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HR and Social Media 041011
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HR and Social Media 041011


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Best practice to maximise the benefits of Social Media for HR and recruitment professionals.

Best practice to maximise the benefits of Social Media for HR and recruitment professionals.

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  • 1. Social Media: Impact on HROctober 2011
  • 2. 55% of HR professionals rate word of mouth as the best source of candidates HRNext “I’ll be stunned if 50% of candidate referralsaren t coming through online communities in ’ the next five years.” Taleo
  • 3. 45% of employers screen Social Media sites • 3 • HR and Social Mediasource: 2009
  • 4. 35% reported they found content on social media that caused them not to hire the candidate • 4 • HR and Social Mediasource: 2009
  • 5. Why Social?The central premise of Social Media’s success, is theparticipation of people.Business success isn’t about your product or service: it’sabout your people.Social Media provides your business with theopportunity to spot the right people.
  • 6. Social Media 62% 47.4% read 29.0% post write 80.0% No10 Imagery Blogging watch Sydney* 28.2% Micro No6 Video upload blogging Aus* Podcasting RSS 24.6% feed 40.2% listen Forums Widgets Chat Networks 74% message 81.1% belong• UM Wave 4 and 5
  • 7. The Facts for HR & Recruitment72.8% of internet users read blogs and globally one newblog is created every second of every day
  • 8. The Facts for HR & Recruitment Does your company use social media to support recruitment efforts? Source: Jobvite, 2010
  • 9. The Facts for HR & Recruitment What social platforms does your company use to support recruitment efforts? Source: Jobvite, 2010
  • 10. The Facts for HR & Recruitment 58.1%: Have you successfully hired through a social Yes network? Source: Jobvite, 2010
  • 11. Social Media Engagement: The Facts for HR & Recruitment Which social media sites does your company have, & for what purpose?The sum of all the jobs publicised on Twitter makes it Source: Jobvite, 2010 11 the largest job board in the world. 7 July 2011
  • 12. In the context of HR….Social Media is not just a set of new channelsfor talent sourcing and people engagement.Its an opportunity for organisations to alignwith the candidate marketplace and theemployee population to achieve businessobjectives.
  • 13. What do you want to achieve?Use Social Media to listen to prospective talentUse Social Media to ask questionsUse Social Media to engage: current & new talentUse Social Media to develop your talent pipelineUse Social Media to give legs to your EVPUse Social Media to hire, engage, retain
  • 14. How is it being used? EVP Internal External• People Engagement • Attraction• Retention strategies • Candidate relationship• Training; mentoring development• Assessment • Talent pipelining• Execution of Diversity strategies • Assessment: pre appointment• Enhancing ‘real life’ social communities • Channeling EVP• Internal relationship building • Brand reputation management• Information sharing • Engagement: post• Onboarding appointment, pre start • Alumni comms
  • 15. What’s Out There? Social Media for HR: Online/OfflineGaming Meetupsrecruitment Mobile Payroll TC (Team Tumblr Collaboration) Flickr Twitter RSS Podcasting HR Blog Facebook Ning; Mobile: for candidate YouTube Yammer Apps: Google+ relationship Mobile, Tablet Online events: LinkedIn Sharepoint; hosted in social Google Docs
  • 16. Keeping your EVP in the Picture… Thought Culture Leadership Employer CorporateLeadership Brand Brand Customer OfferReputation Reputation Social Media Strategy Internal: External: People Talent Engagement Pool
  • 17. How is it being used?
  • 18. Where are mistakes happening?Lack of strategy.Using the environments as jobboards.Lack of original content.Activity that’s not audience relevant.Box ticking.Over compensating….
  • 19. Keep in mind….It’s not free!You need real resources to create success.Give your staff a say!Be strategic.Measure, assess, alter your strategy. All the time.