Social media pp


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Social media pp

  1. 1. Rush C. Nigut
  2. 2.  Social Media is an interactive, constantly changing medium, unlike a regular website, which generally provides static information, social networking tools facilitate communication. There are 4 main sources of Social Media:  Facebook  Blogs  LinkedIn  Twitter
  3. 3.  Profiles  Photos  Personal Information  Other Media ( music, articles, books, etc.) Able to be searched and viewed by literally ANYONE Communications  Direct comments  Instant messaging  Email
  4. 4.  Facebook is King of the social media empire  Launched in 2004, had reached 100 million users by August of 2008  From 2008 to 2010 Facebook grew from 100 million users to 500 million!  Facebook is second only to Google in terms of internet traffic among websites  Over 700 BILLION minutes per month are spent on Facebook by people from all across the globe Miles, 2011
  5. 5.  There are more than 161 million blogs on the internet  More than 68,000 of those were created in the 24 hours preceding that study Blog topics are varied and only limited by human imagination Bloggers can be anyone with access to the internet, even YOU! Miles, 2011
  6. 6.  The “Professional” social networking site  Focused on the user’s professional life  Launched in 2003, LinkedIn reached the 100 million member mark in 2011  It is now growing at a rate of one million new users per week, which is faster than one user every secondMiles, 2011
  7. 7.  A “real time information network that connects you to the latest information about what you find interesting”  From 2006 to 2011 it has gained over 200 million users  Over half of all U.S. users are between the ages of 18 and 34  Ability to run real time searchesMiles, 2011
  8. 8.  The face of social media has changed tremendously in the last 10 years. A “here today, gone tomorrow” industry  Myspace ▪ Launched in 2004, it grew to over 67 million users by 2008 and was the number 1 social media site on the net ▪ When Facebook launched Myspace began slowly losing popularity and dropped from the number 1 site on the net to the 75th most popular today  Facebook ▪ The current “King” but faces struggles ahead with new sites coming out almost monthly  Twitter ▪ Still fairly “new” and developing a reputation  Google+ ▪ The newest of the large scale social media sites ▪ Grew to 25 million members in just one month, it took Facebook 35 months to reach that benchmark (Web Sigmas, 2011) Miles, 2011
  9. 9.  The chart below shows reasons why applicants were 95% of employers are denied jobs base on their social media profiles (Madrigal, 2011) using social media to screen potential employees Guidance on laws and regulations of social media are still developing  There are few clear rules on what is appropriate and what is not Schwartz, 2011
  10. 10.  Male hiring mangers were more often found to screen candidates using the internet Searching for information about the candidates lifestyle, inappropriate comments left, unsuitable photos/videos, etc. The chart to the right   Breaks down the different searches that hiring managers perform Einhorn, 2010
  11. 11.  55% of employees admit to visiting social networking sites during work hours 87% said they had no clear business reason for using Facebook 74% of managers surveyed believe social networking sites put the firms and their brands at risk Employee productivity drops 1.5% at companies that allow full access to Facebook Kawaski, 2009
  12. 12.  Work Use vs. Non-Work Use  Is social media being used to market your business?  Mobile Access ▪ Mobile users spend 1.4 times as many hours using social networking sites than reading and responding to email, averaging out at 3.1 hour per week on social networks Social Media Is Not Private  Even when your off the clock your employer still is involved  Your personal image is always compared back to the company at which you work ▪ Set good examples Photo’s and Video’s  Photo’s can help advertise the business’s accomplishments or events  Important to inform employees of the possibility their photo appears on the website ahead of time Harassment  Employers must protect themselves by monitoring what is being said on social media sites between employees  Many employers take initiative by blocking social media sites completely Hyman,2011
  13. 13.  Harassment  Employers must protect themselves by monitoring what is being said on social media sites between employees  Many employers take initiative by blocking social media sites completely Corporate Image  Goes back on the ideals that you portray the company that you work for Discrimination  Employers must adopt a social media policy to avoid discrimination, whether it be intentional or not  Often times possible employees are searched online through social media sites before ever even being contacted by employers ▪ This often gives employers preset images of the candidate, often times hurting opportunities to be hired Hyman, 2011
  14. 14.  Confidentiality  Social media in certain instances can put your companies trade secrets or other confidential information at risk ‘Friending’ Co-Workers  Has more to do with corporate culture, than what is legal or illegal ▪ Is it acceptable to friend your boss? Accountability  Any social media policy must emphasize that employees are accountable for their social media activities, both inside and outside of work
  15. 15.  Hiring: Five points to consider 1. Consistency Make all recruitment decisions based on consistent selection criteria. Create a list of allowable social media websites that human resources may utilize for lawful information about the applicant (for example,LinkedIn). 2. Consent Seek the applicants consent to use designated lawful information obtained from the applicants social media sites. 3. Neutrality The social media search should be conducted by a neutral third party or by someone in the company that has no influence over the hiring of the applicant. They can help the employer sieve out unnecessary or excessive information. 4. Friendship No Friendship! Employers should not befriend an applicant just so that it can get into an applicants page. 5. Reasoning When a decision has been made to not hire an applicant, make sure this decision is a supported, standalone decision independent from anything researched on the applicant through the use of social media. Tam, 2011
  16. 16.  My intern, Uriah Hansen, while applying for a position at a local company was later informed after his hiring that it wasn’t just his experience or personality that got his job, but what was also on his Facebook profile, or lack there of After reviewing resumes and conducting interviews with multiple applicants his hiring manager had it narrowed down between Uriah and one other candidate, each equally qualified and experienced Social media was the separator. When profiles were compared Uriah’s was modest and kept under key while the opposing candidate had multiple pictures of drinking and inappropriate behavior which ended up being the deciding factor in offering the job to Uriah
  17. 17.  Comedian and voice of the Aflac duck, Gilbert Godfrey was fired in March after Tweeting inappropriate comments about the Tsunami in Japan.  I just split up with my girlfriend, but like the Japanese say, “They’ll be another one floating by any minute now.”  Japan is really advanced. They don’t go to the beach. The beach comes to them.
  18. 18.  Prevent loss of productivity Permit effective monitoring (compliance with laws) Protect the reputation and image of your company Protect against loss of confidential information and trade secrets Guard against suits for invasion of privacy, defamation, improper recruiting and improper discipline and termination Protection against discrimination, harassment and cyber-bullying
  19. 19.  Must be clear and specific to your organization Focus on what can and cannot be done (the do’s and don’ts) Must be consistent to other organizational policies  Anti-discrimination  Anti-harassment  Computer, Internet, and Email Systems  Employee Privacy  Confidentiality  References Fagan, 2010
  20. 20.  Monitoring  Give Notice  Difference between on and off duty?  No obligation to monitor, but may want to in order to address ▪ Loss of confidential info. ▪ Cyber-bullying, stalking ▪ Harassment and discrimination ▪ Prevent defamation and improper recruiting acts Fagan, 2010
  21. 21.  Include mandatory training regarding social media Assign a compliance officer or responsible person to create a compliance framework tailored to your company Create a reporting procedure and protocal Fagan, 2010
  22. 22.  Make clear that employees may NOT:  Use the organization’s name in the online identity (username, handle, or screen name)  Claim or imply they are speaking as a organizational representative  Use the companies intellectual property, logos, trademarks, or copyrights  Identify a client or co-worker in an online post Fagan, 2010
  23. 23.  The First Amendment does NOT protect an employee from being monitored, disciplined or terminated for violating a clear and reasonable social media policy Employees have NO absolute Constitutional right to privacy in the workplace (4th Amendment on searches and seizures does not apply) But you need a clear and reasonable policy that sets out expectations and restrictions on usage Fagan, 2010
  24. 24.  Policy should reduce any expectation of privacy on the organization’s computers, email systems, blackberry, telephone/voicemail systems and any of the data on these systems by:  Making sure employees know that certain information exchanged on social networking sites can be monitored and accessed by the organization  Expressly stating: no expectation of privacy, even with personal use and when telecommuting  Reserving right to remove content without notice  Reminding employees about privacy settings Fagan, 2010
  25. 25.  Make sure your policy adheres to the following laws:  Electronic Communications Privacy Act (Wiretap – consent and business exceptions)  Stored Communications Act (improper access of electronically stored information)  Federal Trade Commission Guidelines (false advertising and misleading sales pitches)  NLRA (section 7 rights of employees for concerted activity) Fagan, 2010
  26. 26.  Policy should prohibit employees from disclosing:  Clients, customers, partners, or suppliers by name  Organization’s confidential information and trade secrets  Information regarding organization’s clients, affiliates, partnerships  Policy should fit in with any restrictive language in employment agreements or handbook Fagan, 2010
  27. 27.  Some of the biggest issues that arise out of lack of policy are Harassment and Discrimination, your policy needs to emphasize that employees may not:  Post offensive or insulting material regarding the company, its employees, vendors, suppliers, competitors, etc.  Post information that could be construed as discriminatory or harassment based on race, age, sexuality, gender, disability, or any other protected characteristic
  28. 28.  Here is an example of IBM’s current social media policy 1) Know and follow IBMs Business Conduct Guidelines 2) IBMers are personally responsible for the content they publish on-line, whether in a blog, social computing site or any other form of user-generated media. Be mindful that what you publish will be public for a long time—protect your privacy and take care to understand a sites terms of service. 3) Identify yourself—name and, when relevant, role at IBM—when you discuss IBM or IBM-related matters, such as IBM products or services. You must make it clear that you are speaking for yourself and not on behalf of IBM. 4) If you publish content online relevant to IBM in your personal capacity use a disclaimer such as this: "The postings on this site are my own and dont necessarily represent IBMs positions, strategies or opinions.“ 5) Respect copyright, fair use and financial disclosure laws. IBM, 2010
  29. 29. 5) Dont provide IBMs or anothers confidential or other proprietary information and never discuss IBM business performance or other sensitive matters publicly6) Dont cite or reference clients, partners or suppliers without their approval. When you do make a reference, link back to the source. Dont publish anything that might allow inferences to be drawn which could embarrass or damage a client7) Respect your audience. Dont use ethnic slurs, personal insults, obscenity, or engage in any conduct that would not be acceptable in IBMs workplace. You should also show proper consideration for others privacy and for topics that may be considered objectionable or inflammatory—such as politics and religion8) Be aware of your association with IBM in online social networks. If you identify yourself as an IBMer, ensure your profile and related content is consistent with how you wish to present yourself with colleagues and clients9) Dont pick fights, be the first to correct your own mistakes10) Try to add value. Provide worthwhile information and perspective. IBMs brand is best represented by its people and what you publish may reflect on IBMs brand11) Dont use use IBM logos or trademarks unless approved to do so IBM, 2010
  30. 30.  Amira-Jabbar v. Travel Services, Inc.  Inappropriate comments were posted on a picture from a corporate event during work hours, from work equipment  The court ruled that the employer was not at fault for the incident, but as a precautionary measure Travel Services blocked Facebook and revamped their Social Media policy to reflect the situation DiBianca, 2011
  31. 31.  Doe v. XYC Corporation  Management had discovered an employee was accessing pornographic websites on company equipment  No steps were taken to ensure the employee halted his behavior  Employee was later arrested and charged with child pornography, some of which he transmitted and submitted from his work computer  Doe’s wife sued XYC for failure to monitor her husbands activity and prevent him from exploiting her daughter  XYC company was found liable in the suit because they had no expectation of privacy in Doe’s internet usage on the company computer  Court found that XYC had a duty to act to prevent further harm to innocent third parties DiBianca, 2011
  32. 32.  Be wary when posting recommendations or references for an employee or subordinate on sites such as LinkedIn These references could later be used against you in a wrongful termination suit
  33. 33.  Social media is around to stay! Proper precautions need to be made to protect your companies reputation as well as financials Don’t put your blinders on, stay on your toes regarding social media and the constant changes The most important step in protecting your company is a SOCIAL MEDIA POLICY