Social Media in HR
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This document discusses how social media can be leveraged by human resources departments. It begins by introducing social media issues and myths. It then outlines several business uses of social media, including for human resources functions like sourcing and recruiting, onboarding, learning, and engagement. The document provides examples of how recruiting has evolved from Web 1.0 to Web 2.0 and the reasons why social media can help with recruiting. Finally, it details steps to build a social media strategy, including defining goals and objectives, learning terminology, optimizing digital foundations, building brand presence on sites like LinkedIn, Facebook and Twitter, experimenting, and analyzing metrics.
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Social Media in HR
- 1. Social Media in HR Harold Ford HRMG Solutions
- 2. Objectives A (quick) Intro to Social Media How HR can Leverage the Social Universe Building a Social Media Strategy Web 2.0 Tools to Use World Class Examples
- 3. Who is this guy? Self-Professed Geek Early Adopter HR Strategist HR/Payroll Systems Expert Trusted Advisor Social Media Advocate
- 5. What do you think of when you hear the term ‘Social Media’?
- 8. Social Media Issues Fears Information Overload Security Risk Productivity Killer Negative Branding Legal Risks
- 9. Social Media Myths It’s just a fad It’s for kids It will hurt our brand We can BAN its use
- 12. Marketing
- 13. Public Relations
- 14. Customer Service
- 15. Loyalty Building
- 18. Onboarding
- 19. Learning
- 20. Scheduling
- 22. Engagement
- 24. Reasons to Recruit Socially Cost Fish Where the Fish Are Candidates aren’t Candidates Candidates are Smarter Relationship Building Corporate Transparency
- 25. Pic of Ethan
- 27. YOUR Social Media Strategy Define your Goals & Objectives Learn the Lingo Optimize Your Foundation Build & Brand Take Small Steps But Be Active Experiment, Measure, & Analyze
- 28. 1. Defining Goals & Objectives Identify 3-5 Potential Benefits Decreased Cost per Hire Better Quality of Candidates Decreased Time to Fill Higher Job Offer Acceptance Rates Better Hires Longer Retention Rates
- 29. 1. Defining Goals & Objectives Identify 3-5 Potential Benefits Contact with Passive Job Seekers Increased Engagement Better Candidate Experience Increased Employer Visibility Increased Brand Loyalty/Awareness Search Engine Optimization Competitive Advantage
- 30. 2. Learn the Lingo
- 31. 3. Optimize Your Foundation “Sell” your company Vision & Mission Values & Culture Employment Provide Content Blog, Video, Documents Be “Mobile Enabled”
- 32. 3. Optimize Your Foundation
- 33. 3. Optimize Your Foundation
- 34. 4. Build & Brand Content Syndication (RSS) Mashup Advertising Social Network Pages Social Media Advertising Gadgets/Widgets
- 36. Real Simple Syndication RSS Feeds Standardize your message Syndicate it to the web Automate the delivery Broadcast everywhere
- 39. LinkedIn Why? 75 million Online Resumes Referrals/Forwards Reference Checking How? LinkedIn Jobs/Recruiter Professional Groups Company Details Question & Answer
- 40. LinkedIn
- 41. LinkedIn
- 42. LinkedIn
- 43. Facebook
- 44. Facebook Why? 500 Million Users High Daily Activity Detailed Profiles How? Business & Fan Pages Groups & Events Widgets & Applications
- 45. Facebook
- 46. Facebook
- 47. Twitter
- 48. Twitter Why? Find People (105 Million) Real-Time Engagement Post your #jobs How Post/Link to Career Content Use Third Party Sites/Tools Research
- 49. Twitter
- 50. Twitter
- 51. Twitter
- 52. Other Great Tools Bit.ly URL Shortener AddThis Allow others to share your jobs, blogs, etc. http://www.hrmgsolutions.com/blog/harold-fords-event-calendar/
- 53. 5. Small Steps but Be Active Small Steps Pilot Program Split Sample Be Active Quality over Quantity Engage your network Try new tools
- 54. 6. Experiment, Measure, & Analyze Metrics Google Analytics Bit.ly Social Mention Hootesuite Facebook Insights Twitalyzer TweetStats
- 58. IBM Proctor & Gamble Best Buy World Class Examples Nestle Microsoft Sodexo Wendy’s
Editor's Notes
- Want to provide you with ways your company can use social mediaHR can drive this revolution in an organization
- Blogger since early 2000’s, FB since 2006, Twitter since August 2008Use plethora of other social media16 years providing technology advice to HR and Payroll departmentsHow many here:Use a smartphone? By end of 2010, 1.2 billion people will carry smartphonesUse GPS? Tweeted that they were here today?
- There are no experts. It is (still) new and constantly evolvingEveryone is trying to figure out how this stuff works. It takes strategy.
- DEFINED: “Web-based services that allow users to create online communities based upon shared interests & activities & interact in a variety of methods: messaging, email, pictures, video, etc.“
- Wordle (word clouds)Connect with people to start discussions and share content, building communitiesCommunicating to others via Web 2.0 toolsCollaborating with your customers, employees, and peers to improve your brand.Provide clarity and transparency about yourself & your company.Cultivating loyalty and trust.Convergence – a complete transformation on how we do everything – chat, video, messaging, file sharing, blog, images, music, etc.Exciting and unnerving
- A fundamental shift in the way we communicate, network, and organize our lives.ALL Media is now Social MediaWhat’s most exciting: Ultimately, it’s NOT about technology, it’s about people
- Too many sites, too much information Susceptible to viruses & spam Nucleus Research – 1.5% of total office productivity was decreased by Facebook in 2009 Sock Puppet – posting positive comments about company/brand but do not disclose that they are affiliated with it. Company/brand loses credibility and trust. Saying negative things about our company/brand, or other organizations (which makes us look bad)
- - 3 our of 4 Americans use social technology.- Older demographic is flocking to social media. 41% of FB users are over age 35. -“Your brand isn’t what YOU say it is, it’s what GOOGLE says it is…” – Chris Anderson, Wired Magazine editor in chief. Failure to engage cedes control of your brand to others.- Thinking one can ban the use of social media is analogous to banning the internet, or phone use.
- OttoRohwedder invented in 1912. Wonder Bread started selling sliced bread nationwide in 1928.It took 16 years for the idea of sliced bread to spread to popularity. We are still in the infant stages of social media, and most businesses don’t know what to do.
- Branding - most promising use of social mediaCommunicate with employee’s, two way dialogue. Keep them intellectually and emotionally engagedBottom up conversations – value ee’s ideas, show interest in themLearning – Gartner: 80% learning comes from informal trainingAccelerate knowledge sharing, nurture social communities
- Social Recruiting – big win for HR right nowSHRM – Challenges facing organizations in the next 10 years poll“Biggest investment challenge over the next 10 years” - Obtaining and Optimizing Human Capital – 47%
- Cost – Newspaper - $3295; Web - $377; 2.0 - $9788% look for jobs online, 60% apply onlinePassive Job Seeker – employed and not actively seeking a new opportunity (job hunting consumes 0% of their time)60% think that hiring passive candidates results in better employees – LinkedIn poll, 2009Candidates are connected, informed, and are using social mediaHunters have become the hunted (glassdoor.com) - Candidates will research and engage a potential employerTransparency – reveal the human side of your organization, build reputation, put a face to your business rather than a corporate BRICK WALL
- My son – “can you fast-forward these commercials?”GenZ(GenI) – “Digital Natives” - DVR, mobile phones tethering, Social Media GenY (millenials) – in 8 years, they will make up 50% of the workforce (source: Sirona)Strauss and Howe theories on generationsKids are leading the world’s transition to digital media. Not afraid of technologyHaven’t spent years getting used to anything else.
- SHRM Article on “Social Media Neglect” - Top 5 mistakes:No social media planNo policies on social mediaFailure to tailor plan to audienceWeak contentEfforts stagnateKnow who your customers are – your employees, your culture, your business. What are they currently using?NOT a hobby, NOT doing it for fun
- Build a roadmap, identifying specific objectives and outcomesBuild a game plan, tactics and technologies that support SM objectivesDefine Goals & Objectives – objectives are goals + “how to”Learn the terminology to this stuffOptimize your website, and bring everything back to your siteExpand upon your website with social media toolsBe open, approachable, engaging, and transparent; maintain a presenceYou must invest time to get people involvedRefine based on metrics – how did we do, is it working?
- SMART GoalsQuantitative benefits – those that can be measuredUse metrics to support these benefits/goalsHire great peopleHire great people quicklyHire great people quickly while spending less
- Albert Einstein - “Everything that can be counted does not necessarily count; everything that counts cannot necessarily be counted.” Numbers aren’t the whole picture, they should inform a decision, but not drive them.Qualitative measurements – 83% people look to a friend’s opinion when buying somethingHas traffic gone up because of our engagement? More trusted?Influence (not popularity) is the important factor. Bigger reach and greater audience.What was the candidates overall experience like? Have we built a better relationship with our employees during the hire process?Have we helped other areas of our organization? Marketing, etc?
- TECHMOLOGYMicroblog – blogging in 140 words or less. Text message, TwitterWiki – Many people collaborating on content. Wikipedia – 13 million articlesRSS – Standardized content distributionFeed – news aggregatorSEO – Search Engine Optimization – process of improving the volume or quality of traffic to our websiteAlerts (ego searching) – specify words that you want search engine to check periodically and send you the resultsMashup – smart mixes to combine several web tools to create new web servicesSock Puppet – masquerade as someone your not: Praising a company as a customer, while actually working there
- How many people think their company is a great place to work? How do candidates find out?Present a message on how your people and customers are valuedJob Post Optimization – Get inbound recruiting (people seek you out like when they Google searches) Review your title (position and hook), focus on buzz words, convey the position, Use Tags & Keywords“How It’s Made”, “Modern Marvels”, “Undercover Boss” – inside look at companies. Personalize & Humanize our organizationBy 2013, mobile will take over PC/Laptop use.
- NASA circa 1997
- Multimedia experience“Connect” to NASA via social mediaRSS news feeds
- Get blogging and podcastingBuild communities on social media sitesDevelop relationships with customers, vendors, employees, and potential recruitsOptimize your listing (via your site, job boards, social networks, ad banners, job search engines, etc) to allow best candidates to find an apply
- Not the be-all, end-all set of toolsThere is no right way to use this stuff, what works for one may not work for another.
- Standardized “techie” format – metadata using XMLUpdates are automated, so when you update your site, the RSS updates thousands of areas on the webKeep recruiting information up-to-date on thousands of websitesFor users – easily stay informed by retrieving latest content from sites you are interested in.Feed Reader (Aggregator) - Google Reader, Yahoo News, etc.
- Manage all web feeds, news sites, blogs in one place
- Great place for professionals to start
- 75M users - Largest professional network - the Internet’s structured resume databasePublic profiles with online resumes – career history, education, associations, certifications, industry geography, passions, skills80% college or grad school educated, Avg age 40+Massive pool of passive candidatesReference checking
- 93% of over 600 recruiters polled in a LinkedIn Survey said that they have used LinkedIn to successfully hireJobs are forwarded 11 times on averageApplicants can save jobs, follow companies, and forward jobs to others
- Your company site and your careersFollowers, statistics on the company/employees, direct integration with corporate website
- Answer questions and become the expert (raise your profile on site)Collaboration, communication, engagement
- Facebook?
- Lets people keep up with friends, upload photos, share videos and links, and learn more about their group of friendsOver 500 million users60 million status updates daily, 50% log on dailyUse fan pages, group and event creation to attract followers and build a communityCreate applications – generate content that a user finds relevant, interesting, and fun! Facebook Connect allows users to share content from your siteUse of internet searches for employment is lawful in US Court (David Mullins v. Dept of Commerce 2007)If people share their information about themselves on the public web, then it’s there for public consumptionNot lawful when information concerning race, age, gender, sexual orientation, or religion is used for employment decisions.
- Fan Page – long term relationships with employee’s, colleagues, job searchersAd buy campaigns
- Apps/Widgets – automated, linked to fan pages and websitesCustomized job board on your page
- Gets a bad rap, Loads of spam27M tweets per dayBut, when coupled with other sites, could be a good recruiting toolIf your sector of people you’re looking to hire aren’t Twitter users, then don’t recruit via Twitter
- Microblog, 140 chars or lessTwitter is not a job board. It’s a social network. Twitter is a Search Engine – search.twitter.com65 out of 100 fortune 100 companies tweet, more than Facebook (54%) or blogging (33%)Use terms, hashtags (#jobs, #recruiting, #hiring)wefollow, twellow, tweetdeck, etc to FIND PEOPLEUnderstand your customers, Mine your competition’s data
- Two ways to use Twitter:Without Posting- Search.twitter.com for people by location,industry, hashtag, date range, ego
- Two ways to use Twitter:- Tweet Beep – Works like Google AlertsTwitJobSearch, TweetJobs, Twitterjobcast – aggregation of all jobs in twitterverse
- Two ways to use Twitter2. With postingTwitterfeed – post RSS directly to twitterTwitHire – post TweetMyJobs – enterprise solutionsThe channels can and should interact with one another
- Bit.ly and it’s counterparts allow you to shorten web links
- This is a long-term strategy. You will not solve short-term probs with it.There are still very few case studies to show how social media in business is a success.There are a lot of great free and paid for software applications that can help youInvolving others in your organization can keep your company active
- Metrics – Show valueGoogle Analytics – enterprise-class web analytics, free web traffic monitor.Bit.ly – URL shortener with advanced metrics/trackingSocial Mention – real-time search and analysisHootSuite – social media dashboard, track results, manage teams, scheduling
- Starbucks – 16,000+ stores, 200,000 partners, Their philosophy: “2-way real-time interactive conversations to create connections and relationships and begin building a sustainable talent advantage.”Moving away from promoting career center firstLearn more about them, talk to them, then applyCareer Center, located on their homepage – research showed “why I work at Starbucks” videos get people to applyIntegrate Social media sites to landing pagesMobile apps & SMSMarch 2010 – database has grown to 75,000 prospectsFY10 – 27 Store Manager & Assistant Manager Hires
- Ford Motor Company - Started it as a hobby, in July 2009 built a strategyGot support from senior leadership, who identified SM as a strategic priorityScott Monty – Head of Social Media - 100 top marketers 2009, top 20 social media all-stars, coined the term “tweetup”25% of all marketing is social mediaThefordstory.com – replaces their blogHumanizes the company – “Your story is Ford’s story”Follows trends (has a futurist)Ford Fiesta Movement – through social media only, they made 60% of the public aware of a car that hadn’t even debuted in the US, without spending a dime on traditional media (Source: Fiestamovement2.com)Facebook fan page, YouTube videos & Flickr fan photos, twitter (what people are saying about Ford)Fact sheets, documents on Scribd, Website bookmarks on delicious
- If you haven’t gotten on the train yet, don’t worry, you willPretty soon, you’ll have to.