Social Media

January Newsletter: Our 2017 Snap Shot, and Open Roles in 2018

We’re reflecting on our work last year:

And, we’re hiring for a Senior Manager to join our team this year:

We’re looking for a strategic and analytical leader to design and execute high-profile client engagements, including working with public sector agencies and major nonprofit organizations. This is a great opportunity for someone interested in helping grow a small business, cultivating new clients, and delivering dynamic consulting engagements. The ideal Senior Manager should be innovative and entrepreneurial, a superb communicator, and an adept manager with 8-10 years of progressive professional experience. We are looking for someone with significant expertise in their policy field and/or in organizational management strategies.

Please read the job posting for complete details, and send interested parties our way.

Social Media for Workforce Development, Part 8: Teaching participants how to use social media

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Public Works Partners is offering an online course for workforce development service providers on using social media to connect with participants and increase program outcomes. This is the last of an 8 part series:

  1. Why Social Media?
  2. Making social media a part of your overall participant engagement strategy
  3. Deciding which social network to use to interact with participants
  4. Using Facebook groups, pages, and/or profiles to interact with participants
  5. Deciding what to post to social media (and how to do it)
  6. Building your audience
  7. Measuring the impact of social media on your outcomes
  8. Teaching participants how to use social media

Welcome back to Social Media for Workforce Development! Throughout this series, we’ve focused on how your program staff can use social media to better engage program participants and ultimately improve outcomes. In this last entry, we’re going to approach this topic from a different angle: teaching participants how to use social media.

Given the specific expertise your staff has on social media, and the general need to teach program participants work readiness skills, it often makes a lot of sense for workforce programs to coach participants on how to use social media in the context of their career development. Most participants won’t need help with the basics of posting photos and status updates, but some might need guidance on how to use social media as a tool for finding a job, as well as how to keep their social media activity from preventing them from finding a job.

LinkedIn_logo_initialsHelping participants setup and use LinkedIn is becoming a common practice in the field, and we encourage programs to consider providing this service. Although LinkedIn doesn’t have universal penetration across all sectors and skill levels, it remains the single most popular place for companies to research individuals before hiring. This alone makes it important for participants to have a LinkedIn profile that highlights their strengths. Workforce programs can make a huge difference for participants with a small amount of targeted content guidance, proofreading, and explanation of the unwritten rules and behavioral norms. Programs can promote the usage of LinkedIn by creating private groups for participants to communicate among each other and with program staff.

facebook-iconAnother common practice we’ve seen is advising participants on how to use Facebook in a way that won’t jeopardize their employment prospects. This can be a touchy subject, since most people consider their Facebook content to be “private” (even though it may be exposed to the world) and program participants don’t want to feel like program staff are interfering with their private lives. Nevertheless, the risk that a compromising photograph or unprofessional username (facebook.com/partygirrrrlxoxoxo) can kill a candidate’s chances at landing a job is absolutely real. Program staff giving this advice should be careful not to call out individuals and not to come off as parental or condescending. Keep this in mind when determining which staff are best positioned to provide this advise, and give them plenty of guidance on how to go about doing so.

There are countless other ways that workforce programs can provide their participants with advice in this area, but we feel like these two are the most impactful and relevant. If participants leave your program with a useful LinkedIn profile and a benign Facebook profile, then you’ve given them two concrete, useful assets for their professional lives that will benefit them for years.

This concludes our Social Media for Workforce Development series, but given the ever-changing nature of social media and the newness of these practices, we want to keep the conversation going! We’d love to hear you feedback, questions, and best practices from the field. Comment on this blog post or contact us on Twitter, LinkedIn, or our Facebook page.

Social Media for Workforce Development, Part 7: Measuring the impact of social media on your outcomes

social-media-blog-post-banner

Public Works Partners is offering an online course for workforce development service providers on using social media to connect with participants and increase program outcomes. This is Part 7 of an 8 part series: 

  1. Why Social Media?
  2. Making social media a part of your overall participant engagement strategy
  3. Deciding which social network to use to interact with participants
  4. Using Facebook groups, pages, and/or profiles to interact with participants
  5. Deciding what to post to social media (and how to do it)
  6. Building your audience
  7. Measuring the impact of social media on your outcomes
  8. Teaching participants how to use social media

Welcome back to Social Media for Workforce Development! In our series of blog posts, we’ve covered every aspect of getting social media up and running for a workforce development program. If you were starting from scratch with this guide, you would have selected one or more social networks appropriate to your target audience, built an audience, and created content that’s eye-catching, relevant to your target audience, and inviting for engagement. Participants now tell you that they see workshop announcements on social media and communicate with career advisors with ease from their smart phones. Social media is now an integral part of your participant engagement strategy.

Mission accomplished, right? Not quite yet. Your audience could still be larger, and your posts could do a better job of cutting through the noise and reaching their intended audience. And you probably want to know just how much of an impact social media—or any of your other engagement strategies, for that matter—is having on the outcomes that matter the most to you and your funders. Fortunately, all of this is possible using a combination of the data that social media sites generate plus some additional data capture on your part.

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