Social Media and HR Best Practices


Published on

Provides an introduction to popular social media platforms, current social media trends in HR, uses for internal social media, and guidelines for creating a social media policy.

  • Be the first to comment

  • Be the first to like this

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide
  • Source:Merriam-Webster Dictionary
  • Source: “Human Resources 2.0: How HR Professionals and HR Consultants Use Social Media and Web 2.0 Technologies.” Birkman.
  • Ainsworth, Elva. “The social media tools that HR surely needs.” HRzone, 08 April 2011.
  • Source: The Duffy Agency. “How social media can help your human resources department.” Methodical Madness, 18 February 2011.
  • MacDonald, Randy. “Embracing Social Media.” Human Resources Executive Online, 16 May 2011.
  • MacDonald, Randy. “Embracing Social Media.” Human Resources Executive Online, 16 May 2011.
  • MacDonald, Randy. “Embracing Social Media.” Human Resources Executive Online, 16 May 2011.
  • Ainsworth, Elva. “The social media tools that HR surely needs.” HRzone, 08 April 2011.
  • Ainsworth, Elva. “The social media tools that HR surely needs.” HRzone, 08 April 2011.
  • “Social networking and...How to develop a policy.” Advisory, Conciliation and Arbitration Service.
  • Lauby, Sharlyn. “Should Your Company Have a Social Media Policy?” Mashable Business, 27 April 2009.
  • Meyer, Eric B. “The federal labor law guide to social media (non)compliance.” The Employer Handbook, 22 August 2011.
  • Bussing, Heather. “It’s No Secret: Why Contacts Aren’t Trade Secrets.” HRExaminer, 08 March 2011.
  • Meyer, Eric B. “The federal labor law guide to social media (non)compliance.” The Employer Handbook, 22 August 2011. B. Meyer in Wright, Aliah D. “Social Media Policies Slowly Catch On Worldwide.” Society for Human Resource Management, 03 February 2012.
  • Lauby, Sharlyn. “10 Must-Haves for Your Social Media Policy.” Mashable Business, 02 June 2009.
  • Lauby, Sharlyn. “10 Must-Haves for Your Social Media Policy.” Mashable Business, 02 June 2009.
  • Lauby, Sharlyn. “10 Must-Haves for Your Social Media Policy.” Mashable Business, 02 June 2009.
  • Social Media and HR Best Practices

    1. 1. +Social Media and HR By: Adriana Costello @JumpstartHR |
    2. 2. + Overview  Introduction to social media  Current trends  Social media applications  Uses for social media in HR  Social media tools for HR  Social media policies  Why have a policy?  Legal guidelines  Tips for drafting a policy  10 must-haves
    3. 3. + What is Social Media? “Forms of electronic communication…through which users create online communities to share information, ideas, personal messages, and other content.”Source: Merriam-Webster Dictionary
    4. 4. + Popular Social Media Platforms Facebook is a social networking website intended to connect friends, family and business associates. Twitter is a social messaging service for sending and receiving short messages (140 characters) in real time. LinkedIn is a social networking community for business contacts. YouTube is a video-sharing website on which users can upload and view videos.
    5. 5. + Current Trends  83% of HR professionals agree that social media technologies can improve communication, bring greater efficiency to the workplace and provide great insight about people’s interests and motivations.  While HR professionals worry about how employees will use these technologies, 69% say their organizations do not have an official social media policy.Source: Birkman
    6. 6. “The core benefits of social media are rooted in the HR world, with specific attributes like people, communicationand community, social media should be part of the HR department’s everyday working life…They are tools that can rapidly enhance in-house communication and drive up HR efficiency and overall employee engagement.” – Elva Ainsworth, HRZone
    7. 7. + How can HR use Social Media?  Retain and engage employees by providing them a more intimate connection with your organization.  Encourage innovation and hasten implementation of new ideas.  Train and develop employees more efficiently and in a manner that is more conducive to learning.  Reward and publically acknowledge exemplary behavior.  Develop more relevant company policy by easily including your employees’ feedback.Source: The Duffy Agency
    8. 8. + Tapping Collective Intelligence  Social media is a powerful collaboration tool.  Companies can discover novel solutions to major challenges by “tapping the intelligence” of employees.  Example: Online-collaboration events aimed at solving specific problems.  Managers can post pertinent issues to be addressed over a set time period.  Employees (and even alumni) can be engaged to log on and suggest solutions.Source: Randy MacDonald, HRE Online
    9. 9. + Sharing Knowledge  Social media allows colleagues to share and build on each other’s experiences, insights and personal networks.  Encourage knowledge sharing:  Identify employees who are influencers, trend-spotters and game-changers, and network them with other employees to create action and further dissemination of information.  Create internal online marketplaces where employees can list their skills.  Use tracking technologies that create profiles of employees (and former employees), the kinds of projects they work on, and their impact, and make that information public to other employees.Source: Randy MacDonald, HRE Online
    10. 10. + Building Strong Ties  The core of social media is building strong connections.  Supportive communities are going to be a more important part of business culture in the future.  Example: Succeeding@IBM  Program for new employees (first 6-12 months).  Social-networking group for collaborating on topics and getting to know others outside their own departments.  Helps improve global networking skills.  Gives new employees a broader base of knowledge to tap into as they adapt to their new jobs and company culture.Source: Randy MacDonald, HRE Online
    11. 11. + Social Media Tools for HR  Facebook: Communication platform where employees can comfortably interact with each other and receive corporate information. Breaks down corporate barriers and allows employees to interact with HR in an authentic environment.  Twitter:Provides employees with short, quick news feeds that can be taken on-the-go. HR should use this channel to get in touch with the largest number of employees over the shortest period of time.Source: Elva Ainsworth, HRzone
    12. 12. + Social Media Tools for HR  YouTube: HR can use videos to communicate with and provide instructions to employees. Staff are far more likely to engage with, and respond positively to an instructional video that clearly demonstrates how to fill out an online survey, than an email with instructions.  LinkedIn: Creating corporate groups is an excellent way to foster meaningful discussions, share relevant news and encourage networking among current and past employees.Source: Elva Ainsworth, HRzone
    13. 13. + Why have a social media policy?  Protect the organization against liability for the actions of its workers.  Give clear guidelines for employees on what they can and cannot say about the company.  Help employees draw a line between their private and professional lives.  Comply with the law on discrimination, data protection and protecting the health of employees.  Be clear about sensitive issues like monitoring and explain how disciplinary rules and sanctions will be applied.Source: Advisory, Conciliation and Arbitration Service
    14. 14. + Why have a social media policy?  Employers need to inform employees that they have no right to privacy with respect to social networking. Use of social media can be monitored by employers regardless of location (i.e. at work vs. at home).  Employees should know that company policies on anti- harassment, ethics and loyalty cover all forms of internal and external communication.  “When you give all of your employees the ability to interact with the whole world…you have to provide them with some training on how to use it properly and effectively.”  Example: Zappos encourages employees to use Twitter to interact with customers and actually trains them on the proper use of Twitter during new-hire orientation.Source: SharlynLauby, Mashable
    15. 15. + Legal Guidelines  Social media policies should not be so broad that they prohibit activities protected by federal law including:  discussion of working conditions or wages.  concerted activity among employees.  You cannot discipline an employee for clicking the "Like" button on Facebook.  You cannot generally prohibit employees from discussing the company, its employees or competitors (even if the comments are disparaging).  You cannot sweepingly prohibit employees from using the company’s logos or photographs.Source: National Labor Relations Board
    16. 16. + Who owns social contacts?  An employer may not claim an employee’s social media contacts (i.e. LinkedIn contacts, Facebook friends and Twitter followers) when the employee leaves.  Employees own their social media accounts and contacts becausebuilding a social media profile involves employees using their own voice and personal networks.  An employee’s social media contacts are not “trade secrets.” Contact information is easier than ever to obtain, so its value is greatly diminished.Source: Heather Bussing, HRExaminer
    17. 17. + Tips for Drafting a SoMe Policy  It is ok to prohibit employees from sharing confidential and proprietary information online.  Do not rely on a disclaimer to rescue an overly-broad social media policy.  e.g. “Nothing in this policy shall be construed to limit your rights under any applicable federal, state or local laws.”  Policies are best written as guidelines, not rules, so as not to violate the U.S. National Labor Relations Act.  As with any policy, HR should provide training and education.  “You can’t always trust that everyone’s going to read the policy.”Source: Eric B. Meyer, Labor and Employment Attorney
    18. 18. + 10 Must-Haves for a SoMe Policy 1. Introduce the purpose of social media. Focus on what employees can rather than what they can’t do. 2. Be responsible for what you write. Exercise good judgment and common sense. 3. Be authentic. Let people know who you are on social media outlets (i.e. name, position, company). 4. Consider your audience. Readers include current clients, potential clients, as well as current/past/future employees. Consider that before you publish and make sure you aren’t alienating any of those groups.Source: SharlynLauby, Mashable
    19. 19. + 10 Must-Haves for a SoMe Policy 5. Exercise good judgment. This is crucial regardless of whether an employee’s online comments relate directly to their job. 6. Understand the concept of community. Support is key. Learn how to balance personal and professional information, and recognize the importance of transparency. 7. Respect copyrights and fair use. Always give people proper credit for their work, and make sure you have the right to use something with attribution before you publish.Source: SharlynLauby, Mashable
    20. 20. + 10 Must-Haves for a SoMe Policy 8. Protect confidential & proprietary info. Employees who share confidential or proprietary information do so at the risk of losing their job and possibly ending up in court. 9. Bring value. Add value to your followers, readers, fans, users and customers. 10. Productivity matters. In order for your social media endeavors to be successful, you need to find the right balance between social media and other work.Source: SharlynLauby, Mashable
    21. 21. + A Sample Blogging Policy “Be professional.”Source: Jay Shepherd, Gruntled Employees
    22. 22. + A Sample Twitter Policy* Our Twitter policy: Be professional, kind, discreet, authenti c. Represent us well. Remember that you cannot control it once you hit “Tweet.” *In 140 characters.Source: Jay Shepherd, JayShep
    23. 23. + Key Takeaways  Social media is not a fad, and it is in the best interests of HR professionals to embrace these technologies.  HR professionals can use social media to increase engagement, enhance communication, encourage innovation and collaboration among employees.  Organizations need social media policies to clearly communicate employee responsibilities and to encourage proper and effective use of social media tools.  Policy writers must ensure that policies are not so broad as to infringe upon employees’ legal rights.
    24. 24. + @JumpstartHR (301) 244-8577