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Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
Cutting Through The Hype - HR and Social Media
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Cutting Through The Hype - HR and Social Media

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Presented at the 2011 Ohio SHRM State Conference and discusses both qualitative and quantitative research demystifying

Presented at the 2011 Ohio SHRM State Conference and discusses both qualitative and quantitative research demystifying

Published in: Business, Technology
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  • 1. Cutting Through The Hype<br />HR and Social Media<br />
  • 2.
  • 3. <ul><li> 50,000+ members
  • 4. 10M+ messages of support
  • 5. 150+ live events
  • 6. Helped over 2,000 people find jobs</li></ul>3<br />
  • 7. Success Stories and Failures Raise Questions For HR Professionals<br />4<br />
  • 8. “These people f---ed me over”<br />“Now they’re trying to show that they’re not the doofusus* they are”<br />*“Doofusus” may cost her $10M due to non-disparagement clause<br />5<br />
  • 9. Agenda<br />6<br />
  • 10. Agenda<br />7<br />
  • 11. About the Survey<br />Online survey offered to HR communities<br />856 respondents used in analysis<br />Biases and imperfections:<br />HR-centric view<br />Respondents likely more social media savvy<br />8<br />
  • 12. Survey Respondent Profile<br />9<br />
  • 13. Survey Respondent Profile<br />10<br />
  • 14. Survey Respondent Profile<br />11<br />
  • 15. About the Survey – Use Profiles<br />Survey questions referred to several social media profiles,representing “eras” of social media use<br />Giver<br />Stimulator<br />Taker<br /><ul><li> Concerned with finding information and staying up-to-date on current topics
  • 16. Rarely participate in online discussions but consume the content and activities of others</li></ul>Use Example: HR watching and searching Twitter streams to monitor what employees and candidates are saying about the organization.<br /><ul><li> Produces content by authoring or contributing to social media sites and/or participating in online discussions
  • 17. Actively interacting with other online participants</li></ul>Use Example: Marketing teams blogging and tweeting about a new program, product or service launch.<br /><ul><li> Primarily concerned with driving engagement and resolving questions, issues, and problems
  • 18. Establish forums for others to discuss topics and/or create environments where opinions can be actively voiced </li></ul>Use Example: Product development teams posting product challenges while customers and users offer suggestions and feedback.<br />12<br />
  • 19. Survey Respondent Profile<br />13<br />
  • 20. Survey Respondent Profile<br />14<br />
  • 21. Survey Respondent Profile<br />15<br />
  • 22. Survey Respondent Profile<br />16<br />
  • 23. 5 Key Takeaways<br />17<br />
  • 24. 5 Key Takeaways<br />18<br />
  • 25. Key Takeaway #1<br />Current State of Social Media and HR<br />Most are interested in doing more, rather than less, with social media<br />Most HR professionals are not questioning whether they should use social media…<br />Only a small percentage are concerned about assessing risks<br />…Rather, they want to know how much to use it and how to measure the benefits<br />19<br />
  • 26. Key Takeaway #1<br />Current State of Social Media and HR<br />Perceived benefits are not that high and vary widely across metrics<br />20<br />
  • 27. Key Takeaway #1<br />Current State of Social Media and HR<br />Majority of respondents are concerned about having a social media policy<br />21<br />
  • 28. Key Takeaway #1<br />Current State of Social Media and HR<br />Most are planning to increase their use of social media – either a lot or a little<br />22<br />
  • 29. 5 Key Takeaways<br />23<br />
  • 30. Measuring Social Media ROI<br />Key Takeaway #2<br />Most wish they could measure, but are not currently doing so<br />24<br />
  • 31. Key Takeaway #2<br />Measuring Social Media ROI<br />Those who measure, or want to measure, ROI perceive more benefit<br />It could be that measuring ROI causes you to perceive more benefit…<br />…but even interest in ROI generates more perceived benefit<br />25<br />
  • 32. 5 Key Takeaways<br />26<br />
  • 33. Ownership of Social Media<br />Key Takeaway #3<br />HR is not a functional leader when it comes to owning or using social media<br />HR is rarely the sole owner of social media policy and strategy for organizations<br />27<br />
  • 34. Ownership of Social Media<br />Key Takeaway #3<br />HR is not a functional leader when it comes to owning or using social media<br />Over 65% of respondents said their HR function either didn’t use social media or only functioned as a taker profile<br />28<br />
  • 35. Key Takeaway #3<br />Ownership of Social Media<br />Multi-functional ownership of social media produces highest perceived benefit levels across metrics<br />high<br />Impact of Ownership Structure<br />low<br />29<br />
  • 36. 5 Key Takeaways<br />30<br />
  • 37. Key Takeaway #4<br />Cross-Organization Use of Social Media<br />If you can’t go “all the way”, focus on one function’s proficiency<br />Third level of benefit occurs when all functions are using social media as stimulators<br />Second level of benefit is achieved when many functions are using social media, in any way<br />First level of benefit is achieved when one function becomes a stimulator<br />However, the total difference between the three “peaks” is not that large. Therefore, focusing on getting one function to high social media proficiency is likely more important than ensuring all functions are social media power users<br />31<br />
  • 38. Key Takeaway #4<br />Cross-Organization Use of Social Media<br />The same trends are seen across all areas of metrics<br />32<br />
  • 39. Key Takeaway #4<br />Cross-Organization Use of Social Media<br />The same trends are seen across all areas of metrics<br />33<br />
  • 40. Key Takeaway #4<br />Cross-Organization Use of Social Media<br />The same trends are seen across all areas of metrics<br />34<br />
  • 41. Key Takeaway #4<br />Cross-Organization Use of Social Media<br />All logos in the preceding graph are trademarked. YouTube is a registered trademark of YouTube, Inc. Twitter is a registered trademark of Twitter, Inc. LinkedIn is a registered trademark of LinkedIn, Inc. Facebook is a registered trademark of Facebook, Inc. <br />35<br />
  • 42. 5 Key Takeaways<br />36<br />
  • 43. Key Takeaway #5<br />Managing Social Media Risks<br />Use of documentation and restriction may create false sense of security<br /><ul><li> Over one third of respondents have or will institute a social media policy
  • 44. 25% use full or partial restrictions on social media use in the organization
  • 45. 9% using training strategies
  • 46. 8% monitor social media use</li></ul>Is this really risk mitigation?<br />37<br />
  • 47. Agenda<br />38<br />
  • 48. The Subjective Top 5<br />39<br />
  • 49. Questions?<br />THE GROUPIE CHEAT SHEET<br />Mark Stelzner <br />Principal/Founder – Inflexion Advisors <br />415-658-7460 <br />mark.stelzner@inflexionadvisors.com<br />www.InflexionAdvisors.com<br />@stelzner<br />/in/markstelzner<br />/markstelzner<br />40<br />

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