What is the Best Way to Manage Social Media Platforms

What is the Best Way to Manage Social Media Platforms So youve registered with as many social media platforms as possible but now the key thing is to keep on top of them. The world of social media moves very fast so how can you find the time to constantly update them as well as keeping the content relevant and target? This week our team of experts gives you their tips on doing just that and luckily there are a number of online tools to help you too. Ariel Jolo There are several tools, I personally prefer using each platform individually. Each one has their own codes and etiquette and I found its better to take a little extra time in order to achieve a well crafted message than just multiposting the same thing just for the sake of commodity. Ariel Jolo,  Global Employer Brand Manager, at Medallia. Adrian Cernat Automate all you can and save precious time for other important tasks. How to do that? Get yourself tools that gives you the ability to manage organic social content from a centralized portal. And if that happens to be the same tool that already empowers their recruitment advertising activities, even better. Because not only will incorporating automation into social media workflows save time and effort for recruiters who would otherwise have to laboriously post content, read and respond to comments, and gather dataâ€"it will make it that much easier to create strategic alignment between organic and paid content. Adrian Daniel Cernat, CEO co-founder SmartDreamers Sarang Brahme Identify your target audience, build a strong content pipeline, engage your employees/connections to spread the word and be consistent in what you say! Building a network and a following takes time, so be patient. Social media will not give you ROI from the day one, it takes patience and consistency. Sarang Brahme, Global Social Recruiting Talent Brand Manager, Capgemini. Carmen Collins Dedicate time for it. Block time on your calendar â€" make it a habit. You don’t have to be everywhere all the time, that’s what social media managers do. Be strategic, be thoughtful, and be yourself. Carmen Collins, Social Media Talent Brand Lead, Cisco. Cameron Brain Like any professional, you’ve got a ton on your plate, so make it as easy as possible to be active on social.   Get the right tools, understand how to use them, and don’t waste a bunch of time getting distracted (social is, afterall 100% addictive).   If you’re an individual recruiter, the social networks’ native apps (e.g., the Linkedin app) should more than suffice. However and if you’re a member of a team or manage a team of recruiters, you should definitely look into an advocacy platform such as EveryoneSocial.   Such a platform not only makes it easier for your people, it provides you with the analytics and reporting to make sure everyone is driving towards the same objectives. Cameron Brain, CEO Co-Founder, EveryoneSocial.com. Mark Cavanagh Consistency is key, your social media goals will determine the level of management required to deliver valuable content and cultivate your network. For the individual recruiter, this could be as simple as a weekly reminder to post your latest roles, share useful links and touch base with your connections. For those engaged in recruitment marketing, the use of a scheduling assistant (Sprout Social) in combination with sponsored or paid social media will allow you to do this on a larger scale, improving reach and automating interaction and social touch points. Mark Cavanagh, Marketing Manager at The One Group. Victoria Sorensen You need a social media management tool such as Hootsuite, Tweetdeck, Buffer (there are loads of free apps out there). It does not have to be complicated, you need consistency and visibility. Scheduling posts in between the spontaneity is an efficient way to manage your presence. Victoria Sorenson , Senior Talent Advisor, Oracle. Othamar Gama Filho Being relevant takes time and planning, use a tool like Buffer to help you easily schedule and share relevant content. Othamar Gama Filho, is the CEO at Talentify. Stephanie Scher Approach social media like any other marketing or advertising platform. Understand the audience demographics of typical users and have measurable goals that support the purpose for your presence. Maintain the account with a regular cadence and stay connected by watching aspirational and competitive accounts to see what they are doing compared to your approach or strategy. Stephanie Scher, Talent Brand|Social Media, Vanguard. Eva Baluchova I remember when I used to think that managing social media is easy because its free. Create, publish, analyse and report. I didnt understand how overwhelming it can be. Patience and consistency are the keywords here, and those two take a lot of time. Thankfully, there are many great social media management tools. They save you time, save you money, and most importantly they will make it fun. They could even help you to improve your content’s reach. The good news is: a lot of these tools have generous free tiers. I recommend tools like Buffer, Hootsuite, Corwdfire, Sprout Social. There are many more; have a look which one fits you and your budget the best. Eva Baluchova, Talent Lead , Levelup Ventures.

Real Estate Resume Sample

Real Estate Resume SampleIf you want to increase your chances of landing the dream job, consider checking out a real estate resume sample. It may be the best way to gain better visibility for your real estate career and move forward in the business world. Here are some important things to consider when creating a real estate resume sample:First, consider creating a resume that's more comprehensive than the first one you created. Every time you improve your resume, you are 'revising' your image, image and status. By focusing on what you can do better, instead of just going back to the first time you created your resume, you are displaying a professional nature that's alluring. This is how you make people remember you and your career.Second, always include your previous real estate experience and this time add some information about the real estate industry. These will prove to prospective employers that you have been developing a well-rounded knowledge of the real estate industry. The se years of real estate experience may show them that you have sufficient knowledge to be in the industry for the long term. A good real estate resume sample will also contain information about your career goals, which is a great addition.Make sure to list key achievements you can provide that prove that you're capable of handling the real estate industry. This is because it's human nature to be drawn to those who have achieved more than they expected. Showing that you're willing to put in your time and effort to reach the goal should be your main focus. And with the real estate resume sample, you can mention these achievements as well.Last, use the same real estate resume sample in all your future jobs, which you hope to enter in the real estate career. As you accumulate more experience and expertise, it would be easier for you to demonstrate your skills and traits to your future employers. You may even have one resume for your profession and another one for a real estate consultin g firm. Using the same resume is a great idea as it will be easier for you to find opportunities in both fields.Keep in mind that your real estate resume sample should be short and to the point. It should be concise and easy to read. And you should be able to convey your message without being a bore. It's easy to get lost in an elaborate resume that you're creating for a real estate company but that's no way to create success.Don't be discouraged if you encounter grammar and spelling mistakes while writing your real estate resume. It happens, and as you continue in your career, you might develop a certain sense of right and wrong. Just remember that these are proofs that you're dedicated to the craft and are trying to stand out from the crowd. Your employers and future employers are only too eager to hear about someone who is persistent and determined.So go ahead and look for the real estate resume sample that will help you reach your career goals. Keep reading below for more tips o n creating a real estate resume sample:

4 Important Topics to Convey During an Interview

4 Important Topics to Convey During an Interview As recruiters, we’ve had prospective candidates who couldn’t do the job if they’re lives depended on it. It’s the nature of the beast. We try to do everything we can to assure that we’re getting the right personnel. As such, it’s absolutely  critical that we convey certain points and topics in a clear way. Emphasizing certain topics streamline the  process and assure that we get the right candidates in the right roles. If we don’t make these topics paramount in the interview process, we welcome the chance for a  nightmare scenario. Furthermore, you’ll perpetuate the idea that the use of third party recruiting is  something that companies can do without. Of course as a figure in the industry this is bad for us as a  whole.  In any event, here is what we consider to be the most important topics to nail during an interview with a  prospective employee: 1) The ability to do the job: The ability and drive to present as much information for an employment opportunity holds a lot of weight. Truth be told it’s a no-brainer, but one still worth reiterating every time you get the opportunity. The  reason that this is worth mentioning is because it is the largest representation of whether or not you are a  recruiter worth their salt. In short, if you’re not even able to handle the basics of bringing qualified people  you’re simply not doing enough. As your primary objective, the key is to emphasize to a potential employee, that the ability to consistently  handle the rigors of the job is most imperative. Of course, this includes what a candidate should know  about the job. This is another thing that would be considered relatively self-explanatory, but some  recruiters simply do not convey everything the job would entail. Emphasizing that point is crucial, as many candidates have asserted that their recruiter didn’t let them  know as much as they should have. 2) Show that you know your stuff: If you’ve been in the industry for a while, you’ve probably heard that a number of recruiters are not as  knowledgeable about the industry that they “specialize” in. Of course, this is a misnomer for a lot of us.  Like any other industry, we care a lot about what vertical of recruiting we’re working in and take the time  to learn it. With that being said, there will still be a substantial learning curve for someone working in  recruiting compared to someone who is the potential candidate.  After all, we’re not really working in the industry. We’re actually working for the industry, right? Thus, it’s important to emphasize that you’re actually someone who knows a few valuable insights  regarding the industry and position. Being able to talk a bit of shop with the candidate is also central.  Doing so will go a long way in weeding out some candidates that would be a poor fit for the job. Performing additional research into the industry will help show the candidate that you and the client  expect a degree of standard.  As the recruiter, this will assure more success and conversion rate of placing candidates. 3) You separate wheat from chaff: Let’s face it; in this current job climate, you’re going to get a very high volume of potential candidates. As you would expect, many of these candidates are simply not properly suited for the job. Given the  industry, you could be sifting through hundreds and hundreds of unqualified applicants. This could be an  encouraging pool of options, but daunting to evaluate everyone. When interviewing those best qualified, it’s important to let them know that you are performing extensive  due diligence. This may seem ominous, but it’s the job of the recruiter to check references for authenticity  and to receive honest feedback of what clients are looking for in a prospective employee. Additionally, it helps to ask questions that assure that the candidate read the job specifications accurately. Often times, recruiters find that without asking industry specific questions, candidates are less aware of  essential points. 4) Efficient selection: The last point is integral in the recruiting interview process. You may run into one of those candidates  that may not be as interested in the job as you think they should be. According to a Forbes article, one  recruiter spoke about their experience with candidates who were able to meet certain requirements prior  to an interview. However, the candidates interest level and career objectives did not fit the available role  being offered. Because this situation can be commonplace, it’s principal to find an efficient selection  process prior to moving forward. It’s important to convey that this is a job that needs to be filled immediately and that you’re completely  committed to making this happen as quickly and efficient as possible. How do you approach your interviews? What are you doing to build a more thorough and efficient  interview process? What techniques have worked for you? Leave a comment and share your thoughts. Author: Gerald Buck is the editor of ejobapplications.com, a website offering free  downloadable job application forms, career information, job interview and resume tips, as well  as much more. Follow him on Twitter @EJobApplication.