The document discusses using social media for human resources purposes such as recruiting. It begins with an introduction of the presenter and their experience. The bulk of the document then addresses concerns around social media usage, why companies should get involved with social media, how to implement 'social recruiting' strategies, the importance of employment branding, and best practices for using major social media platforms like LinkedIn, Facebook, and Twitter. Key points emphasized include using social media to enhance traditional recruiting methods, giving employees guidelines for appropriate social media usage, and engaging candidates through meaningful dialogue on their preferred networks.
An exploration of the potential impact of Social Media upon recruitment and retention. In addition, how can HR as a discipline take advantage of more strategic use of Socisal Media.
Social networking sites like LinkedIn, Xing, Viadeo and even Facebook and Twitter are playing an increasing role in helping people maintain and leverage their personal and professional networks. They’re playing a growing role in recruitment as well. Does the hype match the reality? Find out in this updated report from Executives Online. Fundamental Shift or Flash-in-the-Pan: The Use of Social Networking Sites in Recruitment aims to answer such questions as what sites executives are using, how they rate them, how effective they are in hiring and job-seeking, and their potential to transform the recruitment landscape.
An exploration of the potential impact of Social Media upon recruitment and retention. In addition, how can HR as a discipline take advantage of more strategic use of Socisal Media.
Social networking sites like LinkedIn, Xing, Viadeo and even Facebook and Twitter are playing an increasing role in helping people maintain and leverage their personal and professional networks. They’re playing a growing role in recruitment as well. Does the hype match the reality? Find out in this updated report from Executives Online. Fundamental Shift or Flash-in-the-Pan: The Use of Social Networking Sites in Recruitment aims to answer such questions as what sites executives are using, how they rate them, how effective they are in hiring and job-seeking, and their potential to transform the recruitment landscape.
This E-Book was part of a group project by Katy Leuschner, Emily Law, Katie Hibson, Alexis Groves, and Jessica Kuhn. I, Katy Leuschner, created the majority of the design using Adobe Indesign.
Social Media: Embracing the Opportunities, Averting the RisksRussell Herder
This webinar presentation by Russell Herder and Ethos Business Law offers insight into business leaders’ views and perceptions on the pros and cons of empoyees' use of social media and provides actionable recommendations and advice on the development of social media policies and employee training sessions. It also highlight the information gleaned from the recent national study conducted by the two firms on social media trends in the workplace and policy adoption.
TEACH: Applying 3D To More Effectively And Efficiently TEACH Courses
Engage with a panel of pioneering educators on how they are using 3D technologies to more effectively and efficiently TEACH their courses. The discussion will discuss students’ experiences in engaging in 3D avatar mediated instruction; evidence, empirical and anecdotal, will be shared on effectiveness and/or efficiency of teaching courses via this medium; lessons learned in teaching via this medium that other educators should know.
- Karl Kapp, Assistant Director, Institute for Interactive Technologies, Bloomsburg University (interviewer)
- Dick Riedl, Ph.D., Chairman, Leadership and Educational Studies Department, Appalachian State University
- Sarah "Intellagirl" Robbins, Director of Emerging Technologies, Kelley Executive Partners at Indiana University
- Christopher Keesey, Project Manager, Ohio University
- Mitzi M. Montoya, Ph.D., Zelnak Professor of Marketing Innovation, North Carolina State University
Social Media: Embracing the Opportunities, Averting the Risks WhitepaperElizabeth Lupfer
The "Social Media: Embracing the Opportunities, Averting the Risks webinar" webinar offered insight into business leaders’ views and perceptions on this issue and provided actionable recommendations and advice on the development of social media policies and employee training sessions. The webinar also highlighted the insights gleaned from the recent national study conducted by Russell Herder, in conjunction with Ethos Business Law, on social media trends in the workplace and policy adoption.
Social Media & Your Talent Strategy - April 2012Jennifer McClure
Presentation by Jennifer McClure - President of Unbridled Talent LLC at The Conference Board's Social Media Strategies for HR Conference - April 2012, NYC
Using Social Media In HR & Recruiting - April 2012Jennifer McClure
Using Social Media in HR & Recruiting presentation delivered by Jennifer McClure - President of Unbridled Talent LLC at Apogee Enterprises April 11, 2012
This E-Book was part of a group project by Katy Leuschner, Emily Law, Katie Hibson, Alexis Groves, and Jessica Kuhn. I, Katy Leuschner, created the majority of the design using Adobe Indesign.
Social Media: Embracing the Opportunities, Averting the RisksRussell Herder
This webinar presentation by Russell Herder and Ethos Business Law offers insight into business leaders’ views and perceptions on the pros and cons of empoyees' use of social media and provides actionable recommendations and advice on the development of social media policies and employee training sessions. It also highlight the information gleaned from the recent national study conducted by the two firms on social media trends in the workplace and policy adoption.
TEACH: Applying 3D To More Effectively And Efficiently TEACH Courses
Engage with a panel of pioneering educators on how they are using 3D technologies to more effectively and efficiently TEACH their courses. The discussion will discuss students’ experiences in engaging in 3D avatar mediated instruction; evidence, empirical and anecdotal, will be shared on effectiveness and/or efficiency of teaching courses via this medium; lessons learned in teaching via this medium that other educators should know.
- Karl Kapp, Assistant Director, Institute for Interactive Technologies, Bloomsburg University (interviewer)
- Dick Riedl, Ph.D., Chairman, Leadership and Educational Studies Department, Appalachian State University
- Sarah "Intellagirl" Robbins, Director of Emerging Technologies, Kelley Executive Partners at Indiana University
- Christopher Keesey, Project Manager, Ohio University
- Mitzi M. Montoya, Ph.D., Zelnak Professor of Marketing Innovation, North Carolina State University
Social Media: Embracing the Opportunities, Averting the Risks WhitepaperElizabeth Lupfer
The "Social Media: Embracing the Opportunities, Averting the Risks webinar" webinar offered insight into business leaders’ views and perceptions on this issue and provided actionable recommendations and advice on the development of social media policies and employee training sessions. The webinar also highlighted the insights gleaned from the recent national study conducted by Russell Herder, in conjunction with Ethos Business Law, on social media trends in the workplace and policy adoption.
Social Media & Your Talent Strategy - April 2012Jennifer McClure
Presentation by Jennifer McClure - President of Unbridled Talent LLC at The Conference Board's Social Media Strategies for HR Conference - April 2012, NYC
Using Social Media In HR & Recruiting - April 2012Jennifer McClure
Using Social Media in HR & Recruiting presentation delivered by Jennifer McClure - President of Unbridled Talent LLC at Apogee Enterprises April 11, 2012
Using Social Media In HR & Recruiting - Jennifer McClure - Oct 2012Jennifer McClure
Using Social Media in Human Resources and Recruiting - covers "Who, What & Why", "Developing a Social Media Strategy", "Choosing Your Tools", "Time, Content & Training" and "Social Recruiting".
To book Jennifer McClure to speak at your event - http://unbridledtalent.com/contact/
Using Social Media in HR & Recruiting presentation given by Jennifer McClure - President of Unbridled Talent LLC at the 2012 Nevada State HR Conference October 25 - 26, 2012
“Social media is hot. And for businesses it represents opportunities to connect directly with candidates on a totally different level. A year ago, businesses were uncertain about social media. Now it's here to stay and companies are rapidly adopting social media recruiting.”
From HR Leader to Business Leader: 7 StrategiesTo Achieve Maximum Impact In Your Organization - MEGA session Presentation given by Jennifer McClure - President, Unbridled Talent LLC at the 2012 SHRM Annual Conference in Atlanta, GA
Social Media: Embracing the Opportunities, Averting the Risks Webinar Present...Elizabeth Lupfer
The "Social Media: Embracing the Opportunities, Averting the Risks webinar" webinar offered insight into business leaders’ views and perceptions on this issue and provided actionable recommendations and advice on the development of social media policies and employee training sessions. The webinar also highlighted the insights gleaned from the recent national study conducted by Russell Herder, in conjunction with Ethos Business Law, on social media trends in the workplace and policy adoption.
Social Recruiting for IT Consulting Made Simple | by Bullhorn Reach Evangelis...Steven Duque
WATCH THE RECORDED WEBINAR TO HEAR THE TALKING POINTS HERE: https://www1.gotomeeting.com/register/708185208
Maybe you’re looking for better ways to target good java developers, infrastructure architects or other candidates with specialized skill sets. Or, perhaps you’re trying to convey your consultancy’s unique workplace culture to set yourself apart from the competition.
Defining and Communicating Your Personal Brand to Help Your Career and Your O...Jennifer McClure
The concept of personal branding may seem like a catchphrase being thrown around by authors and self help gurus; however, the concept isn't new. You already have a personal brand - whether you know it or not.
Your personal brand is more than your reputation. It's a value proposition that helps companies evaluate whether or not to recruit, hire, develop and retain you - and also whether or not people want to work with you, or at your company.
Your personal brand is an important aspect of your career, and impacts everything from future career aspirations to your existing compensation opportunities. Once you understand what drives you, as well as the qualities and skill-sets that are unique to you, you can effectively manage your brand and communicate your best attributes to the constituencies that matter.
DISRUPT HR! It’s Time To DisruptHR And Approach It In A Whole New WayJennifer McClure
MEGA session Presentation at the 2019 SHRM Annual Conference by Jennifer McClure - CEO of Unbridled Talent LLC & DisruptHR LLC
https://jennifermcclure.net
@JenniferMcclure
Like A Boss: Why Executive Presence Matters and How You Can Master ItJennifer McClure
A recent study reported that 81% of business leaders found the concept of executive presence so contradictory and confusing that they don’t know how to act on it; however, having an effective “executive presence” is a determining factor in the ability to impact business strategy, grow your career and influence others.
Credibility, communication, countenance, courage and cultivation are the behavioral competencies honed by all leaders who speak clearly, ask mindful questions and have maximum influence in an organization.
While some people are natural born communicators, the good news is that an executive presence can be developed. Whether you’re an introvert or an extrovert, you can grow as a leader and advance your career by understanding the five keys to developing an executive presence that will allow you to communicate in a powerful way.
Presentation by Jennifer McClure, President of Unbridled Talent LLC - http://unbridledtalent.com
Recruiters As Ringmasters In The Greatest Show On EarthJennifer McClure
In the employment circus, Recruiters function much like Ringmasters – stage-managing the performance, introducing the various acts and guiding both prospective candidates and hiring managers through what is meant to be an extraordinary and engaging experience.
But much like the challenges for the modern-day Circus, the world of work has changed. It’s no longer sufficient to come to town, set up a Big Top and post flyers in order to fill the seats. Today’s organizations must use new technologies and new methods of creating buzz to attract, recruit and retain a diverse audience in a world full of distractions and increased competition.
As the employment circus has evolved, the role of the Recruiter has also changed. In order to successfully coordinate the amazing and often unpredictable acts within the process, we must now be great storytellers, create audience connection, focus on systems thinking and embrace disruption. Those who master these skills are ready for the role of Ringmaster in the Greatest Show on Earth!
Jennifer McClure - You Can Change The World - #DisruptHRJennifer McClure
Jennifer McClure - Keynote Speaker, Executive Coach & Leadership Consultant (http://unbridledtalent.com) - shares how you can change the world and change someone's life by sharing your life and work experience as a mentor and guide.
DISRUPT is an information exchange designed to energize, inform and empower people that work in and around humans in the workplace. Each speaker has 5 minutes, with slides rotating every 15 seconds, to teach and inspire the audience to take action or learn something new.
This talk was given at #DisruptHR in Cincinnati - September 2014. (http://www.disuprthr.com)
Making the Business Case for Building Effective Business LeadersJennifer McClure
Great leaders can turn underperforming companies into success stories and revive businesses from the edge of extinction; however poor leaders can ruin even the best business plan.
The most successful businesses return significant value to shareholders by developing a proven ability to effectively identify and develop successful leaders at all levels of the organization.
In this presentation, Jennifer McClure (President of Unbridled Talent LLC) will help you understand how to create and sell a business case for an effective internal Leadership Development Program that will help your organization achieve optimum business results.
Social media can be an effective means of communication and engagement for SHRM chapters and also for HR professionals in their personal development and within their companies.
Presentation by Jennifer McClure - President, Unbridled Talent LLC at The Kentucky Society of Human Resources Leadership Conference - December 5, 2013
For those who've wondered what AWESOMENESS is - and how to get more of it. There's this.
#DisruptHR presentation by Jennifer McClure - President of Unbridled Talent LLC - December 5, 2013
To create the greatest impact, Leaders must focus on 4 critical areas - Vision, Goals, Accountability & Trust.
Keynote/Workshop by Jennifer McClure - President, Unbridled Talent LLC - unbridledtalent.com
Jennifer McClure - The Future of HR: Delivering Competitive Advantage Through...Jennifer McClure
Today’s business climate continues to change at a rapid pace. Ongoing economic uncertainty and market volatility, combined with a changing global landscape, requires human resources professionals to possess a high level of business acumen and deliver value to multiple stakeholders both inside and outside of the company.
For HR to thrive and directly impact business results, the competencies and capabilities of today’s human resources professionals must evolve. HR must know the business, focus strategically, solve business problems and influence change to impact business results and deliver a strong competitive advantage for their organizations.
Keynote/Workshop by Jennifer McClure - President of Unbridled Talent LLC (http://unbridledtalent.com)
In this session, Jennifer McClure will define the four critical skills today's HR leaders must develop to fully participate as business leaders—not just human resources leaders—in an increasingly complex global environment.
The Consumerization of Work: Recruitment and Employment Branding In A Changin...Jennifer McClure
Social media and digital technologies have forced companies to rethink their approach to motivating and engaging customers. Whether it’s a B2B or B2C environment, corporate executives are using references and referrals to generate leads and build their business. Marketing and sales teams are supporting executive strategies by creating buzz with word-of-mouth marketing strategies.
Keynote/Workshop by Jennifer McClure - President of Unbridled Talent LLC (http://unbridledtalent.com)
The best and brightest talent acquisition professionals see the benefits of adapting similar strategies to meet the expectations and needs of technology savvy job seekers and employees. This "consumerization of work” requires employers to consider an ever-widening range of products and services related to social media, communication, collaboration and information sharing in their recruitment and employer branding processes.
In this session, Jennifer McClure will define employer branding—the package of functional, economic and psychological benefits provided by employment, and identified with the employing company—and lead the audience through examples of best practices and innovative strategies used by companies to engage with job seekers and employees in similar ways to leading consumer brands.
Effective Presentation & Communication Skills For Business LeadersJennifer McClure
Effective communication and presentation skills are must-haves for Top Business Leaders and Executives in order to establish executive presence, build influence, gain buy-in and help their businesses to grow. The good news is that these skills can be learned!
Keynote/Workshop by Jennifer McClure - President of Unbridled Talent LLC (http://unbridledtalent.com)
Essential Elements For A Successful Twitter Presence [INFOGRAPHIC]Jennifer McClure
Resource sheet from "Essential Elements For A Successful Twitter Presence" webinar with Laurie Ruettimann and Jennifer McClure - Access the recorded webinar here -> http://bit.ly/JMLRTWR
Infographic created by Lizzie Maldonado http://www.slideshare.net/lizonomics
Your Guide To Getting The Most Out Of LinkedIn [INFOGRAPHIC]Jennifer McClure
Resource sheet from "How to Develop a Strategic and Effective Presence on LinkedIn" webinar with Laurie Ruettimann and Jennifer McClure - Access the recorded webinar here -> http://bit.ly/JMLRLKDIN
Infographic created by Lizzie Maldonado http://www.slideshare.net/lizonomics
Implementing Social Media in HR & Recruiting - Nov 2012Jennifer McClure
Using social media in Human Resources & Recruiting - Understanding LinkedIn, Facebook, Twitter, Blogging & YouTube - Jennifer McClure, President & Chief Talent Strategist, Unbridled Talent LLC
Overview - Using Social Media In HR & Recruiting - Nov 2012Jennifer McClure
Overview of concepts and best practices for using social media in Human Resources & Recruiting - Jennifer McClure, President & Chief Talent Strategist, Unbridled Talent LLC
What's new on LinkedIn + new twists on older features to help businesses share information about their products/services and target advertising. Also info about full profile completion & some cool tools. Jennifer McClure - President of Unbridled Talent LLC. http://unbridledtalent.com
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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. 📊
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
2. who
am
i?
2
years
–
president,
unbridled
talent
llc
5
years
–
execu;ve
recruiter
7
years
–
social
media
anthropologist
18
years
–
human
resources
leader
4. what
we’ll
talk
about
today
1. why
we’re
afraid
of
social
media
2. why
you
should
get
involved
3. ‘social’
recrui;ng
4. employment
branding
5. career
sites
6. best
uses
for
the
‘big
four’
5. 850
million
profiles
490
million
users
who’s
using
240
million
blogs
social
media?
200
million
accounts
120
million
members
8. we
don’t
trust
our
employees
“if
you
can't
trust
your
employees,
you
have
one
of
two
problems:
you
are
hiring
the
wrong
people
or
you
are
not
properly
training
the
people
you
hire.”
b.l.
ochman
–
proof
integrated
communica;ons
SOURCE:
hRp://adage.com/digitalnext/ar;cle?ar;cle_id=142701
9. we’re concerns
about
produc>vity
“an
employee
was<ng
<me
on
social
media
is
a
performance
problem.
don’t
blame
it
on
social
media.
produc<ve
employees
are
too
busy
with
work
to
spend
lots
of
<me
in
social
media
having
personal
conversa<ons.
instead,
they
use
social
media
as
a
means
to
get
their
work
done.”
carol rozewell – VP & distinguished analyst at gartner, inc.
SOURCE:
hRp://blogs.gartner.com/carol_rozwell/2009/10/25/resis;ng-‐social-‐media-‐is-‐fu;le/
10. we
want
to
control
it
how
can
companies
keep
employees
from
doing
stupid
things
online?
“the
same
way
it
can
keep
employees
from
doing
stupid
things
on
email
&
the
phone.
give
them
guidelines
and
resources.
have
an
online
communica<ons
policy
that
follows
standard
communica<ons
policies
and
trust
them
to
do
the
right
thing.”
scoR
monty,
head
of
social
media
at
ford
motor
company
SOURCE:
hRp://www.searchenginejournal.com/why-‐employees-‐need-‐social-‐media-‐guidelines/12588/
12. professional
development
“using
my
social
networks
makes
my
job
easier.
i
don't
need
to
google
info,
i
just
ask
my
friends.”
trish
mcfarlane
–
hr
business
partner,
st.
louis
children’s
hospital
15. recruiting has changed
1997
sources
of
hire
2011
sources
of
hire
newspaper
ads
28.7%
referrals
28.0%
employee
referrals
19.7%
job
boards
20.1%
agency
(con;ngent)
10.4%
career
site
9.8%
contract
recruiters
8.7%
recruiter
ini;ated
9.1%
job
fairs
8.3%
college
6.6%
other
adver;sing
5.0%
re-‐hires
4.3%
image
adver;sing
4.6%
social
media
3.5%
trade
journals
4.2%
3rd
party
2.8%
college
2.9%
print
2.2%
resume
services
2.9%
temp/contract-‐to-‐hire
2.1%
agency
(retained)
2.1%
career
fairs
1.9%
internet
2.1%
walk-‐ins
0.8%
radio
1.5%
other
8.8%
SOURCE:
hRp://www.slideshare.net/gerrycrispin/2012-‐careerxroads-‐source-‐of-‐hire-‐channels-‐of-‐influence
17. ‘social’
recrui>ng
which
social
media
tools
are
used
for
recrui;ng?
linkedin
86.6%
facebook
55.3%
twiRer
46.6%
64%
youtube
11.6%
blog
16.0%
use
2
or
more
social
networks
for
recrui<ng
none
9.4%
40%
use
3
or
more
social
networks
for
recrui<ng
SOURCE:
web.jobvite.com/rs/jobvite/images/Jobvite-‐SRP-‐2011.pdf
18. integrate
social
recrui>ng
“social
media
allows
recruiters
to
network,
build
and
maintain
rela<onships
with
candidates
in
new
ways
and
provides
a
forum
to
engage
a
much
broader
audience.
it
doesn’t
replace
tradi1onal
rela1onal
recrui1ng
-‐
it
enhances
it
-‐
by
allowing
recruiters
to
extend
their
reach
in
a
cost
effec<ve
way.”
lars
schmidt
–
director
of
talent
acquisi;on
-‐
npr
20. employment
branding
“using
social
media
for
employment
branding
allows
you
to
meet
poten1al
candidates
on
their
territory
and
engage
in
richer,
more
meaningful
dialogue
with
them
–
and
because
social
media
is
a
conversa<on,
people
are
a
lot
more
likely
to
find
you.
why?
because
they’re
actually
looking
for
you.
they
want
to
talk
to
you
–
so
if
you
follow
the
rules
of
good
conversa<on,
your
labor
market
will
actually
seek
you
out.”
SOURCE:
hRp://www.brandfortalent.com/blog/
22. influence on candidates
• 59%
of
job
seekers
agree
that
what
is
said
by
others
about
a
company
is
more
important
in
how
they
form
their
opinion
about
a
company
than
what
a
company
says
about
itself
• 70%
agree
that
posi>ve
posts
from
fans
or
followers
on
a
company’s
social
media
site
would
make
them
more
likely
to
apply
for
a
job
at
that
company
SOURCE Careerbuilder/Personified survey June 2010
24. career
site...
keys
to
maximizing
• compete
for
talent
at
the
moment
of
search
• invest
in
seo/sem
to
drive
traffic
to
your
career
site
• ensure
your
career
site
is
on
the
1st
page
of
results
for:
– “your
company
name”
Jobs
-‐
-‐
medtronic
jobs
– “your
city”
jobs
-‐
-‐
minneapolis
jobs
– “your
industry”
jobs
-‐
-‐
insurance
jobs
– “job
;tle(s)
you
recruit
for”
jobs
-‐
-‐
brand
manager
jobs
• 30%
of
google
searches
are
job
related
~300m/
month
33. fully
complete
your
profile
1. add
a
photo
1
4
2. list
current/2+
prior
posi;ons
2
3. add
educa;onal
background
3
4. select
industry
&
5
loca;on
5. connect
to
at
least
50
people
34. fully
complete
your
profile
1
1. write
a
key-‐word
rich
summary
2. add
5
or
more
skills
2
41. engaging
with
your
network
• message
1st
degree
connec;ons
for
free
• message
individuals
in
shared
groups
for
free
• ask/answer
‘linkedin
answers’
• buy
in-‐mails
with
paid
accounts
81. professional
development
“twiRer
has
helped
me
to
know
my
customers,
solve
customer
problems
and
to
create
rela;onships
to
do
that.
there
is
a
fabulous
community
of
HR
professionals
engaging
with
each
other
via
social
media.
my
professional
visibility
because
of
my
interac;ons
on
social
media
is
much
greater
than
it
was
a
year
ago
and
it
is
helping
me
to
make
new
contacts
and
explore
opportuni;es.”
92. group
exercise
1. discuss the tools you’re most excited about using in
the workplace – and why
2. generate some content ideas for your companies
social site(s). how many cool things can your group
come up with?
3. how do you/would you manage your time using
social media? does it cause more work or save time?
4. Is the anyone in the organization that you are/or
should be partnering with in regards to using social
media in your area?
94. define
your
goals
sample
ini1al
goals
branding/marke;ng
• improve
brand
presence
to
build
awareness
• increase
posi;ve
men;ons/sen;ment
about
our
brand
website
• increase
traffic
to
careers
site
recrui;ng
• aRract
qualified
candidates
to
our
career
opportuni;es
• develop
a
source
for
ac;ve
&
passive
candidates
95. prepare
a
response
strategy*
*
before
you
need
it
hRp://www.webinknow.com/2008/12/the-‐us-‐air-‐force-‐armed-‐with-‐social-‐media.html
96. expect
more
good
than
bad
63%
of
job
seekers
have
a
beRer
impression
of
a
company
that
responds
to
nega;ve
posts
/
comments
on
their
social
media
site
than
those
who
do
not
97. provide
guidelines
&
training
free
database
of
176
social
media
policies:
socialmediagovernance.com/policies.php
98. leverage
the
social
graph
“we
have
found
that
current
employees
are
the
most
widely
used
and
are
by
far
the
most
trusted
source
of
informa;on
about
organiza;ons
for
candidates.”
corporate
leadership
council
99. plan
your
ac>vi>es
• create a content calendar
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday
Sunday
• Recognize
a
• Post
“day-‐ • Ask
a
• Share
• Chat
with
a
• Link
to
• Poll
Fan
or
in-‐the
life”
Ques;on
Company
Recruiter
Career
Ques;on
Employee
photo(s)
news
informa;on
• Schedule
• Ask
a
an
Event
• Post
a
Ques;on
Video
• schedule time
• use scheduling tools for some content
100. be
human
*
*
people
want
to
interact
with
humans…
not
brands
or
logos