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.
1) The document discusses best practices for using social media in organizations, including starting with a small pilot program focused on a specific business problem, engaging key influencers, and providing examples and metrics to measure success.
2) It also addresses potential barriers to social media use like lack of resources or concerns about inappropriate content, and provides tips for overcoming barriers like developing clear policies and focusing on tangible goals rather than just adoption rates.
3) The document advocates experimenting with social tools like blogs, Twitter, and Foursquare to engage employees and customers, while deciding what makes sense for the specific organization and tying social media strategies to organizational goals.
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 Impact of Social Media on your Future"
Culture and Leadership Summit
People, Power and Progress
Scanlon Leadership Network and SouthWest Michigan First
Kalamazoo, MI
05.25.2010
Understanding Social Networking Getting Started - Km SummitDvir Reznik
This document discusses social networking and how businesses can use social software tools. It provides an overview of Lotus Connections, a social software platform from IBM. Finally, it outlines three steps to get started with enterprise social software: 1) identify business goals and a pilot audience, 2) locate advocates and sponsors, 3) assess usage and value over time.
Social Media A Low Cost Solution To Attract Emerging Talentlizzpellet
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.
Social Software and Social Media Marketing for frivillige organisationer, NGO...IBM Danmark
The document discusses using social software and social media marketing for non-profits and NGOs. It outlines key drivers for change like different generational expectations. It provides examples of social media tools like blogs, wikis, and social networking and recommends starting by identifying socially active individuals within the organization. The document also presents a 7 step process for social media marketing including establishing objectives, listening to audiences, identifying and engaging influencers, and maximizing distribution of digital assets.
Social media as communication tool draftMamoun Matar
The document provides guidance on using social media for organizations. It discusses how social media allows for conversations and storytelling online. It then outlines the following steps:
1) Do networking and learn about social media and why it's important.
2) Examine current communication methods and make a plan for good social media use. Consider the best ways to communicate.
3) See how other organizations benefit from social media and try out social media websites. The goal is to have fun while learning.
1) The document discusses best practices for using social media in organizations, including starting with a small pilot program focused on a specific business problem, engaging key influencers, and providing examples and metrics to measure success.
2) It also addresses potential barriers to social media use like lack of resources or concerns about inappropriate content, and provides tips for overcoming barriers like developing clear policies and focusing on tangible goals rather than just adoption rates.
3) The document advocates experimenting with social tools like blogs, Twitter, and Foursquare to engage employees and customers, while deciding what makes sense for the specific organization and tying social media strategies to organizational goals.
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 Impact of Social Media on your Future"
Culture and Leadership Summit
People, Power and Progress
Scanlon Leadership Network and SouthWest Michigan First
Kalamazoo, MI
05.25.2010
Understanding Social Networking Getting Started - Km SummitDvir Reznik
This document discusses social networking and how businesses can use social software tools. It provides an overview of Lotus Connections, a social software platform from IBM. Finally, it outlines three steps to get started with enterprise social software: 1) identify business goals and a pilot audience, 2) locate advocates and sponsors, 3) assess usage and value over time.
Social Media A Low Cost Solution To Attract Emerging Talentlizzpellet
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.
Social Software and Social Media Marketing for frivillige organisationer, NGO...IBM Danmark
The document discusses using social software and social media marketing for non-profits and NGOs. It outlines key drivers for change like different generational expectations. It provides examples of social media tools like blogs, wikis, and social networking and recommends starting by identifying socially active individuals within the organization. The document also presents a 7 step process for social media marketing including establishing objectives, listening to audiences, identifying and engaging influencers, and maximizing distribution of digital assets.
Social media as communication tool draftMamoun Matar
The document provides guidance on using social media for organizations. It discusses how social media allows for conversations and storytelling online. It then outlines the following steps:
1) Do networking and learn about social media and why it's important.
2) Examine current communication methods and make a plan for good social media use. Consider the best ways to communicate.
3) See how other organizations benefit from social media and try out social media websites. The goal is to have fun while learning.
The document provides an overview of social media websites and tools for economic development professionals. It discusses popular sites like Facebook, LinkedIn, Twitter and how they can be used for business purposes. The document also provides tips on using profiles, analytics and applications on each platform to engage customers and promote organizations. Screenshots and step-by-step instructions are included to help users set up profiles and customize features.
Les médias sociaux vus par Kodak, 2010Kodak France
Social media provides opportunities for businesses to connect with customers, gain insights, and engage in conversations. The document provides tips for getting started with social media, including setting up profiles on Facebook, Twitter, and YouTube; using applications to listen to conversations; gradually participating in discussions by adding value; and understanding different social media platforms like Facebook and Twitter. The goal is to use social media to help businesses improve customer experience and interactions in an organic way.
The document discusses using social media for recruiting. It notes that social media usage is widespread and many companies have successfully hired candidates through social platforms. It provides tips for implementing a social recruiting strategy, including designating community managers, having an authentic communication plan, and utilizing current employees as brand ambassadors. The document emphasizes that social media should enhance, not replace, existing recruiting strategies and that new tools need to be part of a well-designed strategy rather than seen as the strategy itself.
This document discusses social media and lifestyle. It defines social media as online content created using technologies that allow for highly accessible and scalable publishing. Social media transforms one-way communication into dialogues and democratizes information by allowing people to be publishers, not just readers. The document also defines lifestyle and discusses the five pillars of social media marketing: declaration of identity, identity through association, user-initiated conversation, provider-initiated conversation, and in-person interaction. It debunks some common myths about social media and discusses how to use social media as a branding strategy.
Drive More Revenue - Be Everywhere Your Customers Are...All The Time!Ken Bonifay
Drive More Revenue - Be Everywhere Your Customers Are...All The Time! Bryan Brown @GetVision and Loren McDonald @LorenMcdonald talk about marketing automation and the evolution of the marketing department
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.
Jan 26 2011 gta rewards breakfast web 2 0 and hrCathy McKnight
Building an HR Social Media Strategy focuses on harnessing social media tools--social networks, blogs and wikis--for use in recruiting, employee engagement, training and corporate culture building. During this breakfast session we will review and discuss what social media tools are out there and how they can be used in recruiting, employee engagement, training and corporate culture building, as well as examine case studies and examples of internal social media success stories.
20 Signs You're Probably Not Working For a Social BusinessPaul Taylor
*Note: Creative Commons attributions on this deck are incorrect - currently investigating/fixing!*
We all want to be a social , collaborative business. How do we know when we’ve achieved it?
Here are 20 signs that we’re probably not there yet. Special Star Wars Edition!
This presentation was given at the 2010 IASA Annual Conference. It details the basics of personal branding, how the world of work is changing, the basics of social media and social networking and using these new tools for career development.
An introduction to social media (with animation) october 4Shanta Nathwani
This document provides an introduction to social media. It discusses the author's qualifications and what social media is defined as. The main types of social networks are explained, including Facebook, Twitter, YouTube, and LinkedIn. Tips are provided on blogging, email marketing, and using social media. Examples of how companies have used social media successfully are also presented.
Digital 4 Christ Conference Feedback PresentationJoshua Leach
This is a feedback session of the "Digital 4 Christ" conference I was able to attend. The feedback was given to my colleagues shortly after the conference in Cape Town earlier this year (2011).
The document discusses how social media is becoming increasingly important for recruiting and retaining talent. It provides statistics on social media usage and notes that many companies are successfully using social platforms like Facebook and Twitter to find candidates. The document then offers ideas for how companies can utilize social media in their recruiting strategies, such as by empowering current employees to act as brand ambassadors and referring potential candidates from their own social networks. It emphasizes that having clear social media policies and guidelines can help employees feel more comfortable engaging on these platforms.
This document summarizes a presentation about marketing and social media interventions for early childhood programs. It discusses how marketing has shifted from promotion to engagement through interactive communication. Social media is an important part of marketing strategies now as it allows two-way conversations. The presentation provides an overview of major social media platforms like Facebook, Twitter, and LinkedIn and how each can be used for early childhood audiences. It emphasizes that social media requires planning, policies, training and ongoing effort to be effective.
Skillteam workshop social media final v1.0 05.10.2011Fishtank
The document discusses using social media in a professional context. It covers an overview of relevant social media platforms, how to use social media as an information and promotion channel, which tools to use, and some case studies. It also discusses trends in social media consumption among professionals and how companies are generally supportive of social media use for work purposes.
This document discusses strategies for mixing social media and fundraising. It suggests that social media is important for fundraising because it builds trust, impacts search engine results, allows for rapid word-of-mouth sharing, and helps cultivate the next generation of donors. Both traditional and new online tools are important for fundraising, and social media should be used as part of an overall strategy to achieve specific outcomes like increasing awareness, leads, donations and more. Measurement of social media efforts is also discussed.
online identity & employability feb 2015Lisa Harris
This document discusses building a professional digital profile and online identity. It covers:
- Employers are increasingly using social media to research candidates and positive online profiles can influence hiring decisions. Building an online brand is now important for career development.
- Job seekers should curate their online content to portray a professional image and engage with potential employers on social media and blogs. Blogging is emphasized as an effective way to showcase work and pull all online content together.
- Case studies are presented of individuals who successfully used creative online strategies to boost their careers, including highlighting their skills and networking on sites like LinkedIn.
- Exercises encourage reflection on approaches to managing online identities and how attendees can strengthen their own
Discover Your Inner Marketer and Advocate with Modern Marketing Strategies, N...Engagement Strategies, LLC
This document provides an overview of using modern marketing and social media strategies to advocate for child care. It discusses how to view yourself as an inner marketer and use concepts like the conversion cycle to increase enrollment, fundraising, and recruitment. Specific tactics covered include using stories to connect with people, various social media platforms like Facebook, Twitter and LinkedIn, as well as blogging and creating engaging content. The importance of data collection and search engine optimization to get found online is also covered. Overall it encourages embracing marketing and provides resources for getting started with social media.
Marketing and Social Business: Make sure my business can be found online and ...Elizabeth Quintanilla, MBA
Marketing and Social Business: Make sure my business can be found online and on Social Media!
Slides from July 13th presentation at EGBI in Austin, TX on Marketing, Social Media for ensuring that all the attendees small businesses can be found using their target keywords. Discusses SEO, blogging, email marketing, Social Media, and Elizabeth Quintanilla - Marketing Gunslinger special sauce! After all, Social works best when you use the classic definition of marketing: that it’s about relationships with customers and the actual conversations.
Note: Image Source for Slide 2: http://www.brickmarketing.com/blog/earned-media.htm
Tagged with:
Social Business, Marketing, Social media, Austin Texas, SEO, Email Marketing, Blog
Learn how to improve some Social Media Marketing techniques.
This 3 hour workshop provided some key ideas for social media marketers in creating content and strategies for effective engagement.
The WE Magazine 2012 Listing of Who's Who among women in Ecommerce. Heidi Richards Mooney, Editor in Chief. Listing includes 100 talented women, and Anita Campbell (yours truly) is proud to be among them.
This document summarizes a webinar presented by Manpower on using social media for recruiting. It discusses Intuit's journey in developing a social media recruiting strategy, where they started by using LinkedIn and Facebook, what they learned about engaging candidates on different platforms, and where their strategy has evolved to. It also covers some of the legal issues around using social media for recruiting and screening candidates, emphasizing the need to ensure practices are non-discriminatory, job-related, and consistently applied and documented. The webinar provided best practices for developing a formal social media policy and guidelines for searchers to comply with employment laws.
The document provides an overview of social media websites and tools for economic development professionals. It discusses popular sites like Facebook, LinkedIn, Twitter and how they can be used for business purposes. The document also provides tips on using profiles, analytics and applications on each platform to engage customers and promote organizations. Screenshots and step-by-step instructions are included to help users set up profiles and customize features.
Les médias sociaux vus par Kodak, 2010Kodak France
Social media provides opportunities for businesses to connect with customers, gain insights, and engage in conversations. The document provides tips for getting started with social media, including setting up profiles on Facebook, Twitter, and YouTube; using applications to listen to conversations; gradually participating in discussions by adding value; and understanding different social media platforms like Facebook and Twitter. The goal is to use social media to help businesses improve customer experience and interactions in an organic way.
The document discusses using social media for recruiting. It notes that social media usage is widespread and many companies have successfully hired candidates through social platforms. It provides tips for implementing a social recruiting strategy, including designating community managers, having an authentic communication plan, and utilizing current employees as brand ambassadors. The document emphasizes that social media should enhance, not replace, existing recruiting strategies and that new tools need to be part of a well-designed strategy rather than seen as the strategy itself.
This document discusses social media and lifestyle. It defines social media as online content created using technologies that allow for highly accessible and scalable publishing. Social media transforms one-way communication into dialogues and democratizes information by allowing people to be publishers, not just readers. The document also defines lifestyle and discusses the five pillars of social media marketing: declaration of identity, identity through association, user-initiated conversation, provider-initiated conversation, and in-person interaction. It debunks some common myths about social media and discusses how to use social media as a branding strategy.
Drive More Revenue - Be Everywhere Your Customers Are...All The Time!Ken Bonifay
Drive More Revenue - Be Everywhere Your Customers Are...All The Time! Bryan Brown @GetVision and Loren McDonald @LorenMcdonald talk about marketing automation and the evolution of the marketing department
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.
Jan 26 2011 gta rewards breakfast web 2 0 and hrCathy McKnight
Building an HR Social Media Strategy focuses on harnessing social media tools--social networks, blogs and wikis--for use in recruiting, employee engagement, training and corporate culture building. During this breakfast session we will review and discuss what social media tools are out there and how they can be used in recruiting, employee engagement, training and corporate culture building, as well as examine case studies and examples of internal social media success stories.
20 Signs You're Probably Not Working For a Social BusinessPaul Taylor
*Note: Creative Commons attributions on this deck are incorrect - currently investigating/fixing!*
We all want to be a social , collaborative business. How do we know when we’ve achieved it?
Here are 20 signs that we’re probably not there yet. Special Star Wars Edition!
This presentation was given at the 2010 IASA Annual Conference. It details the basics of personal branding, how the world of work is changing, the basics of social media and social networking and using these new tools for career development.
An introduction to social media (with animation) october 4Shanta Nathwani
This document provides an introduction to social media. It discusses the author's qualifications and what social media is defined as. The main types of social networks are explained, including Facebook, Twitter, YouTube, and LinkedIn. Tips are provided on blogging, email marketing, and using social media. Examples of how companies have used social media successfully are also presented.
Digital 4 Christ Conference Feedback PresentationJoshua Leach
This is a feedback session of the "Digital 4 Christ" conference I was able to attend. The feedback was given to my colleagues shortly after the conference in Cape Town earlier this year (2011).
The document discusses how social media is becoming increasingly important for recruiting and retaining talent. It provides statistics on social media usage and notes that many companies are successfully using social platforms like Facebook and Twitter to find candidates. The document then offers ideas for how companies can utilize social media in their recruiting strategies, such as by empowering current employees to act as brand ambassadors and referring potential candidates from their own social networks. It emphasizes that having clear social media policies and guidelines can help employees feel more comfortable engaging on these platforms.
This document summarizes a presentation about marketing and social media interventions for early childhood programs. It discusses how marketing has shifted from promotion to engagement through interactive communication. Social media is an important part of marketing strategies now as it allows two-way conversations. The presentation provides an overview of major social media platforms like Facebook, Twitter, and LinkedIn and how each can be used for early childhood audiences. It emphasizes that social media requires planning, policies, training and ongoing effort to be effective.
Skillteam workshop social media final v1.0 05.10.2011Fishtank
The document discusses using social media in a professional context. It covers an overview of relevant social media platforms, how to use social media as an information and promotion channel, which tools to use, and some case studies. It also discusses trends in social media consumption among professionals and how companies are generally supportive of social media use for work purposes.
This document discusses strategies for mixing social media and fundraising. It suggests that social media is important for fundraising because it builds trust, impacts search engine results, allows for rapid word-of-mouth sharing, and helps cultivate the next generation of donors. Both traditional and new online tools are important for fundraising, and social media should be used as part of an overall strategy to achieve specific outcomes like increasing awareness, leads, donations and more. Measurement of social media efforts is also discussed.
online identity & employability feb 2015Lisa Harris
This document discusses building a professional digital profile and online identity. It covers:
- Employers are increasingly using social media to research candidates and positive online profiles can influence hiring decisions. Building an online brand is now important for career development.
- Job seekers should curate their online content to portray a professional image and engage with potential employers on social media and blogs. Blogging is emphasized as an effective way to showcase work and pull all online content together.
- Case studies are presented of individuals who successfully used creative online strategies to boost their careers, including highlighting their skills and networking on sites like LinkedIn.
- Exercises encourage reflection on approaches to managing online identities and how attendees can strengthen their own
Discover Your Inner Marketer and Advocate with Modern Marketing Strategies, N...Engagement Strategies, LLC
This document provides an overview of using modern marketing and social media strategies to advocate for child care. It discusses how to view yourself as an inner marketer and use concepts like the conversion cycle to increase enrollment, fundraising, and recruitment. Specific tactics covered include using stories to connect with people, various social media platforms like Facebook, Twitter and LinkedIn, as well as blogging and creating engaging content. The importance of data collection and search engine optimization to get found online is also covered. Overall it encourages embracing marketing and provides resources for getting started with social media.
Marketing and Social Business: Make sure my business can be found online and ...Elizabeth Quintanilla, MBA
Marketing and Social Business: Make sure my business can be found online and on Social Media!
Slides from July 13th presentation at EGBI in Austin, TX on Marketing, Social Media for ensuring that all the attendees small businesses can be found using their target keywords. Discusses SEO, blogging, email marketing, Social Media, and Elizabeth Quintanilla - Marketing Gunslinger special sauce! After all, Social works best when you use the classic definition of marketing: that it’s about relationships with customers and the actual conversations.
Note: Image Source for Slide 2: http://www.brickmarketing.com/blog/earned-media.htm
Tagged with:
Social Business, Marketing, Social media, Austin Texas, SEO, Email Marketing, Blog
Learn how to improve some Social Media Marketing techniques.
This 3 hour workshop provided some key ideas for social media marketers in creating content and strategies for effective engagement.
The WE Magazine 2012 Listing of Who's Who among women in Ecommerce. Heidi Richards Mooney, Editor in Chief. Listing includes 100 talented women, and Anita Campbell (yours truly) is proud to be among them.
This document summarizes a webinar presented by Manpower on using social media for recruiting. It discusses Intuit's journey in developing a social media recruiting strategy, where they started by using LinkedIn and Facebook, what they learned about engaging candidates on different platforms, and where their strategy has evolved to. It also covers some of the legal issues around using social media for recruiting and screening candidates, emphasizing the need to ensure practices are non-discriminatory, job-related, and consistently applied and documented. The webinar provided best practices for developing a formal social media policy and guidelines for searchers to comply with employment laws.
This document discusses using social media as a recruitment tool. It begins by defining social media and providing statistics on social media usage. It then outlines how companies can use various social media platforms like Twitter, Facebook, LinkedIn, YouTube, and blogs in their recruitment strategies. For example, companies can advertise jobs, engage in conversations to build their employer brand, and find potential candidates on these channels. The document also notes some challenges in using social media for recruitment, such as legal issues, being overwhelmed by the volume of content, and needing to overcome fears of ceding control. It emphasizes that social media should complement, not replace, a company's careers website. Overall, the document explores how recruiters can leverage different social media platforms and
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.
Marketing yourself through the social media toolsLoay Qabajeh
The document discusses using social media tools for marketing oneself. It defines social media as a way for people to communicate and share user-generated content online. Some key social media platforms are mentioned like Facebook, YouTube, and LinkedIn. The document encourages using multiple social media channels and platforms to market oneself professionally and engage with communities. It also provides tips on using social media effectively for job searching, networking, and professional development.
Social media provides many opportunities for companies to leverage their networks and engage with candidates as part of their recruitment strategy. It allows companies to source candidates, build their employer brand, engage in conversations, and complement their existing careers sites. While social media platforms like LinkedIn, Facebook, Twitter, and YouTube can help advertise jobs and research prospects, companies must develop a clear strategy to understand where relevant talent engages online and how to effectively connect with them. Any social media recruitment effort also comes with challenges around legal issues, privacy, and maintaining honest and realistic communications.
The document discusses how social media has become an important tool for recruitment. It notes that over 60% of job seekers use search engines to find jobs and that social networks like LinkedIn and Facebook provide ways for recruiters to source and engage with candidates. The document emphasizes that recruiters need to understand candidates' social media use and expectations in order to effectively use these tools for recruitment. It provides tips on using different social media platforms like LinkedIn, Twitter, Facebook, and Google+ for sourcing candidates and maintaining engagement.
The presentation I delivered for Forum3 to a selection of different charities, on how to look at using social media for recruiting employees, volunteers and advocates.
Firecat Studio Social media for Business - NAPMWSusan Price
Presented by Susan Price, CEO and Chief web strategist of Firecat Studio, in San Antonio, Texas, to the National Association of Professional Mortgage Women (NAPMW) Central Region Education Conference, 2009.
Building your online professional profileLisa Harris
The document discusses building an online professional profile. It recommends developing a presence on social media and professional networking platforms like LinkedIn to establish an online personal brand. Employers increasingly use search and social media to evaluate candidates, so an active online profile can help individuals stand out. The document provides tips for job seekers to strategically develop and maintain their online networks and share engaging content to attract potential employers.
Social media can be an effective recruitment tool by enabling companies to build and leverage networks, engage in conversations to source candidates, and enhance their employer branding. While social media is not a recruitment strategy on its own, understanding where target talent engages online and developing strategies to interact with them can help companies recruit passively. Common social media platforms for recruitment include LinkedIn, Facebook, Twitter, and YouTube.
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 using social media for recruitment communications. It provides an overview of trends in media consumption and job searching behaviors. Specifically, it notes that most candidates now look for jobs online and through referrals on social networks. It then outlines different social media options for recruitment, including Facebook, LinkedIn, Twitter, and employing both paid advertising and organic engagement. The document concludes by suggesting recruiters consider all types of social media presence and shifting from a broadcast to dialogue model to build communities and engage existing candidate pools.
1) 55% of HR professionals rate word of mouth as the best source of candidates, and 45% expect 50% of referrals to come through online communities in the next five years.
2) 45% of employers screen candidates' social media sites, and 35% reported finding content that caused them not to hire a candidate.
3) Social media provides businesses an opportunity to engage with potential candidates and employees by allowing participation from users.
1) 55% of HR professionals rate word of mouth as the best source of candidates, and 45% expect 50% of referrals to come through online communities in the next five years.
2) 45% of employers screen candidates' social media sites, and 35% reported finding content that caused them not to hire a candidate.
3) Social media provides businesses an opportunity to engage with potential candidates and employees by allowing participation from users.
The document provides an overview of social media and how companies can utilize various social media platforms. It discusses what social media is, including common social networking, microblogging, photo/video sharing, and virtual world sites. It outlines why companies should engage in social media to gain competitive advantages and improve employee engagement. Specific guidance is provided on setting up Facebook pages, using LinkedIn for recruiting, and implementing social networks internally for communication and collaboration.
This document discusses social media and its relevance for HR. It defines social media and outlines key platforms like LinkedIn, Facebook, Twitter, YouTube and SlideShare. It then explores how social media can be used for talent acquisition, engaging existing employees, and building alumni networks. Finally, it provides case studies of how companies like Dell, Deloitte, AT&T and Best Buy have effectively used social media for advocacy, talent identification and internal communication.
Answers to the World's Scariest Employment Law QuestionsMark Toth
This document appears to be a transcript from an employment law webinar. It discusses various scary employment law questions and issues that employers may face, such as FMLA compliance, ADA accommodations, terminations, and discrimination claims. The presenter aims to make these complex legal topics less scary by providing straightforward advice and summaries. Interactive polling questions are also included to engage participants.
Everything You Ever Wanted To Know About NegotiationMark Toth
This document is a summary of a webinar on negotiation skills. It provides tips on preparing for negotiations, different negotiation models and strategies, building negotiation skills, and closing deals. It emphasizes the importance of preparation, understanding interests rather than positions, finding mutual gains, and maintaining a collaborative approach. Interactive polling questions gauge participants' negotiation comfort levels and preferences. Resources like books and movies on negotiation are also recommended.
What's New and What's Next in Employment Law for 2014Mark Toth
Mark Toth, Chief Legal Officer for North America at ManpowerGroup, provided a presentation on the latest employment law updates and trends. Some of the key points covered include:
- Employment laws are becoming more complex and difficult to comply with, and employment law claims are increasing. Wage and hour lawsuits and EEOC recoveries are rising.
- Many employee engagement levels are low, and employees are increasingly disgruntled. Employers need to focus on keeping employees "gruntled".
- EEOC priorities include pregnancy discrimination, ADA compliance, harassment issues, and access to the legal system. LGBT and criminal background check compliance were also discussed.
- Wage and hour compliance remains
This document provides a summary of an employment law presentation aimed at making employment law less scary. It begins with official disclaimers about not relying on the presentation as legal advice. The presenter then outlines some of the scariest employment law issues according to surveys, including medical leave, terminations, wage and hour issues, and harassment. Throughout, the presentation provides tips on how to reduce legal risks in these areas through proper documentation, training, and consultation with legal experts. The overall goal is to help employers better understand and manage their employment law obligations.
What's New and What's Next in Employment Law for 2014Mark Toth
This document provides a summary of Mark Toth's webinar on employment law updates for 2014. It discusses several new and changing areas of employment law that employers need to be aware of, including developments related to the EEOC, wage and hour laws, FMLA, ADA, social media, and termination practices. Toth emphasizes the importance of knowing the latest laws, focusing on high priority issues, thoroughly investigating all claims, and properly documenting all employment actions to avoid legal risks and stay out of jail in the new year.
This document provides a summary of the Family and Medical Leave Act (FMLA) including:
- Employers with 50 or more employees are covered by the FMLA
- Eligible employees are those who have worked for their employer for 12 months and 1,250 hours in the last year
- The FMLA provides up to 12 weeks of unpaid, job-protected leave per year for qualified medical and family reasons
- Employers can require employees to substitute accrued paid leave for unpaid FMLA leave.
Answers to the World's Scariest Employment Law QuestionsMark Toth
Here are a few tips to help simplify FMLA administration:
1. Designate leave as FMLA-protected as soon as you have enough information to do so. This protects the employee's job and puts everyone on the same page.
2. Use a third-party administrator to handle paperwork and certification. They are experts and can streamline the process.
3. Train managers on their notification obligations when leave is foreseeable vs. unforeseeable. Clear communication is key.
4. Maintain leave records electronically for easy access and tracking intermittent leave.
5. Certify chronic conditions annually rather than every 6 months if the condition/treatment plan hasn't changed.
6.
Everything You Ever Wanted to Know About Employment Law (in 60 seconds or less)Mark Toth
Mark Toth, Chief Legal Officer of North America for ManpowerGroup, gave a presentation on employment law topics. He discussed how employees are increasingly disgruntled, with over half thinking about leaving their current job. He also covered new legal developments, common discrimination claims, ways employers get sued, wage and hour issues like classifying workers correctly, and managing risks from social media. Toth emphasized staying compliant with laws, properly training managers, and addressing any legal issues promptly to avoid costly lawsuits.
Everything You Ever Wanted To Know About Employment Law Mark Toth
The document provides an overview of a presentation on employment law given by Mark Toth, Chief Legal Officer of North America for ManpowerGroup. Some key points from the presentation include:
- Employees are generally disgruntled, with over half saying they would fire their boss and nearly half thinking about leaving their current company.
- Wage and hour violations, particularly in California, often result in large class action lawsuits against employers. Proper classification of employees and compliance with overtime rules is important to avoid liability.
- Employers only win about half of the employment lawsuits filed against them. Discrimination, particularly age and disability, are common claims.
- Social media use policies and NLRB compliance around
This document discusses employee engagement and provides a series of multiple choice questions and answers on the topic. It begins with a disclaimer stating that the presentation should not be construed as legal or medical advice. It then outlines an "Engagement Workout" that includes sections on warming up, the core of engagement, balancing engagement initiatives, envisioning the company's direction, empathizing with employees, enhancing employees' growth, empowering employees, and evaluating engagement efforts. Throughout are facts and statistics about engaged versus disengaged employees from various sources like Gallup, Towers Watson, and others. The overall message is that improving engagement benefits both employees and employers.
This webinar covered various employment law topics including wage and hour issues, unions, investigations, terminations, and ADA compliance. It provided updates on recent legal developments, answered audience questions, and offered practical advice and checklists for compliance. The presentation emphasized the importance of knowing employment laws, properly investigating complaints, consistently applying policies, and treating employees with dignity to avoid costly litigation. It also provided additional free resources for participants to stay informed on legal issues.
This document provides an agenda and materials for a webinar on leadership presented by Mark Toth, Chief Legal Officer of North America. The webinar covers various topics related to leadership such as defining a leader, leadership styles throughout history, how not to lead through examples like pride and lies, and exercises for developing leadership skills like caring, learning, and developing others. It also includes polling questions to engage participants and information on receiving continuing education credits for attending.
The webinar covered strategies for avoiding legal trouble in 2013, including complying with employment laws, reducing discrimination claims, and minimizing the chances of costly lawsuits. Data was presented showing that employment law risks are increasing and juries are more likely to rule against employers. The webinar advised employers to focus on engaging and retaining employees to reduce legal risks.
This document provides a disclaimer and overview of a toolbox of employment law information and resources. The summary states that the toolbox is intended for educational purposes and should not be considered legal advice. It also notes that using the toolbox does not create an attorney-client relationship and that competent legal advice should be sought from a licensed attorney. The toolbox includes glossaries, checklists, guides on topics like ADA/FMLA interaction and wage and hour law, as well as tools for investigations, terminations, reducing legal fees and more.
Answers to the Scariest Employment Law QuestionsMark Toth
Here are the key NLRB rulings in plain English:
- Employees have the right to use company email and equipment for union organizing on non-work time.
- Mandatory arbitration agreements can't block employees from joining together to pursue work-related legal claims.
- Classifying workers as supervisors just to exclude them from unionizing won't necessarily work.
- Overly broad social media, camera and confidentiality policies could interfere with protected concerted activity.
- Non-disparagement rules may chill protected discussions of working conditions.
- At-will employment can still be terminated for good cause, but not for union or protected concerted activities.
The bottom line is the NLRB
The document is a presentation by Mark Toth, Chief Legal Officer of North America for ManpowerGroup, providing an overview of key employment law topics. The presentation includes:
1) A competition to test knowledge of employment law statistics and developments, covering topics like common discrimination claims, EEOC activity, and social media issues.
2) Updates on the increasing number of employment lawsuits, larger lawsuit values, and growth areas for claims like wage/hour violations.
3) Discussion of legal issues around using social media to screen candidates, developing social media policies, and monitoring employee social media use.
4) Reviews of developments in disability, medical leave, and genetic information anti-discrimination laws.
This document provides an employment law toolbox with various cheat sheets and guides on important employment law topics. It includes 3-sentence summaries of key employment laws such as the ADA, ADEA, EPA, ERISA, COBRA and FCRA. The toolbox is intended to serve as a quick reference for understanding essential elements of major employment statutes and avoiding common legal pitfalls.
The document is an agenda for an employment law webinar hosted by ManpowerGroup on July 25, 2012. The webinar covered various employment law topics such as how to prevent and manage litigation, how to conduct investigations without getting investigated, how to terminate employees without getting into legal trouble, and how to avoid issues with social media. The webinar encouraged participation from attendees in deciding topics and included polls and a discussion on stress in the workplace.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
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Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
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Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
1. To download today’s materials, please visit:
www.manpower.us/materials
Social Media and
the Talent
Landscape:
What HR Needs to Know
About Social Media
Tuesday, March 20, 2012
Innovative Workforce Solutions
2. General Information
• Share the webinar
• Ask a question
• Votes (polling questions)
• Rate (before you leave)
To access today’s materials, please visit:
www.manpower.us/materials
Manpower
3. Having Audio Problems?
The audio for this event is streaming to your computer
If you can’t hear through your computer speakers:
US Dial-in Number: 1 857 244 7575
Passcode: 425 124 02#
Manpower
5. Earning HRCI Credit
To receive 1 HRCI for this Webinar, participants must:
− Attend the Webinar for in it’s entirety (one person per computer)
To access today’s materials, please visit:
www.manpower.us/materials
Manpower
6. 6
Meet our Presenters:
Gail Houston
Intuit Right Talent
Recognized on Fortune’s “100 Best Places
To Work” for 11 years in a row
Named #2 most social company by
NetProspex
8. Official Disclaimer
The presentation you are about to witness should not be relied upon
or construed as legal advice. For specific information on recent legal
developments, particular factual situations or the effect of a particular
law, the opinion of qualified legal counsel should be sought.
Failure to stay awake for the remainder of this presentation could
result in potentially long-lasting side-effects, including litigation
headaches, recurring nightmares, and/or severe gastrointestinal
discomfort from having to spend too much time with lawyers.
Please consult with your own Legal and/or HR departments
before making any major changes.
Manpower
9. 9
Creating a Social Recruiting Strategy
• Why Intuit created a social media recruiting strategy
• Where Intuit started
• What Intuit learned
• Where Intuit is going
• How to avoid the legal pitfalls of social recruiting
Manpower
11. Social Used to Mean In-Person Meetings…
But conversations moved online and communities formed
Manpower
12. Recruiters Began to Join LinkedIn…
And thought that candidates were lined up to be found
Manpower
13. Because Candidates are Living in Social…
Over 850 150 million
So recruiters million users users
must learn how
to recruit using
social media. Over 360
million users
100 million
active users
Manpower
15. 15
According to TweetMyJobs Survey
Jan 2012:
• 57% of companies say social media improves
branding
• 48% of companies say social results in more
referrals
• 46% of applicants spend 6 hours or more on
social sites for job search purposes
Manpower
16. 16
According to the 2011 JobVite Report
– 33 Essential Recruiting Stats:
• 73% of applicants age 18-34 found their job
through social networks compared to 53%
through a job board
• 89% of US companies will use social media for
recruiting
• Facebook had 43% of referral hires compared to
41% from LinkedIn
Manpower
17. With the move of candidates to Social…
Intuit created a strategy to engage
Video RSS &
Photo Job Post
Wall
Tools for Email Posts
creating
the buzz
Status
Updates
Share
Events
Polls & Career Site
Quizzes
Discussion Tools for
Boards & creating the
Podcast Groups
conversation
Live
Blogs Chat
Mobile
Devices
Manpower
18. Intuit Started with LinkedIn
Company Page, Groups, Personal Profiles
Manpower
19. Looked for New Ways to Engage on Facebook…
Video Chats, Wall Discussions, Job Posts, Blogs
Facebook Fans
http://www.linqto.com/PlaybackRoom.aspx?roomname=intuitcareers&name=SingleExplicit_2010_09_16_13_33_30_244
Manpower
21. Created Intuit Careers YouTube Channel
• “Your website is
outstanding, and
your video that
directly speaks
to
hiring people
who
are customer-
focused is a
best practice”
Former Disney
Executive
http://www.youtube.com/watch?v=_IWRdDN7NjU
Manpower
22. As Intuit Looked for New Ways to Engage…
Slideshare became Intuit’s 5th social channel –
www.slideshare.net/intuitcareers
72,598 total
presentation views.
Manpower
23. Created Social Media Bootcamp
Trained recruiters on how to be effective social recruiters.
Manpower
24. Social is only social if you have a conversation
• Whether digitally
or in-person,
social
media is called
social because
it works best
when you have
a conversation.
Manpower
25. Intuit Stopped Shortening URLs…
And discovered the power of the bit.ly bundle
Bit.ly bundle
views:
7,600
https://bitly.com/bundles/intuitcareers/n
Manpower
26. Social is only One Tool
• Email • LinkedIn
• Meetup • Twitter
• Facebook • Job Fair
• Digg • In-person
Manpower
27. Intuit Learned Which Numbers Really Mattered
Quantitative Measures Qualitative Measures
Social Media Sites Brand
Followers • Fans Views • Comments • Mentions
Members • Subscribers Retweets • User Experience
Results Participation Rates
Applications • Interviews Employees • Businesses
Offers • Hires All Candidates • The Right Talent
Investment
Time • Cost • Resources
Manpower
28. Intuit Added Google Analytics
As they engaged in conversations, social stats rose...
http://emarketinguide.com/2011/03/google-analytics-upcoming-layout-new-features-design/
Manpower
29. By Encouraging Social Culture,
Intuit Recognized #2 Most Social Company
In the presence of companies like:
• New York Times (#1)
• Adobe (#4)
• Amazon (#6)
• Google (#8)
• Microsoft (#9)
• Disney (#11)
• Apple (#15 - tie)
• eBay (#15 – tie)
http://www.huffingtonpost.com/2011/07/27/the-most-social-
companies_n_908763.html#s316219&title=15_tie_
Manpower
30. 30
POLLING QUESTION
• What sites do you use most for recruiting?
A. Linkedin
B. Twitter
C. Facebook
D. Youtube
Manpower
31. Exploring the Future…
By talking to customers
• How are they using social?
• What do they want to talk about?
• Who do they want to hear from?
• What will prompt them to engage?
Manpower
32. And Exploring New Sites…
https://plus.google.com/u/0/114527969442901187111/about#114527969442901187111/about
Manpower
33. And using innovative tools
Like QR codes for enhanced candidate experience
Intuit QR Code Cookies
Manpower
35. 35
POLLING QUESTION
• Have you been formally trained in how to use social
media for recruiting?
A. Yes
B. No
Manpower
36. What Are Employers Really Doing?
• 73% do no SM training
• 58% say SM benefits > risks
• 56% use SM to screen
• 19% ban SM
Sources: SHRM, Clearswift, DLA Piper, Cisco
Manpower Tuesday, March 20, 2012
37. What Are Employers Really Using?
• 95% LinkedIn • 3% MySpace
• 58% Facebook • 1% Foursquare
• 42% Twitter • 1% Second Life
• 29% Professional Sites • 6% Other
Manpower
Source: SHRM
38. What Are Employers Really Finding?
35%: Bad Stuff 18%: Good Stuff
• 53% inappropriate photos/info • 50% good personality
• 44% drugs/alcohol • 39% strong qualifications
• 35% disparaging comments • 38% creative abilities
• 29% bad communication skills • 35% good communication skills
• 26% discriminatory comments • 19% valid references
• 24% lies about qualifications • 15% awards/accolades
Manpower Tuesday, March 20, 2012
Source: Mindflash
39. True or False?
None of the laws that
apply in the real world
apply in the social
media universe and
therefore I can
completely lose my
mind and absolutely
anything goes.
Manpower
40. Same Old Laws
• Discrimination • Negligent hiring
• NLRA • Off-duty conduct
• FCRA • Arrest records
• GINA • Everything else
Manpower
Source: SHRM
41. 41
Same Old Test
job- job-
related related
job-
related
Manpower
43. 43
Stay Out of Court Basics
• Know the law
• Adopt a reasonable policy
• Consistently enforce it
• Consider SM agreements
• Train searchers and managers
Manpower
44. 44
Search Checklist
• Be Consistent
– All candidates or certain categories
– Same phase of interview process
• Designate Searchers
– Limited # of employees or 3rd party
– Not hiring manager
Manpower
45. 45
Search Checklist
• Limit Scope
– Job-related, job-related, job-related
– Certain approved sites
– No protected class info
• Disclose
– Notify candidates
– Include in application
Manpower
47. 47
POLLING QUESTION
• Does your company have a formal social media policy?
A. Yes
B. No
C. I don’t know
Manpower
48. building social media
the perfect policy
Manpower
49. 49
10 Essential Elements
1. Tie to Vision + Code + Handbook
2. Set clear + reasonable expectations
3. Define SM broooooooooadly
4. Protect trade secrets
5. Clarify who owns what
Manpower
50. 50
10 Essential Elements
6. Ban disparagement/harassment
7. Respect copyrights
8. Include NLRA disclaimer
9. Impose duty to report violations
10. Enforce “up to and including discharge”
Manpower
51. 51
SM Starter Kit
• Blawg: manpowerblogs.com/toth
• Latest legalishness
• SM 101
• SM best practices
• Sample SM policies
Manpower
53. Did you watch this webinar as a recording?
Please request your certificate at
www.manpower.us/requesthrci
Manpower
Editor's Notes
Intuit Inc. has been recognized on Fortune’s “100 Best Places To Work” list for 11 years in a row and is a leading provider of business and financial management solutions for small and mid-sized businesses; financial institutions, including banks and credit unions; consumers and accounting professionals. With over 8,000 employees, Intuit is well known for being socially savvy and was recently named the #2 most social company by NetProspex. That level of passion for innovation allows Intuit to take risks and try new ingenious ways to help customers achieve their dreams.
Intuit Inc. has been recognized on Fortune’s “100 Best Places To Work” list for 11 years in a row and is a leading provider of business and financial management solutions for small and mid-sized businesses; financial institutions, including banks and credit unions; consumers and accounting professionals. With over 8,000 employees, Intuit is well known for being socially savvy and was recently named the #2 most social company by NetProspex. That level of passion for innovation allows Intuit to take risks and try new ingenious ways to help customers achieve their dreams.
Because I’m a lawyer, I have to start w/some legalese. Here’s our official disclaimer …The presentation you are about to witness should not be relied upon or construed as legal advice. For specific information on recent legal developments, particular factual situations or the effect of a particular law, the opinion of qualified legal counsel should be sought. Failure to stay awake for the remainder of this presentation could result in potentially long-lasting side-effects, including litigation headaches, recurring nightmares and/or severe gastrointestinal discomfort from having to spend too much time with lawyers.And please please please consult with your own Legal and/or HR departments before making any major changes.In other words, you can’t sue me, ManpowerGroup or anyone else based on anything you hear today. You have been warned.
“Your LinkedIn initiative has spurred my interest in Intuit all the more.” MBA Grad 2010
Intuit Applicant on Facebook said: “There are not too many companies, especially on the ‘Best Companies to Work for Lists’ that have active recruiters who offer advice, communicate and respond to applicants, encourage social media, etc. I think it says a lot!”
Intuit Careers Recognized “Top 100 US & Canadian Companies Using Social Media to Recruit” Jan 2012 per @MikeVangel 3,890 Tweets2,165 Following2,250 Followers
Videos resonated with jobseekers and passive candidates.48,996 video views52 uploads
“I am quickly being recognized by my peers as a Subject Matter Expert in social recruiting and have been asked to speak at conferences, been interviewed by an online marketing site, The MarketingSherpa, and most recently been asked to publish articles for a recruiting and employment site, HireCentrix. The most significant thing the social media boot camp did to make me a better recruiter was to reignite my passion for recruiting via the social channel!” Leslie Mason, Intuit Social Media Recruiting Expert and Sourcer
“I’ve read several posts from you online to candidates who were concerned with their interview process and have been personally very impressed with your responses. It tells me what I’ve thought for a long time, that Intuit is a place I would really like to work” - Current Hi-tech Regional Manager
Will Google+ become the new Facebook?Does Pinterest have a place in a recruitment strategy?