Social Recruiting

It has been established here on Jobcast how Facebook has become an effective platform for recruiters. This is especially true now, with more job seekers turning to Facebook for job postings than ever. Companies that are not active on the popular social media channel are missing out on opportunities to attract the best talent. However, some organizations that do have a presence on Facebook may not be utilizing it the right way. As discussed previously on this site, the ideal content ratio for job postings should only be 25%, while the rest must focus on other relevant topics. These include tips on how to get hired, as well as fun or lifestyle content. With only one-fourth of your material dedicated to job postings, recruiters must make sure that these career-related posts count.

Videos and Images Over Text

When it comes to content, video is king. Facebook statistics from Social Media Today reveal that video posts have 135% greater organic reach than photo posts. If it’s within budget, recruiters should utilize the video format to capture the interests of potential talent. For instance, the video content could use creative motion graphics to show the responsibilities handled by a certain position. If videos are not possible, then opt for photo posts since they are a better alternative than pure text posts. Social media users are generally more visually oriented, so videos and images should take priority in terms of the type of content a company should put out.

Clear and Compelling Messaging

A “We’re Hiring” Facebook post should follow basic advertising fundamentals, as a company may have only one or two seconds to pique the interest of a candidate. This means content with broad messaging won’t be very effective. A good hiring post should be able to clearly convey key points, such as the specific position needed and the exact location of assignment (in case your company has several branches).

Sharing Insider Information

When it comes to attracting job seekers, recruiters are not limited to “We’re hiring” posts. They can explore other types of content, like testimonials from employees. A post could highlight an employee’s experience as well as his or her growth within a company. One could also focus on content about the work environment or behind-the-scenes stories. This information can help job candidates visualize their future in the business, thus increasing the chances of them applying.

Speaking the Language

Consider the audience. If the recruiter is tasked to look for millennial candidates, then the content should include topics that interest them. The Globe and Mail shared some insights on how companies can recruit millennials, stating that they should emphasize mentorship and career development. Millennial job seekers are generally eager to hone their craft, and thus would be interested in companies that can provide them the necessary resources and training. For instance, a marketing company may share information about sponsorships for employees’ continuing education and personal development. This could be a great way to lure talent who are hungry to learn.

Ad Targeting

Utilizing Facebook Ads is perhaps the most efficient way to reach top talent. Facebook has numerous features that make it easier for recruiters to specify the users they want to serve their ads to. However, Facebook has a constantly evolving algorithm, and it may take a while to come up with a definitive strategy that yields the best results. Social media specialists Ayima suggest several key Facebook targeting steps you should consider, such as choosing an audience that’s neither too niche nor too broad. Ideally, recruiters will want to talk to people who are most likely to engage with an ad, and defining a relevant audience can help them achieve that. Once the target user profile is decided, recruiters can leave it to Facebook’s algorithm to reach potentially valuable audiences for your posting.

Keeping these tips in mind can improve the quality and performance of a company’s recruitment posts on Facebook. That said, recruiters who don’t work to maximize this massive platform’s potential are already way behind.

Article composed by Charlotte York
 for jobcast.net

When you want to improve employee communication with stronger communication tools, it's time to look at ways to prioritize communication. 2018 is going to be the year your company grows, and you have to prepare your HR department with the tools necessary to meet the growing demands on their time. When your HR department is able to complete effective communication, time is saved. Employees can ask questions, request time off, or receive their work schedules through text messaging, emails and phone calls. When you want 2018 to be the year your company improves communication, it's time to listen, pay attention, and take advantage of technology.

Make Scheduling Easier

If your HR department is responsible for scheduling a large number of employees into various shifts, you can make scheduling easier. If you have an employee who needs to call out at the last minute, this can be done through text message marketing. When you have a shift that you need to fill at the last minute, a quick blast out to all of your employees will get the shift filled fast. You won't have to waste time calling each employee when you can send out a text message instead.

Make Meetings Run More Smoothly

When your HR department is setting up trainings or open enrollment meetings, preparation can make everything go more smoothly. Text messages are opened 98% of the time, and it is the most efficient way to get information to your employees. To maximize the effectiveness of a training, you can send out material to your employees to review before the meeting occurs. In order to keep your employees focused and make the job of your HR department easier, send out relevant texts before the meeting to keep everyone up to date with information.

Improve the Speed of Onboarding New Employees

Recruiting efforts can be made easier for HR, as well as onboarding new employees in 2018. When your HR department can receive and send text messages to potential recruits, gathering information to complete applications is easy. For new employees, managing new hire paperwork can be done through text messaging to allow for a faster, more efficient onboarding process.

Stay Organized and Keep Employees Safe

If you want to close for the day because of unsafe road conditions, let all of your employees know within minutes through SMS. When you send out a group message, you will keep everyone informed of the news to stay home. You will be organized, and each employee will know to stay at home and remain safe. Text messaging saves time and reaches everyone fast.

Open Up Lines of Communication

A company can only be as strong as the employees it hires. The leaders in your company need to have various ways to listen to employees. When two-way communication is allowed between workers, HR and administration, the lines of communication get stronger. Employees are able to voice concerns, while the HR department can send out surveys to ask for feedback. When in person meetings aren't possible, phone calls, SMS, video conferencing and emails will all increase communication. When you are ready to revolutionize how your HR department communicates in 2018, consider the technology available. Your employees are already using text messaging for their personal communications, and the ability to text with work is the next logical step. Phone calls are easier on mobile devices, and employees with mobile email can answer questions even when out in the field.

About the Author

Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.

In a world consumed by social media, where much of our lives are spent online, human resources departments need to ensure that they make the most of social media for a variety of duties that they need to fulfil.

Social media is incredibly popular, with platforms such as Facebook, Twitter and Instagram reaching milestone after milestone and still growing, while professional social media sites such as LinkedIn also continue to experience a successful growth story.

Facebook recently surpassed two billion monthly users, with almost a third of the world’s population using the site, while LinkedIn has around 467 million members who showcase their professional profiles or online CVs, and companies all over the globe are given a platform to interact with these users.

With those tremendous numbers in mind, it makes sense that human resources departments would be able to leverage social media in fundamental ways.

Talent acquisition

Any HR professional will attest to the difficulties they face when trying to find candidates with the skills and experience needed to fill a specific position within their company. Social media can play a key role in making this process more efficient, making it a proficient and convenient talent acquisition tool.

Employers need to embrace the advantages that social media affords their HR departments, specifically with reference to recruiting, as this can be accomplished on a much wider scale than traditional methods through the use of professional social networking platforms such as LinkedIn.

Cost effective and incredibly intuitive as a recruitment tool, social media allows a company’s human resources team to engage with a wider audience, target a quality pool of candidates and improve on the effectiveness of their recruitment efforts.

The simple truth is that a company wanting to be found by a large pool of talented candidates, or wanting access to that same pool of individuals, cannot ignore social media.

LinkedIn – Heaven-sent for HR professionals

While traditional recruitment methods often only target individuals who are actively looking for a new job, social media sites such as LinkedIn give the recruiter access to connect and communicate with a far larger, more diverse set of people who potentially fit the description of the ideal candidate.

With LinkedIn, for example, company pages can be used to post available jobs and users can apply directly to the company through the platform, with the process running seamlessly once a few simple details are made known about the position in question. This can be particularly valuable for positions that are hard to fill, as the way in which LinkedIn works ensures that the best candidates for any particular job are made aware of the position and its suitability to the person based on their skills, experience and ability within a chosen industry.

Job opportunities listed on LinkedIn can easily attract numerous applications from excellent candidates, based on the profile of the company and the details about the specific job. LinkedIn members also have a ‘Jobs’ tab at the top of the page to easily search through available work opportunities, ensuring that the best candidates are only a click away from finding out about a great position that some HR department has posted on the site.

This system is incredibly intuitive, and helps HR professionals to complete one of their most important tasks with robotic efficiency and very little effort. Even people who are not actively looking for something new in the job market can’t help but be informed about interesting available positions in their industry through newsletters from the site or their LinkedIn newsfeed, and that can end up being a win-win for both recruiter and the person who may decide to apply and set up their next career move.

Vetting candidates

While job seekers are monitoring company profiles on social networks in order to assist their decision-making, HR professionals should be doing the same to prospective candidates who they are considering for a position at their company.

Social media provides HR with a modern way to vet potential candidates. Screening applicants through their social profiles speeds up the hiring process and provides a better idea about who the candidate is. This assists in determining that the candidate will be the best fit for the position and the culture of the business.

Used well, social media as an HR tool can provide an excellent return on investment, thanks to lower costs and higher productivity associated with using social media to effectively recruit people.

Not just about using social media as a direct recruiting tool

In addition to the obvious assistance that social media provides in talent acquisition, human resources professionals can use the popular communication and business tool for other purposes that positively impact their companies in terms of reputation and corporate communication, indirectly assisting with recruitment strategies.

While some companies initially considered social media to be little more than a distraction for employees, many are now realising the power that lies within a system that is so closely intertwined into the fabric of our modern digital society, to the point where we carry these networks around with us all day on our indispensable mobile devices.

The realisation of this kind of power has meant that companies are increasingly appreciating the need to have an active and engaging corporate presence on social media in order to attract top professionals for open roles.

Reputation, culture and communication

One of the ways in which firms can attract top talent is by using social media to display the kind of corporate culture that will encourage top candidates to consider working at the company.

An organisation’s culture plays an important role in attracting and retaining quality talent. People looking for jobs aim to understand the culture of a business before they commit to joining, in order to see whether they will fit in with the culture and have the best chance of professional success and happiness.

Social media is a great communication tool, and many job seekers will look to company pages and profiles on various social media platforms to get a feel for the culture of the business. Communicating the company’s values and culture through social content is an important duty for HR managers to carefully consider and implement.

Social media provides a subtle yet powerful way in which a corporate culture can be publically displayed. Posts regarding team-building efforts, office gatherings, health and wellness initiatives or performance incentives can give job seekers an understanding of what working for the company will be like. Peoplehr blog is a good example of that where you can find all such kind of posts.

Creating a team-building hashtag on Twitter, posting photos from the office party or using an article on LinkedIn to congratulate high performing staff can all be effective ways to demonstrate an organisation’s culture through social media.

Successfully managing the reputation of an organisation is another of the tasks that fall onto the shoulders of HR managers. An active social media presence in itself can present a company as innovative and engaging, and this is precisely what a company should aim to do as part of reputation management.

Nobody wants to work for a company that has a bad reputation, and many job seekers will turn down a job with a company that they perceive negatively, even if that person is unemployed. For this reason, HR should be monitoring social media for mentions, especially when it comes to what former, current and potential employees are saying about the company.

When appropriate, an HR representative can take part in the conversation, but special care should be taken when controversial or negative conversations are being dealt with. Companies need to monitor their social channels closely to ensure that their positive reputation is maintained.

Even if a company has an excellent corporate culture internally, monitoring and responding to negative mentions, comments and other social media content directed at the company is crucial to maintaining a good reputation and safeguarding future recruitment possibilities.

Social media has undoubtedly transformed the way we communicate in our personal lives, and now companies are beginning to realise the strategic value that social media can bring to talent acquisition and other important HR functions.

About the Author

Peter Pedroncelli is a South African journalist based in Johannesburg with a specialisation in media studies. He writes and edits content for a variety of magazines and websites on topics related to social media and business.

An all-star employee will have the skills and the drive to exceed your expectations. They’ll also have the personality to fit in well with your company culture. They can help to grow your business, embody your brand and become part of the next generation of leaders within your company.

But attracting talent like this is easier said than done. Here are a few tips for hiring an all-star employee:

Promote Your Brand The companies with the best talent have a knack for promoting their brand. They sell their business as a great place to work – somewhere the company culture is second to none and where employees are able work on cutting edge initiatives within dynamic teams. You need to promote your employer brand if you want to attract all-star employees.

Create a Talent Pool If you’re on the lookout for top talent, the search should never end. Create a talent pool of previous applicants and allow people with an interest in your company to register their details too. It might be that the right opportunity isn’t available for a candidate at the moment but one could arise further down the line.

Offer Opportunities for Creativity and Initiative The best applicants love an opportunity to flex their creative muscle and work on their own initiative. Whilst this is unlikely to be possible all of the time, be sure to let applicants know that there is time designated for a little exploration and experimentation during each working week. This is an appealing factor for potential employees and may also give your company the edge as a little creative thinking could lead to your company’s next big idea.

Provide Employee Perks Employee rewards are a great way to improve employee morale and win over a top candidate too. Sure, big things like a decent pension plan, health insurance and child care vouchers are important. But a few smaller perks never go amiss. Complimentary snacks, fun team-building days or even just showers at the office for those who run or cycle to work can all make your company seem that bit more attractive.

Be Ethical Workers these days want more than just a day job and a pay packet. They want to feel like they’re helping to make a difference. Try to be forward thinking in your approach to business. A recycling initiative or links with a local charity or an ethical approach to conducting business could help you to attract top talent. These are the people who will care that their work contributes to the good of communities and environments.

Be Flexible Increasingly people aren’t prepared to be a slave to their job. Companies and employees alike should be striving for a good work-life balance rather than high levels of stress that lead to a burnout. Flexibility with regards the working hours and days can help employees to achieve this and can help you to attract that all-star candidate. To put this into practice you could let employees work from home sometimes,introduce flexible working hours or encourage employees not to answer emails away from the office.

Embrace Diversity Remember that not all candidates fit into a designated box. By embracing diversity you could open up your company to a whole host of potential employees with the ability to further your business and drive success. Workplace diversity has been shown to reap a number of rewards for businesses who are prepared to make it a priority.

To hire an all-star employee, you need to look at your business from the ground up. Your company culture, your employer brand and your recruitment style all play an important part in getting those top candidates through your door.

Sarah Kearns is a hard working mother of three daughters. She is a Senior Communications Manager for BizDb, an online resource with information about businesses in New Zealand. She loves cooking, reading history books and writing about green living.

When it comes time to find well-qualified employees for open positions in your company, you have a lot of competition for their attention. And you also have to persuade them that they do, in fact, want to find a job: Sixty-two percent of currently employed people aren’t even looking.

In today’s attention-grabbing world, your first reaction might be to think a shorter job description works better, but it doesn’t. In fact, longer gets more exposure, as does accuracies in description and simple language that helps people quickly understand what the job is, what your company is, and what your values are.

Want more details? This graphic can help.

Source: http://www.akkencloud.com/how-to-optimize-job-posts-for-maximum-exposure/

The biggest obstacle to employee engagement and successful business may be work/life balance, according to the Happiness Index 2016. The year-long study looked at many factors that go into happiness and employee engagement. The 5 factors they found to be most influential were:

1. Roles and responsibilities

2. Management

3. Team’s work/colleagues

4. Workplace/environment

5. Work/life balance

While big steps have been taken recently to improve the office environment and to improve employee happiness, there's a lot of things that can be improved upon. Active Listening It's rare to have an employee open up to a boss, but they do, you need to listen. These moments are so valuable because it gives both parties a chance to hear the true experiences of the other. Whether it's a monthly review or an exit interview, creating the opportunity for employees to talk earnestly about their experiences with your company Employee Feedback Doing a monthly feedback meeting with each of your employees is one of the best things you can do to improve your business and recruit more skilled staff. These meetings don't have to be extremely formal, but they do have to be consistent. Make it a part of your business schedule. It's also best to not do these meetings in a formal setting. Try to just catch up with employee on a lunch break or during a break at work. This will make them feel comfortable and provide you with the most honest answers. Establish Manageable Workloads Don't overrun your employees with work. It's your job as a boss to manage tasks, meaning that you need to decipher the valuable work from the useless. Employees will become very thankful if you just make them feel like you're looking out for them. Good leaders are ones who can quickly and easily manage people and their unique traits. Learn about your employees, it'll help in the long run.

A major part of your life is going to be spent learning about yourself. While you can get caught up in the ride a lot of the time, taking some time to do a self-evaluaton every few months is important. Understanding and knowing yourself is one of the most important skill's you can possess. Whether you're learning from success or failure, continuing to move forward and learn more about yourself is key. Once you fully understand your goals, fears, and ambitions fully, you'll become much more confident and self-assured. Here are some of the best ways to start your process of self-discovery:

Think, Process, Ponder

Being yourself is important, but knowing yourself is even more important. Discovering yourself can only be done after taking some quiet time to think and assess your life. Many people don’t take the time to assess themselves because silence scares them. For these people, it's important to find peace in a silence, and make time to think. It isn’t until you allow yourself to be alone that you can evaluate yourself and be completely truthful with yourself. Then, you will actually be able to see every facet of your life – the good and the bad.

Realize Yourself

While you may think you know what you want out of life, it's important that you evaluate your passions and skills every few months. Understanding what you're good at and our interested in, makes discovering your goals much easier to discover. Once you've finally discovered why your goals are what they are, you can look further inwards and see what gifts you bring to the world. Always keep in-mind that your passions and goals will change over time. This is a natural process, and something that shouldn't be feared. While your goals and passions develop, you'll clear the fog that often clogs up people's minds when considering their goals.

Discover your Passions

Pursuing a passion is never a bad idea. You'll learn more about yourself in a day pursuing a passion then you would in a year working in a position you hate. One thing many people don't do is focus on their passions in every facet of their life. All this means is that people don't try and work their passions into other areas of their life. Whether you're bringing it into the workplace or back home, having elements of your passion throughout your life will make you a happy and healthier person. Passion produces effort, and continuous effort produces results.

Ask For Help

Asking others what you're good at is important to helping make this process easier. Although some peoples opinions should be disregarded, many will offer valuable input into elements you should focus on in your life. Sometimes those closest to you can make deciding what you pursue much easier.

The world of recruiting in 2017 is extremely complicated. With so many outlets for ads, engagement and contact, companies have to be extremely weary of the spots where they advertise their specific positions. With more and more companies and recruitment agencies moving towards mobile, it's important you have a strong understanding of the scope of your recruitment efforts. Rather than keeping your focus on recruiting software that is automated and integrated, employers are poised to put more effort into the work environment and employee engagement. The focus of organizations on predictive, recruitment software's has truly changed the recruitment game in so many ways. Here are a few predictions for more changes coming to the recruitment game.

Engagement

Employee engagement is obviously important to your organization. Having engaged employees and candidates means putting an effort to have a solid approach to the work/life balance and career management. Applicants want to hear about how your workplace will help allow them to live a fulfilling life outside of work, as well as inside. Advertising the benefits of your position will be a huge part of being a great recruiter in 2017 and beyond.

Analytics

Analyzing and measuring your recruitment efforts is incredibly important part of any recruitment efforts. Just like anything else in business, you need to measure just how impactful you're being with your efforts. Imagine recruiting software that more accurately indicates which of your candidates are likely to be strong leaders or the best cultural fits before you extend an offer based solely on answers to standard interview questions. Using this trackable software is how companies can make sure they’re getting the right hire and/or fixing actual problems rather than perceived problems.

Social

Social integration is now the name of the game in the software industry. It's a must-have with any program, and that's no different in the recruitment game. Utilizing your social platforms as a way to promote your postings and jobs is a perfect way to find many great candidates. Many recruiting softwares now provides an opportunity for social engagement through the tool itself – in other words, built-in social media management features. 2017 will be a big year for finding your next impactful hire. Make sure you're ahead of the game by following these trends and find a way to exploit the system.

We've all heard how important portraying a professional presence online is, however what you don't hear about is how many jobs are lost solely because of a unprofessional or weak social presence. Without any sense of exaggeration it can be said that social media is a necessity in today's job world. It's important you have profiles built-out to show off who you are, your achievements and job history. Being inactive on social media will, in many cases. jeopardize your chance at getting your dream job. Careerbuilder's great infographic demonstrates just how many employers actively look at their employees or future employees social media accounts. The numbers speak for themselves in this case. When done right, social media platforms can be a major help in getting noticed and eventually soliciting offers. While Facebook and Twitter are popular, it's important your presence doesn't end there. Being well-rounded, and at least having built-out accounts with several other sites is helpful. While there are obvious no-no's on social media, simply taking an hour or two to accurately build-out a profile is easy and beneficial. It's beneficial because it populates Search Engine Results Page's (SERP) when your name is queried, and it's easy because many sites draw off other and therefore don't force you to enter much additional information. To help job seekers better understand the role of social media in their job search, CareerBuilder.com conducted a survey last year that asked 2,303 hiring managers and human resource professionals if, how, and why they incorporate social media into their hiring process. This survey came back with results that showed direct correlation between active social media users and success in job hunts. In some cases it was that the employer got a good feel for the candidate’s personality. Others chose to hire because the profile conveyed a professional image. In some instances it was because background information supported professional qualifications, other people posted great references about the candidate, or because the profile showed that the job seeker is creative, well-rounded, or has great communication skills. A big thing that many employers look for is consistency. Listing your accomplishments and profession on Linkedin isn't good enough because some employers may only look at Facebook. Having a consistent message and imagery across your social media presence will make life easier on your potential suitors, as well as on you as you won't need to reinvent the wheel for each social media profile you build. Overall, social media isn't brain surgery. All it takes is a few focused hours and a goal in-mind. It's best that you simply sit down and map out where you'd like to go with your career and build your profiles with said goal in mind. Also, make sure you maintain a clean profile, instead of just cleaning it up when the time comes you think that they'll be analyzed. In this digital age, you just never know who is looking at your profiles when, so it's best to be safe rather than sorry. Scroll down for Careerbuilder's awesome infographic:

As we all know, social media has a multitude of uses, from helping us stay connected with friends and searching for jobs, to marketing, customer service, sales and recruitment. However, one area that is often overlooked is how businesses can use social networks internally.

Internal social networks, also known as enterprise social networks (ESNs), can help to create a sense of community online and are particularly useful for businesses that are moving to mobile or are spread across multiple offices. If you’ve not considered how ESNs could benefit your business, take a look at some of the advantages below:

1. Improved communication

   In an increasingly mobile workplace, gone are the days of chatting by the water cooler or being able to simply walk to the other side of the office to speak to a colleague. Enterprise social networks can therefore help colleagues come together and easily engage in conversations, regardless of geograhic barriers.

2. Improved collaboration

   It can be difficult working as part of a team when you’re not all in the same room. However, enterprise social networks provide a number of features that make it easier, from being able to effectively manange project progress, share files and much more.

3. Transparency

   A problem many businesses can have is understanding what other teams are working on. If you add a mobile workforce into the equation then this can become even harder. Different teams may each be working on similar projects (doubling up on time and money), or projects where if efforts were combined, could be even better. Enterprise social networks can help reduce these issues, by providing more transparency to the mix. For example, employees can share projects they are working on, along with their progress. Some managers may be concerned by complete transpareny, but it is often possible to keep certain information private where required.

4. Find internal expertise

   Running a project that needs specific expertise? It can be difficult knowing if anyone has the required skills, particularly in a larger business. You may therefore turn to someone who is underskilled, or hire a consultant which can be costly. Enterprise social networks can help you see what talent is already available in-house. Employees can create their own profiles and add their professional experiences and skills. This is then easily searchable, so next time you have a project, you can find the best people for the job.

5. Share ideas

   Two heads are better than one, but if you struggle to get your team together for a brainstorming session, consider getting everyone to contribute via your enterprise social network. You can open this up to your wider business and unlike a brainstorming session where you allocate a time, ideas can be shared online 24/7. This can mean more people and more ideas, which can help your business stay on its toes, be more innovative and keep moving forward

6. Develop relationships

   Enteprise social networks are much more than just a platform to communicate, they can also be used to help colleagues build stronger relationships with their co-workers. This can help employees feel happier in their role and it can make the business run smoother, with fewer conflicts.

7. Increased productivity

   Enterprise social networks can help to create a more open and innovative culture. Employees can also feel more engaged, which can boost productivity and also improve employee rentention.

If you’re interested in enterprise social networks for your company, then there are a number of solutions to consider. Here are 3 suggestions:

1. Yammer

   Founded in 2008, Yammer is a freemium enterprise social network owned by Microsoft. Users can start groups, share ideas, collaborate, upload documents, create public groups and much more.

(Screenshot from Yammer website)

2. Chatter

Created by Salesforce, Chatter can help employees share knowledge, track projects, collaborate and ultimately stay connected whenever and from wherever. Take a look here to find out more.

(Screenshot from Chatter website)

1. Workplace

   The most recent and exciting development in enterprise social networks is Workplace. Created by Facebook, it aims to help you do work, without getting distracted by your friend’s holiday pictures, getting caught up in a chat or coming across adverts. You therefore have a separate log-in to your personal Facebook account. Employees can still enjoy many of the standard Facebook features, such as a newsfeed, groups, messages, events, Facebook Live, reactions and search. However, there are also some other features that have been specifically built for Workplace. These include a dashboard with analytics, shared spaces and much more.

(Screenshot from Workplace by Facebook website)

Author Bio

Elizabeth Harmon is a writer for Open Colleges, one of Australia’s leading online education providers. She is a Freelance Social Media Consultant with a number of years experience in the field. She has worked with a growing list of clients around the world, helping to build successful social media strategies, create effective content and much more. Follow her on Twitter @Liz_Harmon.