The document discusses using social media for professional development as an HR professional. It recommends starting by lurking and observing discussions on sites like LinkedIn and Twitter. Then begin interacting by commenting, asking questions, and sharing relevant content and knowledge to help establish your own personal brand. Regular participation and authentic conversations are key to fully leveraging social media.
BC HRMA Social Media, the Recruiting EqualizerJessica Lee
This document discusses how social media can be used as a recruiting equalizer. It provides tips for an HR professional on using social media for recruiting purposes. The key points are:
- Social media allows everyone equal access to opportunities regardless of their background.
- HR professionals should lurk and observe different social networks first before participating to understand the culture and conversations.
- When participating, they should focus on building community through authentic conversations rather than just broadcasting job postings.
The document provides 5 changes that must be made to improve one's LinkedIn profile and networking. The changes are: 1) Avoid generic connection requests and introduce yourself personally; 2) When asking for recommendations, be specific about the person and skills for which you want endorsement; 3) Avoid using LinkedIn's default text and messages and personalize all communication; 4) Do not integrate Twitter updates into your LinkedIn feed as they have different audiences; 5) Carefully proofread for spelling and grammar mistakes to make a professional impression. Making these changes will help users strategically maximize their networking on LinkedIn.
jumping into social media: for HR pros + recruiters. the basics!Jessica Lee
The document discusses jumping into social media for HR professionals. It suggests beginning participation in social media either as an individual or organization. It provides a "social media starter pack" with basic, intermediate, and advanced steps for getting involved on various social media platforms like Twitter, LinkedIn, and blogs. The key principles for social media success are participation, conversation, authenticity, and influencing rather than controlling conversations.
onboarding strategies for gen y - IQPC, january 2008Jessica Lee
The document discusses onboarding strategies for Generation Y employees. It outlines the characteristics of Gen Y, including that they are goal-oriented, tech-savvy, and want meaningful work and relationships. The document also examines Gen Y's workplace expectations, such as contributing immediately and receiving frequent feedback. It proposes adapting the onboarding lifecycle to meet Gen Y's preferences, such as completing the onboarding process within the first day on the job. The document recommends that HR professionals create an onboarding framework and tools but that managers still need to manage. It also suggests leveraging technology during onboarding.
project SAME - preso part 1. HR = marketing.Jessica Lee
This 3 sentence document discusses envisioning a group of HR professionals and the HR function at a company. It suggests considering both a positive view of what is seen as well as what many others may see. The document prompts the reader to think about different perspectives of an HR team and department.
Job search 2.0: georgetown university - student chatJessica Lee
The document discusses using social media for personal branding during a job search. It notes the current job market has 6.4 job seekers per opening and continuing job losses. It advises job seekers to use privacy settings as needed on social media, claim consistent usernames and profile pictures. The document provides tips for having an effective personal brand, including being self-aware, honest about strengths, and comfortable with who you are. It encourages job seekers to use social media to make connections as if networking at a cocktail party.
social recruiting summit - minneapolis - quick hitJessica Lee
The document discusses challenges and strategies around social recruiting. It raises questions about how to measure social recruiting success, manage time on social networks, and respond to negativity. It also addresses issues like ensuring consistent messaging, gaining support from leadership, and determining who owns a company's social media community.
BC HRMA Social Media, the Recruiting EqualizerJessica Lee
This document discusses how social media can be used as a recruiting equalizer. It provides tips for an HR professional on using social media for recruiting purposes. The key points are:
- Social media allows everyone equal access to opportunities regardless of their background.
- HR professionals should lurk and observe different social networks first before participating to understand the culture and conversations.
- When participating, they should focus on building community through authentic conversations rather than just broadcasting job postings.
The document provides 5 changes that must be made to improve one's LinkedIn profile and networking. The changes are: 1) Avoid generic connection requests and introduce yourself personally; 2) When asking for recommendations, be specific about the person and skills for which you want endorsement; 3) Avoid using LinkedIn's default text and messages and personalize all communication; 4) Do not integrate Twitter updates into your LinkedIn feed as they have different audiences; 5) Carefully proofread for spelling and grammar mistakes to make a professional impression. Making these changes will help users strategically maximize their networking on LinkedIn.
jumping into social media: for HR pros + recruiters. the basics!Jessica Lee
The document discusses jumping into social media for HR professionals. It suggests beginning participation in social media either as an individual or organization. It provides a "social media starter pack" with basic, intermediate, and advanced steps for getting involved on various social media platforms like Twitter, LinkedIn, and blogs. The key principles for social media success are participation, conversation, authenticity, and influencing rather than controlling conversations.
onboarding strategies for gen y - IQPC, january 2008Jessica Lee
The document discusses onboarding strategies for Generation Y employees. It outlines the characteristics of Gen Y, including that they are goal-oriented, tech-savvy, and want meaningful work and relationships. The document also examines Gen Y's workplace expectations, such as contributing immediately and receiving frequent feedback. It proposes adapting the onboarding lifecycle to meet Gen Y's preferences, such as completing the onboarding process within the first day on the job. The document recommends that HR professionals create an onboarding framework and tools but that managers still need to manage. It also suggests leveraging technology during onboarding.
project SAME - preso part 1. HR = marketing.Jessica Lee
This 3 sentence document discusses envisioning a group of HR professionals and the HR function at a company. It suggests considering both a positive view of what is seen as well as what many others may see. The document prompts the reader to think about different perspectives of an HR team and department.
Job search 2.0: georgetown university - student chatJessica Lee
The document discusses using social media for personal branding during a job search. It notes the current job market has 6.4 job seekers per opening and continuing job losses. It advises job seekers to use privacy settings as needed on social media, claim consistent usernames and profile pictures. The document provides tips for having an effective personal brand, including being self-aware, honest about strengths, and comfortable with who you are. It encourages job seekers to use social media to make connections as if networking at a cocktail party.
social recruiting summit - minneapolis - quick hitJessica Lee
The document discusses challenges and strategies around social recruiting. It raises questions about how to measure social recruiting success, manage time on social networks, and respond to negativity. It also addresses issues like ensuring consistent messaging, gaining support from leadership, and determining who owns a company's social media community.
Building Capability 2012 - Employer Brand - TonicEmma Mirrington
Tonic focus on the following hot employer branding topics at our Building Capability Conference 2012:
How does the talent we need make decisions about who to work for?
Is the role of the employer brand adjusting to reflect changing candidate behaviour?
Is it realistic to expect an employer re-brand to solve all of our recruitment
challenges?
If we acted together as employers, would we all stand to benefit from the power of combined branding – or are we better off branding individually?
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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 document is an employment application for a Resort Brand Manager position. It summarizes the applicant's background, including where he was born and raised, his university education in business, and his current role as a Business Development Officer. It outlines some of his accomplishments in his current role, including marketing campaigns and relationship building. However, the applicant notes it is not his passion. The application explains that his dream job involves using his skills and interests in technology, people, adventure, challenges, and connecting with others through social media, events, and brand management.
The noble art of building brands worth sharing for EURIBPolle de Maagt
The EURIB, the European Institute for Brand management, which was founded by Riezebos and where marketeers are educated in brand, design & reputation management. An impressive line up of guest lecturers (Jeroen de Bakker, Jim Stolze, Renee Peeters, Ingmar de Lange, amongst others) trains the marketeers in branding, digital, positioning and reputation management. A line up that makes me wish I could be a student there.
Very similar to Lessius several days ago, with a lot of practical examples, I try to gently convince the students to create stuff worth sharing. To be maniacal in managing expectations. To create acts, not ads. To not only contact consumers when they have to pay an invoice, but to gradually engage them via campaigns AND programs. And that to do this, you have to change companies from the inside. Not by brute force, but by smart projects.
The noble art of building brands worth sharing for Lessius Interactive Market...Polle de Maagt
Acts not ads. I guess trying to change marketeers to do less advertising and more acts from time to time means you have to preach to new marketeers. Well, preaching might not be the right word but nudging or gently convincing to be more about acts pretty much sums it up.
Gently convincing to create stuff worth sharing. To be maniacal in managing expectations. To create acts, not ads. To not only contact consumers when they have to pay an invoice, but to gradually engage them via campaigns AND programs. And that to do this, you have to change companies from the inside. Not by brute force, but by smart projects.
So, here’s to the new class of marketeers at Lessius Mechelen that is prepared to build brands worth sharing and talking about.
Are your customers your fans? Are they recommending you to their friends? Or are your relationships with them just scratching the surface? Find out the 9 characteristics that make up all relationships (and catch a glimpse of the super-secret way you can measure their potential to turn into customers and advocates) and why it's so important for organizations today to focus on building them. Based on the upcoming book "Recommend This! Delivering Digital Experiences that People Want to Share" (Wiley, 2014) by Jason Thibeault and Kirby Wadsworth.
Gary Moneysmith presented information on how to effectively use Twitter for business purposes. The presentation covered how to set up an account, find people to follow, engage in conversations, take photos, use hashtags and third-party applications, and tweet on behalf of a company. It emphasized staying on-brand and authentic, sharing useful information, and having multiple people manage a company account.
The document provides tips for user experience (UX) professionals who are part of small teams or working alone. It recommends educating other team members about UX practices, collaborating closely with teams through activities like design studios, and sharing work frequently via presentations, prototypes, and surveys to get feedback. Remaining optimistic is important when facing frustrations like lack of access to users or teams not prioritizing UX work.
Mid-level professionals often feel stuck due to a lack of boundaries between their personal and professional lives. They give up personal time to constantly respond to work demands through mobile devices. As a result, they lose track of their own goals and have no clear distinction between work and non-work time. This leaves them exhausted and unable to pursue meaningful activities outside of work.
The document provides guidelines for employees of Ajax on using social media both professionally and personally. It advises that professionally, employees should prioritize representing Ajax's brand and interests over other audiences. They should follow Ajax's voice and messaging strategies while avoiding mistakes that reflect poorly on the company. Personally, employees are encouraged to be authentic and share aspects of their true selves and lives, but should avoid tagging others or discussing politics, religion, or other sensitive topics that could undermine their credibility. The guidelines aim to help employees successfully promote Ajax's interests while expressing themselves individually.
WordCamp Las Vegas Site Architecture & BrandingAmanda Blum
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The 10 Mistakes I've made...so you don't have toTara Hunt
This document outlines 10 mistakes the author has made while starting and running her company Buyosphere. They include: 1) Focusing too much on the final product vision rather than building the minimum viable product, 2) Focusing on the wrong metrics and priorities, 3) Not establishing company culture from the beginning, 4) Not quitting her day job soon enough, 5) Getting too caught up in hype and press coverage rather than product-market fit, 6) Underestimating the time needed to raise money, 7) Listening too much to tech press, 8) Focusing too much on competition rather than their own goals, 9) Not learning enough from competitors' successes and failures, and 10) Not communicating enough with
This document discusses building and sustaining communities. It notes that community is important for software development, release, and sustaining software over time. It stresses how critical users are to the community. It suggests that communication, inclusiveness, consideration, a sense of ownership, participation, enthusiasm, pride in contributions, and adoption are all important for building and sustaining a thriving community. The document aims to start a discussion on communities.
This document provides guidance on effective job hunting strategies, especially in challenging economic times. It emphasizes the importance of networking, developing contacts, and taking personal responsibility for one's job search over more passive methods. Key recommendations include actively participating in industry groups, volunteering, engaging contacts through questions, maintaining a contact database, and following up consistently.
A new startup called Tagzidy aims to create an augmented reality experience that connects people to places and things around them. The founders see an opportunity to better document life experiences through geo-tagged "footprints" and connect businesses to customers through geo-located "coins" that offer promotions. Tagzidy's platform allows users to automatically discover and engage with these virtual objects in the real world as they go about their daily lives. The founders believe this type of mobile location-based social network could become very popular and provide new monetization opportunities for brands.
Closing keynote at GOVIS 2009 by Nat Torkington. First part: a Web 2.0 hypemerchant social media consultant. Second part: a bozo manager. Third part: honest truths.
Linda Davis presented information on understanding social media. Some key points included: engaging in social media takes time, with 30 minutes a day recommended to start; knowing your audience is important; popular social networks include Facebook, Twitter, LinkedIn and YouTube; creating lists, pages and groups on networks can help engage your audience; and blogging can provide opportunities but requires regular posting. The presentation emphasized using social media as a conversation to become a resource and help others.
This document summarizes Adam Keys' presentation on "People Hacks" at OSCON 2007. It discusses how interacting with people is an important part of software development as it is a collaborative process. It provides tips for advocating ideas by getting people to smile and be in a good mood. It advises against negativity and criticism unless you know the person well. It also discusses dealing with "jerks" by having a zero tolerance policy for abusive behavior and removing toxic people from projects and communities.
This document provides advice for embracing digital change and transformation. It discusses how to change an organization's "digital DNA" by addressing many aspects on every level, including structures, individuals, teams, departments, management, communication and more. It also emphasizes the importance of speed and acting like a startup by focusing on solutions, setting tight deadlines, and challenging the status quo. Additionally, it recommends finding "Pippi Longstocking" type people who will drive change, rather than more cautious "Annika" types, when building a team.
This document provides best practices for using social media for business purposes. It recommends keeping personal and professional accounts separate, focusing posts on bringing value to your target audience, monitoring your communities and competitors, and maintaining appropriate ratios of broadcasted information versus engagement. It also lists specific dos and don'ts, such as giving credit when reposting others' work, correcting mistakes promptly, and avoiding self-promotion in comment sections.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
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Tonic focus on the following hot employer branding topics at our Building Capability Conference 2012:
How does the talent we need make decisions about who to work for?
Is the role of the employer brand adjusting to reflect changing candidate behaviour?
Is it realistic to expect an employer re-brand to solve all of our recruitment
challenges?
If we acted together as employers, would we all stand to benefit from the power of combined branding – or are we better off branding individually?
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The EURIB, the European Institute for Brand management, which was founded by Riezebos and where marketeers are educated in brand, design & reputation management. An impressive line up of guest lecturers (Jeroen de Bakker, Jim Stolze, Renee Peeters, Ingmar de Lange, amongst others) trains the marketeers in branding, digital, positioning and reputation management. A line up that makes me wish I could be a student there.
Very similar to Lessius several days ago, with a lot of practical examples, I try to gently convince the students to create stuff worth sharing. To be maniacal in managing expectations. To create acts, not ads. To not only contact consumers when they have to pay an invoice, but to gradually engage them via campaigns AND programs. And that to do this, you have to change companies from the inside. Not by brute force, but by smart projects.
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Acts not ads. I guess trying to change marketeers to do less advertising and more acts from time to time means you have to preach to new marketeers. Well, preaching might not be the right word but nudging or gently convincing to be more about acts pretty much sums it up.
Gently convincing to create stuff worth sharing. To be maniacal in managing expectations. To create acts, not ads. To not only contact consumers when they have to pay an invoice, but to gradually engage them via campaigns AND programs. And that to do this, you have to change companies from the inside. Not by brute force, but by smart projects.
So, here’s to the new class of marketeers at Lessius Mechelen that is prepared to build brands worth sharing and talking about.
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Mid-level professionals often feel stuck due to a lack of boundaries between their personal and professional lives. They give up personal time to constantly respond to work demands through mobile devices. As a result, they lose track of their own goals and have no clear distinction between work and non-work time. This leaves them exhausted and unable to pursue meaningful activities outside of work.
The document provides guidelines for employees of Ajax on using social media both professionally and personally. It advises that professionally, employees should prioritize representing Ajax's brand and interests over other audiences. They should follow Ajax's voice and messaging strategies while avoiding mistakes that reflect poorly on the company. Personally, employees are encouraged to be authentic and share aspects of their true selves and lives, but should avoid tagging others or discussing politics, religion, or other sensitive topics that could undermine their credibility. The guidelines aim to help employees successfully promote Ajax's interests while expressing themselves individually.
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new
talent
• pro
version
available
for
recrui?ng
• company
X-‐Ray
tools
23. • basics:
create
a
profile,
connect
w/
candidates,
post
jobs
• intermediate:
involve
yourself
in
groups,
talk
about
your
company
&
industry
• advanced:
build
a
community
for
your
industry,
communicate
w/
candidates
24. • microblogging
–
Twiher
140
characters
or
less…
• pick
who
you
want
to
follow..
• link
sharing
rules
the
day…
• who
you
follow
has
to
be
consistent
with
your
philosophy
on
how
to
use…
25. • basics:
create
an
account,
tweet
about
yourself,
your
company
&/or
industry,
link
to
job
pos?ngs
• intermediate:
communicate
w/
candidates,
use
hashtags
• advanced:
company
specific
account
–
toggle
between
personal/company
account
33. Are
job
I’m
hiring
an
intern!
START
or
onversa?on
JOIN
boards
dying?
Which
are
you
Referrals?
using?
a
c
Have
you
ever
heard
I
need
a
(interact)
of
the
trainer
John
Spence?
Any
good?
turnover
Someone
make
I
hate
calculator!
me
laugh.
It’s
been
a
hard
day.
monster.com
I
love
my
&
cancelled
I
read
this
really
company.
Free
good
ar?cle
on
my
contract
employee
pizza
and
beer
engagement!
every
too!
Thursday!
34. DECIDE
begin
as
an
organizaTon
jump
in
as
an
individual