Center) Director Meredith Threatt's PowerPoint presentation at the 2009 Selling to the Government event held 9/24/2009
PowerPoint Presentation by Victoria McCoy on the history, development and modifications of hair dryers for Introduction to Engineering class (Kenton Ridge High School)
The Springfield Business Development Center provides business counseling, training, and loan programs to support existing small businesses and startups in the Springfield, Ohio area. It was founded in 1986 and offers services like business plans, marketing assistance, financing help, and facility space from its office building purchased by the city. The center helps both new and existing small businesses with less than 50 employees through startup viability assessments, financial performance analysis, and access to various local, state, and federal loan programs.
The Greater Springfield Chamber of Commerce and WorkPlus Employer Survey contacted employers in healthcare, manufacturing, IT, and banking/finance. Responses showed in-demand skill sets include high school diplomas, STNA certification, welding experience, and soft skills. Some employers downsized in the past year. Employers assess qualifications during hiring and plan to invest, expand space, and provide training next year. Recommendations include more soft-skill training, emphasizing education benefits, and adding career training to school curriculums.
The PowerPoint presentation of Jim Franks, Executive Director and Dean of Corporate and Public Services, at the 2009 Training Grant Seminar put on by the Chamber's Manufacturers' Council and Clark State.
PowerPoint presentation by Mary Benedict, Senior Workforce Development Specialist at the Ohio Dept. of Development, on the Ohio Workforce Guarantee program
This document summarizes services provided by WorkPlus Employer Services to help employers and job seekers. It offers online job postings, job matching, labor market information, and access to 4.5 million resumes. Employers can utilize on-the-job training programs to defray up to 50% of new employee wages. Customized training is available to enhance current skills or introduce new skills. Rapid response services provide assistance for layoffs through worker orientations, training programs, and economic development resources. Contact information is provided for rapid response coordinators.
Observability Concepts EVERY Developer Should Know -- DeveloperWeek Europe.pdfPaige Cruz
Monitoring and observability aren’t traditionally found in software curriculums and many of us cobble this knowledge together from whatever vendor or ecosystem we were first introduced to and whatever is a part of your current company’s observability stack.
While the dev and ops silo continues to crumble….many organizations still relegate monitoring & observability as the purview of ops, infra and SRE teams. This is a mistake - achieving a highly observable system requires collaboration up and down the stack.
I, a former op, would like to extend an invitation to all application developers to join the observability party will share these foundational concepts to build on:
Pushing the limits of ePRTC: 100ns holdover for 100 daysAdtran
At WSTS 2024, Alon Stern explored the topic of parametric holdover and explained how recent research findings can be implemented in real-world PNT networks to achieve 100 nanoseconds of accuracy for up to 100 days.
GridMate - End to end testing is a critical piece to ensure quality and avoid...ThomasParaiso2
End to end testing is a critical piece to ensure quality and avoid regressions. In this session, we share our journey building an E2E testing pipeline for GridMate components (LWC and Aura) using Cypress, JSForce, FakerJS…
Maruthi Prithivirajan, Head of ASEAN & IN Solution Architecture, Neo4j
Get an inside look at the latest Neo4j innovations that enable relationship-driven intelligence at scale. Learn more about the newest cloud integrations and product enhancements that make Neo4j an essential choice for developers building apps with interconnected data and generative AI.
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
Alt. GDG Cloud Southlake #33: Boule & Rebala: Effective AppSec in SDLC using ...James Anderson
Effective Application Security in Software Delivery lifecycle using Deployment Firewall and DBOM
The modern software delivery process (or the CI/CD process) includes many tools, distributed teams, open-source code, and cloud platforms. Constant focus on speed to release software to market, along with the traditional slow and manual security checks has caused gaps in continuous security as an important piece in the software supply chain. Today organizations feel more susceptible to external and internal cyber threats due to the vast attack surface in their applications supply chain and the lack of end-to-end governance and risk management.
The software team must secure its software delivery process to avoid vulnerability and security breaches. This needs to be achieved with existing tool chains and without extensive rework of the delivery processes. This talk will present strategies and techniques for providing visibility into the true risk of the existing vulnerabilities, preventing the introduction of security issues in the software, resolving vulnerabilities in production environments quickly, and capturing the deployment bill of materials (DBOM).
Speakers:
Bob Boule
Robert Boule is a technology enthusiast with PASSION for technology and making things work along with a knack for helping others understand how things work. He comes with around 20 years of solution engineering experience in application security, software continuous delivery, and SaaS platforms. He is known for his dynamic presentations in CI/CD and application security integrated in software delivery lifecycle.
Gopinath Rebala
Gopinath Rebala is the CTO of OpsMx, where he has overall responsibility for the machine learning and data processing architectures for Secure Software Delivery. Gopi also has a strong connection with our customers, leading design and architecture for strategic implementations. Gopi is a frequent speaker and well-known leader in continuous delivery and integrating security into software delivery.
A tale of scale & speed: How the US Navy is enabling software delivery from l...sonjaschweigert1
Rapid and secure feature delivery is a goal across every application team and every branch of the DoD. The Navy’s DevSecOps platform, Party Barge, has achieved:
- Reduction in onboarding time from 5 weeks to 1 day
- Improved developer experience and productivity through actionable findings and reduction of false positives
- Maintenance of superior security standards and inherent policy enforcement with Authorization to Operate (ATO)
Development teams can ship efficiently and ensure applications are cyber ready for Navy Authorizing Officials (AOs). In this webinar, Sigma Defense and Anchore will give attendees a look behind the scenes and demo secure pipeline automation and security artifacts that speed up application ATO and time to production.
We will cover:
- How to remove silos in DevSecOps
- How to build efficient development pipeline roles and component templates
- How to deliver security artifacts that matter for ATO’s (SBOMs, vulnerability reports, and policy evidence)
- How to streamline operations with automated policy checks on container images
How to Get CNIC Information System with Paksim Ga.pptxdanishmna97
Pakdata Cf is a groundbreaking system designed to streamline and facilitate access to CNIC information. This innovative platform leverages advanced technology to provide users with efficient and secure access to their CNIC details.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
In the rapidly evolving landscape of technologies, XML continues to play a vital role in structuring, storing, and transporting data across diverse systems. The recent advancements in artificial intelligence (AI) present new methodologies for enhancing XML development workflows, introducing efficiency, automation, and intelligent capabilities. This presentation will outline the scope and perspective of utilizing AI in XML development. The potential benefits and the possible pitfalls will be highlighted, providing a balanced view of the subject.
We will explore the capabilities of AI in understanding XML markup languages and autonomously creating structured XML content. Additionally, we will examine the capacity of AI to enrich plain text with appropriate XML markup. Practical examples and methodological guidelines will be provided to elucidate how AI can be effectively prompted to interpret and generate accurate XML markup.
Further emphasis will be placed on the role of AI in developing XSLT, or schemas such as XSD and Schematron. We will address the techniques and strategies adopted to create prompts for generating code, explaining code, or refactoring the code, and the results achieved.
The discussion will extend to how AI can be used to transform XML content. In particular, the focus will be on the use of AI XPath extension functions in XSLT, Schematron, Schematron Quick Fixes, or for XML content refactoring.
The presentation aims to deliver a comprehensive overview of AI usage in XML development, providing attendees with the necessary knowledge to make informed decisions. Whether you’re at the early stages of adopting AI or considering integrating it in advanced XML development, this presentation will cover all levels of expertise.
By highlighting the potential advantages and challenges of integrating AI with XML development tools and languages, the presentation seeks to inspire thoughtful conversation around the future of XML development. We’ll not only delve into the technical aspects of AI-powered XML development but also discuss practical implications and possible future directions.
Communications Mining Series - Zero to Hero - Session 1DianaGray10
This session provides introduction to UiPath Communication Mining, importance and platform overview. You will acquire a good understand of the phases in Communication Mining as we go over the platform with you. Topics covered:
• Communication Mining Overview
• Why is it important?
• How can it help today’s business and the benefits
• Phases in Communication Mining
• Demo on Platform overview
• Q/A
UiPath Test Automation using UiPath Test Suite series, part 5DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 5. In this session, we will cover CI/CD with devops.
Topics covered:
CI/CD with in UiPath
End-to-end overview of CI/CD pipeline with Azure devops
Speaker:
Lyndsey Byblow, Test Suite Sales Engineer @ UiPath, Inc.
1. Social Media for HR Professionals David R. Zak SHRMA November 12, 2009
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3. 3 Due to the current financial challenges in the U.S. economy, do you anticipate that in the next 12 months the use of social networking websites by your organization for recruiting potential job candidates will increase, stay the same or decrease? n = 355
4. 4 Why is your organization using or planning to use social networking sites more now than before? n = 136 Note: Percentages do not total to 100% as respondents were allowed multiple choices. Only respondents who indicated a current or possible increase in the next 12 months of social network website usage for recruitment were asked this question.
5. ↑ Recruitment est. Social Media Policy ↑ Training ↑ Professional Development
10. Recruitment Social Media job posting Twitter searches Twitter hashtags Service providers (www.tweetmyjobs.com) LinkedIn network LinkedIn groups LinkedIn searches LinkedIn pay to play Facebook network Facebook fan v. groups
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12. Social Media Policy Chad Houghton, director of e-media and business development at SHRM: “it might be beneficial not to create some arbitrary rules without first seeing where the opportunities and risks really are”
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14. Professional Development Twitter lists Twitter hashtags + search Blogs (RSS, Google Reader, email) Smartphones + text LinkedIn Groups YouTube, SlideShare
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19. Training Tweet at events Video - YouTube PowerPoint – SlideShare Blog embedding Surveys, interaction (comments)
20. Do you buy in? What more are you going to do? What additional platform are you going to try? What recruitment are you going to try? What prof. development are you going to try? What training idea are you going to try? When + how are you going to develop a social media policy, if at all?