Business Assignment格式：Benefits of Social Media Recruitment

Business Assignment格式-社交媒體招聘的好處。本文是一篇留學生Assignment寫作范文，主要內容是講述隨著社交媒體的出現，公司比以往任何時候都有更多關于求職者的信息，評估這些求職者的過程可能會很長。過去，公司試圖通過簡歷來確定候選人是否合適。如今，雇主對求職者進行網絡搜索，從社交媒體上了解他們的更多信息，并檢查他們的工作樣本。這些過程引入了噪聲，并且具有潛在的風險——我之前提到過的受保護類問題——通常也會導致不一致的結果。此外，獲取有用的信息也是一項挑戰，例如對特定技術或相關專業關系的熱情。Assignment范文提出為了確保不跨越道德或法律界限，我們的專有技術消除了噪音，如受保護類數據，確保求職者的隱私受到保護，同時幫助雇主更好地了解該職位的最佳人選。公司越來越多地利用社會招聘來尋找求職者，并調查他們正在考慮招聘的求職者。了解公司是如何利用社交媒體進行招聘的，這一點很重要，這樣你就可以利用雇主的招聘策略來為自己創造有利條件，并使自己能夠被求職公司發現。提供求職者跟蹤軟件的Jobvite公司發布的一項最新調查顯示，92%的雇主今年正在使用或計劃使用社交網絡進行招聘。這比去年的89%略有上升。這項研究從1000多家公司獲得了見解，這些公司大多位于美國的各個行業。下面是Assignment范文的具體內容，供參考。

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.
 社交網絡被企業視為以個人而專業的方式招聘被動和主動應聘者的一種手段。安永會計師事務所等公司正在社交網絡上打造雇主品牌，以將自己定位為最佳工作場所，并與潛在候選人互動。除了被動地推銷他們的公司，招聘人員還直接給潛在客戶發信息，通過關系介紹，并在群里發布工作。他們利用這些網絡在魚所在的地方捕魚。
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.
下面是一些關于招聘人員如何使用前三大社交網絡的更多細節，以及你如何最好地塑造你的個人資料和帖子，以增加你被錄用的機會。
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.
領英。幾乎所有（93%）的招聘人員都在使用LinkedIn發掘人才。這一比例高于2011年的87%和2010年的78%。此外，89%的招聘人員通過LinkedIn招聘。LinkedIn是為招聘而設計的，該網站有一整套招聘解決方案。LinkedIn Recruiter允許招聘人員通過擴大個人網絡的覆蓋范圍來接觸被動應聘者，直接聯系應聘者并管理人才管道。明智的建議是在求職中充分利用LinkedIn。必須有一個完美的（完整填寫的）個人資料，這樣招聘人員才會認真對待你。你還應該通過在你的標題（例如“電子商務和社交媒體專家”）、摘要以及你的個人資料的其他部分中添加專業關鍵詞來優化你的個人信息，這樣當招聘人員搜索具有特定技能的候選人時，你就會出現。我還建議你加入行業團體，與正在尋找特定行業候選人的招聘人員建立聯系。
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.
臉書。在這三個網絡中，Facebook在招聘人員尋找求職者的總體使用率上增長最大，從2011年和2010年的55%上升到如今的66%。每四名招聘人員中就有一人在Facebook上成功找到了候選人。公司正在使用Facebook來發現人才，而不是直接從該網站招聘。但他們正在創建Facebook頁面，并通過Facebook Ads平臺推廣這些頁面和工作。招聘人員正在使用Facebook群組、廣告和他們的企業Facebook職業頁面來尋找候選人。例如，萬豪酒店的“工作和職業”頁面有一個應用程序，可以讓您運行自己的萬豪酒店廚房，這可以提高他們的頁面參與度，并吸引更多人“喜歡”這家公司。作為一名求職者，你必須確保你已經打開了隱私設置，無論你發布什么都要小心，并且你正在利用你的“朋友”網絡獲得推薦。您還可以使用BranchOut或BeKnown應用程序將職位空缺映射到您的網絡。如果沒有別的，你應該“喜歡”一家公司，這樣你就可以關注更新和評論。
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.超過一半的招聘人員（54%）現在使用Twitter作為人才搜索的一部分。這一比例高于2011年的47%和2010年的45%。只有15%的受訪招聘人員通過推特招聘了一名候選人。公司正在使用Twitter通過自己的賬戶（即CitiJobs）發布工作條目。他們還利用第三方公司，如Tweet My Jobs和Twet Job Search來宣傳他們的上市。求職者應該在推特上關注他們想為之工作的公司，留意工作列表，同時通過推特與在那里工作的員工互動。同樣，在你開始真正利用Twitter來幫助你工作之前，擁有一個強大的個人資料和幾條推特是很重要的。
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員，社交媒體可以成為發現被動求職者的一個好來源——那些已經就業但“愿意”為合適的機會跳槽的求職者——他們占目前所有就業人才的近一半。由于求職板上很少有理想的機會，求職者也在參與網絡上的社區（例如GitHub等工程人才網站），社交媒體可以成為雇主尋找人才的迷人場所，否則他們可能找不到。在Reppify，我們進一步簡化了這一過程，首先確定該人才，然后與該人才聯系，以推薦最符合特定工作標準的候選人。
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.
如果我是求職者，盡可能利用你的人際網絡是關鍵。例如，LinkedIn等網絡上的平均用戶擁有大約200個連接。隨著招聘人數的再次上升，求職者將需要利用他們的人脈關系來幫助他們在競爭中領先，并獲得那些他們最有資格的工作。很快，這也將反過來開始——隨著雇主采用新技術和工具，那些合適的工作將開始找到你。
ADVANTAGES OF UTILIZING SOCIAL MEDIA IN TERMS OF RECRUITMENT:在招聘方面利用社交媒體的優勢
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，組織可以通過在LinkedIn上發布招聘廣告和搜索招聘信息，更容易地利用社交媒體挖掘潛在的招聘人員。然而，LinkedIn和其他社交媒體應用程序實際上可以不僅僅用于招聘網站。事實上，社會招聘可以用來提高效率，并在員工和雇主之間建立新的、更深層次的關系。社交媒體不是簡單地招聘簡歷最好看的人，而是可以確保此人最適合公司。
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.  
技術基本上被用來為潛在員工提供更優質的聯系，多年來發展和維持一種關系，以后可以利用這種關系。有很多方法可以做到這一點，例如，LinkedIn、Facebook和其他社交網絡提供了根據組織確定的主題組建社區的機會。然而，盡管像高盛這樣的組織每年在全球范圍內投資超過10萬小時與潛在員工進行對話，但組織在招聘中投入如此多的精力并不總是切實可行的。這就是說，社交媒體確實讓任何組織都能盡其所能主動與潛在員工建立某種關系。
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. 
社交媒體應用程序也被用于對員工進行評級和比較，確定文化契合度，并將內部舉措（如推薦計劃）推廣到外部受眾，并使用社交媒體來稱贊他們的招聘過程：75%的人使用LinkedIn進行背景調查，48%的人使用Facebook進行背景調查。事實上，超過三分之二的人力資源專業人員現在在網上搜索求職者。根據微軟的數據，四分之一的人力資源員工根據自己的社交網絡檔案拒絕了候選人的申請，而只有37%的人認為這是他們保護網絡聲譽的責任。
Top 10 tips for social media recruitment:社交媒體招聘的十大技巧
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.
翻開舊的組織結構圖：企業社交媒體職能跨學科。客戶服務、公共關系、營銷和銷售團隊都與社交媒體功能如何影響日常運營息息相關。
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
不要把工作交給初級員工：英國家具零售商Habitat在2009年學到了一個慘痛的教訓：不要把該品牌的推特訂閱交給厚顏無恥的實習生。自從臭名昭著的哈希標簽事件（Habitat試圖通過使用德黑蘭抗議活動中的流行哈希標簽來垃圾郵件推特）以來，各公司開始設立一個專門的、始終配備員工的
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：這是一項非常重要的工作，不能交給外部機構。與客戶直接交談所帶來的洞察力是至關重要的反饋，可以更好地告知公司的銷售、公關和營銷職能，以及產品開發和創新。
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. 
 賦予社交媒體團隊向董事會報告的權力：社交媒體外聯團隊可以掌握客戶、潛在客戶和批評者的脈搏。這是至關重要的細節，需要盡可能在管理鏈上傳達。
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.
做好準備：發在臉書、推特或博客上的一句抱怨很快就會成為公關噩夢。制定應對策略，并準備好使用。
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. 
找到你的聲音：資深記者談到需要建立一種共鳴的聲音，一種讓讀者放松、娛樂和告知的聲音。這與你的社交媒體傳播策略沒有什么不同。
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. 
禮貌、專業和尊重：這是一種讓一些公司適合的媒介，因為他們不知道如何回應客戶發泄他們的沮喪情緒。走高端路線。
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. 
把每一次抱怨都當作一次學習的機會：在過去，你必須組織焦點小組，承諾給他們茶和餅干，以了解公眾對你和你的產品的看法，以及你如何開展業務。現在，該細節無需字符串即可獲得。
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.
監督員，監督員：公眾對你的評價是什么？關于你的競爭對手？在開始參與之前，你需要認真傾聽，并最終將你的品牌轉變為一個更透明、更善于社交的組織。     
Reasons Social Recruiting Beats Traditional Recruiting 社會招聘優于傳統招聘的原因
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.
招聘頂尖人才一直是一項挑戰。但隨著新的社交招聘策略，許多公司正轉向在線社區和平臺，以更快、更容易地找到候選人。       
1. Making Human Resources Human Again, Digitally:數字化人力資源
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.
社會招聘比傳統招聘有一個主要優勢：它更人性化。與今天許多人使用的“發布一份工作；等待數百份簡歷；讓ATS過濾關鍵詞；永遠不要回復任何人”流程相比，社交招聘是一種透明、積極的方法，只有最好的候選人才能找到。此外，招聘人員可以在接近候選人之前確定第一印象和文化契合度，甚至可以進行一點背景調查。       
2. Ability to Connect with Top Talent Now:現在與頂尖人才聯系的能力
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.
社會招聘使得與求職者直接互動成為可能。如今，網上很容易找到最好的求職者——招聘人員可以用一種更簡單的方式淘汰那些與該職位不匹配的求職者。利用社交媒體尋找前雇主的推薦，可以節省你可能花在聯系推薦人和前雇主上的時間。
3. Leads to Better Connections Faster:更快地實現更好的連接
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.
在傳統的招聘過程中，可能需要經過幾輪簡歷審查和電話篩選，申請人和雇主才能真正在個人層面上建立聯系。多虧了社交媒體和視頻采訪，這種聯系更加即時，浪費的時間更少。現在，雇主可以更快地了解應聘者是否適合公司，幫助求職者和招聘經理節省寶貴的時間和資源，尋找最合適的人選。
4. Make Your Job Openings Go Viral:讓你的職位空缺變得病毒式
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?
與傳統招聘相比，社交招聘的主要優勢在于，社交招聘讓你的職位空缺具有病毒性。病毒素質可以包括你的工作描述語言、你使用的視覺效果、吸引人或有趣的視頻以及社交能力特征。你不能在傳統招聘中使用這些工具，為什么你不想這樣做？       
5. Helps You Get to Know More About the Candidate Than Just What’s on Paper:幫助您了解更多關于候選人的信息，而不僅僅是紙面上的信息
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.
雖然社會招聘確實存在挑戰（如果做得不對，這將是一場法律合規噩夢），但它可以幫助你了解更多關于一個人及其行為舉止的信息。社交招聘讓你與應聘者接觸，不僅評估他們的技能，還評估他們的個性和能力，以適應組織的文化。       
6. Discovering Candidates Who Want to Be Discovered:發現希望被發現的候選人
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.
公司越來越多地利用社會招聘來尋找求職者，并調查他們正在考慮招聘的求職者。重要的是要了解如何使用社交媒體進行招聘，以發現那些定位為被發現的候選人。社交招聘可以讓你了解應聘者如何代表自己，以及他們與哪些公司有聯系。
7. Allows Recruiters to Connect With Talent in a More Informal, Engaging Manner:允許招聘人員以更非正式、更具吸引力的方式與人才溝通
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.
社交招聘允許人才獲取專業人士以更非正式、更具吸引力的方式與人才社區接觸，而不是“我們在招聘，你很棒，讓我們談談”。最終，我們要做的是與人們展開對話和信息交流，而社交渠道是實現這一點的絕佳途徑。       
8. Relationship-Driven Connections:關系驅動關系
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!
社會招聘支持關系的發展和維護，這種關系可以遠遠超出當前的招聘需求。通過社交渠道與應聘者建立聯系和互動，招聘人員能夠建立真正的聯系，并與感興趣的人建立關系。你永遠不知道誰將來會成為一名優秀的新員工！       
9. Availability of Relevant Candidate Data:相關候選數據的可用性
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.
社交網絡中相關候選數據的數量和質量的結合改變了游戲規則。現在，社會關系的規劃方式使得雇主可以前所未有地加強推薦流程。員工不必召喚候選人——社交網絡只需點擊一次，就能提供高質量的推薦。
CONCLUSION 結論
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.
根據對Assignment范文主題的研究，作者確實認為雇主使用社交媒體將繼續成為趨勢；盡管潛在雇主會要求應聘者使用Facebook密碼，以便他們可以檢查自己的個人資料中是否有令人反感的內容，但這些情況可能仍然是邊緣情況。大多數雇主都會采取明智的政策，有效地利用社交媒體上的相關信息，例如開源工程網站上的項目工作，以選擇最合格的候選人。本站提供各國各專業Assignment代寫或指導服務，如有需要可咨詢本平臺。