HUMAN RESOURCES ANDSOCIAL MEDIA19.11.2012 IBSAnn-Christine Wahl
TYÖTÄ MEILLE NYT JA HETI!-PROJECT• JobiJobi! is a service part of Työtä Meille Nyt ja Heti! - project• The project is funded by Satakunta Centre for Economic Development, Transport and the Environment with ESF-money• Project is coordinated by Satakunta University for Applied Sciences.• The aim of the project is to increase job search skills and know-how on the web and also produce useful information for the labor force authorities and generate tools for companies for recruiting in social media• Project time 1.9.2010−31.12.2013(?).
In addition:- Bambuser- Slideshare- Youtube- Google+- LinkedIn
HR AT THE MOMENT• Obsolete• Inefficient• Not enough thought, money or time• No planning• No tools or too much tools
WHY IS SOCIAL MEDIA SO IMPORTANTTO HUMAN RESOURCES?• Companies can’t find the best work force by traditional means anymore• Competion for employees is fierce• Difficulties to stand out – > Image competion• Conclusion: – To get the best workers you have to go where workers spend time – Recruiting = PR
TODAYS MAIN TOPICS HR STRATEGY AND SOCIAL MEDIA RECRUITMENT COMMUNICATIONS RECRUITERS TOOLS
• Most of the problems in HR are caused by poor planning or total lack of it• Every company should have a HR strategy• The strategy should at least include following things: – The vision of the company – Retention of staff – Competence and skills – Recruitment of new staff
EVEN IF THERE IS A PLAN…• Superiors don’t know the goals of the HR strategy or the focus points of recruiting• Superiors aren’t aware of the potential of the current workers or necesity of the future work force• Recruitment isn’t planned according to the future needs -> No vision• No goals• No follow-up or tools for valuation
FORMATION OF TARGET IMAGE Attraction factor and Company profile communication channel COMPANY BRAND Working Company community cultureFrank Communications, Pekka Putkinen: Yhteisöstämyyntivaltti rekrytointimarkkinointiin
HOW TO DRAW EXPERTS…• Company image – Communications – Personal experiences – Workers• Recruitment communications & some – Inventiveness – Cheap and fast – Virality – Company needs to have an existing presence and networks in the web!
GUIDELINES• Where and what you can tell about the company in some• Can social media be used during work and what role do you have (professional, professional/personal, personal)• How to act in crisis• Some guidelines to concretise – Examples: Yle, Helsingin Sanomat, Liikenne- ja viestintäministeriö and lot of counties• Even if there is no official some-guides, should all the new employees be familiar with the company’s some policy
SOME FOR INTERNAL COMMUNICATIONS• Most common Yammer – Free – Company email needed – Over 100 00 companies – Can be used trough multiple platforms• Similar: – SocialText – Socialcast – Teambuzz – Socialwork – Jive
OTHER IDEAS OF USING SOME INPLANNING HR STRATEGY• Could HR strategy be published e.g. in SlideShare in more visual format?• Could personnel be used to tell about company’s vision via video and uploaded to YouTube?• Could GoogleDocs and EtherPad be used to create some parts of the HR strategy? – Everybody has equal rights to edit• Could company workers have the floor in Facebook and blogs?
SOME + PERSONNEL + STRATEGY =GOOD COMPANY IMAGE & SUCCESFUL RECRUITING
• Recruitment communications in some is mostly transferring the content of the traditional to a new environment• As a working environment some needs a different kind of approach – The traditional marketing don’t work in some• People want to talk with people, not with the company logos• Recruitment doesn’t need to be serious
WANTED: World’s best masochistweb-developer• You have a beard like most talented developers do. Untidiness of the beard is a plus. You have to prove existence of the beard in your application. If you’re beardless, do it in Photoshop or with a marker.• We offer: – Salary! – Protected 70s scifi architecture – Legos – View to whole world – Incredibly long holidays – Free dental care – Possibility to hang around with real celebrities with excellent teeth – Empathy – Possibilty to work with Finland’s biggest Swedish-spoken web-service – Free parking – A place in the shadow of the Tower and the glowing Mordor eye YLE
FINNAIR: Quality Hunters• Designed to work in some• Inventing something new, not only transferring the old• Recruitment ad was published in qualityhunters.com, where you could leave an open application profile – Own application could be easily shared in some – Applicants were chosen to the last stage based on how many likes they had in Facebook – In addition recruitment advertising in LinkedIn, in flights and airport (video) Lähde: Finnair
SOCIAL MEDIA IS CHANGINGRECRUITMENT…• More visual (videos)• More interactive• More humoristic• More inventive• Campaigns are not disposal (e.g. videos) – After the campaign -> Image effect• Continueing process
• Social media provides a lot of tools for recruiter• Social media is suppose to make the work easier, not more difficult• Most common problems: – Wrongly used time consuming – No resources – Person doesn’t no what is she/he doing – Person hiding behind the company• Recruiters use some for two purposes: – Professional – Recruiting
CHOOSE THE TOOLS THAT FITYOU AND YOUR COMPANY’SGOALS!
MAIN POINTERS• Have a plan and resources and people to realize it• Recruitment communications is an essential part of company image• Be creative, try new things!• Form a presence is social media and take actively part in discussions