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Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 1, From Brands to Humans, identifies why branding is important. It then discusses the evolution of branding and the roles of emotions and passion in branding.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 2, Personal Branding, builds on Chapter 1 to discuss the importance and nature of personal branding, especially in an online social environment. It also considers how to develop and maintain a personal brand and what makes such a brand successful.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 3, The Social Natives, considers key characteristics of the #hashtag generation and how it has evolved from being digital natives to social natives. It then assesses the implications of this shift for recruitment and the professional/work possibilities afforded by the intensely social nature of this cohort.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 4, Recruiting in the Brave New Online Social World, discusses what recruiting version 2.0 looks like, the implications of social recruiting in the new online world, the importance of networking for young professionals, trends in recruitment, and the gamification of recruitment. The author then concludes with some personal thoughts.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 5, The Brand New Me, identifies the key aspects of managing one's personal brand online, especially regarding issues such as an individual's search results, removing information that should not be public, accounts of social media use that have led to hiring and firing. Finally, the author situates these issues in a discussion of the social ecosystem.

Social natives are now looking for jobs in ways that did not exist a few years ago. Emerging technologies, artificial intelligence business tools, wearable gadgets, and social media platforms such as LinkedIn, Facebook, BranchOut, Twitter Jobs, Glassdoor, Viadeo, XING, and Bayt, define today's fast-paced professional world. Social natives use blogs, podcasts, online bios, video résumés, images, selfies, recommendations, and endorsements to demonstrate their skills. Such online technologies facilitate the recruitment and selection of job candidates via the integration of intelligent software applications in the web-based talent search. Tomorrow's successful organizations use Big Data, business intelligence, and People Analytics, as well as a plethora of social media screening tools to recruit and retain great talents. This book will help you understand how social media in professional recruitment works. It will also inspire you through various success stories to take personal branding toward professional career development seriously. Finally, this book examines social nativity as a social phenomenon and presents the latest trends in career development and social recruiting. Chapter 6, The Brave New Online World, recaps the discussion of recruiting through social media, discusses future trends in recruitment, and considers more broadly what might be next in this social online world.

Supplement to case 811055.

In 2017, Farm Harvest Pvt. Ltd., a company that produced and marketed fresh corn and ready-to-eat corn products, was facing distribution problems. The owner and managing director of the company, was worried about the sales of his company's products. During a discussion with his core management team about the non-availability of their products in the market, the owner realized that declining sales could be due to distribution network problems. In order to revamp their distribution network, the team considered pursuing direct distribution rather than going through distributors. The team also had to look at the financial aspects of the direct distribution model versus that of distributors in order to make a decision.

In late 2016, the board chair of T-Systems South Africa (TSSA), an information technology outsourcing company, faced a new challenge. As the previous chief executive officer (CEO) of the company, the board chair had moved the company from declining revenue toward growth and increased profitability. She accomplished the company's culture transformation and remarkable turnaround, in part, by capturing the interest of people with a vision about creating a company "with soul." She now needed to assist the new CEO in sustaining TSSA's culture change in a manner that would not intrude on his own ideas, leadership, and style.

By May 2018, the owner of 30 FiLLi Café outlets across the United Arab Emirates had come a long way from helping out in his father's a small cafeteria in the Mamzar area of Dubai in 2004. With his innovative FiLLi tea and FiLLi Zafran tea, he had successfully created a tea brand in the United Arab Emirates. After the company's success there, he aspired to take the brand global using the franchising model. The path ahead, however, had to be navigated carefully. New entrants had emerged and were competing for market share. In the changing market scenario, how would FiLLi Café manage to retain customer loyalty locally and successfully manage global expansion? Was this plan too aspirational? Was it the right time to expand the company? Was franchising the best method for global expansion?

Shanghai Contron Information Technology Co., Ltd. was a small technology company in Shanghai, China, established in 2011. The company's main customer was the government, and sales management was the company's primary department. In a rapidly expanding market, the company moved very quickly from the start-up phase to the growth phase. In 2016, the company's chief executive officer faced challenges in terms of obtaining, stimulating, and managing sales talent, and improving the leading role of the sales department. What could the chief executive officer do to address these challenges?

Service systems are inherently subject to variability, whether through customers, service providers, suppliers, or unexpected events. Yet customers demand excellence and consistency regardless of this variability. In general, there are two ways to handle this variability-through people or through processes. We use the concept of robustness to describe these two approaches, addressing when one or the other might be appropriate and discussing how and why one might transition from one approach to the other.

Skudge Foods Inc. is a consulting firm specializing in food pricing with an emphasis on bundling. Students will follow Skudge founder Sid Kris Jorgenson as his firm determines what prices to charge to maximize profits for his clients. The exercises explain the difference between pure components, pure bundling, and mixed bundling models and how they can be applied to unique consumer segments with various reservation prices. The exercise series is presented in four parts. Students should prepare Exercise A before class, and can complete Exercises B-D during the instruction period. Through this series of increasingly sophisticated exercises, students will gain a deep understanding of optimizing pricing and increasing profits through strategic bundling. Each consecutive exercise adds constraints to the bundling challenge, requiring students to construct increasingly complex algorithms.

The chief executive officer of Bamboos Health Care Holdings (Hong Kong) Ltd. (Bamboos) started her entrepreneurship journey in 2005 with a telephone and a fax machine. She created a platform to match the demand from patients or their relatives with the supply of services from health care professionals. After 12 years in operation, following one consistent business model, Bamboos was listed on the main board of the Hong Kong Stock Exchange. Despite several challenges in its early years, the Bamboos business model proved to be sustainable in Hong Kong and became resistant to change. In early 2018, the founder was considering entering the health care market in mainland China and changing the company's business model for the first time. Could the current business model in Hong Kong be modified to enter mainland China and other countries? What changes would be required with respect to strategy and management?

In order to shift 30 per cent of the country's transport fleet to electric by 2030, the Indian government had launched multiple programs to promote usage of hybrid and electric vehicles (EV) in the country and had agreed to provide various fiscal and non-fiscal incentives to EV firms up until 2020. Many leading automobile manufacturers in India were investing millions of dollars in designing and manufacturing EVs, building the infrastructure required for running EVs, and creating the components required for the battery system used in EVs. Despite these multiple public and private initiatives, by September 2018 it had became apparent that many macro and micro issues were present in the overall environment that was being built for the smooth running of EVs. Would Mahindra Electric Mobility Limited and other automobile firms be able to effectively formulate strategies and compete successfully in this dynamic and changing business environment?

In 2018, Initial Coin Offerings (ICOs) were an emerging fundraising method for blockchain-based projects. As the ecosystem grew, there were many open questions on regulation, pricing, and even which projects were a good fit for blockchain. However, there was already some emerging consensus on the benefits and challenges of building with blockchain and emerging best practices for Initial Coin Offerings.

Shelby Diaz, country manager for Cepuros Foods International - Malaysia (CFI-M), must decide a growth strategy for the expansion of CFI-M's line of salsas, particularly regarding whom to target and how to allocate marketing investments. CFI-M could expand aggressively by mass marketing to the general population. A more conservative approach would use targeted communications and promotions. Diaz needs to build an argument for a specific growth strategy and recommend which marketing investments CFI-M should pursue. The case can be used to discuss strategy, positioning, and marketing communications, which are relevant to considering alternative strategies for growth. The possibilities for growth include market penetration, product development, and/or market development. The case touches on the potential benefits and risks of each option given the competitive landscape, customer perceptions, and demand determinants. Students should find the product and distribution easy to understand, but the international market context provides a unique opportunity to apply core marketing principles. The case is recommended for upper-level undergraduate students or first-year MBA students studying marketing strategy. It can also be used in a course on international marketing.

Spreadsheet supplement for case 919513.

Headspace in 2018 examines the company as it charts a new trajectory. The case follows the point of view of Randhir Vieira, Head of Product at Headspace, and dives into several challenges and opportunities from a Product Manager's perspective. Topics include boosting customer retention rates, finding and testing key metrics, incorporating new technologies, employing the "jobs to be done framework," and evolving the platform.