Social Media Policy Issues

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Presentation from the Social Recruiting Summit 2009 Fall, presented by Gerry Crispin.

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Social Media Policy Issues

  1. 1. Social Media Policy Issues February, 2009
  2. 2. Do you have SM in Place N=74 44.4% YES NO 55.6%
  3. 3. When? 1 Year - RECRUITER IS CENTRAL 17.1% 24.4% 1 Year + 58.5% Last 6 Months
  4. 4. Do you block EMPLOYEES 54.9% 36.6% 38.0% 29.6% 38.0% 14.1% Facebook Twitter Other No Linkedin Myspace
  5. 5. Which SM Initiatives Have You Developed? Which SM Initiatives Have You Developed? 7.0% Other 12.3% SN FOR ALUMNI 22.8% SN FOR AFFINITY 26.3% ER WIDGET/TECH 26.3% ONLINE ALUMNI GROUPS 26.3% YOUTUBE 26.3% SEM 36.8% EMPLOYEE SN 50.9% LINKEDIN GROUP 56.1% OFFICIAL COMPANY BLOG 75.4% FACEBOOK FAN PAGE
  6. 6. EMPLOYEES Are Blocked? - YouTube -  YouTube -  Xing Other -  YouTube 54.9% -  You have to apply for access each time… -  Usage is logged and employees are reminded of it. 36.6% 38.0% -  Employees are prohibited from presenting themselves as "official" spokespersons for the organization. 29.6% 38.0% -  Access is not denied, but restricted. 14.1% -  recently IT has unblocked access to Facebook & Twitter -  Limited access to linkedin – (can not send inmails outside of the recruiters desktop) - Employees can Facebook to use sites to promote the register Twitter Other No company and engage clients/candidates. Linkedin Myspace
  7. 7. Hiring Mgrs & Recruiters Are Blocked? - Only to identify candidates. -  We can obtain access for our hiring managers. - Cannot be used to make hiring decisions YES - Our in-house counsel is reviewing a policy right 34.9% now to place restrictions. - We do NOT use social media to assess 65.1% candidates. - We do not touch upon the subject in our policy. NO - No access granted - We feel data on most social media sites (excluding LinkedIn) is personal and should not be used in the assessment process.
  8. 8. Appendix
  9. 9. Appendix Hiring Mgrs & Recruiters Are Blocked? - Only to identify candidates- thereafter info must be obtained via 'non-social media' channels. - It is not common practice to review potential candidate's profiles. We can obtain access for our hiring managers. - Currently, they do not utilize social networking as a usual part of the search process. YES - Cannot be used to make hiring decisions - No official position in this area 34.9% - Our in-house counsel is reviewing a policy right now to place restrictions. - This is something that the HM's or recruiters rarely, rarely do. 65.1% - We do NOT use social media to assess candidates. - We do not touch upon the subject in our policy. - It isn't addressed NO - No access granted - We place restrictions in the office/corp network. However on their own, they can access all they want. - We feel data on most social media sites (excluding LinkedIn) is personal and should not be used in the assessment process.

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