Twitter: 101                                    Created and Composed by: Tammy LaPoint-OBrien                             ...
Recruiter Perspective:   – Save money in their hunt for qualified applicants         • FREE vs. other costly avenues      ...
People/Entities to follow on Diversity and Inclusion:Church Diversity ™ @ChurchDiversityDiversity matters to God, the loca...
HR professionals to follow on twitter Mike Haberman @MikeHaberman - “OmegaSolutions.com” Compliance blog Mike VanDerVort...
Here is an overview of how Human Resources uses Social Media as a toolRecruiting
There is a gold mine of talent resources ...
LinkedIn   •   The modern day version of a rolodex   •   Connect with former/current          – Classmates/ Teachers      ...
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Social Media Presentation - Twitter 101 Handout

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Social Media Presentation - Twitter 101 Handout

  1. 1. Twitter: 101 Created and Composed by: Tammy LaPoint-OBrien for Middle Tennessee Society for Human Resource Management What is Twitter?  Twitter is a social media site in which to convey a message, thought, fact, idea, or picture about any and everything you deem newsworthy.  Twitter allows you to tweet (compose messages), retweet (forward) another tweet (post), and reply to a tweet (conversation).  Twitter allows putting a link in the tweet. It’s converted to 20 characters, which saves space.  Twitter limits each post to 140 characters. Twitter Vocabulary  @ (at sign): a symbol used to send a direct path to a Twitter handle  # (hashtag): a symbol used in front of a word to make it more searchable; similar to a Google search  DM: direct message to another tweeter through a private channel; private messaging  Follow: the tweets from businesses, people, or entities you want to read  Reply: commenting on a tweet; conversation starter  Retweet: forwarding another person or entity’s post; similar to forwarding an e-mail  RT: acronym for retweet  Tweet: posting a message  Tweeter: a person who posts tweets  Twitter Handle: your username  Unfollow: the tweets from Create an Account  www.twitter.com  Create an account; you will choose a Twitter Handle later  Public Computer and Tailor Twitter, unclick; create Twitter Handle  Choose 5 people or entities to follow and repeat two more times  Add a picture and bio or skip and add at a later time (Edit Profile)  Complete the profile, a default egg will show in place of a photo until you add one What are the advantages of using Twitter?HR Perspective: – Save money on posting jobs • FREE vs. an average of $400 on CareerBuilder • Can be posted as many times as you want – Find qualified applicants quicker • Automatically goes to all followers • Potential employees are following your company! • Can be reviewed on profile • Demonstrates applicants social media savvy – Understand the power of retweeting • Who is following you that knows the perfect candidate? • Reaches all corners of the world 1The information contained therein belongs to Tammy LaPoint-OBrien or the entity/person listed. Thisdocument is not be used for monetary gain. It is intended for educational purposes.
  2. 2. Recruiter Perspective: – Save money in their hunt for qualified applicants • FREE vs. other costly avenues • Can be posted as many times as you want – Locate well-versed applicants quicker • Seek out social media savvy applicants • Potential applicants are you following you! • Review an applicants branding more in-depth • Reaches all corners of the world – Understand the power of retweeting • Who will find you? • Who will you find?Job Seeker Perspective: – Locate positions quicker • Posted on Twitter and nowhere else – Follow target companies and recruiters • Review an applicants branding more in-depth • Reaches all corners of the earth • Gets you closer to hiring managers/HR professionals/recruiters – Understand the power of retweeting • Who will find you? – Keep abreast of news/companies • Press releases • Articles/Spotlights • Stock changes • What news has been generated? Diversity and InclusionAccording to the US Office of Personnel Management, diversity and inclusion list 3 tangible benefits:– Serving our communities and being socially responsible • How does Twitter play into this responsibility? • How can you utilize Twitter to serve your community? • How can you utilize Twitter to showcase social responsibility?– Increasing innovation • How does Twitter capitalize upon the creative differences? • How can Twitter build excitement about new innovations? • How can Twitter bring employees together?– Getting a Return on Investment • What is your current ROI vs. what it could be?  How can Twitter improve your company status?  What new talent can you recruit? 2The information contained therein belongs to Tammy LaPoint-OBrien or the entity/person listed. Thisdocument is not be used for monetary gain. It is intended for educational purposes.
  3. 3. People/Entities to follow on Diversity and Inclusion:Church Diversity ™ @ChurchDiversityDiversity matters to God, the local church is the hope of the world, We Are Church Diversity!Diversity Executive @DiversityExecawareness - action - impact Chicago, Ill. · http://www.diversity-executive.comDiversityInc.com@DiversityIncDiversityInc is the leading source of information on diversity management.Diversity Journal @DiversityJrnlA bi-monthly magazine focusing on senior leadership, best practices, workforce diversity/inclusion strategies and recognitionof employee contribution. Worldwide · http://www.diversityjournal.comDiversityRoleModels @DiversityRMA charity to help eliminate homophobic bullying and raise the self esteem of young LGBT people by taking positive role modelsinto schools. London · http://www.diversityrolemodels.orgDiversity Woman Mag @DiversityWomanOur business-focused editorial content is designed for women business leaders, executives, and entrepreneurs of all races,cultures and backgrounds. USA · http://www.diversitywoman.comDisability.gov @DisabilitygovDisability.gov is the federal government website for comprehensive information on disability programs and services incommunities nationwide.Eric Peterson, MSOD @SHRMEricManager of Diversity & Inclusion, Society for Human Resource Management. Links, follows, and RTs do not constituteendorsement.Fields Jackson, Jr @fleejackFounder & CEO at Racing Toward Diversity Magazine and adjunct professor, Chicago State University - Check out my voiceintroduction here http://bit.ly/Sdmx6rGLAAD @glaadGLAAD builds support for equality by amplifying the voice of the LGBT community and holding the media accountable for thewords and images they present.GLSEN @glsenGay, Lesbian & Straight Education Network: Ensuring Safe and Affirming Schools for All Students, Regardless of SexualOrientation or Gender Identity/ExpressionHR magazine @hrmagazineBreaking daily news, blogs and forums, research, new thinking, best practice and strategic information.Towers Watsons HRpublication of the year 2012 and 2010.joe gerstandt @joegerstandtkeynote speaker (diversity and inclusion) | freedom fighter | freak-flag flierLyn Hoyt @lynhoytParking my twitter name because you just never know. Tweet with me @designtwit @hrbaconhut @awardframes @mtshrmTeri Levy @tg0476All American recruiter with a passion for creating conversation and putting the right people in the right spots...on the rightbus! Nashville, TN · http://www.linkedin.com/profile/view?id=4475974&trk=tab_proVeterans Affairs @DeptVetAffairsOfficial Twitter page of the U.S. Department of Veterans Affairs. Tweets by Iraq Vet Alex Horton. Following a Twitter user doesnot signify VA endorsement. 3The information contained therein belongs to Tammy LaPoint-OBrien or the entity/person listed. Thisdocument is not be used for monetary gain. It is intended for educational purposes.
  4. 4. HR professionals to follow on twitter Mike Haberman @MikeHaberman - “OmegaSolutions.com” Compliance blog Mike VanDerVort @MikeVanDerVort – “Human RaceHorses” Another Compliance Blog Robin Schooling @RobinSchooling –LASHRM President Elect –“HR Schoolhouse” Teela Jackson @teelajackson – President Elect Atlanta SHRM – Steve Browne @sbrownehr – Ohio SHRM Counsel Leader – “sbrownehr.com” Dave Ryan @davethehrczar – ILSHRM State Conference Leader – “HROfficial” Jessica Miller – Merrell @blogging4jobs – HR Social Media Leader – Top influencer –“blogging4jobs” Talent Anarchy @talentanarchy – SHRM key note presenters Joe Gerstandt and Jason Lauristen – “TalentAnarchy.com” Justin Harris @unlikelyhrguy – Nashville HR professional; MTSHRM member “rurelevantHR” Lars Schdmidt @ThisisLars –CEO of Amplify Talent – amplifytalent.com WilliamTincup @williamtincup – CEO Tincup Inc. HR Software Expert, Co-Host of Drive Thru HR (#1 HR Radio Program) Laurie Ruettiman @lruettiman –SHRM keynote speaker, writer social influencer – “The Cynical Girl” John Jergerson @jkjhr – Conference Chair ILSHRM Sabrina L. Baker @sabrinalbaker – Social Media Conference Chair ILSHRM – “ArcadiaHRSolutions” Jay Kuhns @jrkuhns – VP of HR All Kids Hospital, Conference Speaker – “NoExcusesHR” Fist Full Of Talent (FOT) – Multi-contributor HR website (15 contributors) – “Fistffuloftalent.com” Performance I Create (PIC) –Multi-contributor HR performance improvement website “PerformanceICreate.com Megan M Brio – CEO Talent Culture – Host of weekly Twitter chat on Wednesday nights 6pm cst. #tchat –TalentCulture.com Lisa Horn @SHRMLobbystLisa – SHRM’s Gov’t Relations Advisor – Co-leader of SHRM’s Workplace Flexibility Initiative Curtis Midkiff @SHRMSMG – Director of SHRM Social Engagement1-15-13: List was compiled by Chris Fields, MLHR – HR professional and Social Media Influencer -MTSHRM member. You can connect to me @new_resource and my website is CostofWork.com 4The information contained therein belongs to Tammy LaPoint-OBrien or the entity/person listed. Thisdocument is not be used for monetary gain. It is intended for educational purposes.
  5. 5. Here is an overview of how Human Resources uses Social Media as a toolRecruiting
There is a gold mine of talent resources in social media with platforms that cater to job seekers and recruiters.TrainingSocial media can provide a platform to connect and network before the training and interface with content during atraining or conference and then continue to promote the good ideas the training produces after the training is over.Hiring/Onboarding
Your company should have social media sites that provide a unique opportunity to present a window into yourcompany culture. Way more engaging than a handbook.Organization Development
Your company website should be a platform to be able to lift and republish information on social media as a way topromote, recruit and educate. A go-to information source internally and externally. A social media policy isnecessary to understand and define behavior risks as well as rewards of the tool.Communication
Communication protocol should be part of a Social Media policy - create simple guidelines, provide training and IDyour organizations early adoptersPerformance Management
Social performance management can develop a collaborative work culture where your employees are primarilyresponsible for requesting their own feedback, not annually but daily in real-time. Platformexample: Salesforce.com/RyppleCoachingRelated to performance management, social media is a coaching collaborative platform. Your own professionaldevelopment can be greatly enhanced by networking through social media.Policy Recommendation
Promote/market all policy on Social media, create simple social media guidelines, provide training and ID yourorganizations early adoptersSalary and Benefits
Using mobile communication/texting and social posts to drive employees with reminders to help keep up, staycurrent and take responsibility for their benefits package.Team Building & Employee Relations
Employees as brand ambassador; platform to engage all stakeholders from employees to customers. Internallyemployees can benefit from employee recognition to collaborative workplace discussion and validation ofperformance.Marketing
Employees as brand ambassadors: your employees must be the most trusted source of information for yourorganization. And so are your customers.Leadership
HR is absolutely critical to social business transformation. HR needs to partner with all other functions, especiallymarketing, to ensure that everyone is aligned on the promises they are making to customers, and that theiremployees are ready to deliver on them.MTSHRM Social Media Workshop 1-16-13This list was provided by Lyn Hoyt @designtwit on twitterSocial Media Volunteer for MTSHRMRecognition designer and community engagement wonk. http://www.fusionframes.com 5The information contained therein belongs to Tammy LaPoint-OBrien or the entity/person listed. Thisdocument is not be used for monetary gain. It is intended for educational purposes.
  6. 6. LinkedIn • The modern day version of a rolodex • Connect with former/current – Classmates/ Teachers – Co-workers – Supervisor/ Managers – Employees – LIONs – Acquaintances – Friends – Networking Pals • Give/ Receive Recommendations • Keep up-to-date – With others – With what you’re doing • Significance – Job seeker – HR Professional – Recruiter • Branding • Review candidates • Review candidates • Advertising • Search for candidates • Search for candidates • Virtual Resume • Post positions • Post positions • Advertise • Advertise Facebook • Took social media and connecting online to a whole new realm • Typically used to connect with and stay connected to friends and family on a personal level • 3 states have banned HR from requesting passwords from job seekers • Leaves a footprint for an online presence and branding • Significance – Job seeker • Branding • Advertising • Show personal side – Hobbies – Interests – Current events – HR Professional • Review candidates • What do they post? • What do they portray? – Recruiter • Review candidates • What do they post? • What do they portray? 6The information contained therein belongs to Tammy LaPoint-OBrien or the entity/person listed. Thisdocument is not be used for monetary gain. It is intended for educational purposes.

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