Posts tagged social media
Beginners Guide To Snapchat

The first thing you need to know about Snapchat is that it’s unlike any other social channels. Those fluent in Tweets, Instas, and Facebook assuming that experience will translate to Snapchat are in for a surprise. 

Snapchat is all about capturing a moment, through videos and photos. You can customize these moments with emojis, text, filters, and drawing - but that’s your communication method. No links, no self-promotional “thought leadership” blog posts or auto-scheduled posts - just moments. Real and true. 

The presentation below was developed by A m p l i f y (👻 ThisIsLarsSnap) with the help of Snapchat veterans - Nando Rodriguez (👻 nandoism) and Celinda Appleby (👻 cellyapp). The goal was to demystify Snapchat and help new users and brands better understand how the platform works. You can view the entire presentation below, or download it for free.

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Recruiting Meets Snapchat

Snapchat is a growing force in the world of social media. It's become the social platform of choice for millennials, and brands are taking notice. It's more than just snaps. Snapchat has grown into one of the preferred communication channels for GenY with 69% of millennial users using it daily as a chat platform. This is an important stat for HR.

The field of Recruiting, with it's focus on talent attraction and branding, is usually an early adopter of new platforms. They want to gauge whether these new platforms can be integrated into their branding portfolio, and help them attract and engage talent in new ways.

Recruiting is all about meeting candidates where they are. For some companies, that's Snapchat. Does that mean everyone needs to rush out and start snapping? No, but whether you're using Snapchat for business or personal reasons there may be reasons to invest your time there.  

HR industry veteran Jay Kuhns (👻 jrkuhns) is one of the more active Snappers in the space. He recently blogged about his experience with Snapchat, and why he feels HR professionals should start Snapping. 

I'm an admitted Snapchat newbie. I've been digging into the platform the past month to learn more about how it works, and gauge how companies might use it for branding purposes.

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Engagement Analysis: Random Tweets Of Kindness #RTOK

I spent over 17 hours watch the Random Tweets of Kindness stream last Wednesday 3/11. As the tweets from around the world kept coming, over 4,000 of them from 35+ countries, I read them all. I was moved by the participation and sincerity of the people who participated, and the surprise and appreciation of those receiving them.

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Introducing The Employer Brand Chat - #EBchat

We're excited to announce the launch of a new collectively owned monthly chat, #EBchat, to enhance collaboration and communication within the community of peers working in the field of Employer Brand. #EBchat will be a Twitter chat (for now) that will take place the first Thursday of every month from 12:30-1:30pm EST. The chat covers a broad range of topics from best practices to platforms to tools. Each month a new moderator/s will lead the chat. The goal of #EBchat is to help move the field of Employer Branding forward by having more open collaboration and exchanging of ideas and practices, peer networking, and creating a forum to aggregate online conversations around Employer Branding.

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Kill Your Unicorns

There's never been a better time to be a recruiter. I believe this. There are a variety of career paths, tools, and techniques that recruiters can pursue. There’s room for “old school recruiters” who just want to make placements with their rolodex and phone. There’s room for more creative types with a marketer’s DNA who want to lead branding efforts. There’s room for analytic types who want to crunch talent management numbers, find correlation, and develop strategy. Let’s kill these unicorns and celebrate this diversity of recruiting career possibilities. There will be a time in the future when these unicorns are commonplace, but it’s not today.

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A Case For Reinventing Job Descriptions

Talent is more fluid than ever. The average tenure is shrinking. Candidates don’t want to rely upon boilerplate JD’s to give them a sense of whether they should explore your jobs. They want to know about things like specific deliverables, success measures, growth plans, and perks. They want to know what their desk might look like, what tools they might use, and what their colleagues are like.

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Glassdoor Summit Preview: You Say You Want A [r]Evolution? #GDSummit

What if...we started over. What if we built recruiting today, based on current job search behaviors and expectations? What would it look like?

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