Social Media for Human Resources

image: Ed YourdonHR 2.0Social Media Tools for Recruitment& Talent Retention a presentation by Sidneyeve Matrix

image: Spencer Finnleythe challenge:integrate Gen Y work stylesinto higher ed & corporate cultures

millennial Flexibility Fun culturework Mentorshippriorities: Challenges Making an impact Technology (social & mobile) Professional development Opportunity for advancement image: tvol

tech-forward companiesattractive to graduatesa signal of innovation image: vanessa_hutd

HR 2.0the social media imperativepart of your integrated talent management strategy

CHRO leadership people management & enterprise strategy shaping & supporting new ways of workingimage: DeaPeaJay

where will the impact of social media be most felt by companies in the coming years? Source: Manpower 2009 Employer Perspectives on Social Networking global survey of 34,000 employers #1 employer branding 2. collaboration & communication 3. talent recruiting 4. assessing job candidates 5. staff professional development 6. employee engagement 7. driving innovation 8. alumni relations

In a recent survey, HR professionalswere divided about whether socialmedia in the workplace is a majordistraction that reduces productivity. 45% 55%Agree Disagree Source: Birkman International HR 2.0 survey 2009

For Gen Y its not that complicated. ," I need to access my Facebook in order to do my job. " ~Millennial MBA, interviewed in Harvard Business Review

image: j.cliss"More companies are discovering that anüber-connected workplace is not just aboutimplementing a new set of tools...

... it is also about embracing a cultural shift ... image: DaveAustrai.com to create an environment where employees are encouraged to share, innovate and collaborate virtually." ~Jeanne Meister, Harvard Business Review

using web 2.0 tools forSocial recruiting image: Adam Foster21% Percentage of employers who use social media channels to recruit and research potential hires.Source: CareerBuilder survey of 2,534 US hiring managers + 4,498 US workers by Harris Interactive 2010

Employee referral programsimage: tvol leverage the(ir) social graph

great tagline

Which of your career streams needs asocial recruiting makeover to be morespreadable and status-update-worthy?

a widget for bloggers

socialized job boards

real-time job boards

#hashtags indexing the social web

The Job Cloud a brave new world for recruiting" Twitter is altering the recruitment advertising landscape. The focus is now on providing users with the tools to access, find and filter jobs within the Job Cloud. " ~ Matt Alder, RecruitingFuture.com

managing the job cloud

mobile recruitingbranded apps

emerging metrics of georelevance

image: Pink Sherbet Photographyusing web 2.0 tools to activateCareer Microsites

when job seekers visit recruiting microsites,what do they want to see?job listings 35%fast facts 26%info about career paths 23%evidence that working there is fun 16%employee testimonials 16%photos from company events 12% Source: CareerBuilder Harris Interactive survey 2010 image: Kevin McShane

flexiblebusiness culture

emphasis onGenY workvalues: timelyfeedback,mobile tech,& CSR

careermapping

currently 13% employers use social media channels to strengthen employer brands image: NCM3Source: CareerBuilder survey of 2,534 US hiring managers + 4,498 US workers by Harris Interactive 2010

Brand advocacy use social media platforms to clearly communicate company values and then let employees tell the story

Word of mouth webreaching passive candidates image: Robert Scoble

one way to do this is to have employees featured ina day in theadd transparency life video

75%online adultswatched aweb video thismonth.Highestdemo? 25-34.source: Microsoft 2010

using web 2.0 tools to supportConnected Onboarding"These vehicles help people learn about the company and contributeimmediately to the open, ongoing conversation" ~ Entrepreneur Magazine

image: orangeacidBut first, even before they are hired... " Involvement of employers inspires and informs young people, preparing them for the workforce ...

...by making them aware of the skillsand attitudes employers expect." ~David Cruikshank, Deloitte Chairman image: lenifuzhead

image: Paul Li

Employees cost businesses an estimated $37 billionevery year because they do not fully understand their jobs. image: feverblue Source: "$37 billion: Counting the Cost of Employee Misunderstanding," commissioned by international intelligent assessment company Cognisco

54%employees surveyed feeltheyre not given enoughtime to keep up with trainingcourses70%would prefer on-demand eLearning Source: 2010 survey commissioned by SkillsSoft

67% lack funds companies to invest in training 15% are struggling to identify skills needsSource: 2010 survey of 1000 HR & IT managers by UPMentors

one place to start is encouraging digital literacy and coaching employees in professional eReputation managementimage: Robert S. Donovan

web screeningevaluating applicants online reputation* 72% of recruiters have rejected an applicant based on text, photos or videos they discovered about that person online. *aka: sifting digital dirt! Source: Cross-Tab October 2010 survey of 1,000 HR professionals "Online Reputation in a Connected World"

develop and distributeSocial media guidelines image: law_keven for recruiters and for employees

75% of companies do not have a formal policy regarding employee use of external social networking sites.**Source: Manpower 2009 "Employer Perspectives on Social Networking" Tweets that get you fired courtesy of: http://blog.resumebear.com

Need some social media guideline models? source: http://socialmediagovernance.com/policies.php

organize aLinkedIn Bootcampprofile optimization workshop

bring in a photographer to create professionalSocial Headshotscurrent, consistent, personal branding

Social technoMentoringcross-generational knowledge-sharing epartm ental? & cros s-d

image: tripu Blended Collaboration supporting a connected workplace online & off

inward-facing blogincrease employee satisfaction, motivation, and performance image: hfabulous support community knowledge sharing with a less hierarchical structure cost savings bonus: preserve organizational memory

professional social collaborationstaff-curated social booklists "what were reading now"

professional social collaboration bookmarkingsocial intelligence 2.0 is socialbusiness

social collaboration, talent managementShare slides to increase knowledge transfer across business units.

social media tools fortalent management & retentionimage: JamesJustin Gen Y is eager to develop marketable skills and is seeking career trajectories.

social media talent managementmeaningful & frequent feedbackongoing dialogue, not annual review, raises moralelowering flight risk by increasing connectedness & knowledge transfer

social software to createa culture of feedback

use social media tools toreward & recognizePublicize staff successes via Twitter, blog, or newsletter.

social media talent management encourage staff to learnevery day from the industry build a list

in conclusion, social media for HR can help increasetransparencymore openness, fewer silos image: mark sebastienBonus: social media makes leaders more visible to employees.

This research was prepared for  Queens School of Business Executive  Development Centre Human  Resources Program in December 2010. about the author Sidneyeve Matrix, PhD.  Queens University Media Dept. @sidneyeve SidneyeveMatrix.com Thank you to Tessa Scott and Julie Stewart Binks for research assistance.  Contents of this presentation including images have Creative Commons  Attribution‐Noncommercial‐Share Alike 3.0 Licenses.image: Mister Boboli

http://www.tribalcafe.co.uk	223
http://cyberpopblog.com	147
http://sidneyevematrix.com	34
url_unknown	10
http://paper.li	3
http://twitter.com	3
http://mundoted.blogspot.com.br	3
http://www.media-business.biz	2
http://translate.googleusercontent.com	1
http://reinventa.com.br	1

Social Media for Human Resources

by Sidneyeve Matrix on Dec 04, 2010

Accessibility

Categories

Tags

Upload Details

Usage Rights

10 Embeds 427

Statistics

Social Media for Human Resources — Presentation Transcript