Social media can be used across the employee lifecycle to (1) build company reputation, (2) engage qualified candidates for recruitment, and (3) maintain relationships to reduce turnover and increase retention. A short term plan focuses on listening, engagement, and measurement to develop a business case, while a long term roadmap leverages networks for monitoring reputation, proactive talent searches, and knowledge sharing to improve hiring and retention.

1. Using Social Media for talent management
Darcy Bevelacqua
Success Works
darcybeve@yahoo.com
917 520-0261

2. What is social media
Social media is a way to engage with employees, prospective
employees, business partners and investors to positively influence
their perceptions about your company. It is a 2 way dialogue using
social communities, wikis, blogs and other forums to exchange
information.

3. What are the social media
benefits to HR?
• Increase On line candidates recruitment
• Build reputation in the marketplace
• Build evangelists for your company
• Build bridges to channel partners and employees
• Develop industry relationships
• Decrease training time –provide JIT training
• Reduce turnover by increasing connections
• Faster integration into the culture
• Understand employee concerns/issues
• Facilitate personnel effectiveness
• Increase collaboration and innovation
• Make remote employees feel part of the company
• Decrease the distance between remote offices

4. How can HR use social media ?
Innovation & Employee
Enhanced productivity Employee Feedback communications
Build company reputation
On Boarding
Your Company Recognition &
retention
Content distribution:
News, thought leadership
Events.
Training & sharing
Knowledge from the
Experts thru ask & answer
Maintaining Connecting Recruitment-
Relationships-building Remote locations Finding, Employee Benefits
Ad hoc teams attracting &
hiring talent

5. social media can be used
across the employee lifecycle
Build co
reputation
Prospect
Terminate for
candidates
Engage
Lead &
qualified
innovate leads
Training &
Interview/
develop-
ment screen
On
Offer/acce
boarding-
integration ptance
to build and maintain relationships

6. Where are you now?
• No real long term plan in
place
• HR needs are not defined
and included in the IT
roadmap
• Business case for social
media development had not
been approved by finance
• Struggling to do more with
less resources

7. How to begin –short term plan
Internal Plan External Plan
• Define the HR social media • Begin social media listening to
strategy determine the company’s
reputation
• Develop user requirements
– Identify key influencers
• Define the financial impact of – Identify key competitors
participation • Focus on developing and
• Communicate the needs to the managing new hire referrals
social media owner ( IT – Reach out to employees, friends of
/Marketing). employees and partners
• Measure results
• Get consensus to move
forward • Identify opportunities
• Develop social media plan roll
out plan

8. Short term plan
Social Monitoring Engagement Measurement Roadmap
• Variety of Listening • Development of • Measure cost per hire • Build roadmap for
tools content for versus traditional how to move forward
• Clipping services distribution sources • Develop timelines
• Multiple • Influencer database • Develop longer term • Costs
platforms:Linkedin • Distribution of content metrics for quality of • Resource
blogs, Facebook, and participation in hires and retention requirements
industry forums, Linkedin, questions, • Monitor length of time
Twitter etc. white papers, videos, to fill openings
blogs, PR, surveys
etc.
to build and maintain relationships

9. How does it work?
Global Country State City Individual
Public Engagement Prospective Assessment Employee
Social Via corporate Recruitment Evaluation On boarding
Networks Website Process Process Long term
Monitoring And on line And metrics Retention &
Community Quality

10. What are the benefits?
Reduces risk by starting slowly with limited investments.
Enables organizations to produce bottom line results without a large
upfront investment in people, process and technology infrastructure.
Gets HR involved with IT, Marketing and Finance to create a unified
approach.
Targets the right social media platforms, influencers, and
conversations to better understand and influence the market.
.
Builds reputation and buzz before you need it to help you stay in front
of the hiring curve and get the best recruits.
Gives you a realistic picture of your reputation in the marketplace and
how to leverage it for best results.
Leverages current staff, HR and public relations.

11. Where do I go from here?
Measure results
Develop roll
out plan
Quantity the
benefits
Get funding
Hire Talent
Engage others
Test and learn
Share learning

12. Build the Long term roadmap
Leverage Facilitate
Monitor your
Power of Proactively Enhance new Build employee shared
company
networks-HR search for talent hire on boarding communications knowledge
reputation
and employees exchange
External Networks Internal Networks

13. Social Media long term benefits
Improved use of recruiting dollars –social media is cumulative rather than one time
Ability to recruit the right talent more cost effectively
Less elapsed time to hire and recruit talent
Improved employee retention and productivity

14. Need help?
Phone: 917 520-0261
Email: Darcybeve@Yahoo.com
Website: www.Success-works.com