The document discusses assignments submitted by Archita and Anant Mishra, students of GL Bajaj Institute of Management and Research, to various professors for courses on management of technology and innovations, sales and distribution management, self branding, and talent acquisition. It provides details of their student IDs, sections, and the professors they submitted each assignment to.
The document discusses assignments submitted by Archita and Anant Mishra, students of GL Bajaj Institute of Management and Research, to various professors for courses on management of technology and innovations, sales and distribution management, self branding, and talent acquisition. It provides details of their student IDs, sections, and the professors they submitted each assignment to.
The document discusses assignments submitted by Archita and Anant Mishra, students of GL Bajaj Institute of Management and Research, to various professors for courses on management of technology and innovations, sales and distribution management, self branding, and talent acquisition. It provides details of their student IDs, sections, and the professors they submitted each assignment to.
The document discusses assignments submitted by Archita and Anant Mishra, students of GL Bajaj Institute of Management and Research, to various professors for courses on management of technology and innovations, sales and distribution management, self branding, and talent acquisition. It provides details of their student IDs, sections, and the professors they submitted each assignment to.
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GL BAJAJ INSTITUTE OF MANAGEMENT AND
RESEARCH
Management of Technology, Innovations and Change
ASSIGNMENT BATCH: 2018-20
Submitted To: Submitted By:
Dr. Arvind Bhatt Archita Roll No. GM18051 GL BAJAJ INSTITUTE OF MANAGEMENT AND RESEARCH
Management of Technology, Innovations and Change
ASSIGNMENT BATCH: 2018-20
Submitted To: Submitted By:
Dr. Arvind Bhatt Anant Mishra Roll No. GM18034 Section A GL BAJAJ INSTITUTE OF MANAGEMENT AND RESEARCH
Sales and Distribution Management
ASSIGNMENT BATCH: 2018-20
Submitted To: Submitted By:
Mr. Atul Arora Archita Roll No. GM18051 Section A GL BAJAJ INSTITUTE OF MANAGEMENT AND RESEARCH
Sales and Distribution Management
ASSIGNMENT BATCH: 2018-20
Submitted To: Submitted By:
Mr. Atul Arora Anant Mishra Roll No. GM18034 Section A GL BAJAJ INSTITUTE OF MANAGEMENT AND RESEARCH
Art of Self Branding for Successful Corporate Inning
(SSP-4) ASSIGNMENT BATCH: 2018-20
Submitted To: Submitted By:
Dr. Terjani Goyal Archita Roll No. GM18051 Section A GL BAJAJ INSTITUTE OF MANAGEMENT AND RESEARCH
Art of Self Branding for Successful Corporate Inning
(SSP-4) ASSIGNMENT BATCH: 2018-20
Submitted To: Submitted By:
Dr. Terjani Goyal Anant Mishra Roll No. GM18034 Section A GL BAJAJ INSTITUTE OF MANAGEMENT AND RESEARCH
Talent Acquisition, Retention and Engagement
ASSIGNMENT BATCH: 2018-20
Submitted To: Submitted By:
Dr. Terjani Goyal Archita Roll No. GM18051 Section A Topic: Talent Acquisition via Social Media Marketing
United Parcel Service (UPS) is an American multinational package delivery and supply chain management company. The social recruiting strategies in United Parcel Service (UPS) focus in hiring the best talent across the globe.
UPS, with 395,000 employees, recruits about 75 percent of its annual hires—primarily entry- level workers—between October and December for its busy holiday season. In 2009, it hired 19 job candidates using social and mobile media; in 2013, it hired 24,475 candidates through these methods. By the end of 2014, the company expects to exceed 30,000 hires using these tools.
With a presence in more than 220 countries and territories across the globe, UPS’s hiring requirement was always huge; it required part-time and full-time employees, especially during the holiday season. This need led to its adopting recruiting strategies which could target a wider pool of candidates but at a lower cost. So in 2009, the company launched a mobile recruitment strategy. Its career website, UPSJobs.com, which the company introduced in 1999, became mobile-friendly in 2010, allowing job seekers to use handheld devices to search the site and watch videos. The entire application process was made mobile-friendly in 2012. In this direction, UPS shifted through various programs and campaigns on social media, the company started addressing and attracting fresh talent.
PROCESS:
The Talent Acquisition Social Media Specialist creates and curates content through graphic design and video production/editing, which is used across multiple social media platforms and the UPS jobs employment website. He works well under pressure in an ever-changing environment. The Social Media Specialist is well organized, with the ability to work independently, and plan and execute projects with minimal supervision. He does not only possess relevant technical skills, but also possess soft-skills required to interact with both internal and external customers on a daily basis.
Then the Media Specialist reviews resumes, conducts HR fit phone interviews, and presents potential best-fit candidates to the hiring manager for consideration. They actively sources candidates to ensure requisition needs are promptly filled with quality hires. The Talent Acquisition Recruiter monitors employment processes to ensure legal compliance, and makes recommendations for process improvements. Then he sources and recruits candidates using a variety of outlets, such as job postings and social media, while targeting ideal candidates for the job.
The Talent Acquisition Recruiter develops relationships with prospective talent, and creates and manages talent pipelines for various positions. Screenshot of Summary of my LinkedIn Profile (Archita Chikersal): Screenshot of Summary of my LinkedIn Profile (Anant Mishra):
