Top 10 LinkedIn Tips for Professionals

Top 10 LinkedIn Tips for Professionals I was as of late met about LinkedIn in a distribution called DerivSource a site for experts dynamic in subsidiaries preparing, innovation and related administrations. Essentially people working in subsidiaries banking in places like the City of London and Wall Street. As DerivSource sits behind a paywall, Ive republished the article by Julia Schieffer beneath. Heres a PDF variant of the article Harnessing LinkedIn â€" Top 10 Dos Donts from a Social Media Expert. 1. Keep it proficient â€" balance proficient and individual data. The motivation behind LinkedIn is for proficient use and not to utilize it as a system to communicate your character there are different systems out there for that. In any case, there is a segment at the base of one's profile called interests and diversions where you can show some increasingly close to home things. A decent method to adjust individual and expert is to have an expert profile, which is open so everybody can see it, and afterward have a connect to a blog or twitter channel to give more character. 2. A photograph is fundamental however choosing the correct sort of photograph is vital. You are multiple times bound to be found on LinkedIn in the event that you have a photograph, so putting a photograph up is an easy decision. You have to have a photograph. Additionally, you have to have an expert picture, which is trimmed effectively with garments that reflects your job and target crowd. Related: 7 LinkedIn Profile Pictures You Should Never Use. 3. Your feature is something other than your activity title. Studies show that when individuals take a gander at your profile, they take a gander at your feature first, and afterward your photograph. In the event that you dont catch a watcher at this stage, they won't look down to see the remainder of your profile. The feature ought to be something other than your title. So you need to develop that by including your aptitudes and important characteristics, such as being multilingual or having pertinent accreditations. You need to incorporate catchphrases to catch your intended interest group. In this way, in the event that you are head of center tasks, consider including resource classes, for example, OTC subordinates, you spread or rundown significant operational abilities or frameworks information. Likewise, you dont need to show your manager's name since it will be recorded two stages down in your profile. Related: 10 Creative LinkedIn Headline Examples. 4. The outline isn't your profile. You need to get the outline right since that is the primary page individuals will peruse. This shouldnt be more than a few passages. In the outline you should concentrate on what you need to do and incorporate accomplishments and awards since this draws in a great deal of eyeballs. 5. Try not to avoid the instruction area â€" this is an important networking device. The training area merits rounding out appropriately in light of the fact that then you can associate with graduated class, which is a simple method to build your associations and is regularly an initial phase in developing your system. 6. Join gatherings yet not very many. Ten is the perfect number of gatherings to get together with the action centered in three primary gatherings including remarking and preferring different remarks or articles. The advantages of being an individual from bunches is that you can really associate with individuals inside these gatherings, interface and send messages to them. By joining the bigger gatherings, with the most number of individuals, you can expand your latent capacity arrange by a couple of million effectively, which makes joining bunches a fast method of increasing more extensive introduction. Additionally, you don't need to show all gatherings on the profile on the off chance that you dont need to. Related: Top 10 LinkedIn Groups All Jobseekers Should Join. 7. Notices â€" incorporating Twitter successfully. One to two updates for each day just as remarking on things is perfect for clients. Coordinating Twitter channels is a simple method to keep your status refreshing for the duration of the day notwithstanding, many individuals fail to understand the situation since they have such a large number of updates because of Twitter. You dont need to put each and every tweet on LinkedIn and particularly if your tweets are close to home or outside of any relevant connection to the issue at hand, which can look odd. My recommendation is that on the off chance that you do have a Twitter account, you can coordinate into your LinkedIn account however alter the settings so you dont show all tweets (just the tweets with #li or #in will appear on LinkedIn status). Update: How You Can Still Connect Twitter and LinkedIn. 8. Suggestions are valuable yet shouldnt be corresponding. It is perfect to have one to two suggestions for each position that youve had. Furthermore, it has been proposed it is perfect for somebody in the UK to have between five to ten suggestions. Twofold that if youre in the US and just one to two proposals is the standard for places like France. You generally need to mean to get proposals from managers, and the most senior officials you approach. Reciprocal recommendations or 'consecutive' suggestions where individuals from a similar group suggest each other are not useful because individuals can plainly observe a who provided the proposal. Complementary proposals don't look great. Related: LinkedIn Recommendations: How Do You Get Them? 9. Tolerating LinkedIn solicitations from outsiders. Everybody has their own standards for LinkedIn organizing and tolerating solicitations for individuals who they don't have the foggiest idea, yet I think the vast majority take a gander at the system of the outsider to check whether there are numerous regular associations and afterward interface if these associations are significant and give a decent extended system. Obviously, a few people may just interface with individuals they know and converse with. Related: Should You Accept a LinkedIn Invite from a Headhunter? 10. Informing and interfacing manners. Be own in the message and offer them something of significant worth regarding why they ought to interface with you. On the off chance that you dont give them a good reason, at that point they are less inclined to associate with you. What's more, heres a video I set up on the off chance that you want to hear me talking! Would you be able to include more focuses? If it's not too much trouble let me know in the remarks! Picture: Shutterstock

The career dos and donts we learnt from re-watching Friends

The profession dos and donts we gained from re-watching Friends The one where… Debut gives you numerous motivations to re-watch Friends! Netflix has addressed every one of our petitions, and the total 10 periods of Friends are currently accessible online to re-watch again and again. Bye efficiency Be that as it may, here at Debut, were not here to cause you to feel liable about viewing different scenes daily. We trust Friends is in reality loaded with great profession exhortation and motivation we would all be able to use to get ahead. If you required a reason to re-watch the much-cherished nineties exemplary (we know you dont however), at that point continue perusing DO utilize your contacts like Rachel We as a whole know the adage, 'It's not what you know, it's who you know!' and this runs valid with the achievement of Rachel's profession in Friends. While being conceivably the most exceedingly terrible server ever to be utilized by Central Perk, she gets a break when Joey excitingly reveals to her that he can get her a meeting at a dress store. Her next profession change to her fantasy work in her fantasy store, Bloomingdales, comes from her gathering Mark while out eating at the Moondance coffee shop where Monica works in Season 3. He figures out how to get her a meeting and truly launches her vocation in the design business. We accordingly discover that there is nothing amiss with getting a little assistance from our companions (pardon the play on words) to help your vocation! DO stay idealistic like Monica Weve all got the chance to begin some place, and reasonable Monica is the prototype character of this conviction. With her life desire to turn into a top cook, she needs to work in some humiliating occupations before advancing up the culinary stepping stool. By humiliating, I mean a 1950's style burger joint where she needs to wear an outfit and move on the tables. In the event that you think you have it terrible, at that point simply consider Monica! At last, Monica doesn't surrender, she 'takes care of her obligations' and in the long run turns into a gourmet specialist in one of Manhattan's top cafés. DO what you appreciate like Joey Aside from eating, Joey's energy has consistently been acting and despite the fact that he realizes that its a hard industry, he keeps on pursueing what he appreciates most and inevitably handles the job of Dr. Drake Ramoray on the famous cleanser, 'Days of Our Lives.' Although fleeting, he figures out how to land a couple of different parts, including being a butt-twofold and demonstrating for a venereal infection counteraction crusade. Afterward, in Season 7, Joey at long last gets back on TV screens in another drama. While its imperative to attempt various things over the range of your vocation, gain from Joey. Set aside the effort to truly realize what you appreciate and what satisfies you, pursue it, and dont let it go. Accomplish recollect that work isn't everything like Chandler In season 9 Chandler's activity moves him away from Monica and the posse to Tulsa. Over numerous scenes we watch the battle that the separation has on their marriage, and due to this Chandler leaves his place of employment! Recollect that work isn't all that matters, feeling both intellectually and genuinely glad in both work and home life will help support your certainty, and will at last show in the workplace. It does not merit giving up work-life balance for a superior pay. Try not to lie on your CV like Joey A large portion of us wish that our CV's were somewhat better than they really are, yet in the event that we take in one thing from Joey and his huge number of tryouts, is that you ought to never under any circumstance lie on your CV as it can result it grievous conditions. In season 3 while trying out for a Broadway creation, Joey gets captured out when he is told to run a move tryout as he had erroneously professed to have overflowing measures of experience obviously he didn't and it was a catastrophe! Try not to blend business and delight like Ross Gaining from any of Ross' mix-ups would be helpful for your profession. From an apparently steady vocation as a scientist working at the New York Museum of Prehistoric History to a teacher at NYU, Ross figures out how to ensnare his own existence with his expert one. These goofs incorporate getting discovered laying down with Rachel at the historical center in Season 2, dating his associate Charlier Wheeler, and in the custom of keeping the best to last, dating an understudy in Season 6! I think it is sheltered to infer that it is ideal to keep your work life and individual life independent. Try not to feel awkward in the working environment like Chandler In Season 3, Chandler's supervisor communicates his increase by smacking him on the rear, which cause him to feel incredibly awkward and anxious around his boss. In any circumstance, this isn't adequate and on the off chance that you feel damaged in the work-place, at that point accept Chandler's recommendation, and tell somebody! On the off chance that it doesn't feel right, at that point it's wrong. Try not to dismiss your objectives like Phoebe While you may feel stuck after graduation or in a vocation that simply isn't you, with no transient alternatives to escape-remain concentrated on your profession points and objectives. The main remarkable feeling of popularity Phoebe achieves is in Season 2, when a music video is made for Smelly Cat. In Season 3, Phoebe's old singing accomplice returns and winds up offering Smelly Cat to a promoting office, however Phoebe never needed this, and she doesn't wander from her interests for cash! Phoebe makes music for delight as opposed to cash, and in spite of the fact that we as a whole need a salary, her ethical position is praiseworthy. As much as Friends is a contemplatively funny magnum opus, it bears an idea that the story-lines and characters ponder some genuine profession exercises that can profit every one of us. Underneath the jokes and sentimental accomplices, every one of the six characters finish season 10 in professions that make them cheerful and sound. Through difficult work and assurance, Friends gives us the profession inspiration we as a whole need this year (so continue viewing)! Associate with Debut on Facebook, Twitter, and LinkedIn for more vocations bits of knowledge.

5 Common Mistakes New Job Seekers Make

5 Common Mistakes New Job Seekers Make 5 Common Mistakes New Job Seekers Make You loathe your activity or simply need to window search for new open doors following a terrible day at work makes them consider leaving. Before going straight into a pursuit of employment and applying for anything you see on the web, gain proficiency with the 5 regular mix-ups new position searchers consistently appear to make. We have found at Find My Profession that these errors are not restrictive to section level occupation searchers. 5. Not settling on what you need first There are times in a vocation when everybody plays with moving for an occupation. You may go over a vocation situated in a waterfront city, situated on the sea shore, and loaded up with advantages. What's more, you can carry out the responsibility superior to anybody. The main issue is that you need to migrate 5000 miles away! In the impromptu, this may seem like a smart thought and you apply thinking, Why not? The before you know it you get required a meeting! They are not kidding about recruiting you! Things get genuine and you out of nowhere have significant work-life decisions to make. You had not prepared and it is very a lot to deal with. Eventually, since you don't have a clue what you need to do today, you risk destroying a decent open door since you began applying before you realized what you needed. 4. Just applying dependent on work title Occupation titles are compatible. Organizations regularly use work titles like Project Manager, Customer Success Manager, Regional Sales Director and so on. In the event that you carry out a responsibility search by work title alone you will discover a large number of results, all with various sets of responsibilities and ventures. A Project Manager in a tech organization will contrast from a Project Manager in a promoting office. In the event that your methodology is to apply dependent on work title alone you will sit around and vitality while conceivably irritating individuals in organizations you would like to one day work for. 3. Utilizing a similar resume for everything Customized resumes used to apply for quality, directed occupations consistently work best with regards to applying on the web. No individual responsible for recruiting, perusing your application on the far edge of the screen, will make sense of why you applied. As an occupation searcher, you are looking for an arrangement from the organization. A recruiting supervisor won't stop to consider the specific reasons you applied. 2. Going after positions underneath your compensation run Much like creation the error with work titles, the expected set of responsibilities, industry, and friends will decide your pay run. In the event that you plan to look for some kind of employment in another industry expecting a similar compensation rate from your old industry, you may get numerous meetings that kick the bucket the moment you discover it pays essentially not exactly your old occupation. Do your exploration on Glassdoor and LinkedIn to discover the compensation extend for the activity you need. 1. Figuring you can play the numbers with regards to applying on the web Such huge numbers of new position searchers, both section level and senior, begin their pursuit of employment with the conviction, I should simply apply for everything at my preferred organizations. The more I apply, the more I will land position interviews. Not exclusively is this methodology an exercise in futility, you risk upsetting the individuals who work at the organization, and procuring a notoriety for being a spammer, somebody who needs better judgment, or an individual who is uninformed that genuine individuals manage online applications. Truth be told, the vast majority of the individuals who manage online applications can be found on LinkedIn. Spotters, alone, make up more than 1 million individuals in their database. Overlooking that there are genuine individuals behind an online application is simple. Be that as it may, in the event that you think spamming an organization with your resume is an approach to find a new line of work meet.

Keywords for a Non Profit Resume (Management)

Watchwords for a Non Profit Resume (Management) Watchwords for a Non Profit Resume (Management) Resume models give work searchers the opportunity to perceive how their resume piles up contrasted with others in their field. By taking a gander at continue models, individuals can decide if they're comparable to those in their industry, or whether they have to grow their range of abilities or plan to finish a particular sort of venture. While they are extraordinary instruments, continue models don't really show work searchers the catchphrases generally normal in their industry. Not every person knows about resume watchword improvement yet, so to find out about the catchphrases utilized in a given industry, it's ideal to peruse work postings. The word cloud above was made utilizing the content from five non-benefit the board work postings. The bigger the word is, the more occasions it showed up in the content of the postings. Non-benefit the executives requires a wide scope of aptitudes. That is reflected in the words that showed up over and again over the activity postings. To be a non-benefit supervisor, you must have the relationship building abilities to deal with a staff and volunteers; to perform effort and fabricate associations with different associations and people; and to raise support (that is, improvement). Non-benefit chiefs likewise need to have the specialized and investigative capacities to deal with spending plans, databases, and reports. Non-benefit the board continue catchphrases To get a vocation in non-benefit the executives, ensure your resume mirrors your involvement with these territories: Office Yearly Battle Correspondences Network Arrange Information Database Advancement Benefactor Occasions Objectives Award Administration Administrator Showcasing Media Non-Profit Accomplices Individuals Program Connections Reports Research Administrations Staff Vital Group Preparing Volunteer Directed resume To perceive how well your resume is focused to a specific activity posting, enter the content of both into Jobscan's resume investigation apparatus. You'll get moment criticism enumerating what you've progressed admirably and what can be improved. While making a focused on continue for a particular position, it's essential to reverberate the specific stating utilized in the activity posting. One thing to give close consideration to is the manner in which the posting handles the expression non-profitwhich is frequently likewise spelled as philanthropic or non benefit. Applicant following frameworks can be finicky, and entering a watchword uniquely in contrast to it shows up in an occupation posting may not enlist. Finding out about general patterns from continue models can be savvy, however it's a long way from exact; depend on the individual occupation inclining to ensure your resume watchwords are right.

Chasing the Career Cheese Make It Swiss.

Pursuing the Career Cheese Make It Swiss. Think youve got openings in your resume and range of abilities? Assuming this is the case, you can take in something from cheesespecifically, Swiss cheddar. The futile way of life runs on trap. Everyone realizes that. In any case, what is more subtle is that the mice and rodents are themselves dangling lure with gaps in it. The futile way of lifeâ€"furious rivalry to land and keep positions, clients, deals or piece of the pieâ€"dangles benefits, advantages, pay rates and wages as what is intuitively suspected of as the result cheese. But there is that second sort of futile daily existence vocation cheddar: the trap dangled to draw and persuade imminent and clients, customers, associates and current supervisors. One of the most noticeable types of this snare is mastery, and one of its generally stressed over issues is gaps in it. Futile way of life Holes How frequently do you hear somebody state, as I did in an unconstrained discussion with an amicable music major at a bus station as of late, that there are an excessive number of holesâ€"gaps, maybeâ€"in their expert skill? Bombing when contrasting oneself as well as other people in one's field, or more awful, with the individuals who are not, and, accordingly, feeling compromised, awkward or outright languid by examination isn't a phenomenal encounter. Far and away more terrible is the unfolding acknowledgment that the hole can't be spannedâ€"the inclination of being cleared up in a futile daily existence for cheddar that can't be won with the cheddar one is offering in return. Typically it prompts goals to work more diligently, concentrate more, to attempt to find the pack and to attempt to learn everythingâ€"in the interim trusting that one's lacks won't be uncovered and that feeling like a misrepresentation may be brief. Similarly as generally, it prompts pointless franticness, incessant dissatisfaction and a floating feeling of deficiency, if not out and out feeling like a disappointment for not matching the test and desires. The Illusion of Wholes without Holes Those were the worries voiced during our talk at the Gibsons ocean side bus station, by Riva (alias), brilliant, open undergrad planning for a profession in music, yet pestered by the inclination that she doesn't have the foggiest idea or buckle down enough. While hanging tight for our transport, Riva uncovered that feeling and her expectation that by examining, rehearsing and acing more, she will have a taken shots at filling in the gaps and the holes in her range of abilities before others see through them or puncture the flimsiest parts. The issue is that it just is beyond the realm of imagination to expect to wipe out or forestall such openings. That is the thing that I advised her. In any case, fortunately nor is it important to attempt, which I additionally advised her. The explanation that filling in the openings is neither conceivable nor important is, I stated, that information is more similar to Swiss cheddar than like the pizza you may put it on. Capability as More Pizza, or More Swiss Cheese? Believing that the corpus of expert information and ability resembles a pizza prompts the thought that given a large enough hunger, reach, access and assurance, it should be conceivable to (seriously) eat up every last bit of it, or if nothing else as much as any other individual. Finding that others have more or greater cuts of that information and ability pie makes disquiet, typically as a feeling of serious nervousness, jealousy, desire and sentiments of inadequacy. In any case, this is an imperfect model of learning and professional success. Swiss cheddar gives a superior one, and for various reasons: In reality, gaps ceaselessly go back and forth: Accept the gaps. A key thing that makes learning, information and skill drawing in is realizing that they are not static, that, rather, they are continually developingâ€"particularly in a creative, serious entrepreneur economy and in a time like the cutting edge one wherein research and innovation are extending and progressing at the speed of a blinding, gap consuming laser pillar. Old openings get filled in, new ones get made. The prior sentence summarizes one of the cardinal, yet usually unrecognized certainties of business, training and industry. Truth be told, a few vocations are assembled widely, if not solely, on shooting gaps in the professions and convictions of others, without being constrained to the occupations of film pundit, history specialist, pharmaceutical agent, significant association pitcher or crusading government official. Expecting one's information base to neither have prior openings nor to have gaps shot into it resembles anticipating that the universe should have no dark gaps. Truth be told, in the system of professions, as known to man itself and in Swiss cheddar, the openings will consistently be among us and a wellspring of their interest and improvement. Profession openings, similar to the gaps in Swiss cheddar, can be characterizing: A metropolitan street group sets up a sign that says, Men at Work. Alert!, close to an open sewer vent in the road under fix. That is a worldview instance of an occupation actually and solidly characterized, to some degree, by a gap. A bazaar is another, on the off chance that you think about the rings as gaps to be loaded up with horses, comedians and moving bears. Donut produce is a third. All the more dynamically saw, there are professions that require gaps in ability to be practical, sound, reasonable or feasible. The most evident occurrence is military or regular citizen insight, e.g., the CIA and Army recon units, whose whole justification for existing relies upon the supposition that there will consistently be data openings to be distinguished, filled and looked for. No openings? No need, no activity. Along these lines, before presuming that openings in your insight base are a risk, be certain they are anything but an essential for keeping the activity or in any case a benefit, e.g., like the effectively made gap in a doughnut or the ever-present holes and gaps in military knowledge. More cheddar, more openings: A characterizing standard of vocations, on a standard with no torment, no increase, is, as the CIA model shows, no gaps, no cheddar. A significant minor departure from this subject is more cheddar, more openings. This is a pleasant variation of the preventative schoolchild's jingle, which I learned as a youngster, that proposed, The more you study, the more you know; the more you know, the more you can overlook; the more you can overlook, the more you do overlook; the more you do overlook, the less you know. So why study? (Apparently it was not among the things that I learned and forgot.) The fitting and legitimate purpose of this charming fallacy is that each range of abilities gain conveys the danger of the potential agony of an opening, regardless of whether in (other, dislodged) memory, information or expertise. Pick any vocation ability; the second you focus on it, you focus on filling the gaps. In focusing on filling those gaps, you are directed to consciousness of more openings. This is fractal: gaps between cheddar inside which there are patches with littler openings between cheddar inside which there are patches with much littler gaps… .ceaselessly. For instance, you choose to be a scout. Along these lines, that fills your vocation decision gap. Be that as it may, at work, you find openings with respect to continue programming. You fill that in with acclimation with your organization's resume programming. In any case, that makes other holes: missing information on contending programming, or the utilization of explicit highlights of the product you're utilizing, inquiries regarding the amount you ought to basically or ethically depend on unoriginal programming screening that can execute an applicant's expectations by pulverizing his odds. Amplify the gooey piece of the cheddar, and you'll quite often discover more openings, regardless of whether just littler ones. Size and vicinity of openings tally: On reflection, it ought to be evident that one of the most significant things that issues is that the cut of cheddar you've chomped into or are offering ought to be greater than the nearest gaps: What this implies in proficient terms is that quiet concurrence with profession gaps is conceivable and unproblematic, if what you have aced is more clear than what you haven'tâ€"either on the grounds that it overshadows your numbness or on the grounds that the gaps in your aptitude are inaccessible from your normal execution prerequisites. A profession with more clear regions of inadequacy than ability will seem, by all accounts, to resemble a cut of Swiss cheddar with openings that are greater or more various than are its patches of strong cheddarâ€"a shaky, unstable cross section of skill dubiously bundled and unappealingly inadequate with regards to substance. Thus, if your temp administration covers a wide scope of corporate situations, yet IT firms are your meat and potatoes, put and show your strong aptitude fix of cheddar on those customer cuts and hold the retail, bookkeeping and (coles)law gaps when pitching a vocation to a candidate. The key is to feature what you can do, without pointing out what you can't. Appears glaringly evident? Not to Rika and numerous others like her who are troubled with uneasiness and innocent blame for and keeping in mind that not stopping all the gaps. To put it figuratively, cut and spot your profession Swiss cheddar in order to limit the number and size of openings you uncover. In handy terms, this implies picking occupations that exhibit your cheddar, yet shroud the openings. In the event that that sounds clever, well, welcome to this present reality, since that is the thing that happens each day and what numerous careerists instinctually do. In any case, the one thing that Rika and the others ought to never do is to disguise ineptitude that will risk the execution of the expected set of responsibilities. It is one thing to disguise the way that you don't know C++ when the activity doesn't require it; it's very another when it does. To put it plainly, never bundle gaps as cheddar. Change risk gaps into resource openings: Suppose Riva graduates and can't get a new line of work in music, or the activity she's found with an orchestra won't open up for a half year. That is an approaching gap, more terrible in the previous case, since joblessness forever turns into an obligation as abilities and experience deteriorate and as certain organizations keep on strangely segregate

On blog swapping - The Chief Happiness Officer Blog

On blog trading - The Chief Happiness Officer Blog I simply found somewhat of a sonnet, that makes the ideal end to the blog trade analyze: We will not quit investigation What's more, the finish of all our investigating Will be to show up where we began Also, know the spot just because. T.S. Elliot, Four Quarters A debt of gratitude is in order for visiting my blog. In case you're new here, you should look at this rundown of my 10 most mainstream articles. What's more, in the event that you need increasingly incredible tips and thoughts you should look at our pamphlet about bliss at work. It's extraordinary and it's free :- )Share this:LinkedInFacebookTwitterRedditPinterest Related

Employer Advocacy How a Global Software Company Does It

Employer Advocacy How a Global Software Company Does It Employee advocacy. Everyone’s talking about it. But who’s actually doing it, and who has a story to tell? Lets find out.  I’ve spoken to Alli Soule of SAS, a global software company to learn more. Listen below, subscribe to the podcast, or keep reading for a summary of our conversation. What prompted SAS to launch an employee advocacy  program? Back in 2014 we actually launched a social media survey to all of our employees and we had somewhere in the range of 14,000 employees. And wed never really taken the temperature on social media at SAS, we were sort of guessing and using anecdotal evidence, and so we wanted some real data. And we heard back from almost half of our employees, we knew that social would be a very polarising topic and that people would either love it or hate it and that definitely came through in our survey. But what we heard in our survey which was really useful was that a lot of people were really asking for training and that they were reticent to use social media in a work related capacity because they were afraid they were going to do something wrong or they were going to tweet something and get fired, just were sort of scared. And so we sort of took that feedback and said okay, what can we do on a scalable, organised, coordinated effort to sort of help with this issue? And that was really the genesis of our employee advocacy program. What types of content can we see in this  program and what has garnered the most engagement? Our program is sort of chronological so we start with the very baseline education about your profiles first and then we move into engagement, so the liking, the sharing, the commenting, sort of those small significant actions that say that youre paying attention. And then eventually we get to the content piece. And what weve done, weve actually purchased an employee advocacy platform that we made available to our participants in the program and we put both third-party content and SAS brand content in there. And what we found is that the content thats resonated best has been analytics content that is usually tied to some sort of top of mind area. So for example we had an article about SAS and the Zika virus and how SAS is being used to help figure out how to combat the Zika virus and that had huge pick up with some of our folks in the program. Because again, its top of mind, everybody understands Zika and to know that theres a SAS connection in there is sort of a universal thing. We also  celebrate some ridiculous holiday like World Emoji Day, anything like that that always gets good pick up too. 40 years strong. Proud of my company today and every day @SASsoftware #analytics https://t.co/J9vZ73mS3l pic.twitter.com/Xks9rs61sN Alli Soule (@allisoule) February 2, 2016 What have been the benefits of this program to the company and also to individual employees? Ill start with our employees. Whats been really gratifying is that we surveyed our employees before, during and after our program and were going to continue surveying them to get their feedback. And whats been nice is that we hear things like I was intimidated by social media but now Im not. Or now I know when I see an issue I know the person I can contact. Its just been this nice empowering feeling I think for a lot of our folks here. And in terms of the company, sort of along that same line, the company and our leadership is incredibly proud of our employees because we have some really smart people and social is such an easy way to shed light on those people. I mean what better way to show your credibility as a brand and a company than to spotlight your employees who are just exceptional and doing good work? So for the company its just been a nice indirect way to sort of brag a little bit. Are active employees in this program in general more successful, more informed or more engaged than the average employee? Yes I would definitely say so. One interesting statistic that we were able to pull after the program ended is we have a pretty involved social listening program here at SAS and were using social to measure a lot of different things and one thing that we do is we try to keep track of our employee conversations around SAS and around the brand and how much theyre contributing to it. And we were interested in sort of okay, of every SAS employee that we know is on social media talking about SAS and talking about the brand, how much of our employee advocates are participating in that conversation? How much are they making up of that conversation? And we found that it was about 88%. So this group of employee advocates was 88% of the conversations, the employee conversations around the brand, were coming from these employee advocates. So weve definitely found them to be highly influential, definitely contributing to these brand conversations and they just continually sort of elevate their st atus online. How do you measure success and are you able to tie back metrics to ROI? Great question. So as I mentioned to you earlier were doing a lot of surveying so it was important to us to, you know we had some general goals at the beginning of the program, but really we wanted to hear what the goals of our participants were so that we made sure that-whats in it for them? We  actually found that 90% of our participants said that they made significant progress on their goals and about 27% said that they met their goals. So those are some of the ways that we sort of measured success. We tried to stay away from vanity metrics, because as we know that can only tell you part of the story. But we still did see things like, so our program was three months long and on average a new, one of our participants would get I think an increase of 64 connections on LinkedIn and 62 new followers on Twitter. So even though those are vanity metrics we did see numbers like that increase. We also looked at things like, on LinkedIn you can see what percentile you fall in with respect to profile views in comparison to, I cant remember all the different metrics, but one of them is you can see sort of where you stand among other employees in your company. In terms of ROI thats a tougher one. We have a social selling program  here at SAS, and  that revolves around numbers and quotas and meeting things like that. And what they do with social selling is they have certain metrics that they maintain in our CRM that basically ask did social media have any bearing in this particular sale? So a salesperson is able to denote that. And what we did is we invited our social selling leads to be part of our program to see if there was any training that they could use or anything that they could repurpose for their program to again contribute to that bottom line and thats been wonderful. We already had a really good working relationship with them but theyre repurposing a ton of our training now and theyre making it mandatory for sales and in addition to that as we scale were actually inviting a lot more sales people to be part of the program, part of employee advocacy, so thats probably the clearest ROI, bottom line stat I can give you. More on this topic at  Employee Advocacy: The Ultimate Handbook.