Tiffany St James at #EmbraceSocial - Social Business Culture for Talent


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Tiffany's presentation on #SocialBusiness Culture at the 25th June event, #EmbraceSocial.

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  • This is a small section of a larger graph showing Twitter users mentioning other Twitter users. Each vertex is a Twitter account. Each directed edge is a mention of one account by another. In this image you can see some accounts which get mentioned a lot (lots of inbound arrows to a central point) and accounts which do a lot of mentioning (lots of outbound arrows from a central point). The latter are mainly automata. The large image of which this is a section shows about 40 seconds of activity on Twitter. It was plotted using GraphViz. Advertise jobs (paid) Build and leverage networks Complement a company’s careers site Corporate reputation management Direct sourcing Employee/employer branding Employer transparency Promote your brand Publish jobs (free) Referrals Research candidates Research tool Source of candidates
  • Candidates have the opportunity to provide feedback on: Recruitment organisations Jobseeker selection The interview process Tool that gives job seekers an insight into working for a organisation Anonymous rating of employers, CEO’s and the publishing of salary data See how your organisation stacks up and get recognised for what matters
  • Here is the link for Shard project!about/cjg9   We also want to introduce a CR strategy where we get tenants in the shard to start connecting and collaborating with local charities and social enterprises. Please have a look at and!communities/cw8q   " Good People have teamed up with Southwark Council and SELLAR to prove how councils and commercial developers can work together to create meaningful, sustainable social impact for the local community. We're designing a new multi-phase approach to help numerous talented, yet unemployed Southwark residents into the labour market.    Recent research shows there are 17,700 Southwark residents currently out of work. We will be getting at least 300 of these residents into employment over the course of three years to meet the Shard's CSR outcomes. We'll be offering them training and coaching to help up-skill and empower them, and in the process add value to employers by giving them access to a motivated, skilled workforce.   This is just the first step of our plans for the project however. By the end of 2013 the Shard will be filled up with residences and businesses, all of which will have many individuals with an array of skills and talents. Using a bespoke digital platform, we will map out their skills and talents,as well as the good causes they are passionate about. We will be simultaneously working on the ground in Southwark to find out what the specific resources and needs are of each of the hundreds of charities and social enteprises in the local community. Once we gather all of this information, we will use the rich data we collect from both sides to match and connect them with one another.    This will ensure that the highly-skilled individuals populating the Shard connect and collaborate with local good causes that they care about and that could most benefit from their skills. Doing so will ensure that the construction of the Shard ends up having a massive positive impact on the borough of Southwark, and in the process turn the Shard into one of the most socially responsible developments in the world."  
  • Here are some key points around the platform:   The power of GoodPeople lies in disintermediation i.e. the way it enables employees of charities and social enterprises to directly connect with support without the need for a middle man.  The rich data that the platform collects allows people to connect directly with one another, reducing the transaction cost of making high quality connections and allowing it to scale. The peer-to-peer nature of the platform increases the surface area of the organisations using it - rather than there being just one person in charge of finding support, everyone becomes involved. This leads to richer, higher quality opportunities, as you have an expert articulating exactly what needs to be done.  Being peer-to-peer also means that interactions become much less transactional and over time lead to a much higher quality of engagement. What matters most in making a connection is building a strong personal relationship.  Over time, these relationships will unlock discounted services, pro-bono expertise and access to high quality networks. White labelling is the means of making the platform financially sustainable (and free to use!). A white label is a bespoke version of the platform customised for specific organisations / networks. It makes it easy for them  to map their members' data, match them with suitable opportunities and scale the impact of their organisation. Deep social media integration means that opportunities are promoted in real-time, and easily shareable, meaning opportunities reach a much wider network of people than they otherwise would, making it more likely for right people to be found
  • Great interactive design: Interactive Globe Lives up to brand: A real “world of discovery” Great innovation: Clever Google Maps integration depicting the locations of all the available jobs Good culture: Staff stories, from each department at all different levels
  • Lego: visualise the recruitment process ITV: Great design: Working together page visualises the entire company showing the product and where each department fits in. Great rich media:Loads of embedded video content too Boots: Good culture:“real people” Good journey:Segmented by rolesvery clear call to actions
  • Bill Marriot Bill Marriott Executive Chairman and Chairman of the Board Marriott International, Inc. - See more at: Blue Shirt Nation Best Buy
  • Onboarding Software Social Performance Management Intranets with soft walls
  • 1) Focus on Impact: eg location independent, but solutions-focused 2) Move Fast 3) Be Bold 4) Be Open: to change, to feedback, to things being very very different 5) Build Trust
  • Tiffany St James at #EmbraceSocial - Social Business Culture for Talent

    1. 1. @TiffanyStJames Embracing Social Media Culture in your business
    2. 2. Hello! Social Media Strategist Tiffany St James @TiffanyStJames @tiffanystjames tiffanystjames
    3. 3. Key changes brought about by social media @TiffanyStJames
    4. 4. Trust in individuals Edelman Trust Barometer 2013 here @TiffanyStJames
    5. 5. Glassdoor: candidate feedback Candidates have the opportunity to provide feedback on: Recruitment organisations, jobseeker selection, the interview process @TiffanyStJames
    6. 6. The most socially responsible project worldwide? Good People Projects here @TiffanyStJames
    7. 7. Leading talent and skills matching software Source: @TiffanyStJames
    8. 8. Generations at work Generation Characteristics Motivations Attitudes B • Strong work ethic • Respectful and loyal • Hours = output Moving up the ladder Financial perks Being seen as a leader Gen X lacks respect Gen Y needs to stop being on Facebook Source: X • Independent • Change job for worth • Work/life balance Flexible schedule Value empowered Feeling appreciated Boomers should stop telling us to be like them Gen Y are lucky Y • Values driven • Need to know ‘why’ • Peer orientated Need and expect praise Flexibility in life Co-worker recognition Boomers should relax, have fun… and probably retire soon Gen X should chill out and stop talking so much about their kids @TiffanyStJames
    9. 9. Gen Y Culture Expectations Then •I can learn most from those with more experience than me •Excellence is defined by what I know and what I do well •Progression in my career is vertical and logical •Effective learning is in the class and rooted in books •The performance review helps me stay on track and grow Now •I learn from everyone around me •Excellence is defined by my strengths and what I ship •Career development is like a climbing frame •Small bites of real-time learning on the job are most powerful •Constant real-time feedback helps me get better everyday and know what’s next Jeff Turner, Head of L&D, EMEA, Facebook @TiffanyStJames
    10. 10. What can you do?
    11. 11. Transtheoretical Behaviour Change What can you do here to facilitate action? @TiffanyStJamesSource: Prochaska and DiClemente
    12. 12. Transtheoretical Behaviour Change Raise awareness Combat disengagement Increase relevance Provide solutions Facilitate action Reinforce Maintain Generate advocacy Peer feedback @TiffanyStJames
    13. 13. Make your site engaging, use rich media
    14. 14. Demonstrate processes, segment jobs
    15. 15. Leaders leading by example
    16. 16. Share on business-branded social platforms
    17. 17. • showcase your culture and employment brand • fans = database of interested users • engage with fans & create a community • link back to your corporate website/careers page Manage engaged communities: Facebook Ernst & Young, Deloitte, Hallmark, Apple and the CIA all have dedicated Facebook recruitment strategies Facebook is being used as a strategy to connect with passive candidates and to build long term talent pools
    18. 18. Dedicated outreach channels and mechanisms
    19. 19. Socialisation in the workplace Onboarding Software Social Performance Management Intranets with soft walls
    20. 20. Facebook: Social Business Culture Principles Focus on Impact Move Fast Be Bold Be Open Build Trust @TiffanyStJames
    21. 21. Thank you, let’s keep talking…. Social Media Strategist Tiffany St James @TiffanyStJames @tiffanystjames tiffanystjames Photo Credits: Building Trust TSJ at C4:
    22. 22. Embedding digital and social media capability in organisations