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Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
Social Media and Human Resources
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Social Media and Human Resources

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This presentation shows why Human Resource professionals need to be active participants in social media platforms.

This presentation shows why Human Resource professionals need to be active participants in social media platforms.

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  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • ”Some people think it is just a fad, while other people think it has major impact.”\nWell, it’s not a fad, according to Dr. John, and here’s why: because it changes the way we are going to do business and is “probably the most important change in the last century when it comes to HR.”\n\n
  • We are going to break this down into a couple of different sections and/or viewpoints. The first viewpoint will be from a professional development standpoint. \n\nThe second view will be from the recruiting aspect.\n
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  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • A - Amanda Hogue aka @hramanda\nB - Laurie Ruettiman aka @lruettimann\nC - Bryan Wempen aka @bryanwempen\nD - Jessica Merrell aka @blogging4jobs\nE - Ben Eubanks aka @beneubanks\nF - Jay Kuhns aka @jrkuhns\n\n
  • Well, here's the thing. I use Twitter, LinkdedIn and at times Facebook professionally and can honestly say I don't follow a single celebrity. I have a 'proper' HR job and three young children, so don't have a huge amount of spare time.  The connections I have made through Twitter have absolutely enhanced my HR effectiveness, as many of them have become friends and trusted colleagues I can bounce ideas off. I've never felt any pressure to be anything other than genuinely and authentically me.  And it is easily one of the best sources of engaging conversation and relevant information that I have available to me.\n\nSo, why would an HR person want to be on Twitter? For me, the answers are as follows -\n- Get to know new people and expand your professional network. There is a very active HR community on Twitter and #connectinghr is a great starting point. And as alluded to above, Twitter connections often lead to face-to-face meetings- Expand your HR network and knowledge both locally and internationally- Keep your professional knowledge up-to-date by reading commentary and blogs - it’s a far more immediate and engaging way of receiving information than relying on traditional press. Searching for #hrblogs is a good way to get started on these- Know what's going on and join in the conversation: I am yet to find a more powerful way of understanding what my peers are concerned about, sharing solutions and discussing possibilities. - Understand how Twitter can work for your organization - how it builds engagement, creates accessibility to the most senior of managers and encourages feedback. Work out what the opportunities for you are, whether in recruitment or your own learning and development.\n\n
  • Well, here's the thing. I use Twitter, LinkdedIn and at times Facebook professionally and can honestly say I don't follow a single celebrity. I have a 'proper' HR job and three young children, so don't have a huge amount of spare time.  The connections I have made through Twitter have absolutely enhanced my HR effectiveness, as many of them have become friends and trusted colleagues I can bounce ideas off. I've never felt any pressure to be anything other than genuinely and authentically me.  And it is easily one of the best sources of engaging conversation and relevant information that I have available to me.\n\nSo, why would an HR person want to be on Twitter? For me, the answers are as follows -\n- Get to know new people and expand your professional network. There is a very active HR community on Twitter and #connectinghr is a great starting point. And as alluded to above, Twitter connections often lead to face-to-face meetings- Expand your HR network and knowledge both locally and internationally- Keep your professional knowledge up-to-date by reading commentary and blogs - it’s a far more immediate and engaging way of receiving information than relying on traditional press. Searching for #hrblogs is a good way to get started on these- Know what's going on and join in the conversation: I am yet to find a more powerful way of understanding what my peers are concerned about, sharing solutions and discussing possibilities. - Understand how Twitter can work for your organization - how it builds engagement, creates accessibility to the most senior of managers and encourages feedback. Work out what the opportunities for you are, whether in recruitment or your own learning and development.\n\n
  • Well, here's the thing. I use Twitter, LinkdedIn and at times Facebook professionally and can honestly say I don't follow a single celebrity. I have a 'proper' HR job and three young children, so don't have a huge amount of spare time.  The connections I have made through Twitter have absolutely enhanced my HR effectiveness, as many of them have become friends and trusted colleagues I can bounce ideas off. I've never felt any pressure to be anything other than genuinely and authentically me.  And it is easily one of the best sources of engaging conversation and relevant information that I have available to me.\n\nSo, why would an HR person want to be on Twitter? For me, the answers are as follows -\n- Get to know new people and expand your professional network. There is a very active HR community on Twitter and #connectinghr is a great starting point. And as alluded to above, Twitter connections often lead to face-to-face meetings- Expand your HR network and knowledge both locally and internationally- Keep your professional knowledge up-to-date by reading commentary and blogs - it’s a far more immediate and engaging way of receiving information than relying on traditional press. Searching for #hrblogs is a good way to get started on these- Know what's going on and join in the conversation: I am yet to find a more powerful way of understanding what my peers are concerned about, sharing solutions and discussing possibilities. - Understand how Twitter can work for your organization - how it builds engagement, creates accessibility to the most senior of managers and encourages feedback. Work out what the opportunities for you are, whether in recruitment or your own learning and development.\n\n
  • Well, here's the thing. I use Twitter, LinkdedIn and at times Facebook professionally and can honestly say I don't follow a single celebrity. I have a 'proper' HR job and three young children, so don't have a huge amount of spare time.  The connections I have made through Twitter have absolutely enhanced my HR effectiveness, as many of them have become friends and trusted colleagues I can bounce ideas off. I've never felt any pressure to be anything other than genuinely and authentically me.  And it is easily one of the best sources of engaging conversation and relevant information that I have available to me.\n\nSo, why would an HR person want to be on Twitter? For me, the answers are as follows -\n- Get to know new people and expand your professional network. There is a very active HR community on Twitter and #connectinghr is a great starting point. And as alluded to above, Twitter connections often lead to face-to-face meetings- Expand your HR network and knowledge both locally and internationally- Keep your professional knowledge up-to-date by reading commentary and blogs - it’s a far more immediate and engaging way of receiving information than relying on traditional press. Searching for #hrblogs is a good way to get started on these- Know what's going on and join in the conversation: I am yet to find a more powerful way of understanding what my peers are concerned about, sharing solutions and discussing possibilities. - Understand how Twitter can work for your organization - how it builds engagement, creates accessibility to the most senior of managers and encourages feedback. Work out what the opportunities for you are, whether in recruitment or your own learning and development.\n\n
  • Well, here's the thing. I use Twitter, LinkdedIn and at times Facebook professionally and can honestly say I don't follow a single celebrity. I have a 'proper' HR job and three young children, so don't have a huge amount of spare time.  The connections I have made through Twitter have absolutely enhanced my HR effectiveness, as many of them have become friends and trusted colleagues I can bounce ideas off. I've never felt any pressure to be anything other than genuinely and authentically me.  And it is easily one of the best sources of engaging conversation and relevant information that I have available to me.\n\nSo, why would an HR person want to be on Twitter? For me, the answers are as follows -\n- Get to know new people and expand your professional network. There is a very active HR community on Twitter and #connectinghr is a great starting point. And as alluded to above, Twitter connections often lead to face-to-face meetings- Expand your HR network and knowledge both locally and internationally- Keep your professional knowledge up-to-date by reading commentary and blogs - it’s a far more immediate and engaging way of receiving information than relying on traditional press. Searching for #hrblogs is a good way to get started on these- Know what's going on and join in the conversation: I am yet to find a more powerful way of understanding what my peers are concerned about, sharing solutions and discussing possibilities. - Understand how Twitter can work for your organization - how it builds engagement, creates accessibility to the most senior of managers and encourages feedback. Work out what the opportunities for you are, whether in recruitment or your own learning and development.\n\n
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  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
  • Recruiting — where it allows you to connect with people (potential candidates) and build relationships, make referrals, and build talent communities;\n Best practice sharing — because internal and external social networks allow people to share best practices on a global basis;\n Learning — because people can post questions online, or do a Google search, and get “hundreds of answers from hundreds of people” immediately instead of having to find and consult a textbook or get on the phone with an expert;\n Identify talent for development (succession planning) — social media allows you to identify high potentials or thought leaders, even from a remote vantage point;\n Innovation — because social media encourages more collaboration between people on the same team who are not necessarily located in the same place’\n Identifying workplace problems — social media platforms like Twitter, Facebook, and Glassdoor can serve as an early warning device for HR to plug into issues or problems before they start to really take off; and,\n Competitive intelligence — Linkedin gives you the ability to track what companies people are leaving, where they are going, and what the market demands.\n \n
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  • of the 100 million members, 20 million are in Europe and 5 million are in the UK\n\nLinkedIn counts executives from all fortune 500 companies as members\n\nMore than half of the members are currently outside the US\n\nEnglish, French, German, Italian, Portuguese and Spanish\n
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  • More and more teenagers are using twitter. similar to text messaging.\n
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  • One billion users by August (1/7) the human population\n\nTell story of student persentation (all hands) Kids aren’t going to give up something they know.\n
  • One billion users by August (1/7) the human population\n\nTell story of student persentation (all hands) Kids aren’t going to give up something they know.\n
  • One billion users by August (1/7) the human population\n\nTell story of student persentation (all hands) Kids aren’t going to give up something they know.\n
  • One billion users by August (1/7) the human population\n\nTell story of student persentation (all hands) Kids aren’t going to give up something they know.\n
  • One billion users by August (1/7) the human population\n\nTell story of student persentation (all hands) Kids aren’t going to give up something they know.\n
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  • 14.4 million people have used social media to find their last job in 2011.\n\nSo.... Where are these people looking for jobs?\n
  • Mole\n\nMoles go where the grubs are. My yard. \n
  • understand I am not suggesting that these 3 platforms are the end all for your recruiting search, but you need to realize that the incoming workforce uses these platforms today. The world is changing and we had better change with it or become obsolete and lose the recruiting battle for talent.\n
  • understand I am not suggesting that these 3 platforms are the end all for your recruiting search, but you need to realize that the incoming workforce uses these platforms today. The world is changing and we had better change with it or become obsolete and lose the recruiting battle for talent.\n
  • understand I am not suggesting that these 3 platforms are the end all for your recruiting search, but you need to realize that the incoming workforce uses these platforms today. The world is changing and we had better change with it or become obsolete and lose the recruiting battle for talent.\n
  • \n
  • \n
  • Post your position and see what types of interest you get. $95 per 30 day posting. Different disciplines will receive different analytics. Different geographic areas will get different analytics.\n
  • full name\nemail \npassword\n\nThey will want to verify your email address.\n\nSuggest a list of people to follow.\n\n\n
  • full name\nemail \npassword\n\nThey will want to verify your email address.\n\nSuggest a list of people to follow.\n\n\n
  • full name\nemail \npassword\n\nThey will want to verify your email address.\n\nSuggest a list of people to follow.\n\n\n
  • G rated show. Thus the rub out. LOL\n
  • Search “hashtags” #DTHR #SHRM #HR\n
  • connect with others in your field or geographic location\n\n
  • \n
  • \n
  • \n
  • \n
  • \n
  • \n
  • Social media is not a “fad” and it won’t go away. Incoming job seekers have lived and breathed this and are comfortable with this communication style.\n\nPinterest - 10 million unique followers. Unlike most web startups, Pinterest’s core user base is not the typical early adopter set from the west and east coasts of the United States. While the Pacific and North East regions contained the most Pinterest users in May, now its strongholds are in the East South Central and West North Central States, such as Kansas, Missouri, Minnesota, and Mississippi.\n\nMy grandfather once told me to always learn new things. This was never more true than when I received my first email from him (back in 1999). He was in his 60’s. We are constantly bombarded with new fads or trends. Take a few minutes to investigate and if there is no value, move on. But if there is some potential, then learn and be creative.\n
  • Social media is not a “fad” and it won’t go away. Incoming job seekers have lived and breathed this and are comfortable with this communication style.\n\nPinterest - 10 million unique followers. Unlike most web startups, Pinterest’s core user base is not the typical early adopter set from the west and east coasts of the United States. While the Pacific and North East regions contained the most Pinterest users in May, now its strongholds are in the East South Central and West North Central States, such as Kansas, Missouri, Minnesota, and Mississippi.\n\nMy grandfather once told me to always learn new things. This was never more true than when I received my first email from him (back in 1999). He was in his 60’s. We are constantly bombarded with new fads or trends. Take a few minutes to investigate and if there is no value, move on. But if there is some potential, then learn and be creative.\n
  • Social media is not a “fad” and it won’t go away. Incoming job seekers have lived and breathed this and are comfortable with this communication style.\n\nPinterest - 10 million unique followers. Unlike most web startups, Pinterest’s core user base is not the typical early adopter set from the west and east coasts of the United States. While the Pacific and North East regions contained the most Pinterest users in May, now its strongholds are in the East South Central and West North Central States, such as Kansas, Missouri, Minnesota, and Mississippi.\n\nMy grandfather once told me to always learn new things. This was never more true than when I received my first email from him (back in 1999). He was in his 60’s. We are constantly bombarded with new fads or trends. Take a few minutes to investigate and if there is no value, move on. But if there is some potential, then learn and be creative.\n
  • Social media is not a “fad” and it won’t go away. Incoming job seekers have lived and breathed this and are comfortable with this communication style.\n\nPinterest - 10 million unique followers. Unlike most web startups, Pinterest’s core user base is not the typical early adopter set from the west and east coasts of the United States. While the Pacific and North East regions contained the most Pinterest users in May, now its strongholds are in the East South Central and West North Central States, such as Kansas, Missouri, Minnesota, and Mississippi.\n\nMy grandfather once told me to always learn new things. This was never more true than when I received my first email from him (back in 1999). He was in his 60’s. We are constantly bombarded with new fads or trends. Take a few minutes to investigate and if there is no value, move on. But if there is some potential, then learn and be creative.\n
  • So, perhaps a better question would be why wouldn’t an HR person want to be on social media? And can you afford not to have a go and try it for yourself?\n
  • So, perhaps a better question would be why wouldn’t an HR person want to be on social media? And can you afford not to have a go and try it for yourself?\n
  • So, perhaps a better question would be why wouldn’t an HR person want to be on social media? And can you afford not to have a go and try it for yourself?\n
  • Transcript

    • 1. Social MediaWhy HR Professionals should be using Social Media Bryan Jackson
    • 2. OverviewSocial Media MythsSocial Media RealityThe Big 3 statsFishingWhere to start?What does the future hold?
    • 3. Social Media Myths
    • 4. Social Media MythsIt’s all about following celebrities
    • 5. Social Media MythsIt’s all about following celebritiesYou have to have an enormous amount of sparetime to use social media regularly
    • 6. Social Media MythsIt’s all about following celebritiesYou have to have an enormous amount of sparetime to use social media regularlyPeople who use SM are a bit sad and donthave much of a social life
    • 7. Social Media MythsIt’s all about following celebritiesYou have to have an enormous amount of sparetime to use social media regularlyPeople who use SM are a bit sad and donthave much of a social lifeThere is a pressure to say entertaining andfunny things
    • 8. Social Media MythsIt’s all about following celebritiesYou have to have an enormous amount of sparetime to use social media regularlyPeople who use SM are a bit sad and donthave much of a social lifeThere is a pressure to say entertaining andfunny thingsIt’s all just noise and not relevant to me
    • 9. Quiz Time!
    • 10. A
    • 11. A B
    • 12. A BC
    • 13. A BC D
    • 14. A E BC D
    • 15. A E B FC D
    • 16. A E B FC G D
    • 17. A E H B FC G D
    • 18. A E H B I FC G D
    • 19. A E H B I J FC G D
    • 20. A E H B I J FC G K D
    • 21. A E H B I J L FC G K D
    • 22. A E H BM J L I FC G K D
    • 23. Answers
    • 24. AnswersA
    • 25. AnswersA Robert Pattinson
    • 26. AnswersA Robert Pattinson B
    • 27. AnswersA Robert Pattinson B Jennifer Lopez
    • 28. AnswersA Robert Pattinson C B Jennifer Lopez
    • 29. AnswersA Robert Pattinson C Charlie Sheen B Jennifer Lopez
    • 30. AnswersA Robert Pattinson C Charlie Sheen B Jennifer Lopez D
    • 31. AnswersA Robert Pattinson C Charlie Sheen B Jennifer Lopez D Ashton Kutcher
    • 32. Answers cont.
    • 33. Answers cont.E
    • 34. Answers cont.E Selena Gomez
    • 35. Answers cont.E Selena Gomez F
    • 36. Answers cont.E Selena Gomez F Miley Cyrus
    • 37. Answers cont.E Selena Gomez G F Miley Cyrus
    • 38. Answers cont.E Selena Gomez G Lady Gaga F Miley Cyrus
    • 39. Answers cont.E Selena Gomez G Lady Gaga F Miley Cyrus H
    • 40. Answers cont.E Selena Gomez G Lady Gaga F Miley Cyrus H Nicole Snooki Polizzi
    • 41. Answers cont.
    • 42. Answers cont.I
    • 43. Answers cont.I Justin Bieber
    • 44. Answers cont.I Justin Bieber J
    • 45. Answers cont.I Justin Bieber J Kim Kardashian
    • 46. Answers cont.I K Justin Bieber J Kim Kardashian
    • 47. Answers cont.I K Justin Bieber Snoop Dogg J Kim Kardashian
    • 48. Answers cont.I K Justin Bieber Snoop Dogg J Kim Kardashian L
    • 49. Answers cont.I K Justin Bieber Snoop Dogg J Kim Kardashian L Mike Tyson
    • 50. Answers cont. M
    • 51. Answers cont. M Jay-Z
    • 52. HR Rockstars
    • 53. HR RockstarsA
    • 54. HR RockstarsAB
    • 55. HR RockstarsA CB
    • 56. HR RockstarsA CB D
    • 57. HR Rockstars EA CB D
    • 58. HR Rockstars EA C FB D
    • 59. Further Reality
    • 60. Further RealityGet to know new people and expandyour professional network.
    • 61. Further RealityGet to know new people and expandyour professional network. Expand your HR network locally andinternationally
    • 62. Further RealityGet to know new people and expandyour professional network. Expand your HR network locally andinternationallyProfessional Knowledge
    • 63. Further RealityGet to know new people and expandyour professional network. Expand your HR network locally andinternationallyProfessional KnowledgeJoin the conversation
    • 64. Further RealityGet to know new people and expandyour professional network. Expand your HR network locally andinternationallyProfessional KnowledgeJoin the conversationHow can it work for your organization?
    • 65. The Big 3 LinkedIn Twitter Facebook
    • 66. The Big 3 LinkedIn Twitter Facebook
    • 67. Who is using Social Media HR?
    • 68. Who is using Social Media HR? Recruiters Consultants Bloggers HR Generalists Connectors
    • 69. How is Social Media Changing Us?
    • 70. How is Social Media Changing Us? Recruiting
    • 71. How is Social Media Changing Us? Recruiting Best practice sharing
    • 72. How is Social Media Changing Us? Recruiting Best practice sharing Learning
    • 73. How is Social Media Changing Us? Recruiting Best practice sharing Learning Identify talent for development (succession planning)
    • 74. How is Social Media Changing Us? Recruiting Best practice sharing Learning Identify talent for development (succession planning) Innovation
    • 75. How is Social Media Changing Us? Recruiting Identify Workplace Problems Best practice sharing Learning Identify talent for development (succession planning) Innovation
    • 76. How is Social Media Changing Us? Recruiting Identify Workplace Problems Best practice sharing Competitive Learning Intelligence Identify talent for development (succession planning) Innovation
    • 77. Which SM sites do employers prefer? Twitter Facebook LinkedIn80%60%40%20% 45% 50% 80%0%
    • 78. Which SM sites do employers prefer? Twitter Facebook LinkedIn80%60%40%20% 45% 50% 80%0%
    • 79. Stats2009 - 42 million users2011 - 100+ million users in 200 countriesHiring solutions were used by 69 of thefortune 100 companies in 20101 + million companies have pages2 billion people searches in 2010Available in 6 languages
    • 80. Stats2009 - 42 million users2011 - 100+ million users in 200 countriesHiring solutions were used by 69 of thefortune 100 companies in 20101 + million companies have pages2 billion people searches in 2010Available in 6 languages
    • 81. StatisticsJuly 2009 Conference - 7 million usersMarch 2011 - 175 million users95 million + tweets sent per day (4M perhour)
    • 82. StatisticsJuly 2009 Conference - 7 million usersMarch 2011 - 175 million users95 million + tweets sent per day (4M perhour)
    • 83. 2009 - 250 million users2012 - 1 billion users
    • 84. 2009 - 250 million users2012 - 1 billion users
    • 85. 2009 - 250 million users2012 - 1 billion users
    • 86. 2009 - 250 million users2012 - 1 billion users
    • 87. 2009 - 250 million users2012 - 1 billion users
    • 88. 2009 - 250 million users2012 - 1 billion users
    • 89. Stats (cont.)Fastest growing group is 65+ (+124%)Ave user is connected to 80 community pages,groups and eventsAve user creates 90 pieces of content30 billion pieces of content shared each month200 million active users accessing Facebookthrough mobile devices
    • 90. Stats (cont.)Fastest growing group is 65+ (+124%)Ave user is connected to 80 community pages,groups and eventsAve user creates 90 pieces of content30 billion pieces of content shared each month200 million active users accessing Facebookthrough mobile devices
    • 91. Is SM really the future of hiring? 92% of companies actively hiring in 2010 currently use or plan to recruit via SM In addition 50% of hiring companies plan to invest more in social recruiting while only 17% will spend more on job boards 14.4 million people have used social media in 2011 to find their last job
    • 92. You have to fish in the right ponds!
    • 93. Where are those ponds?
    • 94. Where are those ponds?
    • 95. How do I get started?Create a profileCreate a company page.
    • 96. How do I get started?Create a profileCreate a company page.
    • 97. No Company Account?
    • 98. No Company Account?
    • 99. Have an open position?
    • 100. Twitter
    • 101. Twitter
    • 102. Future?
    • 103. Future?It’s not going away
    • 104. Future?It’s not going awayNewer technology is coming
    • 105. Future?It’s not going awayNewer technology is comingBe ready and willing to learn
    • 106. Can you afford not to use SM?

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