HR Gets Social

A high-level look at social media and its relevancy to human resource professionals. This presentation was given to the Decatur-area SHRM chapter.

Transcript

1. HR Gets Social Nick Lane Jones + Thomas May 8th, 2012
2. Hi. I’m Nick. • Child of the digital age • Loves to swing a racquet • Creates ear candy • Left/Right
6. The Web is... • Comprised of the stuff we click on, talk about, and deem important • A reflection of ourselves and who we want to be
9. The Human Element
10. The Social Web • Provides a way for people to share ideas, content, thoughts, and relationships online • Anyone can create, comment on, or add to • Text, audio, video, images, communities
11. The Social Web is... • the great equalizer. • opportunity. • the facilitator. • the new handshake.
12. f
13. Human Resources Melting Pot
14. Devices
15. Imagine a world without Facebook, Twitter, or LinkedIn. Social Networks have become so entrenched in our daily lives, both personal and professional. We have transformed the way we interact.
16. New Rules of Marketing
17. The Old Rules • Marketing = Advertising • Advertising needed to appeal to the masses • Interruption-based • One-way
18. New Rules • Interaction, education, choice, and trust • Direct communication with audience is a paradigm shift • Long Tail/Niche Marketing
19. Social Media Etiquette • When you attend a cocktail party, do you: • Go with a few friends and shout “Buy My Product!” • Ask everyone for their business card before you greet them. • Listen more than you speak?
20. Etiquette cont... • When you go to a cocktail party, do you: • Provide advice without any expectation in return • Meet everyone or have a few “great conversations” • Simply avoid interaction because you’re uncomfortable
21. Platforms
22. Platforms
23. • World’s Largest Professional Network • Recruiters, Professionals, and Job Seekers • Multiple web-based tools
24. Twitter A microblogging service that allows you to answer the question, “What are you doing?” in 140 characters or less.
25. • Comprises 1/8th of the world’s population • First site to achieve real identities in mass • Average user = 30min/day • Place to “dis-engage”
26. Recruiter Breakdown
27. # of connections
28. • Free vs. Paid • Talent/Recruiter Programs • Complete Candidate Management
29. LinkedIn Premium • Manage and save information on all your promising candidates (CRM) • Save leads from online, email, spreadsheets • Create your own “taxonomy” with tags
30. LinkedIn Free • Create your own profile/business profile • Connect with your network and receive “warm introductions” • Connect with other HR professionals • Join groups -> ENGAGE!
31. LinkedIn Tools • “Answers”, Recommendations - Build Rep • Skills & Expertise - Keep ahead of the curve • User Guides - use them • Companies - Follow them
32. LinkedIn Premium • Access candidates well beyond your network • Powerful search filters/refinements • Contact candidates directly (InMail) • Project Management elements (folders, reminders, teams)
33. LinkedIn Recruiter talent.linkedin.com
34. • Public vs. Private • Significant Exposure Possibilities • Building Trust & Relationships
35. “What we have to do is deliver to people the best and freshest most relevant information possible. We think of Twitter not as a social network, but it’s an information network. It tells people what they care about as it is happening in the world.” Evan Williams, Co-founder
36. • 140 characters, don’t over think it • Amazing opportunity to connect/share with people you would otherwise never know • Wrapping a community around a #hashtag
37. Reason To Join Twitter • Personal reasons - friends, hobbies, breaking news • Professional reasons - network, best practices to share, seeking answers, access to content, webinars, conferences
38. The Lingo • Tweet - your message • Followers - those who are notified when you sent a tweet • @username - a way to direct a tweet at a specific user • #hashtag - keywords used by users to categorize a message
39. Twitter HR Ideas • Join or start a group around a #hashtag (wellness program, commuting, disaster plans) • Post questions to influencers, candidates • Share timely, critical information at a moment’s notice (public/private) • Post linkbacks to your site/blog/other social profile
40. More Twitter HR ideas • Create unique accounts based on around a specific theme (e.g. - hr101) • Participate in #FF • Publicly recognize a fellow professional with a positive endorsement • Monitor Vendors and Consultants • Be Authentic!
41. Sample Account http://twitter.com/#!/stelzner
42. • Personal Playground • For most professionals, a window into their private life • Users are not “tasked” oriented, instead focused into discovery mode
43. • Blurring the gap between personal and professional • Business/group features have grown rapidly over past 12-18 months • Security/Privacy has continued to be a top priority • Opportunity to build entire communities
44. Facebook HR Ideas • Encourage employees to share positive information with their networks (incentive programs?) • Private Groups provide granular control over access in both directions • Private messages between company HR and person • Training Pages that employees can subscribe to
45. Facebook HR Ideas • Distribution of company files, video, and audio on a per group basis •
46. • Dedicated to providing inside look at jobs and companies across any industry • Looking to bridge the gap between your Facebook social graph and one’s business professional network
47. Glassdoor Primer • Job searching, company reviews, and networking • Treasure trove of inside data for 150,000 companies and growing • Anonymous reviews discussing company benefits, salaries, dress codes, etc. • Search by company, job type, salary
48. • Users who are connected to well- connected people will have access to more jobs • Users with more well-rounded, diverse sets of friends will have access to more jobs • Great for young people without networks established. Facebook integration provides a click away from their friend’s network
49. http://www.glassdoor.com
51. Thank You!