Web 2.0 and Federal HR Policy Forum

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Everyone knows that the Federal hiring process is broken. One of the ways we can streamline it is through the use of social media. In this slide deck, I provide an overview of the intersection of the four generations and social media, and offer 13 ideas to to recruit, retain and train the next generation of government.

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  • Learning For the Google GenerationJeanne C. Meister, April 2008This generation appears to be a discrete segment, and companies are grappling with how to best attract, develop and retain them as they prepare for their looming entry into the workforce. As companies debate this, one of the first issues they will deal with is setting a policy regarding allowing access to social networking sites at work. There is some evidence suggesting the Google generation will demand access to social networking sites in the office. In fact, Professor Clive Holtham of Cass Business School notes that in California, some firms already are finding they cannot attract or retain staff because their IT infrastructure fails to meet the standards of younger workers.So while the learning department examines how to incorporate social networking into the delivery mix, they should take note of some of the benefits other departments in the organization have experienced in embracing these new technologies.Deloitte has come up with the innovative idea of hosting an employee film festival where employees submit creative videos, titled “What’s Your Deloitte?”, as a way of encouraging new hires to make short films that express their vision of the firm’s culture and values. Then, the best of these short films are posted to YouTube.Deloitte has engaged in social media in a variety of other ways, with a special focus on using social networking in new-hire on-boarding and orientation. In fact, Deloitte, along with KPMG, is using Facebook to create new networks for recent hires. Some are in public view while others are hidden for privacy purposes. But both are experimenting with social media so new hires can network with peers around the globe. <number>
  • Web 2.0 and Federal HR Policy Forum

    1. 1. HR 2.0: Using Social Media to Recruit, Retain and Train June 11, 2009 Washington, DC Andrew Krzmarzick Senior Project Coordinator The Graduate School http://www.graduateschool.edu Phone: 919-767-9088 Email: Andrew_Krzmarzick@grad.usda.gov Twitter: @krazykriz LinkedIn: AndrewKrzmarzick Blog: http://generationshift.blogspot.com 1 www.grad.usda.gov
    2. 2.  What is Web 2.0?  “Generation C”  Social Media and HR Policy  Recruitment: 5 Ideas/Examples  Retention: 8 Ideas/Examples 3 www.grad.usda.gov
    3. 3. www.grad.usda.gov
    4. 4. 5 www.grad.usda.gov
    5. 5. “Five thousand years ago, the marketplace was the hub of civilization, a place to which traders returned from remote lands with exotic spices, silks, monkeys, parrots, jewels – and fabulous stories. In many ways, the Internet more resembles an ancient bazaar…” 6 www.grad.usda.gov
    6. 6. Reversal of Industrial Revolution? 50% of U.S. teleworking by 2015? 7 www.grad.usda.gov
    7. 7. Veterans: 1920-1940 Baby Boomers: 1940-1960 Generation X: 1960-1980 Millennials: 1980-2000 Web 2.0 Users? Source: Washburn, E. Are You Ready for Generation X? Changing World View – The Five Generations. Physician Executive, January-February 2000. 8 www.grad.usda.gov
    8. 8. What about “Generation C” ? 9 www.grad.usda.gov
    9. 9. “…an avalanche of consumer-generated content…” Two drivers: (1) Our creative urges (2) Content-creating tools Trendwatching.com, Feb 2004 10 www.grad.usda.gov
    10. 10. Generation C By Dan Pankraz www.grad.usda.gov
    11. 11. www.grad.usda.gov
    12. 12. Someone of ANY age who is actively using social media and engages others on the Internet with a quot;2.0quot; mindset: creative, collaborative and community oriented. 13 www.grad.usda.gov
    13. 13. Source: Flickr – lyzadanger’s photostream www.grad.usda.gov
    14. 14. Generations Explained % of total adult % of internet-using Generation Name* Birth Years, Ages in 2009 population population Gen Y (Millennials) Born 1977-1990, Ages 18-32 26% 30% Gen X Born 1965-1976, Ages 33-44 20% 23% Younger Boomers Born 1955-1964, Ages 45-54 20% 22% Older Boomers Born 1946-1954, Ages 55-63 13% 35% 13% Silent Generation Born 1937-1945, Ages 64-72 9% 7% G.I. Generation Born -1936, Age 73+ 9% 4% Source: Pew Internet & American Life Project December 2008 survey. N=2,253 total adults, and margin of error is ±2%. N=1,650 total internet users, and margin of error is ±3%. *All generation labels used in this report, with the exception of “Younger -” and “Older -” Boomers, are the names conventionalized by Howe and Strauss’s book, Generations: Strauss, William & Howe, Neil. Generations: The History of America's Future, 1584 to 2069 (Perennial, 1992). As for “Younger Boomers” and “Older Boomers,” enough research has been done to suggest that the two decades of Baby Boomers are different enough to merit being divided into distinct generational groups. 15 www.grad.usda.gov
    15. 15. 2.0 1.0 www.grad.usda.gov
    16. 16. www.grad.usda.gov
    17. 17. www.grad.usda.gov
    18. 18. Users age 18-24 = 10.6% Users age 35-54 grew 276%, 18-24 only 20% last six months Average age = 40 yrs old Source: http://socialcomputingjournal.com/viewcolumn.cfm?colid=824 www.grad.usda.gov
    19. 19. BEFORE YOU BEGIN… 1. Why? Tie to mission, goals, objectives, needs, gaps. 2. Who? Champion, contributors, constituents. 3. What? Content is the key to success. 4. How? Decide which tools best meet goals. 5. When? Create a schedule to implement and evaluate. www.grad.usda.gov
    20. 20. 1.Why? Tie to mission, goals, objectives, needs, gaps. • Transparency • Participation • Accountability www.grad.usda.gov
    21. 21. 1.Why? Tie to mission, goals, objectives, needs, gaps. Millennials • Recruitment Gen X • Retention Boomers • Efficiency • Communication www.grad.usda.gov
    22. 22. 1.Why? Tie to mission, goals, objectives, needs, gaps. Federal Brain Drain  60% of all Federal workers are eligible to retire by 2015  90% of 6,000 Federal Executives  70% of boomers expect to work in their retirement years  68% expect to never retire – cycle of work/play  Half of boomers want 2nd careers that help others Sources: - Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005 - AARP, Knowledge Management, Staying Ahead of the Curve 2003: The AARP Working in Retirement Study. - Harvard School of Public Health-MetLife foundation Initiative on Retirement and Civic Engagement, Reinventing Aging: Baby Boomers and Civic Engagement, October 23, 2005 - Merrill Lynch, New Retirement Survey: A Perspective from the Baby Boomer Generation, February 23, 2005. 23 www.grad.usda.gov
    23. 23. 1.Why? Tie to mission, goals, objectives, needs, gaps. Partnership for Public Service Survey  42% of college juniors/seniors were extremely/very interested in working for the federal government  Only 13 out of 3,000 students felt extremely or very knowledgeable about federal jobs. Source: - Ruzick, K. Students Eager for Government Jobs, Unsure How to Get Them. Found at goveexec.com/dailyfed/0506/0506r1.htm. www.grad.usda.gov 24
    24. 24. www.grad.usda.gov
    25. 25. • Strategic Workforce Plan • Hiring Projections • Human Capital Planning Wiki? • Recruitment Strategies • Streamlining • Job Vacancy Announcements Social • Plain Writing Virtual Networks, • Application Process RSS, • Agency Contact Information • Acceptable Submissions Widgets • Additional Information and • Explanation of Hiring Process Mash-Ups? www.grad.usda.gov
    26. 26. http://www.facebook.com/teach www.grad.usda.gov
    27. 27. http://www.youtube.com/thecoastguardchannel www.grad.usda.gov
    28. 28. www.grad.usda.gov
    29. 29. http://iampublicservice.org www.grad.usda.gov 30
    30. 30. 5 Ways Government Could Use 1. Recruit candidates for open positions 2. Find job candidate references/recommendations 3. Launch discussions with industry through groups 4. Engage citizens and constituents in conversation 5. Create cross-agency and international connections www.grad.usda.gov
    31. 31. Coaching / Mentoring 2-Way! www.grad.usda.gov 32
    32. 32. Podcast Interviews www.grad.usda.gov 33
    33. 33. Face-to-Face Web-Based! www.grad.usda.gov 34
    34. 34. Steve Ressler Founder, GovLoop.com www.grad.usda.gov
    35. 35. www.grad.usda.gov 36
    36. 36. Top 5 Ways Government’s Using Crowd-sourcing ideas to improve Communicating with citizens Posting links to key information Promoting events, surveys, studies, etc. Making government seem “cool” www.grad.usda.gov
    37. 37. http://delicious.com/akrzmarzick www.grad.usda.gov
    38. 38. Groups www.grad.usda.gov
    39. 39. Steps to Implementation 1. Why? Tie to mission, goals, objectives, needs, gaps. 2. Who? Assign owner/contributors; define audience. 3. How? Decide which tools best meet goals. 4. What? Content is the key to success. 5. When? Create a schedule to implement and evaluate. 40 www.grad.usda.gov
    40. 40. “I have never been one for networking of any kind, so I wasn’t really thrilled at the prospect of jumping into the world of social networking. However, as I aspired to the ranks of the federal government’s Senior Executive Service, I realized that building coalitions and developing an extensive network of associates helps us collaborate and share best practices and provides for the flow of diverse ideas and diverse thinking.” -Linda Cureton, NASA CIO, April 20, 2009 http://fcw.com/Articles/2009/04/20/Cureton-comment.aspx www.grad.usda.gov
    41. 41. Thank You! For More Information: Andrew Krzmarzick Senior Project Coordinator (202) 821-6288 Andrew_Krzmarzick@grad.usda.gov GraduateSchool.edu GenerationShift.blogspot.com IAmPublicsService.org Twitter.com/krazykriz LinkedIn.com/in/AndrewKrzmarzick Delicious.com/akrzmarzick Slideshare.com/akrzmarzick 42 www.grad.usda.gov

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