HR and Social Media

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NHRDN Virtual Learning Session on HR & Social Media with Mr. Madan Srinivasan, Sr. VP HR, Polaris Financial Technologies

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HR and Social Media

  1. 1. HR & Social MediaNHRDN Virtual Learning Event 29th August 2012 Madan Srinivasan Senior Vice President – HR Polaris Software Labs
  2. 2. Welcome to the world of social media! • 200 + social networking sites quite well known • 2012 estimate of 1.5 billion users of social media – an increase of almost 20% from 2011 • Approximate users of the key social networking sites: – Facebook – 900+ million – LinkedIn - 160 million – Twitter - 140 million • 100 + million users of social networking sites in India 2
  3. 3. POLL # 1: HOW ACTIVE DO YOURATE YOURSELF AS A USER OFSOCIAL MEDIA?1) INACTIVE2) SOMETIMES ACTIVE3) REGULARLY ACTIVE4) VERY ACTIVE
  4. 4. How has social media been used byorganizations?• Create increased brand awareness & visibility that grabs the attention of potential customers & supports business growth• Deliver improved customer service & respond effectively to feedback• Collaborate to create a knowledge repository, learn from best practices and get real time ideas in one’s industryA global Regus study says:- 74% globally & 83% in India agree that without social media activity, marketingstrategies cannot hope to be successful.-39 %of companies globally & 49% in India devote up to 20 per cent of their marketingbudget on business social networking activity-- In 2010, 52% of participating Indian companies won new customers through socialmedia; it was 61% the year after 4
  5. 5. Getting the best out of social media Starbucks: Listening to the customer Zappos: Bringing the company to life Sun Microsystems: The CEO Blog Dell: Cross-platform community 5
  6. 6. How has HR used social media?• A relatively late-adaptor, HR has largely used social media in recruitment…and indeed how!!! – In 2010 in US, only 6% of companies were using social media for recruitment, now that has exploded to 89% – 82 of the Fortune 100 companies uses the corporate hiring solutions of LinkedIn – About 21% of working professionals are looking for a job – social media helps companies tap into the other 79% as wellBullhorn’s 2012 Social Recruiting Activity Report says:“A Twitter follower is almost 3 times more likely to apply to a job posting than aLinkedIn connection and 8 times more likely to apply than a Facebook friend.” 6
  7. 7. POLL # 2: I HAVE USED SOCIALMEDIA FOR THE FOLLOWING?1) RECRUITMENT2) EMPLOYEE ENGAGEMENT3) KNOWLEDGE SHARING5) TWO/ALL OF ABOVE6) NONE OF ABOVE
  8. 8. How are your HR mates using socialmedia for recruitment?• Post jobs for 30 • Utilize the FB • Create a Twitter days @ $195 Directory for users, Company account• Buy job credits to pagers & groups • Tweet jobs pay less/posting • Post a job for free available• Sign up for LinkedIn in FB Marketplace • Expand your Talent Advantage or a FB ad with network –• Post ads for free in laser targeting ‘followers’ – ‘status box’ • Create a company through focused FB page & use it as efforts• Build connections to those one knows a recruiting/ • Include hash tag (#) branding tool to stand out or• Join groups where • Share links to your find/filter one is likely to find company YouTube information the right candidate videos 8
  9. 9. What is our experience with social media making us ask/reflect upon?• Showcase your work, your people, your culture• Channel your energies at the RIGHT place & time and on the RIGHT things• Have guidelines around social media background checks, with focus on three things –job qualifications, culture fit, red flags• Has my recruitment metrics improved since using social media? If so, by how much?• What other ways can we put social media to good use, considering many of our employees are using it? E.g. – Internal social networking sites – Employer Branding 9
  10. 10. What next in our social media journey?Human Resources professionals understand that social media ishere to stay…That’s the easy answer!!!The challenge is integrating use of a cohesive, relevant andeffective social media strategy aligned to the overall HR & businessstrategy of the organization 10
  11. 11. How does social media impact HR today?• Shape the organizational culture – Refocus on corporate values, have a social media policy• Stay connected – With prospective candidates, alumni, global teams, employee social networks• Call for resources at your ‘fingertips’ – Networking, collaboration, sharing industry best practices & ideas real time• Balance Employee Productivity & Value – Sharing company news, connecting to solve a problem, training• Support Innovation – Ask for ideas/suggestions, share ideas, cross-fertilize 11
  12. 12. Creating a social media policy Chris Barger, former director of social media for General Motors & author of The Social Media Strategist on the essential elements of a social media policy:• A statement that the organization’s broader ethical guidelines also apply to social media• Reminders of individual responsibility and liability• Reminder that employees must post disclaimers that they do not speak for the organization• Disclosure of affiliation with the organization when posting• Respect for copyright and fair use laws• Honoring the confidentiality of proprietary or internal information• Prohibitions on hate speech, ethnic slurs, etc• Privacy and discretion reminders 12
  13. 13. Best practices in HR & Social Media IBM: The people behind the work Polaris: Employee Social Networks Rypple: Social perf. mgt platform H & M: Brand presence in right media 13
  14. 14. The business case for social media in HR• McKinsey Global Institute’s new global study "The social economy: Unlocking value and productivity through social technology" report, says – Employees spend 61% of time on emails, retrieving information and collaborating; the rest on role-specific tasks – Use of social media can improve productivity up to 20-25% – Social enterprises can help reduce costs, improve worker access to knowledge, increase employee satisfaction & increase revenue by 10%• According to Fonality’s 2011 Report on Cloud-Based Services for SMBs – 36% of knowledge workers’ wasted time was spent trying to contact people, find information & schedule meetings – Implementing an integrated social platform can save up to 115.5 minutes per day — almost two hours per employee. Just think of the increased productivity 14
  15. 15. POLL# 3: RATE YOUR ORGANIZATION’SREADINESS TO IMPLEMENT SOCIALMEDIA IN HR1)

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