Understand what the Brazilian talent market wants in their future employers, why you should proactively take charge of your employer brand, and how to tell the right story to your target group.
Employer Branding in Brazil: Where We Are and Where We're GoingUniversum Global
Employer branding matters, is hard, and is changing. Understand the trends in employer branding and talent attraction around the globe, and how that affects how Brazilian employers should think about their jobs.
Differentiation is one of the biggest challenges employers have - learn why it's so important and what you can do to make your brand stand out from the crowd.
Storytelling and social media - your talent engagement toolkitUniversum Global
Kat Lynn, Associate Director Marketing & Communications, and Amelia Pardieu, Head of Digital Media, share how to use social media and storytelling to effectively boost your brand presence and communicate with talent in a meaningful way.
Claudia Tattanelli from Universum talks through the importance of a strong employer brand and reveals who are the top employers in MENA.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Employer Branding in Brazil: Where We Are and Where We're GoingUniversum Global
Employer branding matters, is hard, and is changing. Understand the trends in employer branding and talent attraction around the globe, and how that affects how Brazilian employers should think about their jobs.
Differentiation is one of the biggest challenges employers have - learn why it's so important and what you can do to make your brand stand out from the crowd.
Storytelling and social media - your talent engagement toolkitUniversum Global
Kat Lynn, Associate Director Marketing & Communications, and Amelia Pardieu, Head of Digital Media, share how to use social media and storytelling to effectively boost your brand presence and communicate with talent in a meaningful way.
Claudia Tattanelli from Universum talks through the importance of a strong employer brand and reveals who are the top employers in MENA.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
GSB College - Commerce, Management, Economics, Computers, FashionGSB College
The Graduate School of Business is a leading provider of business education at undergraduate level, producing dynamic & innovative individuals with the key skill
sets required by today’s employers. Through our portfolio of academic, professional and executive programs, our graduates are equipped to tackle the strategic and operational challenges that underpin organizational effectiveness.
Moreover, the knowledge, understanding and skills that they develop by our programs will provide the basis for their professional grooming and enhance their career prospects.
Discover the advantages that can come with a bachelor’s or master’s degree in business and how a business degree can set you apart in the eyes of a hiring manager. Learn more at http://www.aiuniv.edu/degrees/areas/business.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
How Linkedin can bring Data-Driven Decision-making to all stakeholders across higher education as well as to students as they navigate their journey through school and career and back again.
The job you have after graduation is one primary tangible measure of the return on your undying investment of effort, time, and money. An MBA could be seen or viewed as a step toward switching careers or moving up a rung or two in the field that already fuels your desirable passion.
Nanyang Technological University (NTU) Talent Seminar Singapore 2014Marielle Reussink
Every day we read that the expectations of talent are changing; that what we did yesterday to attract and engage this talent may not necessarily work today, and that if we truly want to win their hearts and minds, we need to do more than offering an attractive compensation package.What is it that this generation wants? How can employers engage and attract this generation to join their organisations long-term? Leveraging data from the Universum Top 100 Ideal Employers Singapore student survey 2014, the keynote speaker Ms Marielle Reussink provides actionable insights on Engaging and Attracting Millennial Talent in Singapore through her presentation at the NTU Talent Seminar 2014.
Creating Corporate Value Through Sustainable Leadership, Employer Brand & Rep...Cielo
The UAE talent landscape continues to evolve in response to challenges prompted by the global pandemic. Organisations need to quickly pivot their executive leadership and employer brand strategies. Businesses must embrace agile decision-making, sustainable reputations and inspiring, localised candidate experiences to align with the quick-changing requirements of audiences.
In this webinar, Cielo experts will discuss the importance of developing an effective employer brand, acquiring the right executive leadership and curating the appropriate reputation for UAE-based companies. They will be joined by TA leaders in the region, and the group will discuss how TA teams are creating value for the business amid current world events – with a specific focus on what this means for the UAE region.
We will:
Explore the relationship between executive leadership, reputation and employer branding
Showcase how candidate and employee experiences can help organisations create value through talent
Demonstrate how agility, innovation and change management can help TA teams find success in the rapidly evolving and digitising world of work
GSB College - Commerce, Management, Economics, Computers, FashionGSB College
The Graduate School of Business is a leading provider of business education at undergraduate level, producing dynamic & innovative individuals with the key skill
sets required by today’s employers. Through our portfolio of academic, professional and executive programs, our graduates are equipped to tackle the strategic and operational challenges that underpin organizational effectiveness.
Moreover, the knowledge, understanding and skills that they develop by our programs will provide the basis for their professional grooming and enhance their career prospects.
Discover the advantages that can come with a bachelor’s or master’s degree in business and how a business degree can set you apart in the eyes of a hiring manager. Learn more at http://www.aiuniv.edu/degrees/areas/business.
Listen to David Brudenell, Chief Digital Officer at Universum discuss the results of Universum's latest insight dive into social media. Get tips on how to create a proper platform mix, create data-led, human and purposeful content and do so in a differentiated way.
How Linkedin can bring Data-Driven Decision-making to all stakeholders across higher education as well as to students as they navigate their journey through school and career and back again.
The job you have after graduation is one primary tangible measure of the return on your undying investment of effort, time, and money. An MBA could be seen or viewed as a step toward switching careers or moving up a rung or two in the field that already fuels your desirable passion.
Nanyang Technological University (NTU) Talent Seminar Singapore 2014Marielle Reussink
Every day we read that the expectations of talent are changing; that what we did yesterday to attract and engage this talent may not necessarily work today, and that if we truly want to win their hearts and minds, we need to do more than offering an attractive compensation package.What is it that this generation wants? How can employers engage and attract this generation to join their organisations long-term? Leveraging data from the Universum Top 100 Ideal Employers Singapore student survey 2014, the keynote speaker Ms Marielle Reussink provides actionable insights on Engaging and Attracting Millennial Talent in Singapore through her presentation at the NTU Talent Seminar 2014.
As part of the AKQA Future Academy we were set the brief by a recognised high street bank to create a product or service that would define the student experience of tomorrow. This was in order to help the client capture a greater proportion of the student market. We pushed back on the clients understanding of a student and presented to them our product, UpSkill.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Global Insights to Attracting and Engaging With Millennial Talent The HR Observer
Work-life balance, leading purpose-driven lives, making a difference are just a few of the preferences of the millennial generation that were observed in the 2014 Universum’s Student Survey, covering 36 countries globally and including 600,000 respondents. In this presentation, Claudia goes inside the minds of this generation of talent – who they are, what attracts them, what drives them, and how business can better understand, engage, recruit and retain this generation. You will not only look at results from Universum’s survey, with a particular focus on the Middle East, but we will also be inspired to develop your own communication strategy through best practice sharing and innovative, outside the box recruitment tactics.
Claudia Tatanelli, Chairman of Strategic Board, Universum
TeenForce is working to develop an Internship Program for Summer of 2011 offering 30 intership possitions throughout the community in a variety of fields. We are looking for local support from all who are interested in helping our developing young community
University Recruitment an Employer Manual-Florida International UniversityAndrea De La Cruz
Acquiring and retaining talent is crucial to an organization’s success. College Recruiting can provide additional strategic benefits to your Recruitment plan. It can help your organization manage its talent gaps as well as promote your brand message on campus. A University recruitment program is not determined by the size of the company, every company regardless of large or small should examine their recruiting opportunities as a way to attract the best and brightest; and having a strategic College Recruiting program in place, can help an organization with:
1. Creating a pipeline of interns and entry level hires that will help grow the organization.
2. Choose and select the best talent in a shorter amount of time than traditional recruitment
3. Save time and effort in Advertisement, Screening and Selection.
College Recruiting goes beyond the career fair, this manual will walk you through how you can create a College Recruiting program that can transform your recruitment efforts and brand your company effectively to the best Student/Alumni talent beyond the career fair.
opt candidates database in usa | opt jobs usaOptnation
OPTnation guides international students to get their dream jobs, Optional Practical Training (OPT). This training allows the students to excel in their educational fields through practical training. F1 visa holders are authorized to work in the field related to their major and not otherwise.
Intead's 2nd webinar on how to market universities to the world in light of the U.S. presidential election results (a bit more perspective than we had even 2 weeks ago).
Talent attraction occurs when potential employees believe that your organization can provide them what they need to be happy.
Talent acquisition occurs when you prove those people that you can provide them with what they are looking for to be happy.
The question is, what makes professionals happy around the world?
By 2030, many of the world's largest economies will have more jobs than skilled people to do those jobs. As a result, the talent market is going to be even more competitive than it is today. To prepare, Universum conducted the biggest Gen Z survey ever to help our clients predict their future workforce.
In this presentation from our EMEA webinar you'll come to understand the next cohort of employees, Generation Z, and learn how to future-proof your employer brand.
While dozens of research initiatives explore Generation Z’s values as consumers, few explore its attitudes about work. A new research study from Universum asks close to 50,000 high school graduates about their future careers, the necessity of higher education, and their attitudes to work and life – insights hiring companies can use to attract and retain the next generation of digital natives.
Emerging Markets Webinar Series: Eye on Latin AmericaUniversum Global
What university students look for in future employers and the implications for companies that seek to hire them.
It is widely believed that emerging market economies will be the engine that drives global growth into the 21st century and beyond. So it's not hard to see why all eyes are on the next generation of leaders from these regions.
In this unique webinar, Carly Creighton, Head of LATAM, presents key findings regarding talent attraction in Latin America.
"What can be taken for granted and what is effective in developed markets does not translate simply to emerging markets. From roads to running water, ‘social’ marketing to product distribution, middle class homes to ideal product size: a one-size-fits-all business plan will not do." - Euromonitor Internation
Melissa Murray Bailey (President - Americas) and Kevin Troy (Head of Research & Insights - Americas) share insight into what talent around the globe wants from their employers - what's similar in various regions, what differences exist, and what this means for building a global employer brand.
Un grupo de expertos comparte la forma en la reputación y la imagen de las empresas son los factores decisivos en la atracción y retención del mejor talento del millennial como dentro del contexto actual de la guerra por el talento.
Understand what the Brazilian talent market wants from their employers, why you should be proactive about building out your employer brand, and how to tell the right story to this group.
For many employers, a successful campus recruiting season is crucial in securing the best talent for their organization and fulfilling the year's hiring goals. But a growing number of companies are finding that “success” is becoming more and more elusive due to a number of factors -- and they are now beginning to ask some provocative questions about why their current school list is not actually delivering the results they need.
School selection can be an emotional discussion, and deep school relationships built over time can make change very challenging. That said, many leading companies are beginning to ask the hard questions about their return on the investment, and more importantly, about how they can gain a new competitive edge to position their company for success over the next 5-10 years.
In this webinar, Paul O’Shea, Head of Consulting at Universum Americas, will walk through common challenges employers face when it comes to developing a strong target school strategy, as well as what some of the best employers are doing to make sure they are bringing data to any school discussion and investing their company's resources in the most optimal way. The webinar will conclude with a Q&A session, so come prepared with the most pressing questions you want answered.
Universum, INSEAD and the HEAD Foundation wanted to better understand the stereotypes around Millennials (those born 1984 -1996). To get extra insights on this generation, we surveyed 16,000 Millennials in 42 countries.
In this infographic, we present how this generation in terms of its outlook and preferences can in fact be divided into two groups: the younger millennials (those born between 1990 and 1996) and the older millennials (those born between 1984 and 1989). Below we present some of the most striking differences between the two.
To learn more about the Millennials series, visit http://www2.universumglobal.com/slideshare
3. -6%
-4%
-2%
%
2%
4%
6%
8%
10%
2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
Annual GDP growth, 10-year trend
Colombia
Chile
Brazil
United States
Mexico
After a few years of growth, the economy is lagging
3
4. Overall, the
hiring outlook
is significantly
lower than in
previous
years.
Breakout copy to go here
just like this. Breakout copy
to go here just like this.
Breakout copy to go here
just like this.
4
4
5. Overall, despite the state of
the economy…
…Brazilian students are
optimistic about the future.
5
6. %
20%
40%
60%
80%
100%
Brazil Spanish-speaking Latin America Rest of world
Strongly agree Agree
Neutral Disagree
Strongly disagree
Brazilian Millennials believe they’ll have a higher
standard of living than their parents.
7. 7
2015 Brazil Rankings
Top 10 Employers
Business Undergraduates
1. Google
2. Banco do Brasil
3. Governo Federal
4. Apple
5. Petrobras
6. Banco Bradesco
7. The Coca-Cola Company
8. Itaú Unibanco
9. Rede Globo
10. Ambev
Top 10 Employers
Engineering Undergraduates
1. Petrobras
2. Governo Federal
3. Odebrecht
4. Google
5. Vale
6. Apple
7. Ambev
8. Eletrobrás
9. Camargo Corrêa
10. Microsoft
9. 99
Although Petrobras still performs well in the rankings, its
attractiveness has been on the decline
0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
20152014201320122011
Engineering
Business
IT
Percentage of Brazilian Students Choosing Petrobras as an Ideal Employer, Five-Year Trend 9
10. 1010
Associations with Petrobras, 2014 v 2015 (sorted by biggest difference)
And, students who chose Petrobras as an Ideal Employer are
still associating it less with key qualities
0 10 20 30 40 50 60 70 80 90
Prestige
Market success
Inspiring management
Corporate Social Responsibility
Respect for its people
Financial strength
Ethical standards
2014
2015
14. You already have so many tools at your disposal:
14
Your Toolkit
Knowledge Truth Storytelling Channels
15. You already have so many tools at your disposal:
Your Toolkit
Knowledge
16. 2015 | Brazil | Students | Business
16
• Source: BI Intelligence http://thenextweb.com/mobile/2013/06/13/whatsapp-is-now-
processing-a-record-27-billion-messages-per-day/#!sawFj
• See also: http://www.youtube.com/yt/press/statistics.html
Talent is exposed to tons of information every day
of the world’s internet traffic is
from mobile devices and we
now buy more smartphones
than ‘dumb’ phones
27 billion
WhatsApp messages
are sent every day
pictures are
shared on social
media every day
758
million In early
2014 nearly
3 billion
people
were online
20%
6 billion
hours of video are
watched on YouTube
every month
Facebook has almost
1.2 billion
users worldwide
17. Gen Y’s Attention Spans are
MINIMIAL
That’s why employers with the best
CONTENT strategies win
18. 0%
10%
20%
30%
40%
50%
60%
20152014201320122011
%choosinggoalasoneoftheirtop3
To have work/life balance
To be secure or stable in my job
To be entrepreneurial or creative/innovative
To be a leader or manager of people
To have an international career
To be competitively or intellectually challenged
To be dedicated to a cause or to feel that I am serving a greater good
To be a technical or functional expert
To be autonomous or independent
Career goals of Brazilian business students, 2011–2015
18
19. 19
Breakout session:
What do YOU think Millennials mean by “work/life balance”?
• Financial support for parental
leave
• Flexible working conditions
(i.e. home office)
• No interruption of leisure time
(i.e. weekends)
• Recognition and respect for
employees
• Flexible working hours
• Offering external activities (i.e.
events, sports)
• Consideration of private
interests in holiday planning
• Offering child care
• Acceptance of parental leave
• Adequate time for recovery
after
• No requirement for overtime
work
• Opportunities for part-time
work
• Convenient work location
• Enough leisure time for my
private life
• Overtime compensation
20. How Brazilian Millennials define work/life balance
20
0% 10% 20% 30% 40% 50% 60% 70%
Enough leisure time for my private life
Recognition and respect for the employees
Flexible working hours (e.g. not limited to office hours)
Convenient work location
Overtime compensation (monetary or by leisure time)
No interruption of my leisure time (e.g. on holiday or at the weekend)
Flexible working conditions (e.g. home office)
Offering external activities (e.g. sports, cultural events)
Adequate time for recovering after working peaks
Consideration of private interests in the holiday planning
Financial support for parental leave
Opportunities for part-time work
No requirement for overtime work
Acceptance of parental leave
Offering child care
What about FGV
business students in
their 3rd & 4th year…?
22. 22
We ask students about 40 qualities they look for in an
employer…
EMPLOYER REPUTATION & IMAGE
JOB CHARACTERISTICS
PEOPLE & CULTURE
The attributes of the employer as an
organization
• Attractive/exciting products and services
• Corporate Social Responsibility
• Environmental sustainability
• Ethical standards
• Fast-growing/entrepreneurial
• Financial strength
• Innovation
• Inspiring management
• Market success
• Prestige
The social environment and attributes of the
workplace
• A creative and dynamic work environment
• A friendly work environment
• Acceptance towards minorities
• Enabling me to integrate personal interests in my
schedule
• Interaction with international clients and colleagues
• Leaders who will support my development
• Recognizing performance (meritocracy)
• Recruiting only the best talent
• Respect for its people
• Support for gender equality
The contents and demands of the job, including
the learning opportunities provided by the job
• Challenging work
• Client interaction
• Control over my number of working hours
• Flexible working conditions
• High level of responsibility
• Opportunities for international travel/relocation
• Professional training and development
• Secure employment
• Team-oriented work
• Variety of assignments
REMUNERATION & ADVANCEMENT OPPORTUNITIES
EXTRINSIC INTRINSIC
HARDSOFT
The monetary compensation and other
benefits, now and in the future
• Clear path for advancement
• Competitive base salary
• Competitive benefits
• Good reference for future career
• High future earnings
• Leadership opportunities
• Overtime pay/compensation
• Performance-related bonus
• Rapid promotion
• Sponsorship of future education
universumglobal.com
23. The CULTURE of a company is much more
important to Millennials than a company’s reputation
and image.
24. 24
In general, Brazilian business students are looking to
start their careers on a solid foundation…
24
Business Students - 2015
1. Clear path for advancement
2. Professional training & development
3. Good reference for future career
4. Leaders who support my development
5. Secure employment
6. Recognizing performance (meritocracy)
7. A creative and dynamic work environment
8. Respect for people
9. High future earnings
10. Market success
25. 2525
Engineering Students - 2015
1. Good reference for future career
2. Clear path for advancement
3. Professional training & development
4. High future earnings
5. Secure employment
6. A creative and dynamic work environment
7. Recognizing performance (meritocracy)
8. Leaders who support my development
9. Opportunities for international travel / relocation
10. Innovation
… As are Engineers
26. 26
Students at elite universities are much less concerned about job
security; more focused on finding a challenging job
0%
10%
20%
30%
40%
50%
60%
70%
Challenging work Opportunities for international travel/relocation Team-oriented work Clear path for advancement Secure employment
Attributes with biggest difference in importance by university tier, Brazilian
business & engineering students
27. 27
This is a relatively new development.
When we look back just a few years…
28. 28
Attributes related to future career prospects and job security
have become more attractive for students
Merit bonus
Challenging work
Competitive salary
Sponsorship of future education
Prof. training & development
Leadership opportunities
Secure employment
Market success
Financial strength
Clear path for advancement
High future
earnings
-40% -30% -20% -10% 0% 10% 20% 30% 40%
Positive values / to the right: more important in 2015
Negative values/ to the left: less important in 2015
Attributes with largest change in importance to Brazilian business & engineering students from 2012 to 2015
29. You already have so many tools at your disposal:
Your Toolkit
Knowledge Truth
30. Unfocused and
inconsistent candidate
conversations
A confusing and
diluted employer
brand
It’s not about mirroring what talent wants…
A lack of differentiation
from the competition
Low conversion
rates & high
turnover
30
31. ?
31
Who influences your target group the most when gathering
information about potential employers?
• Which of the following sources influence you the most when gathering information about potential
employers? Please select a maximum of 3 alternatives.
31
THOSE WHO KNOW YOU
BEST ARE THOSE WHO
COME FROM THE INSIDE
KEY IMPERATIVE FOR
INDIRECT CHANNELS
58%
52%
52%
33%
22%
18%
16%
12%
10%
Current students from my school who have
worked/are working at the employer
Professors at my school/university
Other people I know who have worked/are
working at the employer
Alumni from my school who have worked/are
working at the employer
My friends
My parents
Career services at my university
My classmates
Other
33. 48%
…but only half of
them believed it was
effective at seeing what
it’s like to work at the
company full time.
48%
Nearly half of Brazilian
students in their last 2
years of school
participated in an
internship last year…
41. Some best practices for telling GREAT stories…
41
A few tips:
Quotes that reveal the benefits of working
at your company.
Behind-the-scenes look at your company!
Blog posts
Thought leadership and advice from your
top management
Photos celebrating interns and their
contributions
Video testimonials conveying authentic
messaging
Celebrating your internal rock stars
42. You already have so many tools at your disposal:
42
Your Toolkit
Knowledge Truth Storytelling Channels
44. Digital channels are especially popular for learning
about employers
69%
51%
43%
43%
41%
39%
37%
36%
36%
35%
33%
31%
31%
28%
27%
26%
25%
24%
22%
20%
Social media
Job boards (sites where job openings are posted)
Employer websites
Career guidance websites
Employer advertisement in social media
Employer advertisements in newspapers
Career magazines/guides/books
Employer advertisements on news/business-related websites
University press & student organisation publications
Employer advertisements on TV
Lectures/case studies as part of curriculum
Employer advertisements in business magazines
Employer presentations on campus
Brochures presenting career possibilities at a company/organisation
Outdoor/billboard advertisements
Blogs
Career fairs
Employer-sponsored events
Targeted messages/notifications via email
Employer advertisements in lifestyle magazines & other periodicals
Print
Digital
In-person
Other
2015 Universum Talent Survey – Brazil, Business Students
45. 45
Why so much social? Social media is…
Highly relevant
Cost-effective Measurable
48. 48Which online networks/communities do you use? Please select as many as applicable and add others that are not
listed; Which channels do you use in general to learn about potential employers? Choose as many as applicable.
Which online networks/communities have students used the
most in 2015?
of the students have
learned about potential
employers through social
media.
77%
96%
67%
64%
61%
56%
28%
26%
26%
24%
14%
Facebook
YouTube
Skype
LinkedIn
Instagram
Google+
Snapchat
Twitter
Online network/community from my
university/career center
Tumblr
49.
50.
51. 1 in 5 posts in 2014 was about
Attractive Products & Services
blueberry | Employer Branding Analytics | 2014 in review
52.
53.
54. Knowledge
Truth
Storytelling
Channels
Understand your Target
Knowing about your target
talent will enable you to
better understand them and
connect more effectively
Know Thyself
What’s true internally in
your organization is what
you should offer to the
external world. Why are you
still with your company?
This tool is right at your
fingertips – use it!
Content is King
Employee testimonials are
some of your best
ammunition… and they’re all
around you! Harness the
stories and share them with
the external world
Leverage Scale
There are so many
channels available to you –
social has the reach, scale,
low cost and measurability
to help you get more with
less
How do I get started?