Social Media for HR
Social Media for
HRAM (the Human Resources
Associa3on of the Midlands)
www.marenated.com www.ourtimetoact.com

Social Media for HR
Why is this important for hram?
– For the same reasons Human Resources exists. To:
• A?ract
• Engage
• Retain
• Build Community
• Share Informa3on
www.marenated.com www.ourtimetoact.com

Social Media for HR
Why is this important for hram?
– Humans are social. We need social tools to engage
them.
– These tools require only the investment of TIME.
– No technical exper3se required.
– An opportunity for an HR group to be innova3ve
– Great way to lead by example
www.marenated.com www.ourtimetoact.com

Social Media for HR
Why is this important for Members?
• Social Media will allow member
organiza3ons to get more out of their
memberships
• Social Media will engage the people
BEHIND the organiza3on more rapidly
• It will help them to be heard in one of the
na3on’s larger chapters
www.marenated.com www.ourtimetoact.com

Social Media for HR
Just what are we talking about here?
• Social Networking is mee3ng and
interac3ng with people online
• Social Media is just like regular media (TV,
newspapers, radio, magazines) but it’s
online and a TWO‐WAY conversa3on
www.marenated.com www.ourtimetoact.com

Social Media for HR
These are categories of tools you
should know
• Social networks (LinkedIn, FaceBook, Ning)
• Microblogging (Twi?er, FriendFeed)
• Content Sharing (SlideShare, YouTube, Box.net,
Issuu, OpenZine)
• Blogging Pla\\orms (WordPress, TypePad,
Blogger)
• Social Bookmarking (StumbleUpon, Tumblr,
Del.icio.us, Digg)
• Audio/Visual Media (BlogTalkRadio, Youtube,
Viddler, Vimeo, Mogulus, Ustream, Flickr)
www.marenated.com www.ourtimetoact.com

Social Media for HR
Social Networks
• PROS • CONS
– Increased reach – Commitment to
transparency
– Host a mul3tude of content
– Self‐governing
– Transparent organiza3on
– Increased accountability
– Easy, fast networking
– Fla?ens hierarchy
– Take the pulse of your
members
– Another avenue for
interac3on
www.marenated.com www.ourtimetoact.com

Social Media for HR
Social Networking Stats
• Social Networks are the most popular kind
of site. Yes, even more popular than that.
• 57% are on a social network
• LinkedIn: 6.9 million users
• Facebook: Over 5 million users. 35‐54 year
old segment boasts a 276.4% growth rate
over the past 6 months.
• Ning: Over 500,000 niche social networks
www.marenated.com www.ourtimetoact.com

Social Media for HR
Taking the next step
• If you decide to become involved with a
social network, ask these ques3ons:
– Who will be responsible for updates?
– How many hours can we commit?
– What does our par3cipa3on level look like?
– What are our objec3ves?
– How will we measure success?
www.marenated.com www.ourtimetoact.com

Social Media for HR
They made it work
‐ PRSA: Has used Facebook and LinkedIn to
grow its online presence and connect with
PR professionals and PR students.
‐ SHRM chapter of Birmingham has used a
blog and Twi?er to connect with its local
members and no3fy them of upcoming
events.
www.marenated.com www.ourtimetoact.com

Social Media for HR
MicroBlogging
• PROS
– Instant distribu3on
– Fast, easy and free
– Great source for content
– Easy to share “expert” informa3on
– Build rela3onships a sentence at a 3me
– Find experts in your industry
– Access to new and different perspec3ves
– Live insights in real‐3me (conferences, events, etc)
– Access to speakers
– Discover what other SHRM chapters are up to
– Promote events
www.marenated.com www.ourtimetoact.com

Social Media for HR
MicroBlogging
• CONS
– What to tweet?
– Learning the ropes
– Can require an “always on” personality or
personali3es
www.marenated.com www.ourtimetoact.com

Social Media for HR
MicroBlogging Stats
• Twi?er is the fastest growing socnet at ‐‐
million users
• Last month, Twi?er users grew by 77%
• FriendFeed and Tumblr have a combined ‐‐
users.
www.marenated.com www.ourtimetoact.com

Social Media for HR
They made it work
• @prsarahevans started #journchat, which
is a twi?er based online chat about
journalism. Current connec3ons=
• SHRM is beginning to have their
conferences “liveblogged” on the state
level. C‐level execu3ves are taking the
twi?er plunge.
www.marenated.com www.ourtimetoact.com

Social Media for HR
Content Sharing
• Content Sharing is the act of crea3ng and
sharing content like:
– White papers
– PowerPoints
– Videos
– Podcasts
www.marenated.com www.ourtimetoact.com

Social Media for HR
Content Sharing
• PROS • CONS
– Easy way to provide – Must discern which
more value to your informa3on is suitable
members for publica3on
– Carve niches in your
– Difficult to profit from
content
informa3on once it’s
– Engaging your
been made free
members easily by
– There is A LOT of
allowing them to
contribute informa3on out there
to sort through
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Social Media for HR
Content Sharing Stats
www.marenated.com www.ourtimetoact.com

Social Media for HR
Documents you can share
• Templates
• Policies
• Forms
• Budget Sheets
• Employee Manuals
www.marenated.com www.ourtimetoact.com

Social Media for HR
Blogging
• PROS • CONS
– Interac3ve (ques3ons,
– Time consuming
feedback)
– Forces transparency
– Personal Perspec3ve
– Dynamic vs. Sta3c – Need for consistency
– Another way for people to
in voice, ac3vity
engage with HRAM
– Must be highly focused
– Flexibility with content
on target audience
– Great for members who do
the blogging
– Control what your brand
looks like
www.marenated.com www.ourtimetoact.com

Social Media for HR
Blog Stats
• There are over 200
Million blogs; 73% of
ac3ve online users
have read one; 45%
have started their
own
www.marenated.com www.ourtimetoact.com

Social Media for HR
They made it work
• Birmingham SHRM has a great engaging
blog
• Workforce Weekly sponsored blogs include
Fis\\ulofTalent, BenefitsBuzz,
TheHrCapitalist. Total readers=
www.marenated.com www.ourtimetoact.com

Social Media for HR
Taking the next step
• Who’s going to own this?
• What is the investment of resources?
• Why are we doing it? (Objec3ve, goal)
• How are we going to measure success?
www.marenated.com www.ourtimetoact.com

Social Media for HR
Social Bookmarking
• PROS • CONS
– Informa3on shared – Not everyone is
easily looking for informa3on
– Appear on top of new online
issues
– Learning curve for
– Allow other to know “users”
what you are
– Can be 3me
consuming
consuming to read and
– Gives HRAM a way to
disseminate a lot of
enhance current
informa3on
ac3vi3es
www.marenated.com www.ourtimetoact.com

Social Media for HR
Taking the next step
• Who’s going to own this?
• What is the investment of resources?
• Why are we doing it? (Objec3ve, goal)
• How are we going to measure success?
www.marenated.com www.ourtimetoact.com

Social Media for HR
Let go
• This is not your opportunity to control the
conversa3on, this is your opportunity to be
a part of the conversa3on.
• This will happen with or without you
• If you’re doing anything of any significance,
people are going to be talking about you.
www.marenated.com www.ourtimetoact.com