This document summarizes a presentation on using social media for HR and professional development. It defines social media and common types like blogs, social networks, and media sharing sites. It discusses using social media for personal branding, recruitment, and HR. Some key points include: - Social media allows one-to-many conversations through user-generated content and web tools. Common types are blogs, social networks, and media sharing sites. - Personal branding on social media can help build and invest in one's professional network. HR can use social media to research candidates and monitor employees. - When using social media for HR and business, organizations should set goals and strategies, add value through sharing knowledge, and be careful of legal

1. Social media for HR and professional development CIPDKettering4th Feb 2010Susi O’Neill, digital consultantAlec McPhedran, Skills Channel TV

2. Tonight’s presentation Susi O’Neill Introduction to social media for HR 2. Alec McPhedran Social media policy and skills Group workshop Discussion on issues raised + feedback

4. Digital strategy consultant –growing businesses online through strategic planning and marketing

5. Specialise in media industries moving to online economy, multimedia content and e-marketing

6. Founded CreativeNottingham.com, new blog for creatives in Nottingham

7. Trained as a musician, toured Europe with many alternative bands

9. Don Tapscott, Corporate Behaviour Author of Wikinomics, video on YouTube

10. What is social media?

11. Defining social media Using web tools to transform 1-to-1 to 1-to-many conversations

12. Links with...User-generated content (UGC)

13. Links with...Web 2.0 (software for sharing)

14. ...or as Tim Berners-Lee calls it “a piece of jargon”

15. Isn’t the web inherently social? Usenet Newsgroup, established 1981 (now Google Groups)

16. Isn’t the web inherently social? Google Wave, collaborative communication tool, launched Sept 2009

18. 22 of 100 most popular websites are blogs

20. LinkedIn: 50m users

21. Used by 2/3 people in world

22. 4th most popular online activity (more than email)

24. 100M YouTube videos viewed daily

25. 50 billion photos on top 5 photo sharing sites

27. 3M Tweets per day on Twitter

29. Your customers are talking about you

30. So help them out

32. Own your brand URLs

33. Create a consistent avatar

34. Build an ‘evergreen cache’

36. Seed and share – be an expert

37. Add value – share knowledge & ideas

38. Have fun – be social, make connections

40. HR & legal: How much is too much?

41. What not to do... Respect boundaries (and employment law)!

43. Sources: 43% search engines, 12% Facebook, 12% LinkedIn, 3% search blogs, 4% Twitter

44. 70% rejected applicant based solely on his or her online info

45. Candidate lied about qualifications – 38%; * Candidate showed poor communication skills – 31%; * Candidate made discriminatory comments – 13%; * Candidate posted content about them drinking or using drugs – 10%; * Candidate posted provocative or inappropriate photos/info – 9%; * Candidate bad-mouthed previous employer, co-workers, clients – 9%; * Candidate shared confidential information from previous employer – 8%

47. Social media in HR Five core values:

49. Plan social media strategically, manage responsibly

50. ‘Mow the lawn’ in your spaces

51. Be careful how you monitor employee behaviours

53. Group discussion 1) What are the opportunities and risks for managing social media in your organisation?2) Which tools and approaches could you introduce?