Connected HR<br />WHY, HOW, and WHERE to Begin Using Social Media   <br />
Agenda<br />Why Avoid Social Media?<br />HR 2.0<br />Who’s Online, and Where?<br />Steps to Developing HR 2.0 Literacy<br ...
Why Avoid Social Media?<br />Time<br />Control<br />Fear of Looking Bad<br />ROI Questions<br />
Why HR 2.0?<br />Efficiencies<br />Effectiveness<br />Engagement<br />Adventure<br />Community <br />Fun! <br />
So what now?<br />Listen<br />Engage<br />Respond<br />Drive<br />Lead<br />
Listening<br />Twitter<br />Google Alerts<br />RSS<br />Glassdoor <br />LinkedIn<br />Yelp<br />Quora<br />Internal data –...
Engaging and Responding<br />Internal Surveys<br />Internal Community Tools <br />Facebook Fan and Career Pages<br />Linke...
Driving and Leading<br />ROI<br />Present State<br />Activities<br />Results<br />Source internal advocates<br />Track wha...
Make it a Business Process<br />Automate<br />Delegate<br />Schedule<br />Internalize<br />Be Consistent<br />Measure ROI ...
Next Steps<br />
Socialize with Me! <br />Twitter: Frannyo<br />LinkedIn & Facebook: Franny Oxford<br />http://frannyoxford.com<br />Franny...
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Social Media 101 for Reluctant HR Pros

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Social media 101 for small company HR leaders, who may be reluctant to try new tools

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  • Plenty of people are going to tell you all the things to be afraid of about social media. These are the same arguments used against the automobile, electricity, the telephone, and the internet generally – yes there are people who will misuse any tool, and, even harm themselves or others with them. Social media is a utility to connect to others, utilizing less time and money than what you’re using now.
  • The thing is, people ARE already out there talking about you, and your company. You have an obligation to listen and engage around your company brand, your own brand, and the brand of your profession.
  • HR can be tiring, isolating, administrative, and repetitive. If you don’t try new things occasionally, you may end up like this lady – ineffective, out of touch, and exhausted. Nobody is going to give you more time, resources, or new ideas – you have to develop yourselves.
  • Thinking, creating, trying new ideas and/or new tools can and should be a big part of your job. Take risks! Connect!
  • Personal HR network story – how my resources, ideas, and effectiveness has grown through the people I’ve met and connected with online. Efficiencies to HR processes Increase in applicant/engaged recruit pool for current company Deeper and stronger relationships with internal staff now that they see me as a real person, not an HR suit.
  • Blue – people I only know online, but many I know well. My key progressive HR contacts, people who keep me focused on providing extra value daily. Red – old employer Green – current employer or recruits I’m working on for current employerPurple – local HR pros or recruitersLight orange – Friends through a bunch of Chicago-area social eventsLight blue – hometown friendsBurgundy – grad schoolGray – real life, like undergrad, art galleries, events, etc.
  • DIGG – latest news, headlines, images. Buzz factory.Stumbled Upon – personalized recommendation for best of web. Network based on friends/influencers.Reddit – what’s new online – younger, snarkierFacebookLinkedIn – 100,000,000 users worldwide, though only 40% log in regularly.Twitter – influencers and buzz factory – virtual watercoolerMySpace – kids and musiciansNing – social networks for your interests and passions
  • FACEBOOK: Average user has 130 friends 600 million users today, ¾ of US internet users visit FB every month Average user spends 23 minutes per visit 70% of local businesses use FB for marketing ¼ of all US page views are on FB, 5X more page views than Google. # 1 publisher of display ads, more than Google. LINKEDIN: 1 million new users every 12 days 1 new user every second 85% Anglo, so not great in terms of attracting a diverse poolTWITTER: more plugged in, highly educated, geeky crowd 7% of Americans are on FB, with an average of 27 followers Referrals on Twitter have higher credibility than all other sources other than face to face word of mouth
  • Listen internally first. If you’re not plugged in to your company and know what’s going on, you’ll waste your time worrying about what people are saying about you online. If you have a messed up internal culture, work to understand and fix that first!
  • Again, you can’t involve your staff in a successful online referral/recruiting effort unless you have a strong culture and communications in house.From GerryKrispin – Q - Your Sources of Hire study for 2011 states 88.5% of firms surveyed consider social media part of their Direct Sourcing efforts. But, I’m guessing that the folks who participate in this survey with you would be skewed to be among the most sophisticated portion of the corporate recruiting community. Do you believe that’s the case? Having said that, the first bullet below in the JobVite study results is pretty close to the stat from your study: “83% will recruit using social networks this year.” So, do you think one can make the leap and extrapolate that 80-something % of US employers across-the-board are using social media to recruit in 2011? Does that sound right to you? Finally, do you know if anyone is collecting any global statistics on this front? MY A: I would certainly expect that the % of recruiters using social media in some form as a part of their recruiting process is rapidly approaching 100%.Just the fact that the number of people in the United states whose title is “Recruiter” and who have a profile on Linkedin (i.e. arguably counted in social media) is 215,000 says it all (and, of course, many more recruiters with vastly different titles also recruit). But, a cautionary note should be added. 15 years ago it would have been silly to ask recruiters what percentage of their hires involved involved the use of a phone. 5 years ago it would have been silly to ask what % hires were made by recruiters using email and, within a couple years it will seem as silly to ask what % of hires involve mobile social media. It isn’t a source replacement as much as it is an enhancement of the means to communicate interactively, for employers to find job seekers and jobs seekers to penetrate firms for transparency, to dig out relevant content, to analyze options and to execute in real time. But, they might still look up and see a digital billboard on the side of the road that reminds the passive driver to check for local opportunities with their smartphone. They still might &apos;walk-in&apos;, be referred by an employee or be represented by a third party. It&apos;s just that social media and mobile devices will be there too.
  • Michael FlemmingCould you please explain what Unconsidered means IRT Job Seeker status?March 22 at 3:29pm · View Feedback (1)Hide Feedback (1)USAA Careers Hi Michael, there are varies reasons a candidate can be unconsidered for a position. We encourage job seekers to stay up-to-date on position openings so that they may apply to positions that align with their skill set.Friday at 4:07pmJason LinkI am wondering I applied for the position as instructor - new employee orientation and it&apos;s been closed for some time now but under the jobseeker status column it still reads new. But when i try to click on that hyperlink it says the job is no longer posted. Does that mean I&apos;m still in the running for the position? March 11 at 11:51pm · View Feedback (2)Hide Feedback (2)USAA Careers Hi Jason, the status of &quot;new&quot; indicates you have not been considered or unconsidered for the position yet.March 15 at 4:28pmJason Link Thank you.March 15 at 6:48pm
  • There are lots of aps like Work for Us, JobMagic, or Jobshouts to harness the power of social media in your recruiting efforts.
  • Roll out a social media/social recruiting effort just like you would any other business process.
  • Social media doesn’t have to be personality driven. To work, it DOES have to be authentic, owned by many, and integrated into a business process. Again, social media is a utility, just like any other tool. Use it to make your company stronger!
  • Social Media 101 for Reluctant HR Pros

    1. 1. Connected HR<br />WHY, HOW, and WHERE to Begin Using Social Media <br />
    2. 2. Agenda<br />Why Avoid Social Media?<br />HR 2.0<br />Who’s Online, and Where?<br />Steps to Developing HR 2.0 Literacy<br />Social Media is a Business Process<br />Your Next Steps<br />
    3. 3.
    4. 4. Why Avoid Social Media?<br />Time<br />Control<br />Fear of Looking Bad<br />ROI Questions<br />
    5. 5.
    6. 6.
    7. 7.
    8. 8.
    9. 9. Why HR 2.0?<br />Efficiencies<br />Effectiveness<br />Engagement<br />Adventure<br />Community <br />Fun! <br />
    10. 10.
    11. 11.
    12. 12.
    13. 13.
    14. 14. So what now?<br />Listen<br />Engage<br />Respond<br />Drive<br />Lead<br />
    15. 15. Listening<br />Twitter<br />Google Alerts<br />RSS<br />Glassdoor <br />LinkedIn<br />Yelp<br />Quora<br />Internal data – exits, declines, surveys, promotions<br />Customer commentary<br />Vendor commentary<br />Tweetdeck<br />
    16. 16.
    17. 17. Engaging and Responding<br />Internal Surveys<br />Internal Community Tools <br />Facebook Fan and Career Pages<br />LinkedIn Company Page<br />LinkedIn Groups<br />Internal and External Blogs<br />Twitter<br />
    18. 18.
    19. 19.
    20. 20.
    21. 21. Driving and Leading<br />ROI<br />Present State<br />Activities<br />Results<br />Source internal advocates<br />Track what works. Adjust and track again.<br />Share results <br />
    22. 22. Make it a Business Process<br />Automate<br />Delegate<br />Schedule<br />Internalize<br />Be Consistent<br />Measure ROI – Quantify results <br />
    23. 23. Next Steps<br />
    24. 24. Socialize with Me! <br />Twitter: Frannyo<br />LinkedIn & Facebook: Franny Oxford<br />http://frannyoxford.com<br />Franny@Frannyoxford.com<br />408-372-6696<br />
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