Assessments And Social Networking Lead To Better Busienss
Less than ten years ago a tweet was the sound a bird made
, a link was part of a metal chain, and the closest thing to a Facebook was a year book. Today marketing demands that companies tweet, chat, post and link in order to increase their productivity and success. Sites such as Twitter, LinkedIn, and Facebook have revolutionized the way people build and maintain relationships. These social networking sites have enabled businesses to connect with more audiences in less time. This immediate and vast amount of online access can promote businesses in new markets, and expand professional networks.
Consider the amount of effort and time it took for businesses to build successful networks before the invention of networking via internet. Face to face meetings, conference calls, business functions, and references were the original formalities people had to endure in order to build an effective professional network. Today all it takes is one click to make an instant connection with people worldwide. Social networking has also impacted hiring practices, employees, and sales people, and the way we perceive others from a professional standpoint. These perceptions may not be completely accurate, but employee assessments can help businesses filter through this information overload.
Hiring practices used to rely on interviews and well constructed resumes, but today social sites allow you to search for people by name, company, job title, and personal interests before they come in for an interview. These capabilities are especially useful for the ultra-savvy job seeker. Instead of simply applying online for positions, applicants can find out who the hiring manager is, and then see if they are a member of social networking sites. Job hopefuls can make personal connections with the human resource contact, and gain an advantage against other applicants. Networking technology has added another league to the playing fields, and employers will identify who is most competitive by their efforts to gain acknowledgment.
On the other hand, those responsible for selecting employees have more information to interpret when choosing someone to fit a position. Sites such as LinkedIn provide information about an individual's job history, professional abilities, and affiliations. Employers also have access to online portfolios and professional blogs. This variety of information can make a candidate seem like they would be an appropriate fit for the available job, but only assessments can provide quantitative information about a candidate's capabilities.
Administering pre-hire assessments will enable employers to decipher what an applicant's likelihood to succeed in a particular job will be. Even if they have an amazing online resume, the person may not be the best fit for that particular job, and only assessments will enable employers to realize that disconnect.
Job applicants are not the only ones who can benefit from the use of social sites. Employees who attend conferences or other meetings can connect with other professionals who are attending, to make connections prior to their arrival. For instance, if you are going to attend a conference out of state, and you are a fan of the keynote speaker, you can find that person on a social networking site, learn more about them and communicate with them before ever meeting the speaker in person. This allows for seamless interaction because you have already established an informal relationship.
Social networking can also be used by employees to set up webinars, meetings, or online conferences. While social sites provide new outlets for employees to communicate and network, they also require a specific type of employee in order to conduct professional interactions. Employee assessments will enable employers to determine who is qualified to conduct daily business activities online. To effectively use social networking for business, employees need a high learning index, high sociability, and an aptitude for organization. Employee assessments can help employers recognize who naturally possesses these behaviors, and who will need more training and development if they are to use social networking.
People involved in selling have a great advantage with the use of online networking. Social networking enables you to "research" people before meeting them. This is not to say that electronically stalking the person you want to do business with is encouraged, but knowing more about them than the next sales prospect puts you ahead of the competition. Successful selling is dependent upon the sales person building a lasting relationship with the client. Social networking provides an additional tool for those in sales to build stronger relationships, and to prospect potential clients. Despite these benefits, and how easy they seem to be, only employee assessments will be able to provide employers with the information about each individual's ability to be an efficient sales person. If a person does not possess the ability to be a sales person, then the social networking aspects will be ineffective.
There are a wide variety of social networking sites available to professionals, and it is in the best interest of businesses worldwide to partake in these new and improved forms of communication. Technology has presented the modern professional with extra tools that enable them to access information that was once only privy to a small group of individuals, but employee assessments can interpret this information in a way that is helpful to businesses. The implementation of social networking can help businesses grow with minimal effort and maximum results, and employee assessments will ensure that each employee is successful in their social networking endeavors.
by: Jim Sirbasku
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