How do you consistently engage your audience? How do you tell a compelling story? This presentation shows, through the P-L-A-Y framework, just how you can make your stories move through social networks
This document discusses the importance of continuous digital strategy and engagement in a changing media landscape. It emphasizes understanding audiences through listening, researching their behaviors and interests, and creating relevant content to start meaningful conversations. Measurement of engagement, influence and the spread of content is important for evolving the strategy over time based on what resonates. The goal is turning user-generated stories into amplification of the brand message through conversation rather than one-way shouting.
This document discusses the opportunities and lessons of Web 2.0 for businesses. It notes that markets have become conversations as people share knowledge quickly online. It argues that companies must listen to these online conversations and communities to understand their markets. The rise of user-generated content and new online tools are transforming how value is created and how people interact, representing a fundamental shift for businesses.
Nuevas tendencias en traducción automática (2000)Joseba Abaitua
Este documento resume las nuevas tendencias en traducción automática. Explica que la traducción automática ha evolucionado desde enfoques basados en reglas hacia métodos basados en datos, con mayor integración de recursos y énfasis en dominios específicos. También destaca el auge de la localización de software y la demanda de traductores con habilidades tanto lingüísticas como técnicas.
The document discusses using digital storytelling to brand yourself or a product. It emphasizes that an effective story does not need to be big, but should have a beginning, middle, and end. Small stories can be just as impactful as big ones. The key is to define what you want to happen with your brand and make that promise tangible to customers through a story they control.
How do you consistently engage your audience? How do you tell a compelling story? This presentation shows, through the P-L-A-Y framework, just how you can make your stories move through social networks
This document discusses the importance of continuous digital strategy and engagement in a changing media landscape. It emphasizes understanding audiences through listening, researching their behaviors and interests, and creating relevant content to start meaningful conversations. Measurement of engagement, influence and the spread of content is important for evolving the strategy over time based on what resonates. The goal is turning user-generated stories into amplification of the brand message through conversation rather than one-way shouting.
This document discusses the opportunities and lessons of Web 2.0 for businesses. It notes that markets have become conversations as people share knowledge quickly online. It argues that companies must listen to these online conversations and communities to understand their markets. The rise of user-generated content and new online tools are transforming how value is created and how people interact, representing a fundamental shift for businesses.
Nuevas tendencias en traducción automática (2000)Joseba Abaitua
Este documento resume las nuevas tendencias en traducción automática. Explica que la traducción automática ha evolucionado desde enfoques basados en reglas hacia métodos basados en datos, con mayor integración de recursos y énfasis en dominios específicos. También destaca el auge de la localización de software y la demanda de traductores con habilidades tanto lingüísticas como técnicas.
The document discusses using digital storytelling to brand yourself or a product. It emphasizes that an effective story does not need to be big, but should have a beginning, middle, and end. Small stories can be just as impactful as big ones. The key is to define what you want to happen with your brand and make that promise tangible to customers through a story they control.
The recent Outlook for Australian Social Business 2012 showed there was a perception gap between brands and customers. This goes far beyond "social media" - and becoming a "Social Business" means reaching beyond just Facebook or Twitter. It's about transforming your business, industry and relationships.
Por otra ruta en traducción automática (2001)Joseba Abaitua
El documento discute diferentes enfoques en traducción automática, incluyendo traducción basada en reglas, basada en analogía y basada en máquinas. También cubre temas como la segmentación de textos, proyectos de traducción automática en España y el debate sobre ciclo de vida de documentación y localización de contenido.
The document discusses the rise of Web 2.0 and how it has changed business models. It notes that Web 2.0 allows for more conversation and user participation through sites like Flickr, YouTube, and Wikipedia. It also discusses how this has led to a convergence of markets, with knowledge workers expecting rich web experiences at work similarly to how they engage online outside of work. This new "Brand-to-Community" model extends consumer-focused engagement strategies into the enterprise space.
Plenary Session: You Too Social Media Conference (3/08)Bill Sledzik
The document discusses best practices for using social media and two-way communication strategies. It provides examples of organizations that have successfully implemented these strategies, including Dove's "Real Beauty" campaign, Goodwill's social media presence, and Vyatta's use of bloggers to promote its products. The key aspects of successful strategies discussed are engaging in conversation with narrow audiences, using research to inform content, integrating various communication channels, and establishing response mechanisms to facilitate two-way discussion.
InterestingSouth: Cluetrain - Through the Eyes of a ChildGavin Heaton
Presentation for InterestingSouth. To reimagine the world we live in, we often try to "see through the eyes of a child". But what happens when the world of a four year old collides with the new media world of the Cluetrain Manifesto? This THREE minute presentation puts a digital camera in the hands of my daughters.
This document describes a weekly coffee meetup called "Coffee Mornings" that takes place every Friday at 8am at the Single Origin coffee shop in Surry Hills, Sydney. The meetup was started by bloggers Emily Reed and Gavin Heaton as a way to get to know other people in their community over coffee. It has grown popular on social media under the Twitter handle @coffeemornings, though the organizers emphasize it is a low-key, relaxed event focused on conversation and community building more than work or promotion. Photos included were taken at past Coffee Mornings events.
The document provides guidance on developing key messaging for communications, including:
1. Defining a concise mission/proposition and vision in less than 10 words.
2. Crafting a clear, jargon-free core message that directly addresses the needs fulfilled by the product or service.
3. Identifying from the client/consumer's perspective what they are looking for in a partner and how the product/service addresses their needs in 1-3 points.
Some ABCs on using quotes in storytelling, followed by some basic rules of attribution and punctuation. Nothing fancy here -- just an overview of concepts.
I distribute these slides to my students to help them become more precise writers. I sometimes even bore them with it in class, but I don't recommend that.
Let’s face it, it is becoming harder and harder to attract the best talent. And without great people, you’ll never achieve a high-performance culture. As a result, your growth ambitions will be left unfulfilled. In short, it is critical to have an “irresistible” pay offer.
In this presentation, you will learn:
What a well-crafted pay philosophy should address and why it matters to the people you are trying to attract.
How to design a pay approach that appeals to the millennial employees you need to recruit.
Why a compensation strategy rooted in a value-sharing model is essential to an irresistible pay offer.
How top talent evaluates your compensation plan—and what they want it to help them achieve.
Why “how” you pay top producers is more important than “how much” you pay them.
How to create a rewards plan that offers unlimited earnings potential and pays for itself.
To watch the recording, visit https://www.vladvisors.com/webinars/the-3-parts-of-an-irresistible-pay-offer
This document provides an overview of employer reputation management. It discusses:
- The importance of managing perceptions as an employer through both actions and communications.
- Why reputation is important, including attracting talent, retention, and competitive advantage.
- Key aspects of a good reputation including values, culture, corporate reputation, and people policies.
- How to manage reputation through understanding goals, senior leadership buy-in, creating the right environment internally, and developing communications to showcase these efforts.
The document is intended as a guide for HR, communications, and business professionals on developing an employer brand and reputation. It is based on research with leading employers on their approaches.
2014 career professionals survey resultsSharon Graham
The 2014 Career Professionals Survey provides insight into the work and life of Career Practitioners who support the Canadian labour market. In particular, we compare and contrast the work/life of SELF-EMPLOYED practitioners versus those who are EMPLOYED by organizations within the sector.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
The campaign report outlines SEEK's objectives to raise awareness of their profile function and increase profile acquisitions. Research found profiles benefit candidates by keeping them considered for roles. The target audience are professionals open to opportunities. Objectives include generating awareness, motivating profile creations, and changing perceptions. The campaign's big idea is "Employees' Market" to represent how SEEK empowers employees. It will include a video on social media, digital billboard ads, and escalator ads to promote profile sign-ups. Success will be measured by awareness, engagement, and new profiles.
This campaign report summarizes SEEK's objectives to raise awareness of and drive acquisition of SEEK Profiles. Research found many professionals are satisfied but open to opportunities, and SEEK Profiles allow candidates to be considered for jobs even when not actively looking. The target audience are ages 25-45 who believe in self-improvement. The campaign's big idea is an "Employees' Market" where employers look for candidates through SEEK Profiles. A video, digital ads, and ambient escalator ads will feature candidates happily receiving job offers to encourage profile creation.
Finding and keeping great people has never been more important—or as competitive. As a result, once you’ve secured premier talent, the last thing you can afford to do is lose those employees. However, if your organization is like most, you are at risk of losing your key performers. There are four primary reasons your best people may be considering leaving and why a focus on greater employee engagement is so critical. To learn what they are—and how they might work for your business—be sure to view this broadcast.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
Improve your agency's culture, vision and yes, profitability, by employing more progressive hiring practices in your recruiting process. Using data from a creatively driven industry -- advertising -- help your finance, executive and TA department align your greatest ambition for your business to the talent you attract.
Randstad how to attract talent guide 2016_finalMot Juste
The document provides guidance on how employers can become more attractive to potential employees. It discusses focusing on employer branding and understanding what motivates different generations and demographics when seeking employment. Specific strategies suggested include emphasizing benefits like training, career progression, and work-life balance for younger workers, while highlighting salary, job security, and stability for older workers. The document also stresses the importance of actions aligning with messaging to build a strong, authentic employer brand across all communication channels and company levels.
Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.
SpringRole is a platform that crowdsources personal referrals to find qualified candidates for companies. It works by targeting unique matches for job openings and delivering them to individuals in its network who can then refer candidates from their own trusted networks. This allows companies to access reliable referrals at scale. SpringRole filters referrals algorithmically and vets applicants to deliver qualified candidates to hiring companies. It has a network of over 7 million passive candidates and successfully matches referrals to openings at a 250:1 ratio, with 10% being near-perfect matches and an overall success rate of 75%.
The recent Outlook for Australian Social Business 2012 showed there was a perception gap between brands and customers. This goes far beyond "social media" - and becoming a "Social Business" means reaching beyond just Facebook or Twitter. It's about transforming your business, industry and relationships.
Por otra ruta en traducción automática (2001)Joseba Abaitua
El documento discute diferentes enfoques en traducción automática, incluyendo traducción basada en reglas, basada en analogía y basada en máquinas. También cubre temas como la segmentación de textos, proyectos de traducción automática en España y el debate sobre ciclo de vida de documentación y localización de contenido.
The document discusses the rise of Web 2.0 and how it has changed business models. It notes that Web 2.0 allows for more conversation and user participation through sites like Flickr, YouTube, and Wikipedia. It also discusses how this has led to a convergence of markets, with knowledge workers expecting rich web experiences at work similarly to how they engage online outside of work. This new "Brand-to-Community" model extends consumer-focused engagement strategies into the enterprise space.
Plenary Session: You Too Social Media Conference (3/08)Bill Sledzik
The document discusses best practices for using social media and two-way communication strategies. It provides examples of organizations that have successfully implemented these strategies, including Dove's "Real Beauty" campaign, Goodwill's social media presence, and Vyatta's use of bloggers to promote its products. The key aspects of successful strategies discussed are engaging in conversation with narrow audiences, using research to inform content, integrating various communication channels, and establishing response mechanisms to facilitate two-way discussion.
InterestingSouth: Cluetrain - Through the Eyes of a ChildGavin Heaton
Presentation for InterestingSouth. To reimagine the world we live in, we often try to "see through the eyes of a child". But what happens when the world of a four year old collides with the new media world of the Cluetrain Manifesto? This THREE minute presentation puts a digital camera in the hands of my daughters.
This document describes a weekly coffee meetup called "Coffee Mornings" that takes place every Friday at 8am at the Single Origin coffee shop in Surry Hills, Sydney. The meetup was started by bloggers Emily Reed and Gavin Heaton as a way to get to know other people in their community over coffee. It has grown popular on social media under the Twitter handle @coffeemornings, though the organizers emphasize it is a low-key, relaxed event focused on conversation and community building more than work or promotion. Photos included were taken at past Coffee Mornings events.
The document provides guidance on developing key messaging for communications, including:
1. Defining a concise mission/proposition and vision in less than 10 words.
2. Crafting a clear, jargon-free core message that directly addresses the needs fulfilled by the product or service.
3. Identifying from the client/consumer's perspective what they are looking for in a partner and how the product/service addresses their needs in 1-3 points.
Some ABCs on using quotes in storytelling, followed by some basic rules of attribution and punctuation. Nothing fancy here -- just an overview of concepts.
I distribute these slides to my students to help them become more precise writers. I sometimes even bore them with it in class, but I don't recommend that.
Let’s face it, it is becoming harder and harder to attract the best talent. And without great people, you’ll never achieve a high-performance culture. As a result, your growth ambitions will be left unfulfilled. In short, it is critical to have an “irresistible” pay offer.
In this presentation, you will learn:
What a well-crafted pay philosophy should address and why it matters to the people you are trying to attract.
How to design a pay approach that appeals to the millennial employees you need to recruit.
Why a compensation strategy rooted in a value-sharing model is essential to an irresistible pay offer.
How top talent evaluates your compensation plan—and what they want it to help them achieve.
Why “how” you pay top producers is more important than “how much” you pay them.
How to create a rewards plan that offers unlimited earnings potential and pays for itself.
To watch the recording, visit https://www.vladvisors.com/webinars/the-3-parts-of-an-irresistible-pay-offer
This document provides an overview of employer reputation management. It discusses:
- The importance of managing perceptions as an employer through both actions and communications.
- Why reputation is important, including attracting talent, retention, and competitive advantage.
- Key aspects of a good reputation including values, culture, corporate reputation, and people policies.
- How to manage reputation through understanding goals, senior leadership buy-in, creating the right environment internally, and developing communications to showcase these efforts.
The document is intended as a guide for HR, communications, and business professionals on developing an employer brand and reputation. It is based on research with leading employers on their approaches.
2014 career professionals survey resultsSharon Graham
The 2014 Career Professionals Survey provides insight into the work and life of Career Practitioners who support the Canadian labour market. In particular, we compare and contrast the work/life of SELF-EMPLOYED practitioners versus those who are EMPLOYED by organizations within the sector.
Based on our findings, in this year’s report you’ll find a diverse array of workplace and employee quality of life factors represented; these include trends related to the built environment, technological advances and the workforce. Each of the trends, by definition, has the ability to improve the quality of life of people and their communities. As one would expect, however, organizational commitment
to its people — both on a professional and personal level — remains a central theme among all of our trends. With more employees viewing their work and life as one, it can only benefit an organization
to become acquainted with the workplace trends that will engage and retain the workforce of 2014.
The campaign report outlines SEEK's objectives to raise awareness of their profile function and increase profile acquisitions. Research found profiles benefit candidates by keeping them considered for roles. The target audience are professionals open to opportunities. Objectives include generating awareness, motivating profile creations, and changing perceptions. The campaign's big idea is "Employees' Market" to represent how SEEK empowers employees. It will include a video on social media, digital billboard ads, and escalator ads to promote profile sign-ups. Success will be measured by awareness, engagement, and new profiles.
This campaign report summarizes SEEK's objectives to raise awareness of and drive acquisition of SEEK Profiles. Research found many professionals are satisfied but open to opportunities, and SEEK Profiles allow candidates to be considered for jobs even when not actively looking. The target audience are ages 25-45 who believe in self-improvement. The campaign's big idea is an "Employees' Market" where employers look for candidates through SEEK Profiles. A video, digital ads, and ambient escalator ads will feature candidates happily receiving job offers to encourage profile creation.
Finding and keeping great people has never been more important—or as competitive. As a result, once you’ve secured premier talent, the last thing you can afford to do is lose those employees. However, if your organization is like most, you are at risk of losing your key performers. There are four primary reasons your best people may be considering leaving and why a focus on greater employee engagement is so critical. To learn what they are—and how they might work for your business—be sure to view this broadcast.
VisionLink has been building rewards strategies for over 20 years. Now we want to share our secrets with you. Join us to learn the four steps to effective pay design and why each is essential.
Improve your agency's culture, vision and yes, profitability, by employing more progressive hiring practices in your recruiting process. Using data from a creatively driven industry -- advertising -- help your finance, executive and TA department align your greatest ambition for your business to the talent you attract.
Randstad how to attract talent guide 2016_finalMot Juste
The document provides guidance on how employers can become more attractive to potential employees. It discusses focusing on employer branding and understanding what motivates different generations and demographics when seeking employment. Specific strategies suggested include emphasizing benefits like training, career progression, and work-life balance for younger workers, while highlighting salary, job security, and stability for older workers. The document also stresses the importance of actions aligning with messaging to build a strong, authentic employer brand across all communication channels and company levels.
Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.
SpringRole is a platform that crowdsources personal referrals to find qualified candidates for companies. It works by targeting unique matches for job openings and delivering them to individuals in its network who can then refer candidates from their own trusted networks. This allows companies to access reliable referrals at scale. SpringRole filters referrals algorithmically and vets applicants to deliver qualified candidates to hiring companies. It has a network of over 7 million passive candidates and successfully matches referrals to openings at a 250:1 ratio, with 10% being near-perfect matches and an overall success rate of 75%.
A-Business-Case-Report-for-Workers Age 50Plus-res-genKammie Reile
This document summarizes a report by Aon Hewitt for AARP on the business case for retaining and recruiting workers age 50 and older. It finds that as the workforce ages, workers 50+ now make up a larger share and will continue increasing as a proportion of the workforce. Many employers are struggling to find qualified workers and see retaining experienced older workers as a solution. While older workers may have higher pay and benefits, recent trends have reduced differences in labor costs based on age. The report argues that employers should view experienced older workers as valuable assets who add skills, knowledge, loyalty and mentoring to organizations.
Presentation about what would the ideal workplace look likeSimina01
The document discusses aspects of an ideal workplace. It notes that competitive pay alone is not enough, and that small businesses often do not research appropriate market rates. It also emphasizes offering professional development opportunities to allow employees to grow their skills and advance their careers. Regular communication through employee surveys and feedback is important so that management understands employee perspectives and can make adjustments. Managers should provide support to employees as they take on challenges.
Urban Globe Hoppers and Sawyer Executive Search provide career services and a private membership network for executives. They target individuals in career transition, recent graduates, and location independent professionals. Sawyer Executive Search in particular helps connect executives with opportunities at international non-profits, social enterprises, and new industries like social media and clean energy. Members are provided career advice, research, and connections to help land $100k+ executive roles.
This document provides a summary of the key findings from the CR and Sustainability Salary Survey 2012. It includes information on the sample size and demographics, as well as data on remuneration levels and trends. Some of the main points covered are:
- The sample size increased 42% to 847 respondents from 595 in 2010. 74% worked in-house and 26% as consultants.
- Average salaries continued their rising trend, with the UK average at £56,360. The highest paid regions were Rest of Europe (£69,000) and North America (£68,010).
- Consultants earned less on average than in-house staff, by around £9,000
Attracting qualified technicians takes more than a "help wanted" sign in the window. Learn the latest in digital recruitment trends, why you need a recruitment strategy, and how to build a great one.
Simon Russell, Director of Consulting at Work Group, gave a presentation at the AGCAS Graduates into Smaller Businesses Conference in Birmingham on 26 November.
He argued that the principles of employer marketing remain the same whether you're an SME or large employer. What's more, smaller employers have a clear advantage over the heavyweight graduate employers.
As a recruiter, you may have met and interviewed many “job hoppers” that is, people who switch jobs frequently. The term “job hopping” has always had a negative connotation in the minds of the recruiters. The fact remains that that few people want to recruit an individual who has a history of frequent job switches.
The Cultural Fit Factor - Aligning Culture, Employment Brand and Social MediaSusan Leverentz
The document discusses aligning employment branding, organizational culture, and social media to increase return on investment in recruitment and retention. It provides an overview of employment branding and cultural diagnostics, and how branding and social media can help attract, retain, and repel employees. Quantitative studies show employment branding provides a competitive advantage and is important for top companies.
The document summarizes key findings from research on how candidates search for jobs and make career decisions. Some of the main findings include:
- Most people are actively involved in looking for job opportunities, with 71% being either actively looking or open to a new job. This challenges the common perception that the majority of professionals are passive candidates.
- Career changes are among the most stressful life decisions a person can make, ranking high on stress scales along with events like the death of a family member or divorce. People are naturally resistant to career changes due to overestimating risks.
- Active candidates who are already open to a change have done the psychological work to prepare for a transition, making them preferred hires over passive candidates
Similar to SocialMediaJobs.com.au Salary Survey 2009 (20)
Stop Talking at Me. Nobody is Listening: The New Physics of the ConsumerverseGavin Heaton
Presented at the DiG Festival, NSW, 2013.
Digital is hot right now. But as brands and businesses of all shapes and sizes rush into the digital domain, they bring with them the baggage of old marketing and PR practices. This brave new digital world is a fundamentally different space. Welcome to the "Consumerverse" - an upside-down, inside-out universe where analytics are revealing, on the one hand, the hit and miss randomness of broadcast messaging, and on the other, the growing importance of guided engagement-laden conversation designed to reach the consumer’s “sphere of attraction.”
To succeed in this new Consumerverse, brands need to understand the new physics of attraction and design their business, communications and customer experience accordingly.
The document discusses how to effectively listen in social media to gain business insights. It recommends breaking listening into 5 key segments: brand, product, industry, key personnel, and intent. Within each segment, create keyword lists to track mentions. The document also categorizes what will be heard into 7 categories from questions to loyalty. It concludes by recommending setting up keyword searches across platforms and aggregating them for easy monitoring.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
In the intricate tapestry of life, connections serve as the vibrant threads that weave together opportunities, experiences, and growth. Whether in personal or professional spheres, the ability to forge meaningful connections opens doors to a multitude of possibilities, propelling individuals toward success and fulfillment.
Eirini is an HR professional with strong passion for technology and semiconductors industry in particular. She started her career as a software recruiter in 2012, and developed an interest for business development, talent enablement and innovation which later got her setting up the concept of Software Community Management in ASML, and to Developer Relations today. She holds a bachelor degree in Lifelong Learning and an MBA specialised in Strategic Human Resources Management. She is a world citizen, having grown up in Greece, she studied and kickstarted her career in The Netherlands and can currently be found in Santa Clara, CA.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
2. The 2009 Salary Survey
This is the first annual survey of employers and job seekers working in social media.
It was carried out in early February 2009.
While this poll has a small sample size, it is very targeted – receiving responses from those with
direct practical experience. The majority of responses were received from Australia, with 10% of
responses coming from the USA.
The survey asked JOB SEEKERS their salary expectations for social media oriented roles – at a
variety of levels. The survey also asked actual EMPLOYERS what salary they would be willing to
pay for roles at these levels. Interestingly, there was no difference in the salary levels indicated by
Australian and USA respondents.
The aim was to identify the degree of alignment between those hiring and those seeking work.
Both job seekers and employers indicated that they considered social media oriented roles to be
essential to the success of their businesses over the next 12-18 months.
ABOUT JOB SEEKERS
On the job seeker front, only a small percentage indicated that they were looking for work. The
remainder were either in fulltime or contract positions.
ABOUT EMPLOYERS
Almost all employers indicated that they operated small businesses with less than 10 employees
– and most were agencies. All employers were expecting to hire for roles in the next 12-18
months. All these roles would be at entry, mid and experienced levels. No senior level roles or
above were expected.
SocialMediaJobs.com.au
4. What Kind of Role?
While strategy roles appeared popular, the majority of respondents indicated that they were interested in
hands-on community, evangelist and consulting style roles.
SocialMediaJobs.com.au
5. Level of Seniority
Respondents indicated that they are looking for greater responsibility and challenges in their current roles.
SocialMediaJobs.com.au
7. Types of Role
There is a good alignment between the type of role wanted by job seekers and the expected needs of
employers.
SocialMediaJobs.com.au
8. Level of Seniority
Employers indicate that they are only interested in employing more junior social media roles.
SocialMediaJobs.com.au
9. Salary Results
The figures shown below are those with the maximum number of responses. Employees, in general, tended
to have expectations above these levels. Interestingly, for lower level roles, employers appear willing to pay
more than whatjob seekers expect. However, this seems to taper off at the high end, with employee
expectations significantly outstripping the levels indicated by employers.
Note: Where two sets of figures are shown, an equal number of responses were received.
Employees / Job Seekers Employers
Entry level 30,000-40,000 30,000-40,000
Mid level 50,000-60,000 50,000-60,000
Experienced 65,000-80,000 65,000-80,000
Senior 75,000-90,000 90,000-105,000
Executive 105,000-125,000 85,000-105,000
125,000-145,000
“Top Shelf” 140,000-160,000 120,000-140,000
160,000-180,000
SocialMediaJobs.com.au