Socializing Human Resources

HR 2.0Social Media Strategy for Recruitment&Talent Management Sidneyeve Matrix

Contextweb first digital proclivitiesimage: Ed Yourdon

Context

Contextimage: Quang Minh social is mobile

Context

Contextambient connectivitymillennials and other digital natives find comfort instatversations6 messages per waking hour 6 messages per waking hour image: Michael Dawes

tech-forward companiesare attractive to graduatesits a signal of innovation image: vanessa hutd

"More companies are discovering that an über-connected workplace is not just aboutimplementing a new set of tools---it is also aboutembracing a cultural shift to create anenvironment where employees are encouraged toshare, innovate and collaborate virtually." ~Jeanne Meister, Harvard Business Review

FlexibilityFun cultureMentorshipChallenges Gen Y work priorities Work with impact Technology (social & mobile) Professional development Opportunity for advancement

"I need to access my Facebook in order to do my job."image by El Ronzo ~Millennial MBA, interviewed in Harvard Business Review

where will the impact of social media be most felt by companies in the coming years?1. employer branding2. collaboration & communication3. talent recruiting4. assessing candidates before hiring5. professional development of employees6. employee engagement7. driving innovationManpower Employer Perspectives on Social Networking survey of 34,000 employers worldwide in 2009

CHRO leadership image by DeaPeaJaypeople management & enterprise strategyshape & support new ways of working

Objectivestranslating talent strategy intobusiness value using social mediawhat business benefits are you seeking?

Sample1. Brand elevation Objectivescommunicate EVPthought leadership

Sample Objectives th e right2. Attract & engage candidatesin the right positions, this is competitive advantage

SampleObjectives 3. Increase productivity and organizational effectiveness via collaboration, transparency, agility

Sample Objectives4. Raise the satisfaction indexincrease motivation & keep morale high

Sample Objectives5. Reduce attritionengage & retain great employees

SampleObjectives6. Successionplanningidentify & supporthigh performancehigh potentialemployees

Social recruiting90% companies plan social recruiting in 2011 and 64% hired via social networks in 2010 source: JobVite survey of 800 companies

Social Recruitingfrom job boards....

Social Recruiting...to the Job Clouda 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

Social Recruitingjob notices on niche news media sites & streams

Social Recruitingvisualizingcareermaps

recruiting microsite links from Facebook, consistent color coding make it easy to follow the career maps visualizing career maps

Social Recruitingvideos

Social Recruitingsocialmediaforsocialgood

Social Recruitingcareeradvice+ Q&A

Social RecruitingP2P workshops

Social Recruiting "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 ChairmanSocial Recruiting + thought leadership image: lenifuzhead

inbound recruitment marketingadding value at social touch points

Social RecruitingSocializing Employee referral programs how is HR leveraging our social graphs?

Social Recruitingsimple + impactful Q:want to work with your friends?

Social Recruiting + job searchingWhen I tested BeKnown it immediately posted a bunch of spam on my Facebook wall without permission. Very uncool.The service is gameified, so if youre not interested in spam and silly badges, Id give it a pass.

Social Recruiting& job searchingIn 2011 BranchOut scaled back their game elements and grew by a million members. This app is cool way to professionalize your Facebook and discover jobs.

Social RecruitingSocializing & "turbocharging" P2P referrals

Social Recruiting image: Pink Sherbert PhotographyCareer Micrositessocial recruitment landing page

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

Social Recruiting microsites flexiblebusiness culture

Social Recruiting micrositesclearcareer paths

a day in the life video truthiness & transparency

Social Recruiting +Employer Branding

Social Recruitingimage: Spenser Finnley Are your campaigns, events, initiatives, digital assets capitalizing on the power of social friendship?

Social Recruiting image: hfabulous

Social RecruitingWord of mouth webreaching passive candidateswe’re all looking for something to share

Social Recruiting spilloverFX enthusiasm & the social graph

Social Recruiting + Employer Brandingimage: Jack Fussell

Social Recruiting +Employer Branding

Social RecruitingShareable content by design the currency of the social web

image: withgalenSocial Recruitingmobile contentinfosnackingmoments of microboredom image: christopher frier brown

Social RecruitingWhich of your career streams needs asocial recruiting makeoverto be more interesting and spreadable?

Social Recruitingshareable content infographics

Social Recruiting mobile content

Social Recruiting mobile contentbranded apps

DIY apps

Social Recruiting mobile contentwhite sponsorshipor exclusive label? Is there a cool app buried in the app stores, that resonates with your brand values and would add value to your clients or employees smartphones? Many underpaid indie app developers would welcome an exclusive $pon$or$hip offer. The fastest way to get into mobile could be co-‐ branding or white labelling.

Social Recruitinginternships 2.0 gameification & microfame Internships are not always unpaid. The most coveted positions, ones with high visibility and major perks, are increasingly being filled via social web contests. These campaigns are purpose-‐built for virality.

Social Recruitinginternships 2.0

Social Recruitinginternships 2.0 high visibility game elements

Social Recruiting internships 2.0high visibility

Social Recruitinginternships 2.0 game elements high visibility

Social Recruiting internships 2.0putting interns out in front

Social Recruiting internships 2.0

Social Recruitinginternships 2.0

Talent Management & Retentionimage: jamesjustin Gen Y is eager to develop marketable skills and is seeking career trajectories.

inward facing blog and performance Talent Managementincrease employee satisfaction, motivation, support community knowledge sharing with a less hierarchical structure cost savings bonus: preserve organizational memory

Talent Managementan inward facing bloghelps if your goal is more transparencyincreasing openness, decreasing silos image: mark sebastianbonus: social media makes leaders more visible to employees (but only if they are willing to participate!)

Talent ManagementSocial technoMentoringcross-generational knowledge-sharing

Talent Management image: lastquestsocial technomentoring can support increased digital literacy across the organization

Talent Management54%employees surveyed feeltheyre not given enoughtime to keep up with trainingcourses70%would prefer on-demand eLearningSource: 2010 survey commissioned by SkillsSoft

Talent ManagementTraining as a Perktraining is directly connected to employee retention encourage continuous professional development to keep morale high

Talent Managementon-demand eLearningimage: justingaynor especially interactive formats & transferrable skills training

Talent Managementmillennial perspectives GenY likes being asked for their opinions image: orangeacid

Talent Managementcare enough to be interestedmake the ask strategic function: gain actionable intelligence around employee performance, ambition, interests

Talent Managementkey to employee satisfaction?social recognitionacknowledge innovators by increasing visibility feature their backstory in newsletter interview with quotations + photo/video or a guest blog

a 1-time award?an email?a phonecall?do your communication toolsmatch GenY media use styles?

Talent Managementreward & recognize:Help them connect.Reward effort as well as success.Publicise their successes.Say thank you.

raise thevisibility of yourthought leaders& innovators

social software to createa culture of feedback

Whats Next?looking ahead: emerging trends for HR 3.0 image: Leslie Kalohi

Whats next?GenY is very socially consciouswants to make an impact in life and work

Whats next?101K social media for social good

Whats next?"The HR function has aresponsibility to be proactivein leading the way inestablishing a company-wideCSR-enabled culture."

Whats next?supporting employeesocial goodfootprints image: jam343

Whats next?HR+flexible work styles+ sustainability

mobile enterprise Whats next?agile productivity data & networks at hand“getting” the importance offlexibility & mobilityto employees

what does work-ready mobile entail?from an employee perspective: email socnets apps & data multimedia files remote desktop & real-time updates

Whats next?future focused enterprise knows that next gen talent (the touch generation) will be mobile literate #1 for the under 2 "consumer" group? iPad hello image: fritzon

mLearningiPad is the tool of choicegrade schools to biz schools

android and iOS apps for HRwhether podcast or app, now is the time for your organization to create some mobile solutions and content image: Blakespot

Sidneyeve Matrix teaches media and marketing, culture and communications, at Queens University in Canada.Online at sidneyevematrix.comThank you to Alexandra Patricia Vivien Macgregor for research assistance. Contents of this presentation including images have Creative Commons Attribution-‐Noncommercial-‐Share Alike 3.0 Licenses.

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Socializing Human Resources

by Sidneyeve Matrix on Nov 08, 2011

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Socializing Human Resources — Presentation Transcript