dimecres, 6 de juliol del 2011
10 ways reporters can use LinkedIn to find sources, track changes at companies | Poynter.
10 ways reporters can use LinkedIn to find sources, track changes at companies
The business networking site LinkedIn is more than just a place to find your next job. It’s a powerful and often underused resource for finding news sources and story ideas.
LinkedIn now has more than 100 million members and is gaining more than than one new member every second, said Krista Canfield, LinkedIn’s senior manager of corporate communications and an evangelist to working journalists.
Reporters can find sources and leads through status updates, employee transitions and data that LinkedIn aggregates and analyzes. “There’s a wide variety of different types of professionals that are on the site. which makes it a wonderful resource for journalists,” Canfield said.
Between my own use of LinkedIn and Canfield’s advice, I’ve identified 10 key ways a journalist can do better reporting by using LinkedIn.
Search status updates
One reporting tool is the “signal” search. It enables you to search all the public status updates posted by LinkedIn members. While some are posted directly to LinkedIn, many are imported from users’ Twitter accounts. That makes this tool a proxy to filter Twitter by company, job title or other business roles in ways Twitter’s own search tool cannot.
Reporters could use this in at least two ways.
See what a company’s employees are saying. Filter your signal search by a specific employer to see what the staff is talking about. This could be especially useful if the company has made news that employees may be reacting to. Or you could see what employees of a competing company are saying about another company’s product launch.
(For instance, to see what Google employees are saying about Google, search for the keyword “Google.” When the initial results come up, filter them by selecting the “3rd + Everyone” box under “Network” and typing “Google” or choosing it from the choices in the “Company” section.)
(For instance, to see what Google employees are saying about Google, search for the keyword “Google.” When the initial results come up, filter them by selecting the “3rd + Everyone” box under “Network” and typing “Google” or choosing it from the choices in the “Company” section.)
See what people in your town are saying. Localize a national business story by filtering your signal search by location.
Do targeted searches for individuals or types of employees
LinkedIn can also be used to find experts and other sources on short notice. Using the advanced people search, you can sort through all the service’s members.
- LinkedIn’s advanced people search has many fields to search by.
Find a specific person. Search for someone’s name to find out where she works. Search for a job title and a company to find out who holds that position. Or search for a person and a company to find out his job title. You can use any combination of names, job titles, companies, keywords, locations and more to find the person you’re looking for.
Find all employees of a company. Search the company name and see all the results. Contact the people who are relevant to your reporting.
Find former employees. People who used to work for a company may be more willing to talk to reporters than current employees. LinkedIn makes it easy to find former employees. Search for a company name, then select the “past, not current” employment option beneath.
Be alerted when employees leave or join. With a paid LinkedIn account (starting at about $20 a month), you can save a search and receive email updates on any changes. Save your search for current or former employees of a company and LinkedIn will notify you whenever there’s a change.
Find experts to interview. Do an advanced search by job title to find qualified experts. Or use the new skills search to find people who list certain skills on their profile. This can be a huge help in finding qualified sources on niche topics. (Here are some top experts in educational psychology, for example.)
Keep on top of changes within companies
You can use LinkedIn’s company pages to stay up-to-date on companies on your beat. Company pages aggregate information from all LinkedIn members who are employees of a particular firm.
Track hiring trends. The company page shows job postings. You might learn about a new strategic initiative by seeing what types of jobs the company is adding.
- LinkedIn’s company statistics page for Twitter shows its employees are most likely to have come from Google or Yahoo.
Get quick company backgrounds. On any company page, click the link on the right side that says “Check out insightful statistics…” Here you’ll see breakdowns of the job functions, years of experience, and educational backgrounds of employees, all with comparisons to industry averages. This can help you understand a company you haven’t dealt with before.
See where employees tend to come from, and leave to. On the right side of that same company statistics page, you’ll see lists of the most common companies that current employees came from, and the employers they leave for most often. You may find a trend story about who is poaching a company’s employees.
If you’ve found this useful, you can learn more and keep up with the latest changes on LinkedIn in a few ways. Follow the official blog and press center, test out beta features on LinkedIn Labs, or join the LinkedIn for Journalistsgroup for more tips and advice.
FIPP.com | News | Four ways to monetise social media
Four ways to monetise social media
 There are many intangible benefits of social media, but how can media companies actually make money from it? Here are four ways media companies are using social media to bring in digital revenue, even if it's in small doses. Games Social games like FarmVille have blown up, and media companies are taking note. Publishers are finding ways to gamify their content and even use games as a supplementary revenue stream. Esquire recently came out with a paid puzzle app for the iPad, representing how traditional publishers are eyeing games. Selling games (or content/levels within games) like Esquire is the most obvious way publishers can profit from social gaming. Other options include selling advertising or sponsorships, as PopSugar does with its Retail Therapy game. The growing appetite for social games and the increasing sophistication of games will continue to make games an attractive potential revenue source for media companies. Commerce Social commerce, particularly digital coupons, continues to attract publishers as a new source of revenue. Some media sites are teaming up with companies like Groupon, while other publishers have opted to start their own deals services (e.g. Boston.com). Media companies can also use social commerce to help sell products. Publishers like F+W have found ways to leverage the social graph in e-commerce initiatives. Recently we've seen social commerce make an entrance into the B2B space with companies such as the deal service Bizy and the social recommendation directory BestVendor. As sales get more and more social, publishers of all types will continue to find ways to leverage social commerce into their business. Advertising Social media is driving new advertising formats and opportunities. There are a number of ways publishers can sell advertising using social, whether it's by selling their own social real estate or making display advertising inventory more social. For instance, more publishers are using rich ad units to pull in an advertiser's social stream. Last year tech publisher IDG unveiled the Nanosite Ad Unit, which can house content including social media. Vibrant Media, which offers contextual advertising products, recently released the Social Bar, a toolbar that can highlight a brand's social media assets targeted to the content on the page. Here's an example: Publishers also can advertise via their own social stream, selling sponsored tweets or Facebook posts, for example. The Austin-American Statesman experimented with this model, offering two sponsored tweets per day for $300, Mashable reported last year. Twitter is experimenting with more advertising initiatives, which could potentially offer new revenue opportunities for publishers. Advertising will only get more social, especially as ad technology continues to expand to help publishers target ads to the user and social media metrics improve. And as publishers increase their social reach, Facebook pages and Twitter feeds will become more valuable ad real estate. Custom publishing Some publishers have worked with advertisers on custom social media projects. Hearst, for example, is partnering with Buddy Media to build “sapplets,” or branded social media applications to provide to advertisers for custom content and sponsorships. Advertisers also commission media companies to their agency to help build their social strategy. In the simplest form, this could involve a content project. For example, Paste's publisher told me last year that the site created a music list for an advertiser's Facebook page — one of the ways the publisher tries to bring in revenue through its active communities on Facebook and Twitter. B2B publishers have been particularly well-positioned to offer social media management in their menu of marketing services. Clients are willing to pay just to have a publisher, who understands social media, run their Facebook page. As brands move more toward being content providers and the demand for custom services increases, expect to see more demand for help with social media. Many publishers are trying more than one of the above tactics to make social a part of their revenue stream. Sometimes the same social content can be monetized in many different ways. For example, the liveblogging platform ScribbleLive is promoting four different ways news organisations can make money from liveblogging. |
nota de prensa: Nace StaffHotel.Net, el primer portal de empleo que permite seleccionar candidatos a través de vídeo-currículos
Nace StaffHotel.Net, el primer portal de empleo que permite seleccionar candidatos a través de vídeo-currículos
StaffHotel.Net es el único portal de empleo especializado en hostelería que realiza una vídeo-entrevista gratuita al candidato y la pone a disposición de las empresas en formato online. Grupo Constant, creador de StaffHotel.Net, espera que más de 2.000 personas encuentren trabajo a través de este portal pionero en España.
27/06/2011
Barcelona, 27 de junio de 2011.- Grupo Constant, especializado en recursos humanos, ha creado StaffHotel.Net, la primera web de empleo que utiliza los vídeo-currículos como herramienta de búsqueda y selección de candidatos para el sector de la hostelería. A través de este nuevo servicio, hoteles, cadenas de restauración, bares y empresas de catering tienen a su alcance la posibilidad de encontrar al candidato idóneo para cubrir una vacante laboral determinada, minimizando la inversión económica y optimizando la gestión del tiempo. Durante el próximo año, Grupo Constant espera que más de 2.000 personas encuentren trabajo a través de StaffHotel.Net.
Los profesionales de Grupo Constant realizan las entrevistas en sus oficinas, las graban en vídeo con el consentimiento expreso de los candidatos y las ponen a disposición de sus clientes en la página web de StaffHotel.Net. Las entrevistas se hacen por competencias y, posteriormente, se evalúa a los candidatos para ofrecer una selección de perfiles a las empresas de hostelería. Con la grabación de una sola entrevista, los candidatos pueden acceder a numerosas ofertas de trabajo y realizar las pruebas de selección posteriores en las empresas que contacten con ellos. Actualmente, StaffHotel.Net tiene casi 500 candidatos registrados y prevé alcanzar los 36.000 registros a finales de 2012.
StaffHotel.net es el primer portal de empleo que utiliza la fórmula ‘Pay x CV’. Las empresas sólo pagan por contactar con el candidato que mejor encaje en el perfil que buscan para cubrir el puesto vacante, aunque pueden visualizar los currículos de todos los candidatos, incluso si no han colgado ninguna oferta laboral. Si una vez analizados todos los candidatos, a la empresa no le encaja ningún perfil, el coste es nulo.
El sistema de selección de personal a través de vídeo-currículos permite a las empresas registradas ver cómo se desenvuelven los candidatos a la hora de hablar en otros idiomas, sus habilidades comunicativas, el trato personal y escuchar su experiencia laboral en primera persona, entre otros aspectos. De este modo, los clientes pueden segmentar la búsqueda del candidato ideal para cubrir sus necesidades de personal, ya sea en un momento puntual o a medio y largo plazo.
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