HR 2.0

HR…must create value for four groups: They need to foster competence and commitment among employees Develop the capabilities that allow managers to execute on strategy Fast Company Help build relationships with customers Create confidence among investors in the future value of the firm

They need to foster competence and commitment among employees

Develop the capabilities that allow managers to execute on strategy

Help build relationships with customers

Create confidence among investors in the future value of the firm

… and finally “ HR is in perpetual beta and technologists have to realise that one size will never fit all” “ It is not the strongest of the species that survives, nor the most intelligent, but those most responsive to change ” “… the key to successful working in the future will be agility – the ability to respond quickly to changing needs” * … and this represents HR 2.0 * 'Tomorrow's People - Managing talent in a diverse world' ,

“ HR is in perpetual beta and technologists have to realise that one size will never fit all”

“ It is not the strongest of the species that survives, nor the most intelligent, but those most responsive to change ”

“… the key to successful working in the future will be agility – the ability to respond quickly to changing needs” *

… and this represents HR 2.0

Some social networks such as Linkedin , Xing focus uniquely on professional interaction, but other sites can have just as great an impact on recruitment.

Some social networks such as Linkedin , Xing focus uniquely on professional interaction,

dialogue with people they may eventually hire Ernst and Young Careers has a Facebook group which allows the company to

dialogue with people they

may eventually hire

Conversation is critical in the Web 2.0 world and employers can actively participate by answering queries posted on social networks.

Conversation is

critical in the Web 2.0

world and employers

can actively participate

by answering queries

posted on social

networks.

For employers, having access to these networks also enables them to acquire feedback about the candidates work habits and character (often from someone the recruiter knows).

For employers, having access to these networks also

enables them to acquire feedback about the candidates

work habits and character (often from someone the

recruiter knows).

Additionally many companies make use of their website to streamline their recruiting process by requiring applicants to input specific information and answer key questions.

Additionally many companies make use of their

website to streamline their recruiting process by

requiring applicants to input specific information

and answer key questions.

Some ask for portfolio samples or a video response to be uploaded, inaddition to the standard resume and cover letter.

Some ask for portfolio samples or a video

response to be uploaded, inaddition to the

standard resume and cover letter.

Researching a candidate using Google, Facebook or Linkedin is a pivotal opportunity for businesses to gain additional information about a potential hire.

Researching a candidate using Google, Facebook

or Linkedin is a pivotal opportunity for

businesses to gain additional information about

a potential hire.

Beyond learning more about a candidate’s career background, their habits and behavior outside of work are also readily available.

Beyond learning more about a candidate’s

career background, their habits and behavior

outside of work are also readily available.

Businesses can learn more about candidates and attract ideal employees, but employees have the same ability to research businesses and find their perfect workplace.

Businesses can learn more

about candidates and

attract ideal employees,

but employees have the

same ability to research

businesses and find

their perfect workplace.

Talent Attraction 1. Use employee-generated videos to describe a day in their life or what the company really means to them. These videos are able to establish a more "real" connection with potential recruits.

1. Use employee-generated videos to describe a day in their life or what the company really means to them. These videos are able to establish a more "real" connection with potential recruits.

2. Create company's external-facing social networking platform where candidates can ask questions or chat live with recruiters about the company and recruiters can share experiences more than formal facts about the company. They can also meet other candidates. E.g. companies use Facebook as a social networking platform for potential recruits.

2. Create company's external-facing social networking platform where candidates can ask questions or chat live with recruiters about the company and recruiters can share experiences more than formal facts about the company. They can also meet other candidates. E.g. companies use Facebook as a social networking platform for potential recruits.

3. Create a virtual / rich 3D experience for employees to learn more about the company using cool self service features, have walk in interviews or interactive info sessions, get a virtual feel of the culture, and overall learn more about the company through rich media interfaces. E.g. companies can use SecondLife to provide such a rich and close to real experience.

3. Create a virtual / rich 3D experience for employees to learn more about the company using cool self service features, have walk in interviews or interactive info sessions, get a virtual feel of the culture, and overall learn more about the company through rich media interfaces. E.g. companies can use SecondLife to provide such a rich and close to real experience.

4. Conduct video conferences or virtual interviews , and accept multimedia/ video resumes .

4. Conduct video conferences or virtual interviews , and accept multimedia/ video resumes .

Talent Retention 1. Provide the ability to create his/her own profile on a social networking platform on the intranet.

1. Provide the ability to create his/her own profile on a social networking platform on the intranet.

2. Start with searching employees in the company who may be a friend, classmate, or worked with him before. This can be done using web services that read directly from the employee's personal address books in Yahoo, Gmail, MSN, etc. and finding employees from the company's address book and social networking portal - similar to the Friend Finder feature in Facebook.

2. Start with searching employees in the

company who may be a friend, classmate, or

worked with him before. This can be done using

web services that read directly from the

employee's personal address books in Yahoo,

Gmail, MSN, etc. and finding employees from the

company's address book and social networking

portal - similar to the Friend Finder feature in

Facebook.

4. Provide the ability to search and join online groups . Suggest online groups based on his interests, such as volunteer / social service groups - an important criteria to select an employer these days

4. Provide the ability to search and join online groups . Suggest online groups based on his interests, such as volunteer / social service groups - an important criteria to select an employer these days

5. Allow personal blogs, wikis, and ability to tag employee-generated content.

5. Allow personal blogs, wikis, and ability to tag employee-generated content.