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Join author Richard Colback as he shows you how to get started with the world's largest professional networking site, LinkedIn. The course demonstrates how to build a profile that will get the attention of employers, recruiters, fellow professionals, and potential clients. Richard walks you through creating an account, adding pertinent information such as skills and work experience, making connections and joining groups, accessing LinkedIn from apps, and monitoring your stats to continuously build a better profile. Along the way, learn to grow your personal brand and become a more visible community member by participating in group discussions, asking and answering questions, and engaging in other ways that add to your profile's integrity.
In the early stages of your group, it will need to be actively managed to insure that the tone and content are in line with your objectives. If you are a group owner or manager, you'll see an extra Manage tab on the navigation bar. Come up to your Groups and click on the link to the particular group that you wish to manage. Towards the end of the links is the Manage link. I'm going to cover the most important of these settings, as not all of them will be required on a regular basis. If you've selected to review submissions before approving them and publishing them, you should make sure you come into your Submission Queue and review any posts that have been put there by members everyday or two.
So this information is quickly passed through and will become an active discussion, promotion or job in your groups' board. If a problem has been noted with one of the submissions, it may have been moved to the moderation queue. These flags are usually created by other members of the group, who may deem the content to be inappropriate or miscategorized, either in discussion area as a promotion, or one of the other areas as a job, and you'll have the option to move the content, delete the content, or clear the flags. They may also be requests to join and, once again, these should be dealt with on a daily basis or at least every other day, so that members are rapidly allowed to join your group and become active.
The majority of the settings that we'll focus on occur within the group settings and these are settings that you'll not have selected, when you initially setup the group, but will need to be refined to match your strategy. For instance allowing the creation of Polls or restricting this to moderators and managers. Allowing promotions, or once again restricting them and allowing the jobs features or restricting this. You can also allow LinkedIn to do some of the work for you by allowing it to move jobs automatically out of the discussion area to the jobs area, or removing content that's been consistently flagged as inappropriate.
You can also adjust the permissions allowing members to group to post in various different sections, or opening it up for others on LinkedIn to contribute. You may also wish to set some restrictions so that new members to the group, or to LinkedIn, or those with very few or no connections undergo more moderation than those who are already established within the group, LinkedIn, or within their profile. Finally, amongst these settings you can open up your membership, so that any member on LinkedIn can join the group without approval from you or your managers or restrict this, so that some level of approval is required.
Once your group has reached a certain size, it may also make sense to setup Subgroups. The process for doing this is very much like the process that you undertook for setting up the initial group, requiring a logo, a subgroup name, type, summary, description and website, as well as additional settings related to the access to the group. This allows the larger groups to break off into very focused topics of conversation. At present you are allowed up to 20 subgroups. One of the best ways of deciding on of the subgroups is to assess the demographic of your group, using the Group Statistics.
This will allow you to create relevant content for the members and target any gaps. Once the group has established and follows your initial targets rules can usually be adjusted to allow people to participate and contribute more freely. The restricted settings that you initially set to allow you to moderate the focus and activities of group would have allowed you to build the clearly defined an internally supported culture. However this typically requires a great deal more attention and in the long-run limits its value to the members. Adjusting your settings to allow more flexibility and freedom within your group opens up new areas of conversation and engages a wider number of your members in active roles.
If you initially selected your group as a Members-Only group, you may accomplish this by switching to an open group. However, you should be aware that open groups are not allowed to switch back their status to a Members-Only group.
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