The document discusses using social media for recruiting. It notes that recruiting activities are inherently social and allow employers to tell their brand story over time. It states that 9 out of 10 employers are already using social media to recruit and that 45% of recruiters research candidates' social media presence before interviews. The document outlines building a strategic social recruiting framework that includes information collection, research/analysis, identifying opportunities, and developing a social media strategy and communications plan. It provides a client case study of KPMG and notes the benefits of social recruiting include brand positioning, competitive advantage, candidate quality, and efficiencies.
STIMA Students is a strategic group of volunteers that organizes an annual congress for students. The 2014 congress focused on old vs. new media and featured 11 inspirational keynote speakers from companies like Google, Colruyt Group, Spotify, and more. The event provided networking opportunities for students, goodie bags, sponsor gifts, food and drinks. It was held on March 20, 2014 at the Brussels Expo in Palace 10. The goal was to discuss the future of media and how enterprises can adapt across sectors.
Russell Watts has over 10 years of experience in marketing and management. He is currently a Senior Marketing Director at a global marketing agency where he develops strategies, oversees operations, and mentors employees. Previously, he held other marketing roles where he created successful campaigns, mobile apps, and gamification systems that increased revenue and engagement.
Gothenburg Sustainable Meetings And Events InitiativeGuy Bigwood
Short trends update in sustainable destination strategies leading to overview of Gothenburgs sustainable destination plan for the meetings and events sector. This is collaboration at its best.
Content Strategy: Building Connections with Your AudienceMediacurrent
You have a lot to say. Your users don’t have the time to read a lot of content. Let’s strategize.
In this webinar, learn how to create content that captures your audience and impresses your boss.
Expert Summer Series Kickoff: Enterprise GamificationBadgeville, Inc.
June 10th Webinar featuring Laura Lilyquist and Steve Sims.
View this webinar on-demand here:
https://badgeville.com/basic/watch-expert-summer-series-kickoff-enterprise-gamification
Cracking open the Learner Engagement Toolkit - Learning PoolLearning Pool Ltd
Ensuring that your learners get off to the right start with your LMS is vital for its survival. Whether you are launching for the first time or simply looking to re-engage with existing users, we will help you take a fresh look at your site and answer the question – ‘Why should I visit the site today?’
Maeve and David shared their experiences of finding the right mix of internal communications, marketing for engagement, using champions effectively and much more.
Our client, a large progressive media company transforming from a product to solutions approach, is seeking a Senior Manager of Media Creativity in Toronto to help drive this new go-to-market strategy. The role requires leading a team to develop creative and strategic multi-platform partnership programs that drive revenue growth amid an exciting period of change in the fast-paced media sector.
This document discusses Menarid's knowledge sharing initiatives and next steps. It highlights the challenges of capturing, validating, and sharing innovations across projects and countries. Menarid knowledge management aims to add value to investments, improve effectiveness, and leave behind platforms and processes for long-term learning. The initiative has developed a knowledge management platform, learning and technology transfer process, and monitoring and evaluation tools. The document asks for ideas on expanding the platform's use, linking it to other resources, and making innovations accessible to policymakers.
Devlin m menarid-knowledge-sharing-menaridgroundwatercop
This document discusses Menarid's knowledge sharing initiatives and next steps. It highlights the challenges of capturing, validating, and sharing innovations across projects and countries. Menarid knowledge management aims to add value to investments, improve effectiveness, and leave behind platforms like the Menarid Gateway for knowledge sharing. While many approaches exist, long-term learning will not happen unless it is built into the project cycle and daily work. The document asks for ideas on expanding the Menarid platform's use and ensuring innovations are available to policymakers.
Generating Leads Through Digital Marketing : The MasterclassSam Dias
Marketing is a fast-paced changing industry that requires constantly looking for new and improved ways to attract people to your business. Become a lead generation expert with our lead generation marketing course. Enroll our Lead generation course & build brands, businesses, etc.
The Road to Adoption – Brightspace London ConnectionD2L Barry
Presentation by Mike Moore, D2L Advisory Consultant, and Mike Kavanagh, Customer Success Director, D2L EMEA, delivered at the Brightspace London Connection on April 21, 2016 at Canada House, Trafalgar Square, London, England.
This document summarizes a 10-workshop program called D2B Insight Workshops that teaches design thinking and practices to help businesses grow. The program is sponsored by the Victorian government and delivered by Equip Design Integration over 10 months. It involves immersive group workshops for up to 10 companies to learn how design can improve competitiveness. The government pays most costs while participants pay $950. Applications are evaluated based on eligibility and suitability.
The document outlines the categories and criteria for the Caviars 2013 awards for contact centers. It describes 6 main categories: 1) Internal contact center, 2) Small & midsize CC, 3) Partnership, 4) Technology, 5) HR, and 6) Special category of motivational leadership. For each category, it provides 1-3 bullet points on who or what type of organizations qualify, the rationale for the category, and examples of the types of projects that would be considered. It also notes a special "Motivational leadership" category chosen by event attendees and indicates pitfalls will be discussed on another page.
This document summarizes the expertise and services offered by a marketing consultant. They have 10+ years experience launching major consumer brands in Australia. Their services include developing strategic marketing frameworks, digital strategies, social media plans, and managing marketing projects and campaigns. They help businesses drive growth when they lack resources or experience with digital strategies.
ADV420 MSU Xerox Digital Marketing Strategy Final Projectcarterbastien
This document outlines a digital marketing strategy that focuses on gaining customer insights, building quality relationships, and optimizing for mobile. It recommends taking a "less is more" advertising approach, promoting the brand's positive image, and increasing customer satisfaction. The strategy involves optimizing the website for mobile, using SEO best practices, encouraging social media engagement, blogging to provide solutions and drive traffic, and measuring success through analytics.
Mediacurrent Introduction to Emotional Design 2019Mediacurrent
In this webinar, Mediacurrent's Creative Director, Sheree Hill, will examine the human factors and basic principles of emotional design. Learn techniques to keep your audience engaged and converting on your website.
You can find the recording here: https://players.brightcove.net/pages/v1/index.html?accountId=1027729815001&playerId=default&videoId=5987663516001&autoplay=true
The document discusses the rise of social media and its importance for businesses. It notes that social media allows for conversations, with people relying on personal networks to make decisions. It then provides statistics on social media usage in Canada and argues that businesses should have a social media plan and strategy to engage customers and discuss compelling, unique content. The document emphasizes that social media is about participation, not just receiving information, and businesses need to be prepared to respond to challenges.
The document discusses the rise of social media and its importance for businesses. It notes that (1) social media allows for two-way conversations between businesses and customers, rather than one-way communication, (2) businesses need to actively engage on social media by listening to customers and providing compelling, shareable content in order to benefit, and (3) while it requires some time investment, social media engagement can provide marketing benefits like increased search visibility and brand awareness.
This document discusses the rise of social media and its impact on how people consume and share information online. It makes three key points:
1) People's consumption of information has shifted increasingly online and to social media platforms, where they spend much of their time for entertainment, news, and research.
2) Users are now "always on" and connected through mobile devices, with social media and content optimized for mobile use.
3) The way people search for information has also become social, as search engines now factor in social content, recency, frequency and other social signals to rank results.
This has major implications for businesses, which must now adapt to finding customers online and on social media, and
AUTOR: ING. ENRIQUE TAMEZ GONZÁLEZ
Ingeniero Agrónomo especialista en Irrigación, Maestro en Ciencias de Ingeniería especialidad en las Áreas de Mecánica de Suelos e Hidráulica
Fecha: 1984-07
I ofter get requests for Community Management overviews. I created this presentation as a framework for developing community approaches. The workshop exercises have been removed to ensure the privacy of my clients. Let me know what you think.
32 Ways a Digital Marketing Consultant Can Help Grow Your BusinessBarry Feldman
How can a digital marketing consultant help your business? In this resource we'll count the ways. 24 additional marketing resources are bundled for free.
This document discusses Deluxe's transformation of its recruiting and talent acquisition strategies through emerging media and social platforms. It highlights Deluxe's recognition for innovation and candidate experience in social media and recruitment. It also outlines Deluxe's approach of creating a talent community through blogs, social networks, videos and other online channels. The document advocates adopting social media as a strategic part of the recruiting process to engage both active and passive candidates.
Leveraging Social Media to Win the War for TalentJobvite
Winning the war for "right-fit" talent is increasingly difficult, especially for harder-to fill positions. Many organizations are turning to social media to help increase their candidate pool with qualified applicants, but are unsure what the best strategy is for success.
Jenny DeVaughn, Senior Director of Employment Branding and Social Media at Randstad Sourceright and Brett Underhill, Director, Recruiting of Programs, at Prudential Financial guide attendees through best practices and actionable tips for implementing social media strategy to identify and recruit the right talent. Through real-life examples of tactical recruitment campaigns and innovative ideas, attendees learn how their organizations can implement a social media strategy that highlights a strong employment brand message and differentiates the organization to engage the individuals who will help them meet their overall business goals. Attendees also gain insight into how they can identify and align recruiting and organizational goals to create recruitment marketing campaigns that engage a diverse candidate pool. A targeted social media strategy also helps to highlight what analytics and metrics should be measured to determine the overall effectiveness of their employment brand and return on investment.
Jenny and Brett also highlight why interactive, live and shareable content is so valuable to social media strategy, and how employers can leverage employment assets about the organization's brand and culture, and help candidates consider them for an opportunity.
Learn more at http://recruiting.jobvite.com/
A special thanks to presenters Jenny DeVaughn and Brett Underhill, and ERE, Media Inc. for hosting the webinar. Learn more at http://www.ere.net/webinars/
#FIRMday London 28/04/16 - Armstrong Craven 'Best Practice Talent PipeliningEmma Mirrington
Teresa Wykes from Armstrong Craven presents 'Best Practice Talent Pipelining' Essential learning for novices or a refresher session for those already doing it. Support for talent teams to handle and coach hiring managers as they are required to socialise with talent and lead their own succession planning. Theory, best practice, what works and doesn't work in this talent strategy approach.
Webinar: Why Earned Media Overpowers Social Media in Student RecruitmentEarthbound Media Group
This webinar defines the facets of earned media as well as its relevance to social media and emerging technologies in driving student recruitment and admissions strategies for institutions of every size.
How can companies form their Social Strategy? Where should you begin to have the best chance for success? This presentation describes a Social Action plan for companies who want to have a social strategy.
Brandemix provides employer branding, employee communications, and recruitment advertising services. They help companies develop strong employer brands through research, branding strategies, creative content, and campaigns across digital, print, video, and experiential media. Brandemix also implements internal brand activation programs. The company works with global clients and is led by an experienced founder and chief brand officer.
The document discusses the need for organizations to rethink their digital frameworks and customer experiences. It provides guidance on developing a digital strategy, including defining goals and key performance indicators. An effective strategy requires understanding audiences through persona development and mapping touchpoints across the customer journey. The strategy also needs to bring together paid, owned, and earned media in a holistic way to create a seamless brand experience.
IBM & Sirius Decisions: Transforming Marketing Through Buyer Profiles and Per...AMASanDiego
Track: Brand Management & Integrated Communications
Topic: PERSONAS
Title: Transforming Marketing Through Buyer Profiles and Personas
Speakers: JACQUES PAVLENYI, Portfolio Marketing Director, IBM & RACHEL YOUNG, Research Director, Sirius Decisions
The convergence of social and data technologies continues to cause disruption in many industries and professions. Marketing is certainly not immune. Customers have very different expectations now, including strong personalization and customization. If the message and offers aren’t tailored specifically to me, the message is tuned out or ignored. This is increasingly true in B2B as well as B2C marketing. And that’s where personas can help.
IBM and Sirius Decisions will discuss practical rationales and methods for applying buyer profiles and personas, and how IBM is transforming not just Marketing, but also Sales, Product Management, and other functions with data-driven, robust buyer profiles.
- See more at: http://sdama.org/events/2015-art-of-marketing-conference/#session-details
The document discusses the concept of a social business, which is an organization that systematically engages all individuals in its ecosystem - employees, customers, partners and suppliers - to better achieve shared goals. It highlights benefits like increased productivity, revenue, and customer satisfaction. Examples are given of how social tools have helped companies improve sales, gain leadership insights, and speed up innovation. The document advises that becoming a social business requires aligning social strategies with business goals, understanding impacts, piloting initiatives, defining metrics, and continuously learning and evolving practices.
This document discusses creative strategy in advertising. It covers inputs to the creative process like research, qualitative studies, and testing. Common models of the creative process are described, including preparation, incubation, illumination, and verification stages. Developing a major selling idea and creative brief are important parts of creative strategy development. Approaches to finding the big idea that can be a basis for an advertising campaign include unique selling propositions, branding, inherent drama, and positioning. Contemporary strategies aim to engage consumers through attention-grabbing and adaptable big ideas.
The document outlines the 6 steps to planning marketing public relations (MPR): 1) Conduct a brand survey, 2) Identify SMART goals for credibility, trust, and relationships, 3) Compile an inventory of existing PR activities, 4) Identify gaps, 5) Identify working partners, and 6) Budget planning and integration. The objectives of MPR are to build credibility, trust, and long-term relationships through various tools and activities.
EVPs - Beyond the Theory: The Zurich Talent Brand JourneyHavas People
Sarah Cheyne, Global Head of Talent Acquisition Brand and Attraction at Zurich Insurance Group, presents Zurich’s Talent Brand journey.
Besides her takeaways on the recruiting process, Sarah explains the steps that Zurich undertook to activate an authentic and credible Talent Proposition.
LinkedIn Recruiting presentation for StaffingLinkedIn Nordic
The document provides an agenda for a LinkedIn event on talent solutions being held in Stockholm, Sweden on November 14, 2013. The agenda includes presentations on Nordic recruitment trends, LinkedIn solutions for social media, recruitment, staffing companies, and trends. It also includes short biographies of the presenters Marcela and Liselott.
A look at the key areas of digital marketing and where the discipline is headed. As used in a presentation to SUT in relation to my book 'Digital Marketing Strategy' used in their course.
Top Digital Transformation Trends and Priorities for 2016Charlene Li
Given the importance of digital transformation and the never ending onslaught of new technologies, how should organization prioritize limited resources, time, and attention? This presentation to the San Francisco American Marketing Association is the 7th year in a row when Charlene has presented her take of top digital trends.
Social Business Strategy & Plan 8 Steps to Develop & Sustain Social BusinessPam Moore
The document discusses social business strategies and tactics. It provides tips for developing a social business plan, including determining objectives, knowing your audience, mapping your vision/journey, establishing executive support, creating a roadmap and governance guidelines, securing resources, and investing in the right technology. The overall message is that social media should align with and support core business goals, with a focus on people over tools and a holistic strategic approach rather than random acts of marketing.
The document outlines branding and communication strategies provided by a company called 360 Branding. It discusses services related to brand strategy and activation, creative development, brand implementation and campaign management. Specific capabilities mentioned include brand research, social media marketing, internal communications, and talent acquisition. The remainder of the document provides examples of work for clients in various industries and discusses branding approaches for areas like careers, onboarding, and consumer marketing.
Innovating digital, 2019 and beyond - CIM West Yorkshire from Dave ChaffeyDave Chaffey
My presentation for the Chartered Institute of Marketing in Leeds updated to cover Smart Insights RACE planning framework for an April 2019 talk for West Yorkshire CIM members.
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4. Why Social Media for Recruiting?
• Recruiting activities are
inherently social
• Allows employers to tell their
brand story over time
• Earlier engagement = lower
cost of acquisition
11. Social Recruiting Activity Today
9 out of 10 Employers are already using
Social Media to recruit
87% 55% 47%
12. How Do We Use Social Media
45% of recruiters
acknowledge always
researching
prospect’s social
network presence
before an interview
Slide 12
13. Our Approach to Social Recruiting
• Strategic Framework
• Return on Investment
• Cross departmental
engagement
• Objective-based
14. Building a Social Recruiting Strategy
1 Information Collection
Client Competitors Audience
2 Research & Analysis
3 Gap & Opportunity Identification
4 Social Media Strategy
Communications Brand Operations Channels
Slide 14
15. Finding Your Social Brand
• Strategy sets the direction
• Position the brand where your audience can find you
• Be ready for challenges:
– usage policies
– risk management
– escalation procedures
• Adapt and learn from your audience
• Keep the conversation going
Slide 15
We want to shift the focus slightly to speak about the opportunity to...Leverage the Power of Social Media for Recruiting.
David SlideWe know that Social media affects consumer behaviour. Organizations have caught on and are learning to adapt social and mobile technologies to tap into that behaviour to position their brand in a more positive light.One area that has been greatly affected by social media is the recruiting and hiring of talent.Your next hire is undoubtedly already using social media to pursue opportunities.
David SlideHere are some of companies that we are currently working with who face this challenge on a daily basis.
David SlideRecruiting is a naturally social activity. - Employers network to find talentEmployees network to find opportunitiesAllows employers to tell their story over time Build brand credibility- Highlight employer value Position employee benefits in new waysFacilitates earlier engagement = lower cost of acquisition on new talent
David SlideWe all remember the old version of seeking jobs – you would search the classified ads of newspapers,industry magazines and publications. In the early 2000’s we saw the arrival of job boards and websites designed to connect employers with prospective employees. The challenge with that model is that users were restricted to searching within a single network and communication was limited to a one-way dialogue.
David SlideThe job board model has come under threat from the new social networks. As services like LinkedIn, Twitter and Facebook become the norm, users are using these social networks to not only find out about employment opportunities but to better understand what the culture of the organization is like before they make a decision to pursue any employment opportunities.There has been a demographic shift – a younger generation is moving into the workforce; employers know that they will have to compete for employees as the baby boomers retire (Jan 1,2011 is when the oldest boomers started retiring)The job boards have reacted and Monster recently launched a new social network for Facebookcalled BeKnownCareerConnect has launched BranchOut social network for job hunters.Let’s look at how one company is already using Facebook in a new and innovative way to attract top talent globally.
David SlideMarriott Hotels Facebook game: The game enlists players in running the kitchen at a Marriott Hotel. Players must manage operations (placing orders, ordering product, maintaining equipment) customer service (dealing with staff) and finance (sales and profitability) Future modules will be rolled out to cover other operational aspects of Marriott hotels later on. Examples could be Front Desk, Concierge, or Housekeeping.
David SlideSmart brands are already using Social Media to advertise job opportunities and allow their followers to know about careers within their organizations.To illustrate this, here are a few Facebook Examples: Large companies are using Facebook to allow the broad audience to explore careers.
David SlideWe can also see that recruiters are using social media to broadcast job opportunities and access a much broader audience.
David SlideLinkedIn, the original B2B networking platform has also expanded its functionality to allow corporations to advertise career and job opportunities alongside their corporate profiles.
David SlideThese are the latest industry numbers from a recent survey conducted by Jobvite, a social recruiting software company from California.90% of responders indicated that they already use social media in their recruiting programs in some way87% of Employers using LinkedIn55% report using Facebook47% using TwitterThe interesting thing is that these tactics are being done in an ad-hoc fashion.
David SlideThe reality of how social media is being used today is this:Employers are using social media to look at individual profiles online to get a better sense of a candidate before they bring that person in for a meeting or interview.Job candidates are also using social media to research a company and get a better sense of what it might be like as a workplace.In many cases, organizations are missing the bigger opportunity that social media presents. Our belief is that a solid social media recruiting plan has to be integrated. Separate silos that are not well thought out will not succeed in the long term. I’ll turn it over to Kevin to speak about that.
Coming back to the clients that we have worked with that David mentioned earlier, we have developed a framework to support the creation of effective social recruiting programs.Strategic FrameworkBrand experienceOperationsROIMeasurementCost efficiencyCross departmental facilitationStakeholder involvementGuidelines & UsageObjective BasedBetter quality candidatesFaster to market
Kevin Slide:KPMG recognized the need to integrate social channels into their campus and professional recruiting effortsCompetitive advantage & differentiationBuild brand awareness early and in unique waysEngage with users at an early stageSolution: MF was engaged to complete review of competitive programs, audience expectations, existing communications channels and operational requirements to develop a cross-departmental approach to engaging prospects through social mediaDeliverables included: Competitive Review and AnalysisSocial Brand Persona CreationUser Guidelines & Escalation Policy Content Calender Development (full year)Social Media Design and ImplementationResults:WHAT SHOULD WE SAY?http://www.kpmg.com/Ca/en/JoinUs/CampusRecruiting/AboutUs/Pages/Social-Media-set-to-transform-talent-attraction-for-KPMG.aspx
Kevin Slide:We developed the relevant materials to support the program – contained in the binder and research book.KPMG today is in market with Facebook, Twitter (2 accounts), YouTube and LinkedIn.
Kevin Slide: Solution: to reach youth where they “hang out” Facebook, Twitter, LinkedIn and YouTubeProgram included:design and implementation of new social media propertiescreation of user guidelines for distribution to all Ontario business centresImplementing monitoring and analytics toolsCoaching of the Summer Company team and ongoing review sessionsResults:
Kevin SlideSupport your brand voiceBrand personaBrand valueConsistent User experienceIntegrated to existing online presenceExisting audience behaviours and expectationsOperational SupportSocial media orientation for your brand/companyContent calendar and syndication strategyGuidelines and engagement criteriaMonitoring and management toolsCoaching and support Technical expertiseApplication developmentExperience working with all major Social Media platforms