Hootsuite- Week 9

Hootsuite is a another way of connecting with social media. It's a place to share, comment and write about social content. It allows you to connect with other social networks such as Facebook, twitter, LinkedIn, Instagram. It allows you to engage with your audience and expand your audience by using keywords when posting something or sharing or commenting on something.


Hootsuite offers courses that available to learn about Hootsuite and their are a number of certifications that can be taken as well. Hootsuite is very easy to maneuver and is highly recommended. For me Hootsuite is good because it allows me to add my post from my Facebook Page and receive additional comments that way.

Hootsuite allows you to access your social network profiles on a stream. Once you have a stream it allows you to then comment and share certain things. This is really good because then all of it is in one spot which makes it easier.


Overall Hootsuite is another way to get your social networks out there and create streams with your other followers and interact with the marketing that is going on in the world. Hootsuite allows you to stay connected and update to date which is the key in social media marketing.

Week 7- What Color is Your Parachute " Let's Talk Salary"

Now just imagine this you went through the whole job process and finally you find something, next you have an interview for that job, the interview goes great, now you have to discuss pay because you have things you need and want so you need some money. In Richard Bolles chapter 5 he gives some secrets for negotiating a salary.

The first secret is to make to sure to never discuss salary until the end of the whole interviewing process at that organization, When (and if) they have decided that they want you.  Now we all know it's very hard to sometimes determine when the interview is coming to an end.  Now this isn't always the case. Bolles mentions that sometimes employers may raise the salary question early on in the interview which gives you three options the first: "Until you've decided you definitely want me, and I've decided I definitely could help you with your tasks or projects her, I feel any discussion of salary is premature. The second response: I'll gladly answer that, but could you first help me understand what this job involves? Then third response: I'm looking for a salary in the range of $35,000 to $45,000 a year. If none of these response are good then their is no negotiating with this employer.

The second secret is the purpose of Salary negotiation is to uncover the most that an employer is willing to pay to get you.  Bolles states" They know, from the beginning of the interview, the top figure they're willing to pay for this position under discussion. But. But. They're hoping they'll be able to get you for less. So they start the bidding( for that is what is) lower than they're ultimately willing to go. And this creates a range(Bolles.2017.pg.87). This is so true that is why one has to negotiate and see if that is a job they actually want or not.

The third secret is never be the first one to mention a Salary figure. This is huge because whoever mentions a salary first usually loses. Bolles says when asked with that question the best response is "well, you created this position, so you must have some figure in mind, and I'd be interested in first hearing what that figure is(Bolles.2017.pg.88). This then allows the employer to hopefully give their highest offer and then you ultimately get the salary you want as well.

The fourth secret/ fifth secret is to do some research on typical salaries for the field and organization before the interview. This is important to allow you not to be stuck when answering the salary questions and be able to show that you have done your homework and if you do get the lower salary at the beginning that when three years comes around you know that you deserve a raise.
Research the range the employer has and then create one for yourself as well. This way once they give there range you can give yours and create an negotiation. Bolles says " And so, when the employer has stated a figure (probably around their lowest- i.e, $36,500), you will be ready to respond with something along the lines: I understand, of course,the constraints under which all organizations are operating these days, but I am confident that my productivity is going to be such, that will justify a salary- and her you mention your range"(Bolles.2017. pg.95). Then the process starts on whether they take it or bring another range back at you.

Sixth secret is knowing how to bring the salary negotiation to a close. Get everything in writing that way the employer can't turn it back on you saying they didn't say that. Overall these secrets are very crucial for job hunters.

Week 6- What Color is Your Parachute

So in previous posts we have discussed the job hunting process but what we didn't mention is throughout that process at some point an interview is going to arise  So in chapter 4 Richard Bolles gives us job hunters some tips for interviewing for a job.


There are three types of interviews the first and most common that we don't even think of as interview is for fun or practice. These interviews are your discussing something that your passionate about with people in other words this is basically called a conversation very informal. The next one is interviewing for information this is if your conducting research on a topic and your wanting to get first hand experiences to put into your paper or your project this are aslo called conversations as well but a little more formal. Then the last one is interviews for a job and your interviewing with an employer who will either be giving you a job or not.  These are not called conversations and are meant to be very formal.

Now that we got the types out the way lets talk about some tips that are mentioned in this chapter. The first tip that is important when interviewing for a job is a lot like dating. Bolles states" this conversation is two people attempting to decide if you both want to "try going steady". (Or maybe its you plus six or nine others,depending on how many from the employer's team are sitting in, on the interview.).(Bolles.2017.pg.57) This is so true because whether their responsible for hiring you or not we also get to decide if we want to work their as well once were interviewed.


The next tip that is very crucial is during the interview(s), determine to observe "the 50-50 rule."  Bolles states "studies have revealed that, in general the people who get hired are those who mix speaking and listening fifty-fifty in the interview(s). This is very accurate because employers want employees that are able to talk but then are also able to listen and understand the needs of the organization.



The final tip I will mention is that It's the small things that  are the killers, in a job interview.  Bolles calls 5 points the mosquitoes the first is: your appearance and personal  habits those that are clean and fresh are more likely to get the job. Second: Nervous mannerisms of not making eye contact, fidgeting with your hands or cracking your knuckles. Third: lack of self-confidence speaking soft or loud, hesitating when answering questions, downplaying achievements. Fourth: Consideration you show towards other people you don't thank your interviewer when leaving, you show lack of courtesy to receptionist, secretary, or server. Fifth: Values signs of laziness,  lack of motivation, whether you smoke or don't smoke, lack of enthusiasm for this organization and what it is trying to do.

Overall all these tips are very important when interviewing for a job. The key takeaways from Richard Bolles chapter 4 is to remember interviewing for a job is like having conversation that is more formal than going on  a date. Also another key is to not  do all the talking but not have the interviewer do all the talking either. Then to make sure you respect the people around you, are fresh and clean, and  have value in the establishment your interviewing for.

Week 7- Social Analytics: Facebook Insights

The page Job life is to help people find a job. So far I believe that the Job life page is doing a very good job. The demographic for the page is pretty close in terms of women and men with women having about 54% and men having about 46% which is quite interesting. The age group that is most dominating is age group 25-34 which is the age group that is most likely searching for a job right now. I found it quite interesting that most of the fans come from South Africa and speak English.

The job life page doesn't really have very many likes but most of the posts have been reached by over hundred people or more. Which is interesting because Facebook is boosting the post or the page which is getting the word out their for the page and the posts themselves.



In the last week the page likes, page followers, and the page reach have all gone down. This means that new people are not engaging in the page. This can get changed by introducing new ways of getting your point out there. For example putting a video out there of the job world and how it's changing will often gear in a different group that will bring the page likes, page followers, and page reach to go up again.



Overall job life page is really good and it's continuing to grow. Some changes I would make would be to ask the followers what kind of jobs they are looking for and gear the posts to fit more of their needs knowing that the demographic is mostly women focus on that and then knowing that most of the fans are from South Africa focusing on those major demographics will help to improve the page and get the results they are looking for. The page does a very good job of engaging the post it just maybe needs to change some things around to bring in new people but also keep the people that the page already has.

Week 6- Social Mention Women Reporting in the NFL

Cam Newton is a quarterback for the Carolina Panthers  for Sunday game against the Detroit Lions he was interviewed by the female reporter Jourdan Rodrigue from the Carolina Observer. Jourdan Rodrigue asked Cam Newton valid questions pertaining to the game. The conversation went as so Jourdan Rodrigue asked " I know you take a lot of pride in seeing your receivers play well. Devin Funchess has seemed to really embrace the physicality of these routes and getting those extra yards. Does that give you a little bit of an enjoyment to see him kind of truck people?" Cam Newton response is " It's funny to hear a female talk about routes.. But [Funchess] has come along.This is a big game for him because of him being from Detroit. I know that he wants this extremely bad. Now this is not the first time that Cam Newton has been disrespectful towards female reporters.

Whether we agree with Cam Newton or not Jourdan Rodrigue felt she was belittled by Cam Newton and that he was disrespecting her when she was doing her job. It is no longer uncommon that there are female reporters that are reporting about sports or even in fact interviewing those players. A lot of comments that were made about this issue were pretty even in agreeing with Cam Newton in fact being sexist towards the reporter but then other comments felt that Cam Newton was just surprised and made the comment in a playful way.

Scott Fowler a columnist for the Carolina Observer talks about the follow up conversation that Jourdan and Cam had."She asked him if he in fact really thinks a female couldn't understand routes. His response was "Newton said she wasn't really seeing specific routes when watching the game, she was just seeing if somebody was open. She argued that he didn't know what she saw nor how hard she had studied football, and that maybe the two of them needed to have a deeper conversation." The Carolina Panthers organization addressed the issue stating that they were aware the two had a follow up conversation and that what is left for the quarterback is in fact an apology, which never happened. the big surprise was that the NFL organization as a whole made a bold statement regarding the issue by stating " The comments are just plain wrong and disrespectful to the exceptional female reporters and all journalists who cover the league", NFL spokesman Brian McCarthy said to the observer. "They do not reflect the thinking of the league." Then Brian McCarthy adds' Let me just add this: I've been covering the Panthers for the past 23 seasons, and Rodrigue knows more about the subtle intricacies of football than i do. For instance: I sort of know what wide receiver's "route tree" is. Rodrigue knows exactly what a route tree is and can diagram one for you.

The changes that can be made regarding this issues is that are in fact in 2017 women understand the game of football some even better than men. Cam Newton should have used a better choice of words when expressing  what he was trying to say. Positively this issue has gotten the public eye to see what knowledge women can bring into the sport casting industry.

For more information check 

http://www.nfl.com/news/story/0ap3000000856806/article/cam-funny-to-hear-a-female-talk-about-routesout the links.

http://www.charlotteobserver.com/sports/spt-columns-blogs/scott-fowler/article177107336.html

Week 5-Has the Job-Hunt Changed or not- What Color is Your Parachute

In the first two chapters of "What Color is Your Parachute" talks about how the surface behavior of job-hunting is changing for example Richard Bolles  states when "new technology arises- think computers, think internet, think smartphone, think digital resumes,think the Internet of things- job-hunting alters. On the surface"(Bolles.2018).  This is very true but then in Chapter 3 he starts by mentioning that even though all those things with the job-hunt are changing doesn't mean the essence of job-hunting it self is changing. Bolles states "job-hunting is not a science; it is an art. Some job-hunters know instinctively how to do it; in some cases, they were born knowing how to do it. Others of us sometimes have a harder time with it"(Bolles.2018). This is so true but in this day and age with all the changes and such there are so many resources to help those that are in fact struggling with the job search and get them on track. Final thoughts from this chapter 3 are that job-hunting is something that one has to take the time to do. If the methods or steps one is  taking aren't working something has to change because their are jobs out there for everyone.


In an article by Lydia Dishman "How You'll Search for  A Job in 2017" talks about the trends that are occurring in the job search which ties into What Color is Your Parachute as well that it's not necessarily the idea of job searching that's changing but it's how were going about the job search that is changing. Lydia states " According to LinkedIn report, 85% of people- known in HR parlance as "passive job seekers"- are employed and satisfied with their position. Yet nearly half (45%0 say they'd be willing to talk to a recruiter about a potential opportunity"(Dishman.2017). In 2017 that couldn't be more accurate because people want to be well rounded individuals and be able to bring many different skills to a company in order to be successful in the future.


Next the article dives into Assessments such as cognitive and/or behavioral assessments. According to the Society for Industrial and Organizational Psychology, 13% of U.S employers utilize personality assessments"(Dishman.2017). This is one of the changes that I believe Bolles was referring to because this isn't something that is really changing the essence of the job-hunting but it's changing the way the job-hunting is going, because often the individual that doesn't want to take the cognitive or behavioral assessment may not be qualified for the job in hand.

Closing thoughts changes are occurring no doubt about it but the essence of job-hunting is still the same but new ways of doing it are coming into place. Also Lydia makes a valid point to focus more on social media to fill job positions. Everywhere we go social media follows.

https://www.fastcompany.com/3066700/how-youll-search-for-a-job-in-2017

Week 5- Trends in Social Media For Businesses

Whether a business is using social media actively or not these trends will be sure to help them get on board and stay on board. Each year something new in social media comes around whether it's a new way to share something or it's an update on something that already exists. The bottom line is that social media changes constantly and businesses have to be able to keep up with it and be updated as well.

The first trend that is mentioned in the article by Ryan Holmes "Top 5 Social Media Trends for Businesses in 2017" states The "reachpocalypse" peaks which means that the way businesses used to reach their users is no longer going to work. So what networks are doing is using their own ads, promoted post and updates and that's what businesses have to start doing. The second trend is Employees become your social media army this is very important for businesses that don't want to spend a lot of their money on social media but want to get their brand out there. Ryan Holmes states" Employee advocacy--encouraging and incentivizing team members to share brand messages on their own social media accounts"(Holmes.2016). This  is killing two birds with one stone it's engaging your employees to work together and better the company and it's also allowing the company to save money and put it towards other things. The example that Ryan Holmes mentions in his article is "Top golf enlisted 300 of its associates to start sharing updates and saw Likes increase by 220 percent during the initiative's launch last year"(Holmes.2016).

The third trend is social media skills gap widens this is a big thing that creates a lot of problems for companies is that their front line employees don't have the skills to leverage social media as a business tool. Ryan Holmes states" Social media coursework is slowly being incorporated into university programs, and not just for students pursuing marketing and communications degrees"(Holmes.2016). This is a great tool to be able to learn just as I'm learning in the social media class I am currently in. Trend number four is CEOs finally get the hang of social media a lot of CEOs don't see the benefit of them personally being on social media but as compared to 2015 in 2016 the numbers of CEOs on social media were increasing. The last trend is Sales and customer service get more social which is incorporating chat boxes that allow customers to directly ask someone a question on a topic.

Each trend mentioned above is vitally important for businesses to keep up with their success.

https://www.inc.com/ryan-holmes/top-5-social-media-trends-for-businesses-in-2017.html