Business Assignment格式-社交媒体招聘的好处。本文是一篇留学生Assignment写作范文,主要内容是讲述随着社交媒体的出现,公司比以往任何时候都有更多关于求职者的信息,评估这些求职者的过程可能会很长。过去,公司试图通过简历来确定候选人是否合适。如今,雇主对求职者进行网络搜索,从社交媒体上了解他们的更多信息,并检查他们的工作样本。这些过程引入了噪声,并且具有潜在的风险——我之前提到过的受保护类问题——通常也会导致不一致的结果。此外,获取有用的信息也是一项挑战,例如对特定技术或相关专业关系的热情。Assignment范文提出为了确保不跨越道德或法律界限,我们的专有技术消除了噪音,如受保护类数据,确保求职者的隐私受到保护,同时帮助雇主更好地了解该职位的最佳人选。公司越来越多地利用社会招聘来寻找求职者,并调查他们正在考虑招聘的求职者。了解公司是如何利用社交媒体进行招聘的,这一点很重要,这样你就可以利用雇主的招聘策略来为自己创造有利条件,并使自己能够被求职公司发现。提供求职者跟踪软件的Jobvite公司发布的一项最新调查显示,92%的雇主今年正在使用或计划使用社交网络进行招聘。这比去年的89%略有上升。这项研究从1000多家公司获得了见解,这些公司大多位于美国的各个行业。下面是Assignment范文的具体内容,供参考。
With the advent of social media, companies have more information than ever on job candidates, and the process of evaluating those candidates can be lengthy. In the past, companies tried to determine candidate fit through their résumés. Today, employers perform web searches on candidates, learn more about them from social media, and examine their work samples. These processes introduce noise and are potentially risky – the Protected Class issue I’d mentioned before – often leading to inconsistent results as well. Also, it is a challenge to derive useful information, such as passion around a particular technology or relevant professional connections. To ensure no ethical or legal boundaries are crossed, our proprietary technology removes the noise, such as Protected Class data, ensuring both the privacy of the job seeker is protected while helping the employer get a better perspective on the best candidates for the position. Companies are increasingly using social recruiting to source candidates for employment, as well as to investigate applicants they are considering hiring. It’s important to be aware of how companies are using social media to recruit, so you can use employers’ recruiting tactics to your advantage and position yourself to be discovered by companies seeking candidates. A new survey released by Jobvite, a company that provides applicant tracking software, shows that 92% of employers are using or planning to use social networks for recruiting this year. This is up slightly from last year at 89%. The study retrieved insights from over 1,000 companies, mostly based in the U.S., in a wide variety of industries.
Social networks are viewed by corporations as a means to recruit both passive and active candidates in a personal yet professional way. Companies such as Ernst & Young are building employer brands on social networks to position themselves as the best place to work and to interact with potential candidates. Aside from passively marketing their companies, recruiters are messaging prospects directly, getting introduced through connections and posting jobs in groups. They are using these networks to fish where the fish are.
社交网络被企业视为以个人而专业的方式招聘被动和主动应聘者的一种手段。安永会计师事务所等公司正在社交网络上打造雇主品牌,以将自己定位为最佳工作场所,并与潜在候选人互动。除了被动地推销他们的公司,招聘人员还直接给潜在客户发信息,通过关系介绍,并在群里发布工作。他们利用这些网络在鱼所在的地方捕鱼。
Here are some more details regarding how recruiters are using the top three social networks, and how you can best shape your profiles and posts to increase your chances of getting hired.
下面是一些关于招聘人员如何使用前三大社交网络的更多细节,以及你如何最好地塑造你的个人资料和帖子,以增加你被录用的机会。
1. LinkedIn. Nearly all (93%) of recruiters are using LinkedIn to discover talent. This is up from 87% in 2011 and 78% in 2010. Furthermore, 89% of recruiters have hired through LinkedIn. LinkedIn was made for recruiting, and the site has an entire suite of recruiting solutions. LinkedIn Recruiter allows recruiters to reach passive candidates by expanding the reach of their personal networks, contact candidates directly and manage a pipeline of talent. The smart advice is to fully utilize LinkedIn in your job search. It’s essential to have to have a flawless (and completely filled-out) profile so that recruiters take you seriously. You should also optimize your profile by adding specialty keywords into your headline (for example “eCommerce and Social Media Expert”), summary, and throughout the rest of your profile so that when recruiters search for candidates with certain skills, you come up. I also recommend that you join industry groups to connect with recruiters that are looking for industry-specific candidates.
领英。几乎所有(93%)的招聘人员都在使用LinkedIn发掘人才。这一比例高于2011年的87%和2010年的78%。此外,89%的招聘人员通过LinkedIn招聘。LinkedIn是为招聘而设计的,该网站有一整套招聘解决方案。LinkedIn Recruiter允许招聘人员通过扩大个人网络的覆盖范围来接触被动应聘者,直接联系应聘者并管理人才管道。明智的建议是在求职中充分利用LinkedIn。必须有一个完美的(完整填写的)个人资料,这样招聘人员才会认真对待你。你还应该通过在你的标题(例如“电子商务和社交媒体专家”)、摘要以及你的个人资料的其他部分中添加专业关键词来优化你的个人信息,这样当招聘人员搜索具有特定技能的候选人时,你就会出现。我还建议你加入行业团体,与正在寻找特定行业候选人的招聘人员建立联系。
2. Facebook. Out of the three networks, Facebook saw the biggest gain in overall usage by recruiters to find job candidates, moving from 55% in 2011 and 2010, to 66% today. One in every four recruiters has successfully found a candidate on Facebook. Companies are using Facebook to discover talent and aren’t hiring directly from the site. But they are creating Facebook pages and promoting them, as well as jobs, through the Facebook Ads platform. Recruiters are using Facebook groups, advertising and their corporate Facebook careers page in order to source candidates. For instance, Marriott’s Jobs and Careers page has an application that lets you run your own Marriott Hotel kitchen, which increases their page engagement and attracts more people to “like” the company. As a job seeker, you have to make sure you’ve turned on your privacy settings, are careful what you post regardless, and you’re tapping into your “friend” network to get referrals. You can also use the BranchOut or BeKnown applications to map job openings to your network. If nothing else, you should “like” a company so you can follow updates and comment.
脸书。在这三个网络中,Facebook在招聘人员寻找求职者的总体使用率上增长最大,从2011年和2010年的55%上升到如今的66%。每四名招聘人员中就有一人在Facebook上成功找到了候选人。公司正在使用Facebook来发现人才,而不是直接从该网站招聘。但他们正在创建Facebook页面,并通过Facebook Ads平台推广这些页面和工作。招聘人员正在使用Facebook群组、广告和他们的企业Facebook职业页面来寻找候选人。例如,万豪酒店的“工作和职业”页面有一个应用程序,可以让您运行自己的万豪酒店厨房,这可以提高他们的页面参与度,并吸引更多人“喜欢”这家公司。作为一名求职者,你必须确保你已经打开了隐私设置,无论你发布什么都要小心,并且你正在利用你的“朋友”网络获得推荐。您还可以使用BranchOut或BeKnown应用程序将职位空缺映射到您的网络。如果没有别的,你应该“喜欢”一家公司,这样你就可以关注更新和评论。
3. Twitter. More than half of recruiters (54%) now use Twitter as part of their talent search. This is up from 47% in 2011 and 45% in 2010. Only 15% of recruiters surveyed have actually hired a candidate through Twitter. Companies are using Twitter to post job entries through their own accounts (i.e. CitiJobs). They are also using third party companies, such as Tweet My Jobs and Twit Job Search, to promote their listings. Job seekers should follow companies they want to work for on Twitter and watch out for job listings, while also interacting via Twitter with employees who work there. Again, it’s important to have a strong profile and several Tweets under your belt before you start truly utilizing Twitter to help you pursue work.
推特.超过一半的招聘人员(54%)现在使用Twitter作为人才搜索的一部分。这一比例高于2011年的47%和2010年的45%。只有15%的受访招聘人员通过推特招聘了一名候选人。公司正在使用Twitter通过自己的账户(即CitiJobs)发布工作条目。他们还利用第三方公司,如Tweet My Jobs和Twet Job Search来宣传他们的上市。求职者应该在推特上关注他们想为之工作的公司,留意工作列表,同时通过推特与在那里工作的员工互动。同样,在你开始真正利用Twitter来帮助你工作之前,拥有一个强大的个人资料和几条推特是很重要的。
If I’m a recruiter, Social media can be a great source for discovering passive candidates – those who are employed but ‘open’ to changing jobs for the right opportunity – who represent nearly half of all currently employed talent. Because the desired opportunities rarely exist on job boards, and job seekers are participating in communities all over the web (sites like GitHub for engineering talent, for example), social media can become a fascinating place for employers to find talent that they may not be able to find otherwise. At Reppify, we simplify this process even further by first identifying this talent and then connecting with this talent to suggest those candidates who best match against specific job criteria.
如果我是一名招聘人员,社交媒体可以成为发现被动求职者的一个好来源——那些已经就业但“愿意”为合适的机会跳槽的求职者——他们占目前所有就业人才的近一半。由于求职板上很少有理想的机会,求职者也在参与网络上的社区(例如GitHub等工程人才网站),社交媒体可以成为雇主寻找人才的迷人场所,否则他们可能找不到。在Reppify,我们进一步简化了这一过程,首先确定该人才,然后与该人才联系,以推荐最符合特定工作标准的候选人。
If I’m a job seeker, Leveraging your network wherever possible is key. The average user on a network such as LinkedIn, for example, has around 200 connections. With hiring on the rise again, job seekers will need to use their connections to help get ahead of the competition and get through to those jobs where they are most qualified. Soon, this will also begin working in reverse – as employers adopt new technology and tools, those right jobs will begin to find you.
如果我是求职者,尽可能利用你的人际网络是关键。例如,LinkedIn等网络上的平均用户拥有大约200个连接。随着招聘人数的再次上升,求职者将需要利用他们的人脉关系来帮助他们在竞争中领先,并获得那些他们最有资格的工作。很快,这也将反过来开始——随着雇主采用新技术和工具,那些合适的工作将开始找到你。
ADVANTAGES OF UTILIZING SOCIAL MEDIA IN TERMS OF RECRUITMENT:在招聘方面利用社交媒体的优势
It is more efficient. Organizations can use social media to tap potential recruits much more easily by advertising vacancies and searching for recruits on LinkedIn, for example. However, LinkedIn and other social media applications can actually be used for much more than simply a job post site. Indeed, social recruiting can be used to increase effectiveness and forge new and deeper relationships between employees and employers. Rather than simply recruiting the person with the best-looking CV, social media can ensure that that person is also the best fit for the company.
它更有效率。例如,组织可以通过在LinkedIn上发布招聘广告和搜索招聘信息,更容易地利用社交媒体挖掘潜在的招聘人员。然而,LinkedIn和其他社交媒体应用程序实际上可以不仅仅用于招聘网站。事实上,社会招聘可以用来提高效率,并在员工和雇主之间建立新的、更深层次的关系。社交媒体不是简单地招聘简历最好看的人,而是可以确保此人最适合公司。
Technology is essentially being used to provide better quality links to potential employees, developing and maintaining a relationship over a number of years, which can be tapped in to at later date. There are a number of ways in which this can be done, for example, LinkedIn, Facebook and other social networks offer the chance to form a community based on a topic determined by the organization. However, while an organization like Goldman Sachs globally invests over 100,000 hours each year in conversations with prospective employees, it is not always practical for organizations to put this much effort into their recruitment. That said, social media does make it simple for any organization to proactively develop some kind of relationship with potential employees to the best if its ability.
技术基本上被用来为潜在员工提供更优质的联系,多年来发展和维持一种关系,以后可以利用这种关系。有很多方法可以做到这一点,例如,LinkedIn、Facebook和其他社交网络提供了根据组织确定的主题组建社区的机会。然而,尽管像高盛这样的组织每年在全球范围内投资超过10万小时与潜在员工进行对话,但组织在招聘中投入如此多的精力并不总是切实可行的。这就是说,社交媒体确实让任何组织都能尽其所能主动与潜在员工建立某种关系。
Social media applications are also being used to rate and compare employees, determine cultural fit and extend internal initiatives, like the referral scheme, to an external audience and using social media to compliment their hiring process: 75 percent are using LinkedIn for background checks and 48 percent are using Facebook for background checks. In fact, more than two-thirds of all HR professionals now run internet searches on job applicants. According to Microsoft, one in four HR employees has rejected a candidate’s application based on their social networking profile, while only 37 percent of people see it as their responsibility to protect their online reputation.
社交媒体应用程序也被用于对员工进行评级和比较,确定文化契合度,并将内部举措(如推荐计划)推广到外部受众,并使用社交媒体来称赞他们的招聘过程:75%的人使用LinkedIn进行背景调查,48%的人使用Facebook进行背景调查。事实上,超过三分之二的人力资源专业人员现在在网上搜索求职者。根据微软的数据,四分之一的人力资源员工根据自己的社交网络档案拒绝了候选人的申请,而只有37%的人认为这是他们保护网络声誉的责任。
Top 10 tips for social media recruitment:社交媒体招聘的十大技巧
Rip up the old organizational chart: The corporate social media function crosses disciplines. The customer service, public relations, marketing and sales teams, they all have a stake in how the social media function impacts daily operations.
翻开旧的组织结构图:企业社交媒体职能跨学科。客户服务、公共关系、营销和销售团队都与社交媒体功能如何影响日常运营息息相关。
Don’t give the job to the junior staffer: British furniture retailer Habitat learned a hard lesson in 2009: don’t entrust the brand’s Twitter feed to an impudent intern. Since the infamous hash tag incident, in which Habitat tried to spam the Twitter verse by using trending hash tags from the Tehran protests, companies have started putting a dedicated, always-staffed
不要把工作交给初级员工:英国家具零售商Habitat在2009年学到了一个惨痛的教训:不要把该品牌的推特订阅交给厚颜无耻的实习生。自从臭名昭著的哈希标签事件(Habitat试图通过使用德黑兰抗议活动中的流行哈希标签来垃圾邮件推特)以来,各公司开始设立一个专门的、始终配备员工的
Don’t outsource: This is a job that’s far too vital to be placed in the hands of an outside agency. The insights that come with speaking directly to customers is crucial feedback that can better inform a company’s sales, PR and marketing functions, plus product development and innovation.
不要外包:这是一项非常重要的工作,不能交给外部机构。与客户直接交谈所带来的洞察力是至关重要的反馈,可以更好地告知公司的销售、公关和营销职能,以及产品开发和创新。
Give the social media team the power to report to the board: The social media outreach team has a finger on the pulse of customers, prospective customers and critics. This is vital detail that needs to be communicated as far up the management chain as possible.
赋予社交媒体团队向董事会报告的权力:社交媒体外联团队可以掌握客户、潜在客户和批评者的脉搏。这是至关重要的细节,需要尽可能在管理链上传达。
Be prepared: A lone gripe posted to Facebook, Twitter or on a blog can quickly become a PR nightmare. Have a response strategy drafted up and be ready to use it.
做好准备:发在脸书、推特或博客上的一句抱怨很快就会成为公关噩梦。制定应对策略,并准备好使用。
Find your voice: Veteran journalists speak of the need to develop a resonant voice, one that puts the reader at ease, entertains and informs. It’s no different with your social media communications strategy.
找到你的声音:资深记者谈到需要建立一种共鸣的声音,一种让读者放松、娱乐和告知的声音。这与你的社交媒体传播策略没有什么不同。
Be courteous, professional and respectful: This is a medium that gives some companies fits because they do not know how to respond to customers venting their frustration. Take the high road.
礼貌、专业和尊重:这是一种让一些公司适合的媒介,因为他们不知道如何回应客户发泄他们的沮丧情绪。走高端路线。
Treat each gripe as an opportunity to learn: In the old days you had to organize focus groups, promising them tea and biscuits, to learn what the public thought of you and your products and how you conduct business. Now, that detail is available without strings.
把每一次抱怨都当作一次学习的机会:在过去,你必须组织焦点小组,承诺给他们茶和饼干,以了解公众对你和你的产品的看法,以及你如何开展业务。现在,该细节无需字符串即可获得。
Monitor, monitor, monitor: What is the public saying about you? About your competitors? You need to listen intently before you can begin to engage, and ultimately, transform your brand into a more transparent and socially adept organization.
监督员,监督员:公众对你的评价是什么?关于你的竞争对手?在开始参与之前,你需要认真倾听,并最终将你的品牌转变为一个更透明、更善于社交的组织。
Reasons Social Recruiting Beats Traditional Recruiting 社会招聘优于传统招聘的原因
Recruiting top talent has always been a challenge. But with new social recruiting tactics, many companies are turning to online communities and platforms to source candidates quicker and easier.
招聘顶尖人才一直是一项挑战。但随着新的社交招聘策略,许多公司正转向在线社区和平台,以更快、更容易地找到候选人。
1. Making Human Resources Human Again, Digitally:数字化人力资源
Social recruiting has a major advantage over traditional recruiting: it’s more human. Compared to the “post a job; wait for hundreds of resumes; let ATS filter through keywords; never get back to anyone” process many use today, social recruiting is a transparent, active approach where only the best candidates are sourced. In addition, recruiters can determine first impressions and cultural fit – even perform a bit of a background check – before approaching the candidate.
社会招聘比传统招聘有一个主要优势:它更人性化。与今天许多人使用的“发布一份工作;等待数百份简历;让ATS过滤关键词;永远不要回复任何人”流程相比,社交招聘是一种透明、积极的方法,只有最好的候选人才能找到。此外,招聘人员可以在接近候选人之前确定第一印象和文化契合度,甚至可以进行一点背景调查。
2. Ability to Connect with Top Talent Now:现在与顶尖人才联系的能力
Social recruiting has made it possible to interact directly with job candidates. These days, the best candidates are easily found online – and recruiters can weed out job seekers who are not a match for the position in a simpler way. Use social media outlets to find recommendations from previous employers can save you time you might have spent contacting references and former employers.
社会招聘使得与求职者直接互动成为可能。如今,网上很容易找到最好的求职者——招聘人员可以用一种更简单的方式淘汰那些与该职位不匹配的求职者。利用社交媒体寻找前雇主的推荐,可以节省你可能花在联系推荐人和前雇主上的时间。
3. Leads to Better Connections Faster:更快地实现更好的连接
In the traditional hiring process, it could be several rounds of resume reviews and phone screens before applicants and employers got to really connect on a personal level. Thanks to social media and video interviews, this connection is happening more instantaneously and with less time wasted. Now employers can see if a candidate will be a good match for the company sooner, helping both job seekers and hiring managers save valuable time and resources in the search for the perfect fit.
在传统的招聘过程中,可能需要经过几轮简历审查和电话筛选,申请人和雇主才能真正在个人层面上建立联系。多亏了社交媒体和视频采访,这种联系更加即时,浪费的时间更少。现在,雇主可以更快地了解应聘者是否适合公司,帮助求职者和招聘经理节省宝贵的时间和资源,寻找最合适的人选。
4. Make Your Job Openings Go Viral:让你的职位空缺变得病毒式
The prime advantage of social recruiting vs. traditional recruiting is that social recruiting allows your job openings to have viral qualities. Viral qualities can include the language of your job description, the visuals you use, engaging or funny videos, and social connect ability features. You can’t use any of these tools with traditional recruiting – and why wouldn’t you want to?
与传统招聘相比,社交招聘的主要优势在于,社交招聘让你的职位空缺具有病毒性。病毒素质可以包括你的工作描述语言、你使用的视觉效果、吸引人或有趣的视频以及社交能力特征。你不能在传统招聘中使用这些工具,为什么你不想这样做?
5. Helps You Get to Know More About the Candidate Than Just What’s on Paper:帮助您了解更多关于候选人的信息,而不仅仅是纸面上的信息
While social recruiting does have it’s challenges (it’s a legal compliance nightmare if done incorrectly), it helps you learn more about a person and their demeanor. Social recruiting lets you engage with candidates and assess not just their skills but their personality and ability to fit with the culture of your organization.
虽然社会招聘确实存在挑战(如果做得不对,这将是一场法律合规噩梦),但它可以帮助你了解更多关于一个人及其行为举止的信息。社交招聘让你与应聘者接触,不仅评估他们的技能,还评估他们的个性和能力,以适应组织的文化。
6. Discovering Candidates Who Want to Be Discovered:发现希望被发现的候选人
Companies are increasingly using social recruiting to source candidates for employment, as well as to investigate applicants they are considering hiring. It’s important to be aware of how to use social media to recruit to discover candidates that have positioned themselves to be discovered. Social recruiting allows you to see how the candidate represents themselves and what companies they are connected with.
公司越来越多地利用社会招聘来寻找求职者,并调查他们正在考虑招聘的求职者。重要的是要了解如何使用社交媒体进行招聘,以发现那些定位为被发现的候选人。社交招聘可以让你了解应聘者如何代表自己,以及他们与哪些公司有联系。
7. Allows Recruiters to Connect With Talent in a More Informal, Engaging Manner:允许招聘人员以更非正式、更具吸引力的方式与人才沟通
Social recruiting allows talent acquisition professionals to engage with a community of talent in a more informal, engaging manner versus “We’re hiring, you’re great, let’s talk.” Ultimately, what we’re trying to do is initiate a dialogue and information exchange with people – and social channels are an excellent way for this to happen.
社交招聘允许人才获取专业人士以更非正式、更具吸引力的方式与人才社区接触,而不是“我们在招聘,你很棒,让我们谈谈”。最终,我们要做的是与人们展开对话和信息交流,而社交渠道是实现这一点的绝佳途径。
8. Relationship-Driven Connections:关系驱动关系
Social recruiting supports the development and maintenance of relationships that can reach far beyond the immediate hiring need. By connecting and interacting with candidates through social channels, recruiters are able to create real connections and build relationships with interested individuals. You never know who may turn into a great new hire in the future!
社会招聘支持关系的发展和维护,这种关系可以远远超出当前的招聘需求。通过社交渠道与应聘者建立联系和互动,招聘人员能够建立真正的联系,并与感兴趣的人建立关系。你永远不知道谁将来会成为一名优秀的新员工!
9. Availability of Relevant Candidate Data:相关候选数据的可用性
The combination of the quantity and quality of relevant candidate data in social networks is a game changer. Social connections are now mapped out in a way that makes it possible for employers to supercharge the referral process like never before. Employees don’t have to conjure up candidates – social networks can present quality referrals with a single click.
社交网络中相关候选数据的数量和质量的结合改变了游戏规则。现在,社会关系的规划方式使得雇主可以前所未有地加强推荐流程。员工不必召唤候选人——社交网络只需点击一次,就能提供高质量的推荐。
CONCLUSION 结论
According to the research on this topic I do think that the use of social media by employers will continue to be the trend; and while there will be instances of Facebook password requests of candidates by potential employers so they can examine their profiles for objectionable content, these will likely remain edge cases. Most employers will pursue intelligent policies that effectively leverage relevant information from social media, such as project work on an open-source engineering site, to select the top qualified candidates.
根据对Assignment范文主题的研究,作者确实认为雇主使用社交媒体将继续成为趋势;尽管潜在雇主会要求应聘者使用Facebook密码,以便他们可以检查自己的个人资料中是否有令人反感的内容,但这些情况可能仍然是边缘情况。大多数雇主都会采取明智的政策,有效地利用社交媒体上的相关信息,例如开源工程网站上的项目工作,以选择最合格的候选人。本站提供各国各专业Assignment代写或指导服务,如有需要可咨询本平台。
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