The document discusses how recruiters can improve their strategies in 2010 by using social media. It recommends recruiters get social by building an online presence and community through sites like Facebook, LinkedIn and Twitter to source and recruit candidates. The document also provides an overview of best practices for using different social media platforms and tools to enhance branding and get results, such as having interactive career websites and authentic employee profiles.
Clayton Anderson is a web designer who has researched how social media can help businesses. Social media allows companies like KPMG to learn about industry trends and get feedback. Employers can also use social media to research potential job candidates beyond what is in their applications and interviews. As social media has grown, both employers and jobseekers now use sites like Facebook, Twitter and Instagram to connect with each other and share job opportunities and information.
The document discusses how recruiters can utilize social media for recruiting candidates in today's environment. It notes that candidates now spend more time online, so recruiters need to engage them where they are through social networks and blogs. The document provides tips on how recruiters can add value to online conversations, such as by commenting regularly on blogs to build connections over the long term. It emphasizes focusing on communities of interest online rather than individual people.
This document discusses using social media for recruitment and hiring. It explains that implementing a branded social media recruitment strategy can help attract qualified candidates. The strategy involves three steps: 1) establishing a consistent brand on social media channels and integrating it with the company career portal, 2) monitoring social media to identify potential candidates, and 3) engaging candidates with useful content to improve retention. Social recruiting works like traditional marketing funnels by initially exposing a large number of potential candidates before screening and selecting the best fits. Research shows that most companies use LinkedIn and other social networks successfully for recruiting, with over half planning to increase related budgets.
NCIIA Open 2012 - Improving Digital LiteracyScott Meyer
The document discusses improving digital literacy through Scott D. Meyer's DigSandbox seminars and forums. It focuses on teaching students and teachers to know what digital information they need, engaging participants through targeted discussions, and starting collaborative learning through seminars, forums, and exams on DigSandbox.com. Discussion points include connecting with alumni and fundraising through social media, using social media in the classroom, and collaboration.
I ran a webinar for recruiters in November 2014, reviewing some ideas around social media and social recruiting strategy for 2015.
I could have talked all about this (and I often do!). Instead I threw some ideas out there to help recruiters focus on real goals, strategies and tactics. Thanks APSCo for your support on this webinar.
Networking is a process of uncovering opportunities, developing relationships to further goals, and connecting with people in a mutually productive way. It allows you to practice interviewing skills, gain job leads and referrals, access potential employers, share knowledge, and stay active. Social media plays a role as a conversation supported by online tools. Companies that engage in social networking see increased revenue compared to those that do not engage.
How to generate business leads using Social Media in 2020Phil Gee Goldberg
Social media moves on at a brisk pace but still most people are under the impression that a few posts per week and they can sit back and wait for the phone to ring. Well sorry, guys but that ain't gonna happen!!
This document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies mobilize their existing workforce to act as brand ambassadors on social media by sharing their experiences and stories. When employees engage in this way, it can help candidates learn about the company culture and make better decisions about whether it is a good fit. The document also provides examples of companies that have had success with social recruiting, such as a hospital system that saw improved search engine results and a law firm that now gets 67% of hires through referrals from engaged employees on social media.
Clayton Anderson is a web designer who has researched how social media can help businesses. Social media allows companies like KPMG to learn about industry trends and get feedback. Employers can also use social media to research potential job candidates beyond what is in their applications and interviews. As social media has grown, both employers and jobseekers now use sites like Facebook, Twitter and Instagram to connect with each other and share job opportunities and information.
The document discusses how recruiters can utilize social media for recruiting candidates in today's environment. It notes that candidates now spend more time online, so recruiters need to engage them where they are through social networks and blogs. The document provides tips on how recruiters can add value to online conversations, such as by commenting regularly on blogs to build connections over the long term. It emphasizes focusing on communities of interest online rather than individual people.
This document discusses using social media for recruitment and hiring. It explains that implementing a branded social media recruitment strategy can help attract qualified candidates. The strategy involves three steps: 1) establishing a consistent brand on social media channels and integrating it with the company career portal, 2) monitoring social media to identify potential candidates, and 3) engaging candidates with useful content to improve retention. Social recruiting works like traditional marketing funnels by initially exposing a large number of potential candidates before screening and selecting the best fits. Research shows that most companies use LinkedIn and other social networks successfully for recruiting, with over half planning to increase related budgets.
NCIIA Open 2012 - Improving Digital LiteracyScott Meyer
The document discusses improving digital literacy through Scott D. Meyer's DigSandbox seminars and forums. It focuses on teaching students and teachers to know what digital information they need, engaging participants through targeted discussions, and starting collaborative learning through seminars, forums, and exams on DigSandbox.com. Discussion points include connecting with alumni and fundraising through social media, using social media in the classroom, and collaboration.
I ran a webinar for recruiters in November 2014, reviewing some ideas around social media and social recruiting strategy for 2015.
I could have talked all about this (and I often do!). Instead I threw some ideas out there to help recruiters focus on real goals, strategies and tactics. Thanks APSCo for your support on this webinar.
Networking is a process of uncovering opportunities, developing relationships to further goals, and connecting with people in a mutually productive way. It allows you to practice interviewing skills, gain job leads and referrals, access potential employers, share knowledge, and stay active. Social media plays a role as a conversation supported by online tools. Companies that engage in social networking see increased revenue compared to those that do not engage.
How to generate business leads using Social Media in 2020Phil Gee Goldberg
Social media moves on at a brisk pace but still most people are under the impression that a few posts per week and they can sit back and wait for the phone to ring. Well sorry, guys but that ain't gonna happen!!
This document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies mobilize their existing workforce to act as brand ambassadors on social media by sharing their experiences and stories. When employees engage in this way, it can help candidates learn about the company culture and make better decisions about whether it is a good fit. The document also provides examples of companies that have had success with social recruiting, such as a hospital system that saw improved search engine results and a law firm that now gets 67% of hires through referrals from engaged employees on social media.
How Social Media is changing recruiting and employer branding. A review of some sites that are changing the way people find jobs, manage their careers, and assess potential employers.
This document discusses the importance of professional networking and building your professional brand. It defines networking as building mutually beneficial relationships that can lead to new career opportunities and strengthening your reputation. The document recommends engaging in both in-person and online networking through various organizations and platforms like LinkedIn. It provides tips for developing your professional brand online, building relationships both online and offline, and maintaining your network through follow ups and giving back.
This business plan outlines an IT services company that will launch a social networking website. The proposed website will allow each user to create their own personal home page and network as per their dreams. It will differ from existing sites by giving users more flexibility and control over their profile and content. The founders plan to market through word-of-mouth and collaborations with other organizations. Revenue will come from advertisements on the site, charged at Rs. 1 per 100 hits or $1 per 4000 hits. The founders will outsource most technical work and focus on marketing, financials, public relations and global networking with a small team of 5 colleagues.
Reputation Management and Social MediaPaul Marsden
This document provides an overview of reputation management and online reputation management. It discusses how reputation is defined as the collective representation of what others say about an organization over time. Reputation is important for organizational success, and those with strong reputations grow faster. The document outlines several strategies for online reputation management, including delivering valuable digital services, managing online visibility through sites like Google and social media, and providing helpful, real-time information during crises. It emphasizes that reputation cannot be manufactured but must be earned through consistently meeting and exceeding customer expectations.
The document discusses how dental practices can use social media for marketing. It provides tips on setting up social media accounts, engaging patients through platforms like Facebook, and measuring the effectiveness of social media marketing efforts. The key is consistent, long-term participation in social media to build authority and trust over time.
The document discusses Dawn Adlam's social media coaching services and expertise with LinkedIn. It provides tips on using LinkedIn effectively, including having a strong headline and recommendations that reflect well on the user. It also describes how Dawn provided a client with a thorough strategic plan to maximize their LinkedIn profile and make useful connections to benefit their business. The client felt very motivated after meeting with Dawn and learning hidden features of LinkedIn they previously did not know.
This document discusses the benefits of social media for businesses, including branding, increasing traffic, reputation management, and providing a cost-effective marketing platform. It notes that social media allows for electronic communication, publishing, and sharing to facilitate networking and business advertising. The document advises businesses to focus on their audience, listen and respond to feedback, implement social media strategies, promote themselves, and share their growth on social platforms.
Meeting the needs of donors through engagementJanisB
The future of philanthropy is moving towards a more personal level. In order to meet the growing needs of donors, organizations now need to be more transparent, engaging and must empower their base.
This presentation is more of an elevator pitch for the launch of a new web application in this market -- My Action Map.
Students on LinkedIn: What They're Doing and How to Engage Them I Talent Conn...LinkedIn Talent Solutions
There are over 30 million students and recent graduates on LinkedIn, the fastest-growing segment of our global membership base. Learn about LinkedIn's latest initiatives and plans to further engage this audience both directly and in conjunction with universities.
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 for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
The document outlines an introduction to LinkedIn workshop. It provides objectives for the workshop which are to learn how LinkedIn can help with job searching and career development, building a network, creating a profile, and adjusting privacy settings. It also discusses elements of an effective profile, building a network, and managing LinkedIn accounts and privacy settings.
The document discusses the importance of using LinkedIn for professional networking and career development. It provides tips on creating a strong LinkedIn profile, connecting with other professionals in your industry, using groups to engage with like-minded connections, searching and applying for jobs directly through LinkedIn, and following companies to stay informed about opportunities. The overall message is that LinkedIn allows users to effectively manage and market their professional identity, build valuable relationships, and access career-related knowledge, insights and opportunities.
My slide deck from my May 7 2011 presentation at Social Media Marketing Unplugged in Calgary, AB.
I walked through the David Suzuki Foundation's online acquisition strategies.
Social media communications (comm1070) final project presentationMike Quinlan
This document outlines Mike Quinlan's social media communications project. The project involved creating a blog called "Employing Social Media VT" to share tips on using social media for job searching. Mike integrated several social media platforms like Pinterest, YouTube, Facebook, Twitter, LinkedIn and SlideShare to share content from the blog. He monitored social media using HootSuite and bookmarked resources on Delicious. The goal was to explore how social media can help people find jobs in today's digital age.
Introduction to LinkedIn Training Presentation, #Build4STL May 31, 2014, Dana...Dana Workes
For anyone who attended - or would have liked to attend - my training session on LinkedIn at the 2014 Build For STL event in Downtown St. Louis on May 31, 2014 - my slide deck can be found here.
Questions, comments, requests: Contact me: 314.495.6572 or dworkes@gmail.com
From BuildForSTL.org:
There are many ways to develop a community, and one of those is by developing the people that make up that community. To that end, Build for STL will be hosting training sessions throughout the St. Louis region. These sessions are free to attend, and will educate participants in the skills necessary to get more involved in the community.
Introduction to LinkedIn
Dana Workes
May 31, 2014 10am-11am
Downtown T-REX
An introduction to the professional social media site, LinkedIn.
Thanks to UMSL Digital for your partnership in the Build For STL initiative.
The document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies empower their employees as brand ambassadors by giving them tools to share their experiences and expertise. It also suggests developing a social media strategy with clear goals and metrics, providing content and training employees, and engaging across departments to integrate social media efforts. Examples are given of companies that saw success by encouraging social sharing among employees to improve hiring and raise their online profile.
The document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies empower their employees as brand ambassadors by giving them tools to share their experiences and expertise. It also suggests developing a social media strategy with clear goals and metrics, providing guidance and content for employees to engage on social platforms, and communicating the strategy across different teams. Examples are given of companies that saw success by integrating social media into their recruiting and talent engagement efforts.
This document discusses how social media and Web 2.0 technologies can be used for recruitment, employee engagement, and job seeking. It defines Web 2.0 as technologies that allow users to interact with and participate in online content. Some key benefits of using social media for these purposes are attracting passive candidates, improving branding, building personal relationships, and reducing costs. However, legal issues and a lack of screening are potential drawbacks. The document provides statistics on social media usage and recommends tools like LinkedIn, Facebook, and company pages for recruitment and engagement purposes.
The document discusses how companies can create competitive advantage through the use of social media. It provides examples of how construction and architecture firms like HOK are using social media for marketing, recruitment and retention. Specifically, it outlines how HOK launched an internal social network and blog to solicit ideas from employees and attract visitors and job applicants from around the world. The document advocates using social media for two-way conversations with clients and engaging where customers are already active online.
How Social Media is changing recruiting and employer branding. A review of some sites that are changing the way people find jobs, manage their careers, and assess potential employers.
This document discusses the importance of professional networking and building your professional brand. It defines networking as building mutually beneficial relationships that can lead to new career opportunities and strengthening your reputation. The document recommends engaging in both in-person and online networking through various organizations and platforms like LinkedIn. It provides tips for developing your professional brand online, building relationships both online and offline, and maintaining your network through follow ups and giving back.
This business plan outlines an IT services company that will launch a social networking website. The proposed website will allow each user to create their own personal home page and network as per their dreams. It will differ from existing sites by giving users more flexibility and control over their profile and content. The founders plan to market through word-of-mouth and collaborations with other organizations. Revenue will come from advertisements on the site, charged at Rs. 1 per 100 hits or $1 per 4000 hits. The founders will outsource most technical work and focus on marketing, financials, public relations and global networking with a small team of 5 colleagues.
Reputation Management and Social MediaPaul Marsden
This document provides an overview of reputation management and online reputation management. It discusses how reputation is defined as the collective representation of what others say about an organization over time. Reputation is important for organizational success, and those with strong reputations grow faster. The document outlines several strategies for online reputation management, including delivering valuable digital services, managing online visibility through sites like Google and social media, and providing helpful, real-time information during crises. It emphasizes that reputation cannot be manufactured but must be earned through consistently meeting and exceeding customer expectations.
The document discusses how dental practices can use social media for marketing. It provides tips on setting up social media accounts, engaging patients through platforms like Facebook, and measuring the effectiveness of social media marketing efforts. The key is consistent, long-term participation in social media to build authority and trust over time.
The document discusses Dawn Adlam's social media coaching services and expertise with LinkedIn. It provides tips on using LinkedIn effectively, including having a strong headline and recommendations that reflect well on the user. It also describes how Dawn provided a client with a thorough strategic plan to maximize their LinkedIn profile and make useful connections to benefit their business. The client felt very motivated after meeting with Dawn and learning hidden features of LinkedIn they previously did not know.
This document discusses the benefits of social media for businesses, including branding, increasing traffic, reputation management, and providing a cost-effective marketing platform. It notes that social media allows for electronic communication, publishing, and sharing to facilitate networking and business advertising. The document advises businesses to focus on their audience, listen and respond to feedback, implement social media strategies, promote themselves, and share their growth on social platforms.
Meeting the needs of donors through engagementJanisB
The future of philanthropy is moving towards a more personal level. In order to meet the growing needs of donors, organizations now need to be more transparent, engaging and must empower their base.
This presentation is more of an elevator pitch for the launch of a new web application in this market -- My Action Map.
Students on LinkedIn: What They're Doing and How to Engage Them I Talent Conn...LinkedIn Talent Solutions
There are over 30 million students and recent graduates on LinkedIn, the fastest-growing segment of our global membership base. Learn about LinkedIn's latest initiatives and plans to further engage this audience both directly and in conjunction with universities.
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 for all recruiting updates: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
The document outlines an introduction to LinkedIn workshop. It provides objectives for the workshop which are to learn how LinkedIn can help with job searching and career development, building a network, creating a profile, and adjusting privacy settings. It also discusses elements of an effective profile, building a network, and managing LinkedIn accounts and privacy settings.
The document discusses the importance of using LinkedIn for professional networking and career development. It provides tips on creating a strong LinkedIn profile, connecting with other professionals in your industry, using groups to engage with like-minded connections, searching and applying for jobs directly through LinkedIn, and following companies to stay informed about opportunities. The overall message is that LinkedIn allows users to effectively manage and market their professional identity, build valuable relationships, and access career-related knowledge, insights and opportunities.
My slide deck from my May 7 2011 presentation at Social Media Marketing Unplugged in Calgary, AB.
I walked through the David Suzuki Foundation's online acquisition strategies.
Social media communications (comm1070) final project presentationMike Quinlan
This document outlines Mike Quinlan's social media communications project. The project involved creating a blog called "Employing Social Media VT" to share tips on using social media for job searching. Mike integrated several social media platforms like Pinterest, YouTube, Facebook, Twitter, LinkedIn and SlideShare to share content from the blog. He monitored social media using HootSuite and bookmarked resources on Delicious. The goal was to explore how social media can help people find jobs in today's digital age.
Introduction to LinkedIn Training Presentation, #Build4STL May 31, 2014, Dana...Dana Workes
For anyone who attended - or would have liked to attend - my training session on LinkedIn at the 2014 Build For STL event in Downtown St. Louis on May 31, 2014 - my slide deck can be found here.
Questions, comments, requests: Contact me: 314.495.6572 or dworkes@gmail.com
From BuildForSTL.org:
There are many ways to develop a community, and one of those is by developing the people that make up that community. To that end, Build for STL will be hosting training sessions throughout the St. Louis region. These sessions are free to attend, and will educate participants in the skills necessary to get more involved in the community.
Introduction to LinkedIn
Dana Workes
May 31, 2014 10am-11am
Downtown T-REX
An introduction to the professional social media site, LinkedIn.
Thanks to UMSL Digital for your partnership in the Build For STL initiative.
The document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies empower their employees as brand ambassadors by giving them tools to share their experiences and expertise. It also suggests developing a social media strategy with clear goals and metrics, providing content and training employees, and engaging across departments to integrate social media efforts. Examples are given of companies that saw success by encouraging social sharing among employees to improve hiring and raise their online profile.
The document discusses how companies can use social media to attract talent and build their employer brand. It recommends that companies empower their employees as brand ambassadors by giving them tools to share their experiences and expertise. It also suggests developing a social media strategy with clear goals and metrics, providing guidance and content for employees to engage on social platforms, and communicating the strategy across different teams. Examples are given of companies that saw success by integrating social media into their recruiting and talent engagement efforts.
This document discusses how social media and Web 2.0 technologies can be used for recruitment, employee engagement, and job seeking. It defines Web 2.0 as technologies that allow users to interact with and participate in online content. Some key benefits of using social media for these purposes are attracting passive candidates, improving branding, building personal relationships, and reducing costs. However, legal issues and a lack of screening are potential drawbacks. The document provides statistics on social media usage and recommends tools like LinkedIn, Facebook, and company pages for recruitment and engagement purposes.
The document discusses how companies can create competitive advantage through the use of social media. It provides examples of how construction and architecture firms like HOK are using social media for marketing, recruitment and retention. Specifically, it outlines how HOK launched an internal social network and blog to solicit ideas from employees and attract visitors and job applicants from around the world. The document advocates using social media for two-way conversations with clients and engaging where customers are already active online.
Handout used in Professional Learning Laboratory webinar held on August 31, 2010 entitled Social Media for the Practical Economic Development Professional.
This document discusses the importance of social media for businesses and provides strategies for engaging with customers and potential clients online. It defines social media and lists popular platforms like blogs, Twitter, and LinkedIn. The document advocates using social media for branding, marketing, recruiting, and business development. It provides tips on developing a social media plan and strategy, including deciding which platforms to use, who will engage online, and how to provide value to communities. Statistics on major social media sites like Twitter and Facebook are also included.
How Do You Create Competitive Advantage Using Social Mediawebtique
The document discusses how companies can create competitive advantage through social media. It provides examples of how some companies are using social media for marketing, recruitment and retention. It recommends monitoring social media and engaging customers online to stay ahead of competitors. The customer is in control through social media, so companies must meet them where they are online.
This document discusses using social media for recruitment, employee engagement, and job seeking. It defines Web 2.0 as online technologies that allow user participation and outlines popular social media platforms. Benefits of social media include attracting passive candidates, improving branding and the candidate experience, and reducing costs. Risks include legal issues, so companies should create social media policies.
The document discusses how small businesses can use social media. It explains that social media allows for networking, marketing, and building relationships. It emphasizes creating authentic connections and discusses specific social media platforms small businesses can use to find customers, build awareness of their brand, and generate leads. Statistics are provided on social media usage and growth. The document advises businesses to define goals and match the appropriate social media tools to their strategy.
This document discusses empowering just-in-time sourcing through social media. It outlines five key benefits of social media for recruiting: branding, engagement, SEO, viral networking, and competitive intelligence. It also describes five social media initiatives that are important for success: going where candidates are, having a unified global vision, creating a roadmap, assigning channels, and implementing a communication strategy. The document provides tips on social media marketing and common mistakes to avoid. It also describes Arbita's Recruitment Genome Project for conducting market research to provide guidance to recruiters.
This economic development webinar sesssion included a deeper dive into LinkedIn, Twitter, YouTube. It showed how to use these tools with specific recommendations for th eeconomic development office.
Social entrepreneurship isn't just a stance or a thought process that "greener" or more "new age" organizations employ. It is now essential to the success of any business. The platform and change that a company makes in the world affect how its customers, investors and media see it. Ultimately this translates to where they spend their money, time and attention on social media.
REVSocial Media Group - Why Every Business Needs to Get SocialWarren Daly
This document discusses why every business needs to engage in social media. It outlines the benefits of social media marketing, including increased traffic, search engine optimization, higher converting traffic, and reputation and brand growth. The document provides tips on developing a social media strategy, including identifying goals and target audiences, choosing appropriate platforms, and implementing listening and engagement strategies. It also addresses concerns about the costs and challenges of social media, and provides best practices for leveraging social media to help businesses.
Social Media, Employment, and DisabilityPaul Smith
Presentation developed for the Monterey County Job Developer Consortium and the Santa Clara Valley Brain Injury Conference. Discusses the growth of social media, its use in recruitment and job search, how social media tools can assist the job search of people with disabilities, and provides practical tips on using social media to find a job.
Created by Paul F. Smith (http://neuronico.net).
This document describes Simon Mainwaring's book and social branding blueprint on how to become a contagious social brand. The book was a bestseller on several lists. The blueprint teaches companies how to tell their story in a way that inspires employees and customers to promote the brand through effective digital and social media strategies. It provides an easy to follow 8-module program and menu of strategies. Testimonials praise how the training has helped companies rapidly grow their brands and businesses.
This document provides information on using social media effectively for business purposes. It begins by explaining the benefits of social media for businesses, such as spending time rather than money, directly connecting with customers, and networking. It then discusses common mistakes marketers make, such as underestimating the time investment required. Specific social media platforms like Twitter, blogs, LinkedIn, Facebook, and YouTube are explained. Steps are provided for developing a social media strategy and allocating time and resources. The document emphasizes developing a plan and monitoring results.
The document provides guidance on developing an effective social media communications strategy, including:
1. It discusses monitoring social media to understand audiences and measure engagement, as well as setting SMART goals to evaluate performance over time.
2. Steps are outlined to define the strategy by clarifying business goals and how social media aligns with marketing, customer service, and other departments.
3. Recommendations are made to proactively engage with audiences, listen to feedback, and quickly address any issues rather than just promoting content.
Digital public relations and online reputation management presentation cnaCelestine Achi
This document provides an overview of digital public relations and online reputation management. It discusses how digital media has evolved from static Web 1.0 to more dynamic and user-generated Web 2.0. It notes that everyone is now a potential media outlet and journalists are increasingly using social media. The document outlines challenges in digital PR like permanence online and the need for creativity. It presents some myths about digital PR and discusses the digital PR toolbox, which includes search engine optimization, social media, digital assets, blogs, and media monitoring.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...my Pandit
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Part 2 Deep Dive: Navigating the 2024 Slowdownjeffkluth1
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
In the recent edition, The 10 Most Influential Leaders Guiding Corporate Evolution, 2024, The Silicon Leaders magazine gladly features Dejan Štancer, President of the Global Chamber of Business Leaders (GCBL), along with other leaders.
Industrial Tech SW: Category Renewal and CreationChristian Dahlen
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Structural Design Process: Step-by-Step Guide for BuildingsChandresh Chudasama
The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.AnnySerafinaLove
This letter, written by Kellen Harkins, Course Director at Full Sail University, commends Anny Love's exemplary performance in the Video Sharing Platforms class. It highlights her dedication, willingness to challenge herself, and exceptional skills in production, editing, and marketing across various video platforms like YouTube, TikTok, and Instagram.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
8. Get Social & Get Results: Social Media Landscape & Best Practices
9. Get Social & Get Results: Social Media Landscape & Best Practices
10. Get Social & Get Results: Social Media Landscape & Best Practices
11. Get Social & Get Results: Social Media Landscape & Best Practices
12. Get Social & Get Results: Social Media Landscape & Best Practices
13. Get Social & Get Results: Social Media Landscape & Best Practices
14. Get Social & Get Results: Social Media Landscape & Best Practices
15. Get Social & Get Results: Social Media Landscape & Best Practices
16. Get Social & Get Results: Social Media Landscape & Best Practices
17. Get Social & Get Results: Social Media Landscape & Best Practices
18. Get Social & Get Results: Social Media Landscape & Best Practices
19. Get Social & Get Results: Social Media Landscape & Best Practices
20. Get Social & Get Results: Social Media Landscape & Best Practices
21. Get Social & Get Results: Social Media Landscape & Best Practices
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Editor's Notes
Hello and welcome to shake up your recruiting strategy in 2010. I’m Laurie Ruettimann, and I’m here to help your HR and recruiting department get a little more social, if you will, and get some results. I’d like to thank Jobvite for helping to facilitate this conversation, today.
Very briefly, some of you know me from my blog -- Punk Rock HR. I am a writer and speaker, but I used to be an HR practitioner. I started off as a recruiter, moved to a generalist role, and I earned my SPHR in 2001. All very boring. I’ve worked for companies you might know. Monsanto. Pfizer. Some companies you don’t know. Alberto-Culver. Kemper Insurance. I’ve done everything in HR from administration to work comp to recruiting to strategic planning. I’ve worked in manufacturing environments, in the insurance industry, in the pharma business, and in consumer packaged goods. I’ve worked with factory workers and CEOs. My career has taken me to many countries and I have a global perspective in HR. In 2007, I left Pfizer. My husband & I relocated to North Carolina for his job. I decided to take a break and do something fun. They say ‘write about what you know,’ so I write an antiestablishment blog that offers career advice from the perspective of HR. I also write about my cats. I consult, I’m a freelance writer, and I’m a speaker. I like to help people find jobs, which is why I’m talking to you today. Getting social with your recruiting strategy means that you’ll be able to fill your requisitions more efficiently. People get to work faster. I also like to find jobs for HR people. If you are on LinkedIN and we’re not connected, please feel free to send me an invite. If you’re not on LinkedIn, please do ONE THING for me and get on there ASAP. That’s your take-away from this presentation.
Agenda You won’t walk away from this presentation with the eight steps needed to create a Facebook page, but I will give you ideas. I will show you best practices. I hope to get you excited about recruiting in a new way, and I hope you can take what you’ve learned and apply it to your broader HR and recruiting strategy So let’s get started. The presentation will be available after the webinar is complete -- and the document is embedded with links, articles, tips, resources, and useful sites that we’ll be talking about, today.
Let’s quickly define social recruiting so we have a level-set understanding of what we’re talking about, today. [READ DEFINITION] Social recruiting is not a silver bullet. Alone, it will not eliminate your need for a recruiting budget or the need to place ads on job boards. It’s an extension of regular recruiting 101. Instead of passively seeking candidates in the newspaper, social recruiting allows you to source and mine the internet and social websites for candidates who may or may not be looking for a job. If you want more information on social recruiting, google it. Seriously. There are great websites out there. Smart HR professionals have written ebooks on social recruiting. Recruiters have created websites and powerpoint presentations you can find on the web.
As an example, I googled social recruiting for you, and I’ve linked to some excellent resources that are found on a website called Slideshare. These are working HR professionals and recruiters. Practitioners. Just like you. They can teach you about social recruiting.
Let’s talk about the social media landscape, because this is where your potential candidates are. I apologize for the size of the slide. This is the conversation prism. It was created by Brian Solis, who is one of those ‘social media gurus’ out there. The visual is tough to see, so feel free to go to http://conversationprism.com to see it. Brian describes this chart—which lists all kinds of social media sites and resources—as a living, breathing representation of Social Media. Of course the chart will evolve as new sites emerge, some platforms merge, and others sites fail. I want you to look at all the tools out there. Social media is bigger than Facebook. Look at how Brian and his team have grouped these tools together. Blogs, wikis, ecosystems, customer service platforms, events, etc. Your employees and potential employees are out there. Talking. Interacting. Being social. Creating profiles that you can find just by searching. This conversation prism is a geeky social media tool. It’s cool and is used for lots of late night theoretical discussions. It’s also a roadmap to find people. They’re out there, and you can pay a third-party recruiting firm to find them or you can find them yourself. When you find them, it’s can be a faster hiring process. It can be cheaper. It can be more meaningful & intimate because the interaction is with your company, not a headhunter. One more thought: you can’t hire great people if you’re not out there having conversations where these potential candidates can be found. You can’t hire great people if your brand is being rocked and disparaged on these sites. One more thing: beyond being a roadmap, this prism represents the way companies are operating in the 21st century. Core products and services are expressed as brands, and the operations that support the core brands—such as customer service, communications, marketing and IT—are related to and influenced by social media. Your brand and your company will evolve and be influenced by the conversations taking place in the social media marketplace. Now that’s a totally rudimentary and banal description of this awesome chart. Go back to the website when we’re done and take a look at the sites, the way they’re grouped, and think about how you could start having conversations with candidates on those sites. Think about how you, as a HR professional, might benefit from being involved. How can this help your career? I’m here to tell you that you can thoughtfully incorporate slices of these tools into your HR and recruiting strategy and you’ll be on the road to participating in the new economy.
So we’ve talked about what you can do. Let’s quickly look at what really great companies are doing… [List examples] Tivo is on the forefront of social recruiting and finding candidates in new and interesting ways from a sourcing and recruiting perspective, but they’re also passtionate about their employer brand and they link it back to their core prodcuts and services. They put a friendly face out there, William Uranga, to talk about the recruiting team’s efforts in this area. Google TIVO and SOCIAL RECRUITING and you will find what you need to learn from some of the best minds out there. Zappos. What can I say? Blogs. Video blogs. Employee testimonials. They’re all there, and an active HR professional who is on Twitter, god forbid. Her name is Christina Foley. @electra. She’s lovely, and if you ever want to talk to a working HR professional about what it’s like to put yourself out there on Twitter, she’s a good one to find.
Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
Sodhexo. Gold standard. Out in the community recuiting candidates and actively engaging them on social media sites and back on the career site, which is a hub. If there’s a question about what it’s like to work for Sodexo or what the organization stands for, it’s on this page. I also like the way the organization invites you to participate on their social media channels. Look at the lefthand corner. The site is a thoughtful hub for and extension of the brand. Designed in a visually interesting way. You’re not overwhelmed with content or screeds on why the company rocks. But it’s there.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
FORD: Innovation agenda. FB page. People asking questions about the 1200 new factory jobs being created outside Chicago in the Ford Explorer plant.
What have we learned, today? [read a few] Hire great people in whatever way you can get them, but know that social recruiting is not a fad and it’s very real. This is how your competitors are finding great people. This is how they’re reducing the initial cost of labor expenses in the workforce. I guess my message is simple. Avoid social media and social recruiting at your peril.