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Human Resources and Social Media
 

Human Resources and Social Media

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Lecture held at SAMK for Innovative Business Service -students, 3.10.2013.

Lecture held at SAMK for Innovative Business Service -students, 3.10.2013.

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    Human Resources and Social Media Human Resources and Social Media Presentation Transcript

    • HUMAN RESOURCES AND SOCIAL MEDIA 3.10.2013 IBS Ann-Christine Wahl
    • TYÖTÄ MEILLE NYT JA HETI!-PROJECT • JobiJobi! is a service part of Työtä Meille Nyt ja Heti! - project • The project is funded by Satakunta Centre for Economic Development, Transport and the Environment with ESF-money • Project is coordinated by Satakunta University for Applied Sciences. • The aim of the project is to increase job search skills and know-how on the web and also produce useful information for the labor force authorities and generate tools for companies for recruiting in social media • Project time 1.9.2010−31.12.2013. • www.jobijobi.fi
    • HR AT THE MOMENT • Out of date • Inefficient • Not enough thought, money or time • No planning • No tools or too much tools
    • WHY IS SOCIAL MEDIA SO IMPORTANT TO HUMAN RESOURCES? • Workforce and jobs don’t meet • Employers have difficulties to find right kind of applicants – Applicants aren’t qualified enough – All the best are already working • Job seekers more and more aware of company image – Recruiting  PR
    • TODAYS MAIN TOPICS HR STRATEGY RECRUITERS TOOLS RECRUITMENT COMMUNICATIONS INTERNAL COMMUNICATIONS
    • HR STRATEGY
    • • Most of the problems in HR are caused by poor planning or total lack of it • Every company should have a HR strategy • The strategy should at least include following things: – The vision of the company – Retention of staff – Competence and skills – Recruitment of new staff
    • EVEN IF THERE IS A PLAN… • Superiors don’t know the goals of the HR strategy or the focus points of recruiting • Superiors aren’t aware of the potential of the current workers or necesity of the future work force • Recruitment isn’t planned according to the future needs -> No vision • No goals • No follow-up or tools for valuation
    • HOW TO USE SOME IN PLANNING HR STRATEGY • Could HR strategy be published e.g. in SlideShare? – > More visual • Could GoogleDocs and EtherPad be used to create some parts of the HR strategy? – > Everybody has a chance to influence
    • INTERNAL COMMUNICATIONS
    • COMPANY BRAND Company profile Company culture Working community Attraction factor and communication channel FORMATION OF TARGET IMAGE Frank Communications, Pekka Putkinen: Yhteisöstä myyntivaltti rekrytointimarkkinointiin
    • GUIDELINES • Where and what employees can tell about the company in some • Can social media be used during work and in which position (professional, professional/personal, personal) • How to act in crisis • Social media guidelines to concretize – Examples: Yle, Helsingin Sanomat, Liikenne- ja viestintäministeriö – Even if there is no official social media guidelines -> The unspoken policies
    • Middhill-restaurant and celebrity chef Hans Välimäki, the ”Watergate”- incident
    • Marimekko and plagiarized fabric, ”Marimekkogate”
    • SOME FOR INTERNAL COMMUNICATIONS • Most common Yammer – Free – Company email needed – Over 100 00 companies – Can be used through multiple platforms • Similar: – SocialText – Socialcast – Teambuzz – Socialwork – Jive
    • FROM INTERNAL TO EXTERNAL • How to use personnel for external communications that benefits HR – Company blog -> Workers telling about their work projects etc. – Facebook -> How is everyday life in company, different jobs in the company – YouTube -> Employement stories, work culture, work place etc. etc.
    • RECRUITMENT COMMUNICATIONS
    • • Recruitment communications in some is still mostly about repeating the same information as in old channels • As a working environment some needs a different kind of approach – The traditional marketing doesn’t work in some • People want to talk with people, not with the company logos • Recruitment doesn’t always need to be so serious
    • WANTED: World’s best masochistic web-developer • You have a beard like the most other talented developers. Untidiness of the beard is a plus. You have to be able prove the existence of the beard in your application. If you’re beardless, do it in Photoshop or with a marker. • We offer: – Salary! – Protected 70s scifi architecture – Legos – Incredibly long holidays – Free dental care – Possibility to hang around with real celebrities with excellent teeth – Empathy – Possibilty to work with Finland’s biggest Swedish-spoken web-service – Free parking – A place in the shadow of the Tower and the glowing Mordor eye YLE
    • FINNAIR: Quality Hunters • Themes – 2010: Rethinking quality – 2011: Over all flight experience – 2013: New innovations in travel • Recruiting average people to work for them – > Crowdsourcing • Campaign designed especially for some • In 2011: – Recruitment ad was published in qualityhunters.com – Open application profile, which could be shared to some – Applicants were chosen to the final stage based on how many likes they had on Facebook – In addition recruitment advertisements could be seen in LinkedIn, flights and airport (video) – You can also follow the project on Twitter and Quality Hu • In 2013: – Heading more towards community – Anyone can take part in the process by joining the discussion on Facebook, Twitter, blog and Pinterest boards – Possibility to talk with Finnair professionals of service development – Best ideas proceed to further development Inventing something new, not only transferring the old! Lähde: Finnair
    • ENERGY AMBASSADOR 2013 http://www.energyvaasa.fi/lahettilas/
    • ENERGYVAASA: Energy Ambassador • Offering possibility to travel around the world • Mission: Mapping the possibilities of energy field for Finnish export • Previous year – 12 weeks, 12 different work places – 30 000 e salary with car and hotel accommodation
    • SOCIAL MEDIA IS CHANGING RECRUITMENT… • More visual (videos) • More interactive • More humoristic • More inventive • More affordable • Campaigns are not disposable (e.g. videos) – After the campaign -> Image effect • Continuous process
    • SOME + PERSONNEL + STRATEGY = GOOD COMPANY IMAGE & SUCCESFUL RECRUITING
    • RECRUITERS TOOLS
    • • Social media provides many tools for recruiter -> many sees as a burden • Social media is suppose to make the work easier, not more difficult • Most common problems: – Time consuming – No resources – Person doesn’t know what she/he is doing – HR personnel hides behind the company • Recruiters use some for three purposes: – Networking – Headhunting – Communications
    • PROFESSIONAL
    • RECRUITING
    • LINKEDIN • Most used some tool for recruiting • Networking • Company page and recruiting ads • Professional discussion groups • Has special solutions for recruiters
    • Making applying easy for the applicant
    • There are plenty of applications and websites that can help the recruiting process…
    • BE READY, SOCIAL RESUMES ARE COMING!
    • http://satuolkinuora.wordpress.com/
    • Infographic: • Vizualize.me • Visual.ly
    • Twesume
    • Make the social media channels visible on your home page
    • RECORD THE RECRUITING PROCESS • Keep the candidates up to date with the recruiting process with social media • E.g. Yle in Pinterest
    • PLUS… • Pinterest • Google+ • SlideShare • About.me • Storify • Tumblr
    • CHOOSE THE TOOLS THAT FIT YOU AND YOUR COMPANY’S GOALS!
    • MAIN POINTERS • Have a plan and resources and people to realize it • Recruitment communications is an essential part of company image • Be creative, try new things! • Form a presence in social media and take actively part in discussions
    • Satakunta University of Applied Sciences Project Manager Ann-Christine Wahl ann-christine.wahl@samk.fi 044-710 6317