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	<title>eSocialMedia &#187; Social Media in London</title>
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	<link>http://esocialmedia.co.uk</link>
	<description>London&#039;s Leading Social Media Consultancy</description>
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		<title>Retain your top performing sales people using social media</title>
		<link>http://esocialmedia.co.uk/social-media-recruitment/retain-your-top-performing-sales-people-using-social-media/</link>
		<comments>http://esocialmedia.co.uk/social-media-recruitment/retain-your-top-performing-sales-people-using-social-media/#comments</comments>
		<pubDate>Thu, 12 Apr 2012 14:15:09 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Internal Communication Tools]]></category>
		<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[business risk]]></category>
		<category><![CDATA[sales staff]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[Social Media London]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5497</guid>
		<description><![CDATA[Social media can be used to help retain your top talent which can help reduce your business risk]]></description>
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		<title>Creating The Perfect Recruitment On Boarding Process</title>
		<link>http://esocialmedia.co.uk/social-media-for-recruitment/the-perfect-recruitment-on-boarding-process-british-airways-direct-resourcing-think-tank/</link>
		<comments>http://esocialmedia.co.uk/social-media-for-recruitment/the-perfect-recruitment-on-boarding-process-british-airways-direct-resourcing-think-tank/#comments</comments>
		<pubDate>Wed, 25 Jan 2012 09:43:07 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[On Boarding]]></category>
		<category><![CDATA[onboarding]]></category>
		<category><![CDATA[recruitment]]></category>
		<category><![CDATA[resourcing]]></category>
		<category><![CDATA[social media and recruitment onboarding]]></category>
		<category><![CDATA[Social Media Consultancy]]></category>
		<category><![CDATA[social media consulting]]></category>
		<category><![CDATA[Social Media Strategy]]></category>
		<category><![CDATA[social recruitment]]></category>
		<category><![CDATA[Using social media for on boarding]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5210</guid>
		<description><![CDATA[Our most recent Direct Resourcing Think Tank was hosted by Sara Philp from British Airways and the recruitment topic was On Boarding. Nothing to do with boarding flights but rather how to on board people into jobs and into your organisation. The event was well attended with recruitment leaders from Tesco, Vodafone, Chartis, Eurostar, Serco, Ladbrokes, Expedia, TK Maxx, Currys, Gilead, BP, Foxtons, Home Retail Group, Mitie, Three Mobile, Accenture, Quicktec and Logica.&#160; Sara Philp lead off with a very insightful 10 minute presentation about where BA were on their journey towards the perfect on boarding process and described on boarding as: &#039;The integration of new colleagues into an organisation preparing them to succeed in their job and to become fully engaged and productive.&#039; BA forecasted to recruit at least 2,500 this year from 34,000 employees where 58% of their new hires in the last 12 months were Gen Y and 10% of colleagues are under 30. So as you can imagine the area of on boarding is an important one. &#160; Sara shared some research that they had undertaken looking at on boarding at other companies and some of the highlights were: &#160; &#8226;&#160; 90% of employees make a decision to stay in the first 6 months &#8226;&#160; A third of managers will fail in their jobs in the first 18 months &#8226;&#160; Failure of successful transition costs x 1.5 to 5 times annual salary &#8226;&#160; Generation Y expects 5 &#8211; 7 career changes compared to baby boomers wanting 2-3 so on boarding is becoming more and more important &#160; Time to reach full productivity on average &#160; &#8226;&#160; 24-26 weeks for execs &#8226;&#160; 8-22 weeks for professionals &#8226;&#160; 8-12 for administrators &#160; Sara said that some of the most important elements of on boarding were: &#160; For employees to to feel welcome, feel valued, be engaged with their role and the company and have the information and support to be productive as soon as possible. &#160; Sara also complimented Bersin and Associates who are consultants in the on boarding process who had helped them learn what best companies do like: &#160; &#160; &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Automate processes &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Customise program&#039;s where appropriate &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Recognise that line managers are key to success &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Give visibility to new hires within the team or organisation &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Provide networking opportunities online (social media) and offline &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Extend the on boarding experience into the first 6 months &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Best companies have someone dedicated to Onboarding experience &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; Introduce measures of success &#160; &#160; Interesting comments and insights from the group &#160; &#183;&#160;&#160;&#160;&#160;&#160;&#160;&#160;&#160; If you want money to invest in on boarding you need to understand the value of on boarding to the business. For example what would the increase in revenue be if you could get sales people up and running in a month instead of three months? What would happen if due to on boarding, less good people left in the first year? What would happen to your company brand and employer brand if...]]></description>
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		<title>Social Media and The London Riots: 4 months on</title>
		<link>http://esocialmedia.co.uk/social-media-and-blogging/social-media-and-london-riots/</link>
		<comments>http://esocialmedia.co.uk/social-media-and-blogging/social-media-and-london-riots/#comments</comments>
		<pubDate>Mon, 12 Dec 2011 12:20:13 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Facebook]]></category>
		<category><![CDATA[Social Media and Blogging]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[Social Networking]]></category>
		<category><![CDATA[Twitter]]></category>
		<category><![CDATA[audience analysis]]></category>
		<category><![CDATA[BAE Systems]]></category>
		<category><![CDATA[Blackberry]]></category>
		<category><![CDATA[Content Plan]]></category>
		<category><![CDATA[Content Strategy]]></category>
		<category><![CDATA[feasibility analysis]]></category>
		<category><![CDATA[feasibility study]]></category>
		<category><![CDATA[London riots]]></category>
		<category><![CDATA[Metropolitan Police]]></category>
		<category><![CDATA[objective setting]]></category>
		<category><![CDATA[Olympics]]></category>
		<category><![CDATA[social media and london riots]]></category>
		<category><![CDATA[Social Media and Twitter]]></category>
		<category><![CDATA[Theresa May]]></category>
		<category><![CDATA[Training and Education]]></category>
		<category><![CDATA[twitter]]></category>
		<category><![CDATA[twitter london]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=4444</guid>
		<description><![CDATA[We all watched the news as youngsters damaged and looted properties across London during the London riots and images of a city in chaos were broadcast to the World only a year before the Olympics are to be hosted in London. The riots damaged the London tourist trade, retailers lost revenue, insurance premiums went up, areas of London were closed down, people and police officers were seriously injured but most notably police forces across the UK lost respect, confidence and credibility with the British public after the authorities failed to contain and control the looters over a three day period. Many of the rioters were able to get together in flash mobs faster than the police were able to react to them by their use of social media tools like Blackberry Messenger, Twitter and Facebook. There have already been convictions for inciting violence for those initiating the messages and telling the rioters where to go and when. A few of the police forces around the country successfully managed to use social media monitoring to track what was going on, but in terms of the benefits the police (and society) could get from active engagement in social media, it&#8217;s really only scratching the surface. Here are some steps that we at eSocialMedia feel the police could take to reduce the negative impact of social media on similar situations in the future. &#160; 1. Objective setting and feasibility analysis &#160; It is important to be clear about what social media activities they want to prevent or curtail in the future and what the actual value is of doing so in terms of finance, resources and reputation. How much damage could be prevented and costs saved if the police were to invest in a social media strategy in the future. Without this first step, real and sustainable change is unlikely to follow. 2. Audience analysis &#160; Once they clearly identify their objectives the police can start to understand their target audience using surveys, focus groups and social media monitoring and analysis. Understanding the audience&#8217;s drivers and behaviours is key in order to engage and influence them positively in the future. Social media monitoring tools can be used not only during the audience analysis process but by monitoring social media effectively and proactively it is possible to spot inflammatory conversations on social media and take action before they lead to criminal behaviour. 3. Content Strategy and Content Plan &#160; Once you define your objectives and once you understand the drivers and online behaviours of your target audience you can then choose the best ways to engage your target audience. For example every time someone incites violence online the police could get a designated young person to share images of young people previously convicted for similar offences and the consequences and how it has adversely effected their life. This could also be followed up by a message from the police showing alternative ways for young people to express their discontent with a situation or even...]]></description>
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		<item>
		<title>How to hire better recruiters using Social Media</title>
		<link>http://esocialmedia.co.uk/social-media-recruitment/how-to-hire-better-recruiters-using-social-media/</link>
		<comments>http://esocialmedia.co.uk/social-media-recruitment/how-to-hire-better-recruiters-using-social-media/#comments</comments>
		<pubDate>Fri, 02 Dec 2011 13:29:03 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment]]></category>
		<category><![CDATA[Social Media for Recruitment Consultants]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[Social Media Recruitment]]></category>
		<category><![CDATA[hr]]></category>
		<category><![CDATA[human resource management]]></category>
		<category><![CDATA[online recruitment]]></category>
		<category><![CDATA[Quality candidates]]></category>
		<category><![CDATA[recruitment companies]]></category>
		<category><![CDATA[recruitment consultants london]]></category>
		<category><![CDATA[social interaction]]></category>
		<category><![CDATA[social media]]></category>
		<category><![CDATA[Social Media Manager]]></category>
		<category><![CDATA[sourcing candidates]]></category>
		<category><![CDATA[sourcing job]]></category>
		<category><![CDATA[talent management]]></category>
		<category><![CDATA[talent screening]]></category>
		<category><![CDATA[talent sourcing]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=5063</guid>
		<description><![CDATA[Recruitment agency MD's say that their biggest challenge is hiring quality recruiters. Hiring high quality recruiters often solves the problem of getting quality candidates and clients. In this post I am going to share some thoughts on how companies could source better candidates.]]></description>
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		<title>Technology Recruiters Mortimer Spinks Show How To Engage Technology Industry Leaders</title>
		<link>http://esocialmedia.co.uk/social-media-for-technology/technology-recruiters-mortimer-spinks-show-how-to-engage-technology-industry-leaders/</link>
		<comments>http://esocialmedia.co.uk/social-media-for-technology/technology-recruiters-mortimer-spinks-show-how-to-engage-technology-industry-leaders/#comments</comments>
		<pubDate>Fri, 28 Oct 2011 13:05:16 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media for Technology]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[Albert Ellis]]></category>
		<category><![CDATA[Cryptocard]]></category>
		<category><![CDATA[Diversity in Technology Industry]]></category>
		<category><![CDATA[Harvey Nash]]></category>
		<category><![CDATA[James Christian]]></category>
		<category><![CDATA[James Hallahan]]></category>
		<category><![CDATA[Jason Hart]]></category>
		<category><![CDATA[Mortimer Spinks Technology Industry]]></category>
		<category><![CDATA[Peter Baron]]></category>
		<category><![CDATA[Social Media for Recruitment Consultants]]></category>
		<category><![CDATA[Technology Talent]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=4904</guid>
		<description><![CDATA[London technology recruitment company Mortimer Spinks put on a great event last night for technology leaders in a cinema styled room at the stylish Soho Hotel. Popcorn and drinks were distributed to a 250 strong and 97% male audience. The speakers on the night were: Jason Hart from Cryptocard who gave a truly fascinating talk about online security and his history as an ethical hacker and highlighted how vulnerable we all are from our passwords being cracked. He showed how iPads could be unlocked and how portable WiFi devices can be renamed BT OpenZone and your iPhone details can be cleared out. It was truly fascinating for me and it raised the question, why don&#8217;t companies train their staff on this stuff to reduce their risk? James Christian from Net-A-Porter is their Innovation Lead and from what I can see has one of the best jobs in London working with beautiful women in the fashion industry and playing with all of the latest gadgets. He is a big fan of open source technology and explained how Net-A-Porter are constantly pushing the technology boundaries online. I&#8217;d be surprised if Mortimer Spinks will be placing him elsewhere soon! Peter Baron &#8211; Director of External Relations EMEA for Google was intriguing to me because his background was that he used to work at the BBC and most recently on the News Night program. He talked about the importance of the flow of information online and the right to express one&#8217;s self online. He gave a good insight to Google&#8217;s approach to open source and him being a non techy was interesting too as it shows that success of Internet companies is as much about content and people as it is about technology. Albert Ellis &#8211; CEO of Harvey Nash who own Mortimer Spinks spoke about the way the World and the Internet has changed our lives and the impact of social media on us all. He discussed Gen Y versus Gen X and he discussed diversity. He showed a photograph of the Facebook board, a group of young trendy guys and then showed a photo of the GE board and whilst they were older and certainly less trendy there was actually more diversity in the GE board. Ellis seems a fun and dynamic leader and seemed very at ease with the mic in his hand. James Hallahan &#8211; MD of Mortimer Spinks gave a brief review of the findings of their Computer Weekly survey of 650 technology professionals. The highlights being that most people surveyed planned to move in the next 12 months and that projects and open communication were greater influencing factors for passive job seekers than salary. &#160; Personally I had a few takeaways from the event: Being in the room with other technology leaders made me very aware that I am 34 and white and I am pretty much a stereotype amongst my peers as a technology employer in London, gutted &#8211; I hate being a stereotype!! Technology has a...]]></description>
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		<title>Enterprise Social Media &#8211; The Bar Analogy</title>
		<link>http://esocialmedia.co.uk/social-media-strategy/enterprise-social-media-the-bar-analogy/</link>
		<comments>http://esocialmedia.co.uk/social-media-strategy/enterprise-social-media-the-bar-analogy/#comments</comments>
		<pubDate>Sat, 15 Oct 2011 10:35:46 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media for Enterprise]]></category>
		<category><![CDATA[Social Media in London]]></category>
		<category><![CDATA[Social Media Strategy]]></category>
		<category><![CDATA[Enterprise Social Media]]></category>
		<category><![CDATA[Social Media Advice]]></category>
		<category><![CDATA[Social Media Training]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/social-media-strategy/enterprise-social-media-the-bar-analogy/</guid>
		<description><![CDATA[When explaining enterprise social media one analogy I use is the one about the two guys at the bar having a beer and discussing the rugby. A complete stranger rudely interrupts them and tries to sell them double glazing and they quite rightly say &#39;no thanks mate&#39;.That is what most companies are doing online via social media, they find the people they want, they interrupt them and say, &#39;Do you want to buy some stuff?&#39; or &#39;Do you want a job?&#39;. It&#39;s not good etiquette offline and it&#39;s not good etiquette on social media. Alternatively if that same person had listened to what those two guys were talking about and then politely interrupted them and added value to the conversation along the lines of: &#39;Did you see that tackle by Sam Warburton v France, do you think it should have been a red card?&#39; Having been relevant and having added value to the conversation the three guys will probably have a good chat and five minutes later the two guys at the bar won&#39;t be able to help themselves but ask the question &#39;So what do you do?&#39; At this point if the guy says &#39;I sell double glazing&#39;, then the attitude of the other two should now be totally different and they will probably suggest friends of theirs in the construction industry for him to meet or friends who might need to buy some double glazing or they may even require some themselves. Similarly companies who add relevant value to online conversations earn the right to talk business and build relationships. Companies need to learn that the rules online in social media are social rules of engagement and they are not that different to the rules of engagement in our social lives. As a rule of thumb if it&#39;s not cool offline then the chances are that it&#39;s not cool on social media. Let me know your thoughts @ColmHannon]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Over two thirds of UK businesses to appoint social media &amp; community managers within 1 year</title>
		<link>http://esocialmedia.co.uk/social-media-in-london-3/over-two-thirds-of-uk-businesses-to-appoint-social-media-community-managers/</link>
		<comments>http://esocialmedia.co.uk/social-media-in-london-3/over-two-thirds-of-uk-businesses-to-appoint-social-media-community-managers/#comments</comments>
		<pubDate>Mon, 10 Oct 2011 11:46:04 +0000</pubDate>
		<dc:creator>Colm Hannon</dc:creator>
				<category><![CDATA[Social Media and Recruitment]]></category>
		<category><![CDATA[Social Media in London]]></category>

		<guid isPermaLink="false">http://esocialmedia.co.uk/?p=4607</guid>
		<description><![CDATA[&#160; A survey by EPiServer found that as social media usage spikes, business are turning to social media or community managers to make the most out of emerging marketing channels Below is an extract from the EPiServer News page: 28% already have a social media or community manager in place and a further 41% expect to appoint one in the next 12 months 73% of businesses are running online communities, or looking to do so in the next twelve months The most challenging aspects of social media management are attracting users (32%), generating content (28%) and dealing with abuse (27%) The EPiServer study &#8211;&#160;The rise of the community manager&#160;&#8211; reveals the majority of businesses are still turning to in-house marketing employees to manage communities and social media. At the moment, 51% of social media or community management is carried out by a marketing manager, 21% by a PR executive and 21% of respondents admitted the role was given to someone in IT. However this looks set to change, as 28% of businesses already employ someone dedicated to social media in-house, and a further 41% said they were looking to appoint one in the next year. &#8220;These results clearly show that social media is no longer the new kid on the block,&#8221; said Maria Wasing, VP of Marketing Europe &#038; Sales Operations, EPiServer. &#8220;However, while an increasing number of businesses are embracing social media, there are clearly areas for improvement if they are to take full advantage of these channels. Managing social media can be challenging and time-consuming, so it&#8217;s vital to put in place a dedicated resource, along with the right tools and platforms to ensure multiple channels can be updated and managed with ease.&#8221; Social media challenges Marketers were clear that social media needed to be handled with care. The research asked respondents to suggest the most important qualities a social or community manager would ideally need, with enthusiasm (35%), writing ability (31%), experience (31%) and patience (29%) topping the table. These will be critical when handling the biggest challenges, cited by marketers as attracting members (32%), generating content (28%) and dealing with criticism or abuse (27%). But the social media opportunity was clear too, with the majority of respondents seeing the new channel as a way to properly engage with current and potential customers (44%). This was closely followed by the opportunity to conduct customer research (43%) and increase customer retention (36%). It&#8217;s interesting to compare these findings with the benefits marketers said they were already receiving, with increased customer loyalty being cited by 43%. Interestingly, increased sales turnover was reported by 28%, despite only 18% seeing lead generation as a primary reason for embarking in social media. Only 5% said they weren&#8217;t seeing any benefits. If you plan to create or manage your own online community let me know more @ColmHannon &#160; &#160;]]></description>
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