The Kelly Global Workforce Index is an annual survey revealing opinions about work and the workplace. More than 168,000 people across the Americas, EMEA and APAC regions responded to the 2012 survey. This survey was conducted online by RDA Group on behalf of Kelly Services.
This second installment of the KGWI 2012 findings highlights the use of Social Media for professional & personal use
How do people use social media and networking online to search for jobs and advance their careers? We asked nearly 100,000 people from around the world - their responses will surprise you.
Social Media: Embracing the Opportunities, Averting the Risks WhitepaperElizabeth Lupfer
The "Social Media: Embracing the Opportunities, Averting the Risks webinar" webinar offered insight into business leaders’ views and perceptions on this issue and provided actionable recommendations and advice on the development of social media policies and employee training sessions. The webinar also highlighted the insights gleaned from the recent national study conducted by Russell Herder, in conjunction with Ethos Business Law, on social media trends in the workplace and policy adoption.
Social media and the communication profession eacd en univ of st. gallenMarketingfacts
Social media and the communication profession eacd en univ of st. gallen
Source: http://www.eacd-online.eu/_files/news/eacd_1296806141_4d4bb0fd63614.pdf
via:
http://www.molblog.nl/bericht/onderzoek-social-mediagebruik-onder-communicatieprofessionals/
How do people use social media and networking online to search for jobs and advance their careers? We asked nearly 100,000 people from around the world - their responses will surprise you.
Social Media: Embracing the Opportunities, Averting the Risks WhitepaperElizabeth Lupfer
The "Social Media: Embracing the Opportunities, Averting the Risks webinar" webinar offered insight into business leaders’ views and perceptions on this issue and provided actionable recommendations and advice on the development of social media policies and employee training sessions. The webinar also highlighted the insights gleaned from the recent national study conducted by Russell Herder, in conjunction with Ethos Business Law, on social media trends in the workplace and policy adoption.
Social media and the communication profession eacd en univ of st. gallenMarketingfacts
Social media and the communication profession eacd en univ of st. gallen
Source: http://www.eacd-online.eu/_files/news/eacd_1296806141_4d4bb0fd63614.pdf
via:
http://www.molblog.nl/bericht/onderzoek-social-mediagebruik-onder-communicatieprofessionals/
In September 2009, the International Economic Development Council (IEDC) and Development Counsellors International partnered to survey how social media is being used in economic development. This presentation shows our findings.
2011 Brunswick Study on the Use of Social Media Among Business JournalistsBrunswick Group
Brunswick Research has released the findings of its first global poll among business journalists looking at the influence of social media on stories published via more traditional media channels. The survey found that on balance social media is seen as having a positive effect on the quality of journalism, and will be increasingly important to the angle and content of published stories. Overall, two-thirds claim to have written a story that originated via social media, giving rise to up to one in seven of all published stories.
This report looks at data from CASE/mStoner/Slover Linett survey of social media in advancement. This data provides a compelling view of what has changed — and what has remained the same since 2010 in the way institutions use social media for advancement. One big change is that some 50% of institutions surveyed use social channels as part of a multi-channel campaign. Contains six case studies of how seven colleges and universities used social media in campaigns.
Campus Party 2011 Consumer Social Media SurveyJeffreyGroup
How do consumers view companies and brands that take an active role in communicating with their customers through social media? This survey reveals how consumers expect the brands they patronize to relate to them online, and the findings show that trust and perceptions of reliability increase when brands engage in real dialogue online. Consumers will listen, but they want to be heard as well. When the balance of brand communications favors two-way communication, the brand and its relationships benefit.
Still Setting the Pace in Social Media: The First Longitudinal Study of Usage...Elizabeth Lupfer
This research shows that charitable organizations are still outpacing the business world and academia in their use of social media. In the latest study (2008) a remarkable eighty-nine percent of charitable organizations are using some form of social media including blogs, podcasts, message boards, social networking, video blogging and wikis. A majority (57%) of the organizations are blogging. Forty-five percent of those studied report social media is very important to their fundraising strategy. While these organizations are best known for their non-profit status and their fundraising campaigns, they demonstrate an acute, and still growing, awareness of the importance of Web 2.0 strategies in meeting their objectives.
Learn more about Automotive Digital Marketing at the most popular professional network for car dealers and interactive marketers working in the auto industry at http://www.automotivedigitalmarketing.com/
Global Workforce Index Report - Kelly Services, May 2011Bullhorn Reach
This report highlights responses to questions regarding social media/networking. The questions focused on:
- use of online job boards by job seekers
- use of social networking sites by job seekers
- most popular social networking sites for job seekers
-impact on social networking content on careers
- controlling social networking content
- use of social media for career development
- use of social media in the workplace
- time spent on social media
To map out the landscape of the profession, we surveyed 2,714 respondents online. We asked communicators, marketers, public relations pros and others whether they have someone who focuses exclusively on social media—or if they juggle social media on top of their traditional duties.
We dug deep on measurement, finding out precisely which tools your colleagues favor, and whether they’re satisfied with the data they’re gathering.
We were nosy enough to ask about salaries, and if they’re expected to grow in 2013. And—don’t tell the boss—we got respondents to spill the beans on whether the CEO supports their effort, shrugs it off, or tweets so wildly, the message suffers.
Best of all, we invited comments, enriching our results with candid outtakes from the life of a social media professional.
Learn the basics of social business from our free social business seminar FRANkademy in October 2011.
We cover the basics such as
- Why you should care about “Social”
- The new opportunity provided by integrating social media into your current business strategy
- The benefits of getting social right
- The best practices and tips for social business
- The potential and application of hero tools: – Twitter, Facebook, Google+ and blogs-
- How to engage your market better through effective use of the tools
- How to use the right metrics and tools for measuring social business success
- How the principles of social business strategy and engagement have been effectively applied (case studies)
In September 2009, the International Economic Development Council (IEDC) and Development Counsellors International partnered to survey how social media is being used in economic development. This presentation shows our findings.
2011 Brunswick Study on the Use of Social Media Among Business JournalistsBrunswick Group
Brunswick Research has released the findings of its first global poll among business journalists looking at the influence of social media on stories published via more traditional media channels. The survey found that on balance social media is seen as having a positive effect on the quality of journalism, and will be increasingly important to the angle and content of published stories. Overall, two-thirds claim to have written a story that originated via social media, giving rise to up to one in seven of all published stories.
This report looks at data from CASE/mStoner/Slover Linett survey of social media in advancement. This data provides a compelling view of what has changed — and what has remained the same since 2010 in the way institutions use social media for advancement. One big change is that some 50% of institutions surveyed use social channels as part of a multi-channel campaign. Contains six case studies of how seven colleges and universities used social media in campaigns.
Campus Party 2011 Consumer Social Media SurveyJeffreyGroup
How do consumers view companies and brands that take an active role in communicating with their customers through social media? This survey reveals how consumers expect the brands they patronize to relate to them online, and the findings show that trust and perceptions of reliability increase when brands engage in real dialogue online. Consumers will listen, but they want to be heard as well. When the balance of brand communications favors two-way communication, the brand and its relationships benefit.
Still Setting the Pace in Social Media: The First Longitudinal Study of Usage...Elizabeth Lupfer
This research shows that charitable organizations are still outpacing the business world and academia in their use of social media. In the latest study (2008) a remarkable eighty-nine percent of charitable organizations are using some form of social media including blogs, podcasts, message boards, social networking, video blogging and wikis. A majority (57%) of the organizations are blogging. Forty-five percent of those studied report social media is very important to their fundraising strategy. While these organizations are best known for their non-profit status and their fundraising campaigns, they demonstrate an acute, and still growing, awareness of the importance of Web 2.0 strategies in meeting their objectives.
Learn more about Automotive Digital Marketing at the most popular professional network for car dealers and interactive marketers working in the auto industry at http://www.automotivedigitalmarketing.com/
Global Workforce Index Report - Kelly Services, May 2011Bullhorn Reach
This report highlights responses to questions regarding social media/networking. The questions focused on:
- use of online job boards by job seekers
- use of social networking sites by job seekers
- most popular social networking sites for job seekers
-impact on social networking content on careers
- controlling social networking content
- use of social media for career development
- use of social media in the workplace
- time spent on social media
To map out the landscape of the profession, we surveyed 2,714 respondents online. We asked communicators, marketers, public relations pros and others whether they have someone who focuses exclusively on social media—or if they juggle social media on top of their traditional duties.
We dug deep on measurement, finding out precisely which tools your colleagues favor, and whether they’re satisfied with the data they’re gathering.
We were nosy enough to ask about salaries, and if they’re expected to grow in 2013. And—don’t tell the boss—we got respondents to spill the beans on whether the CEO supports their effort, shrugs it off, or tweets so wildly, the message suffers.
Best of all, we invited comments, enriching our results with candid outtakes from the life of a social media professional.
Learn the basics of social business from our free social business seminar FRANkademy in October 2011.
We cover the basics such as
- Why you should care about “Social”
- The new opportunity provided by integrating social media into your current business strategy
- The benefits of getting social right
- The best practices and tips for social business
- The potential and application of hero tools: – Twitter, Facebook, Google+ and blogs-
- How to engage your market better through effective use of the tools
- How to use the right metrics and tools for measuring social business success
- How the principles of social business strategy and engagement have been effectively applied (case studies)
In his new book, Steven advises companies to become conversation companies. A conversation company is a very consumer oriented company, relying on the power of people and using social media as a perfect partner. The Conversation Company invests in 4 C's to optimize its conversation potential: customer experience, conversation management, content, collaboration. This report gives an update to which extent companies are investing in these 4 dimensions.
Presentation at Taleo & LinkedIn Seminar in Netherlands.
Topic : Social Talent management Research
Speaker: David Wilkins, VP Taleo Research at Taleo Corp.
Social Media: Embracing the Opportunities, Averting the RisksRussell Herder
This webinar presentation by Russell Herder and Ethos Business Law offers insight into business leaders’ views and perceptions on the pros and cons of empoyees' use of social media and provides actionable recommendations and advice on the development of social media policies and employee training sessions. It also highlight the information gleaned from the recent national study conducted by the two firms on social media trends in the workplace and policy adoption.
In February 2009, Vignette conducted a survey of 200 marketing executives on the subject of Social Media. The organizations surveyed know they need to utilize Social Media on their Web sites, but most are unsure how to implement a strategy.
This presentation by Gerardo Dada, senior director of product marketing for Vignette, explores a summary of trends captured in the survey as well as a step-by-step guide to implementing a successful Social Media strategy in your organization. The presentation also includes discussion on the state of Social Media today, what Web 2.0 means for your business and key strategies for successfully implementing Social Media in your organization.
Many large companies recognize the importance of social media tools but lack the vision on how to use them in conjunction with long-term initiatives and measure their effectiveness, according to a survey conducted by Vignette Corporation (NASDAQ: VIGN) in partnership with the Marketing Leadership Roundtable and the Corporate Executive Board. The results will be discussed in a June 10 Webcast presented by Vignette.
The survey collected almost 200 responses from companies with median revenue of $333 million. Fifty percent of the respondents work at companies that have 1,000 employees or more and 62 percent come from B2B organizations.
Social Media: Embracing the Opportunities, Averting the Risks Webinar Present...Elizabeth Lupfer
The "Social Media: Embracing the Opportunities, Averting the Risks webinar" webinar offered insight into business leaders’ views and perceptions on this issue and provided actionable recommendations and advice on the development of social media policies and employee training sessions. The webinar also highlighted the insights gleaned from the recent national study conducted by Russell Herder, in conjunction with Ethos Business Law, on social media trends in the workplace and policy adoption.
The Employment Restructuring Report is compiled by Kelly Services. It provides a timely review of economic, labour and hiring conditions in the relevant markets, with a detailed focus on the most recent data regarding mass layoffs and restructuring. The report is compiled utilising publicly available data from official, private and not-for-profit organisations. published on a quarterly basis, the employment Restructuring Report is available in separate editions for the United States and the European Union.
The 2013 Kelly Global Workforce Index (KGWI) brings work and workplace insights sourced from more than 120,000 respondents from 31 countries across the Americas, EMEA and APAC regions.
This first installment, on the topic of Career Development and Upskilling, explores the changing focus on training and skills development, as employees become more proactive and self-reliant in managing their careers.
The employment Restructuring Report is compiled by Kelly services. It provides a timely review of economic, labour and hiring conditions in the relevant markets, with a detailed focus on the most recent data regarding mass layoffs and restructuring. The report is compiled utilising publicly available data from official, private and not-for-profit organisations. published on a quarterly basis, the employment Restructuring Report is available in separate editions for the United States and the European Union.
This installment of the 2012 Kelly Global Workforce Index looks at the emergence of the highly virtual workforce, characterized by employees that are connected to their workplace around the clock by virtue of mobile technologies.
This fourth installment of the 2012 KGWI
looks at issues surrounding job mobility and career progression as part of a shift to a more autonomous and empowered workforce. It shows a changing attitude on the part of employees, with more embracing the notion of gaining new experiences and skills with multiple employers.
The “E” in STEM – spotlight on the engineering employment marketTodd Wheatland
A new info graphic on the top growing engineering specialties and geographic markets in the U.S. is showing a clear picture: Demand is growing and impending retirement of many of the profession's most experienced workers looks set to put further pressure on organizations seeking top engineering talent.
This is info graph is the visual summary of our third KGWI report on the issue of leadership in the contemporary workplace from the employee perspective.
For this and more workforce insights please visit http://www.talentproject.com
This is the third report of the 2012 Kelly Global Workforce Index Research.
The report examines the issue of leadership in the contemporary workplace from the employee perspective.
It explores the way that workers think about the quality, direction, and style of leadership, and the degree to which they share the goals of those who head their organizations.
For this and more workforce insights please visit http://www.talentproject.com
STEM jobs (97 occupations that fall into the science, technology, engineering and mathematics fields) are part of a critical cycle of economic growth. They are vital for national competitiveness, fueling the economy and creating more downstream jobs.
The Global Talent Market Quarterly is a summary of the current economic and labor market conditions around the world and gives insight into how they might impact you.
New Explore Careers and College Majors 2024.pdfDr. Mary Askew
Explore Careers and College Majors is a new online, interactive, self-guided career, major and college planning system.
The career system works on all devices!
For more Information, go to https://bit.ly/3SW5w8W
Want to move your career forward? Looking to build your leadership skills while helping others learn, grow, and improve their skills? Seeking someone who can guide you in achieving these goals?
You can accomplish this through a mentoring partnership. Learn more about the PMISSC Mentoring Program, where you’ll discover the incredible benefits of becoming a mentor or mentee. This program is designed to foster professional growth, enhance skills, and build a strong network within the project management community. Whether you're looking to share your expertise or seeking guidance to advance your career, the PMI Mentoring Program offers valuable opportunities for personal and professional development.
Watch this to learn:
* Overview of the PMISSC Mentoring Program: Mission, vision, and objectives.
* Benefits for Volunteer Mentors: Professional development, networking, personal satisfaction, and recognition.
* Advantages for Mentees: Career advancement, skill development, networking, and confidence building.
* Program Structure and Expectations: Mentor-mentee matching process, program phases, and time commitment.
* Success Stories and Testimonials: Inspiring examples from past participants.
* How to Get Involved: Steps to participate and resources available for support throughout the program.
Learn how you can make a difference in the project management community and take the next step in your professional journey.
About Hector Del Castillo
Hector is VP of Professional Development at the PMI Silver Spring Chapter, and CEO of Bold PM. He's a mid-market growth product executive and changemaker. He works with mid-market product-driven software executives to solve their biggest growth problems. He scales product growth, optimizes ops and builds loyal customers. He has reduced customer churn 33%, and boosted sales 47% for clients. He makes a significant impact by building and launching world-changing AI-powered products. If you're looking for an engaging and inspiring speaker to spark creativity and innovation within your organization, set up an appointment to discuss your specific needs and identify a suitable topic to inspire your audience at your next corporate conference, symposium, executive summit, or planning retreat.
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For event details, visit pmissc.org.
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
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Brief overview of career options in cybersecurity for technical communicators. Includes discussion of my career path, certification options, NICE and NIST resources.
Exploring Career Paths in Cybersecurity for Technical Communicators
The Rise of Social Media for Professional & Personal Use
1. people
00
kelly Global workforce index
0
™
168,
012
se: JUNE 2
relea
s
ie
30 r
c o u nt
when worlds collide
the rise of social media for
professional & personal use
2. business or pleasure? social media at work (by region)
social media in the workplace Americas Europe Asia-pacific
16% 31% 48%
47 %
6% 13% 18%
are concerned that mixing personal and
professional connections could cause % who think it is acceptable to use
social media for personal use at work
problems in the workplace
% who have been told to stop
using social media at work
adverse
effects 43%
36% 30% 19%
on work
More than four in 10 agree GEN Y Gen Y
Gen X
that the use of social media are the most accepting of the Baby Boomers
at work negatively impacts personal use of social media at work.
productivity. Baby Boomers are
the most skeptical with almost
half (49%) showing concern.
thumbs
having a down 56% 55%
More than half don’t believe
presence 29%
employers have the right to
For employers, there is growing view personal social media
pressure to align their social pages (56%). Nor do they
media activities to attract approve of prospective
future talent. More than one- employers viewing their pages
quarter of workers feel it’s as a hiring tool (55%).
30
important that their employer
%
has a social media presence. feel it’s
acceptable to
use social media sharing
48%
for personal
opinions
using use at work
Almost one-quarter believe it’s
24%
36 %
their acceptable to share opinions
networks about work via social media. This
is most apparent in the Asia-
When making career/employment Pacific region (36%).
decisions, significantly more
professional and technical workers are
P/T non-P/T likely to use their network of friends
workers workers and colleagues than non-P/T workers.
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
3. contents
Section 1: Section 2: Section 3:
4 Introduction 7 Introduction 15 Introduction
5 Personal Use of Social Media 8 Productivity Impact of Social 16 Current Employer Rights
at Work (by Generation) Media (by Generation) (by Generation)
6 Personal Use of Social Media 9 Productivity Impact of Social 17 Current Employer Rights (by Region)
at Work (by Region) Media (by Region) 18 Prospective Employer
10 Mixing Personal and Professional Rights (by Region)
Connections (by Generation) 19 Inclination to Search for Jobs via
11 Mixing Personal and Professional Social Media (by Generation)
Connections (by Region) 20 Inclination to Search for Jobs
12 Sharing Opinions About Work on via Social Media (by Region)
Social Media (by Generation) 21 Inclination to Search for Jobs via
13 Sharing Opinions About Work Social Media (by Industry)
on Social Media (by Region) 22 Using Social Network for Career/
14 Banning Social Media Usage at Employment Decisions (by Region)
Work (by Region and Generation) 23 Importance of Employer’s Presence
on Social Media (by Region)
24 Conclusion
The Kelly Global Workforce Index 2012
The 2012 Kelly Global Workforce Index (KGWI) This second installment of the 2012 KGWI The views of respondents demonstrate the sheer of the workplace, with an emphasis on the
brings together the findings from almost 170,000 findings demonstrates the enormous challenges scale of the task faced by business executives in three main workforce generations—Gen Y (age
respondents from 30 countries. It shows the results and opportunities being thrust on the adopting optimum social media strategies, and in 19-30), Gen X (age 31-48) and Baby Boomers
of diverse forces impacting the contemporary world of work as a result of the proliferation reconciling tensions over issues such as privacy, (age 49-66). The survey captures the
workplace, including generational and geographic of social media—Internet forums, blogs, monitoring, and use of social media in recruitment. views of workers across the Americas,
diversity, technology, employee empowerment, Facebook, Twitter, LinkedIn and hundreds As in previous years, the 2012 KGWI has a APAC and EMEA regions.
and the widespread use of social media. of niche sites that unite users. special focus on the generational perspective
Kelly Global Workforce Index™ 3
4. sec tion 1
social media—business or pleasure?
The explosion of social media across the globe has transformed personal
communications and opened up a myriad of opportunities for interaction
across communities, regions and peer groups. Along with the opportunities
come challenges, nowhere more so than in the workplace. The spontaneous
and free-ranging character of social media can sit uneasily in a work setting.
Understanding and managing the workplace In the process, employees and employers are A fundamental question is whether there
issues associated with social media is an coming to grips with a host of thorny issues is a place that social media can, or should,
evolving discipline. However, it is clear relating to freedom of expression, privacy, occupy for individuals in the contemporary
that attitudes toward social media are far and dissemination of sensitive information, workplace. Views on this are divided.
from uniform. Generational, occupational all further challenging the traditional
and regional variances shape the way divide between work and personal life.
that people embrace these platforms.
Kelly Global Workforce Index™ 4
5. PERSONAL USE OF SOCIAL MEDIA AT WORK (by generation)
Å It’s also a generational issue. Gen Y
(36%) and Gen X (30%) are significantly Do you feel it is acceptable to use social media for personal use at work? (% Yes by generation)
more likely to feel it is acceptable to use
social media for personal use at work,
compared to Baby Boomers (19%).
With the talent war for highly skilled
workers in full swing, it is important to
Gen X:
note that significantly more workers 30%
with professional and technical skill sets Gen Y:
36%
feel it is acceptable to use social media
for personal use when at work (35%
compared to 24% for those with non-P/T
skill sets). This insight is key for employers
struggling to keep employment
policies in line with the expectations
of their critical workforce segments.
Baby Boomers:
19%
The upshot is that attitudes toward
social media in the workplace are
closely aligned to age and location. It’s
perhaps not surprising that younger
workers are more comfortable with social
media in a work environment. More
revealing are the cultural differences.
Kelly Global Workforce Index™ 5
6. PERSONAL USE OF SOCIAL MEDIA AT WORK (by region)
Å Those in APAC are three times
more likely than those in the Do you feel it is acceptable to use social media for personal use at work? (% Yes by region)
Americas to approve of social media
for personal use while at work.
That should be a signal to businesses
with global operations to think
carefully about the implications of
EMEA:
uniform rules on social media.
31%
More than one-quarter of respondents
(30%) feel it is acceptable to use
APAC: All countries:
social media for personal use when at
48% 30%
work. This is highest within the APAC
region, where nearly half (48%) feel it
is acceptable to use social media for
personal use at work, compared with 31% Americas:
in EMEA and just 16% in the Americas. 16%
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 6
7. sec tion 2
confronting the
downside of social media
Despite the fact that social media is becoming more widespread
in the workplace, it has earned something of a mixed reputation.
There are serious reservations among many relating to its impact
on productivity, staff morale and personal privacy.
Given the extent of social media use in increasingly common practice of sharing
the workplace, a surprising number of opinions about work-related matters
respondents acknowledge its disruptive effect. with colleagues on social media.
The idea of mixing personal and professional And yet there are very few who say they
connections on social media opens up have actually been instructed to stop
an array of difficult issues, as does the using social media in their work setting.
Kelly Global Workforce Index™ 7
8. PRODUCTIVITY IMPACT OF SOCIAL MEDIA (by GENERATION)
Å Among the different workplace
generations, Baby Boomers are most To what extent do you agree or disagree that the use of social media at work impacts
negatively on workplaceSocial Media (By (% Agree by generation)
Productivity Impact of productivity? Generation)
skeptical, with almost half (49%) believing
it negatively impacts productivity. But 60%
even among younger workers, there is
still a significant level of concern—40%
of Gen Y and 44% of Gen X.
There is a very clear appreciation 50%
of the potential dangers that exist
as a result of failing to draw a
distinction between the personal and
professional use of social media. 40%
30%
20%
GEN Y GEN X BABY BOOMERS
Kelly Global Workforce Index™ 8
9. PRODUCTIVITY IMPACT OF SOCIAL MEDIA (by region)
Å More than four in 10 (43%) believe
that the use of social media at work To what extent do you agree or disagree that the use of social media at work
negatively impacts workplace Media (Region) (% Agree by region)
Productivity Impact of Social productivity?
adversely impacts productivity. This is
highest in the Americas, where 53% 60%
say it hampers work effort, compared
with 41% in EMEA and 34% in APAC.
50%
All countries
40%
30%
20%
AMERICAS EMEA APAC
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 9
10. MIXING PERSONAL AND PROFESSIONAL CONNECTIONS (BY generation)
Å Baby Boomers are more likely to
have this concern (50%) compared Do you worry that mixing your personal and professional connections through
social media could cause problems in your workplace (% Yes by generation)
Mixing Personal and Professional Connectsion (by Generation)
to the younger generations (46%
for both Gen Y and Gen X). 55%
What emerges is that for many,
social media has become something
of a necessary evil; it is a central
50%
feature of the contemporary
communications toolkit, but many
workers see potential hazards that could
significantly impact their careers.
45%
It thus becomes critical for organizations
as well as individuals to reconcile
the two worlds of social media—the
public and the private. This tension is
40%
central to the way that social media
is embedded into the workplace.
35%
GEN Y GEN X BABY BOOMERS
Kelly Global Workforce Index™ 10
11. MIXING PERSONAL AND PROFESSIONAL CONNECTIONS (BY REGION)
Å Nearly half (47%) express concern
that mixing personal and professional Do you worry that mixing your personal and professional connections through
social media could and Professional Connectsion (by Region) Yes by region)
Mixing Personal cause problems in your workplace (%
connections through social media
could cause problems in the workplace. 60%
Once again, the most wary social
media users are in the Americas,
where 53% say it has the potential
to generate workplace problems.
50%
All countries
40%
30%
20%
AMERICAS EMEA APAC
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 11
12. SHARING OPINIONS ABOUT WORK ON SOCIAL MEDIA (BY GENERATION)
Å Younger workers, notably Gen Y (28%)
and Gen X (22%), are most likely to feel Do you believeviews acceptable Generation)
Exchanging it is on work (by to share opinions about your work with friends and colleagues on social media? (% Yes by generation)
such communications are acceptable
40%
in contrast to Baby Boomers (16%).
30%
20%
10%
0%
GEN Y GEN X BABY BOOMERS
Kelly Global Workforce Index™ 12
13. SHARING OPINIONS ABOUT WORK ON SOCIAL MEDIA (BY region)
Å The blurring of this line between
work and personal life is highlighted Do you believeviews acceptable Region) opinions about your work with friends and colleagues on social media? (% Yes by region)
Exchanging it is on work (by to share
by the finding that almost one-quarter
40%
(24%) feel it is acceptable to share
opinions about work with friends
and colleagues on social media.
It is apparent that the APAC region 30%
has a consistently more tolerant and
liberal approach to social media and
the manner in which it is used. More All countries
than one-third (36%) in the APAC 20%
region believe it is acceptable to share
opinions about work with friends and
colleagues on social media. This rate
of approval is more than twice the level
10%
in the Americas, and approximately
one-third higher than in EMEA.
0%
AMERICAS EMEA APAC
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 13
14. BANNING SOCIAL MEDIA USAGE AT WORK (BY REGION AND GENERATION)
Å With social media occupying an
increasing place in both personal and Have you ever been told to stop using social media at work? (% Yes by region)
Banning Social Media (by region)
professional life, there is resistance
20%
from some employers. A total of
12% of workers have been told to
stop using social media at work.
Within the Americas, as few as 6% have 15%
been told to stop using social media
at work, which is significantly less than
within APAC (18%) and EMEA (13%). All countries
10%
Significantly more workers in the younger
generations (Gen Y 16%, Gen X 12%)
have been told to stop using social media
at work as compared to those in the
5%
older generation (Baby Boomers 5%).
0%
AMERICAS EMEA APAC
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 14
15. sec tion 3
Jobs, privacy and recruitment
For an individual, the dilemma associated with using social media in a work
environment will encompass issues such as work-life balance, access to business
information, business security, and corporate reputation.
For an employer, there may also be There are vexed issues surrounding how
issues relating to the use of social media social media interacts with conventional
content to access information on business communication tools in the workplace,
partners, competitors and employees. and this is reflected in mixed views
This will raise legitimate questions as about some fundamental questions.
to how acceptable (or even lawful) it is
to rely on such material, particularly in
hiring and employment decisions.
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16. CURRENT EMPLOYER RIGHTS (BY generation)
Å On the question of employer access Employer Rights to Social Media (By Generation)
to an employee’s social networking Do you believe that your employer has the right to view your social networking pages? (% No by generation)
pages, the majority believes this
content should remain private.
Across the generations, the most reluctant
to share their content are Gen X, with GEN Y GEN X BABY BOOMERS
58% opposed to employers having
access to their social media pages.
A total of 56% of Gen Y are against
employer access to personal social
media content, while 53% of Baby
Boomers are also opposed.
56% 58% 53%
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17. CURRENT EMPLOYER RIGHTS (BY REGION)
Employer Rights to Social Media (by region)
Å More than half of all respondents (56%)
believe that their employer does not have Do you believe that your employer has the right to view your social networking pages? (% No by region)
the right to view their social networking
pages. The APAC region, which has the
highest usage of social media, is also
the least likely to tolerate employer
access to private social media content, AMERICAS EMEA APAC ALL COUNTRIES
with 64% voicing their disapproval.
By contrast, 51% in the Americas and
56% in EMEA believe their current
employer does not have the right to
view their social networking pages.
51% 56% 64% 56%
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
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18. PROSPECTIVE EMPLOYER RIGHTS (BY REGION)
Å But what about prospective
Social Media as a Hiring Tool (by region)
employers? Should they have the right to Do you think a prospective employer has the right to view your social networking
pages when deciding whether to employ you? (% No by region)
view a person’s social networking pages
in deciding whether to employ them?
Employees don’t draw any significant
distinction between current and
prospective employers on the right to AMERICAS EMEA APAC ALL COUNTRIES
access personal social media content.
In both cases, slightly more than half
say prospective employers do not
have the right to view this material.
Those in APAC (60%) are more
disapproving than those in EMEA
(55%) and the Americas (50%). 50% 55% 60% 55%
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 18
19. INCLINATION TO SEARCH FOR JOBS VIA SOCIAL MEDIA (BY GENERATION)
Å More individuals are now utilizing
Preference forbe more inclined toMedia (by generation) social media than traditional methods
Would you Job Search on Social search for jobs via
various social media platforms
(e.g., newspaper advertisements, online job boards, or recruitment companies)? (% Yes by generation)
as part of their job search.
Overall, more than one-quarter (30%) are
more inclined to search for jobs via social
media rather than through traditional
methods such as newspapers, online GEN Y GEN X BABY BOOMERS
job boards and recruitment firms.
The younger generations, Gen Y (32%)
and Gen X (30%), are more likely
to do so, as compared to the older
generations (Baby Boomers 26%).
32% 30% 26%
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20. INCLINATION TO SEARCH FOR JOBS VIA SOCIAL MEDIA (BY REGION)
Å Within the APAC region, nearly
Preference for Job Search on Social Media (by region)
half (47%) are inclined to search Would you be more inclined to search for jobs via social media than traditional methods
(e.g., newspaper advertisements, online job boards, or recruitment companies)? (% Yes by region)
for jobs via social media rather
than traditional methods, which is
significantly more than within the
Americas (26%) and EMEA (24%).
AMERICAS EMEA APAC ALL COUNTRIES
26% 24% 47% 30%
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
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21. INCLINATION TO SEARCH FOR JOBS VIA SOCIAL MEDIA (BY INDUSTRY)
Å The industry sector with the greatest Preference for Job Search on Social Media (by industry)
use of social media for job search is Would you be more inclined to search for jobs via social media than traditional methods
(e.g., newspaper advertisements, online job boards, or recruitment companies)? (% Yes by industry)
information technology, where 36%
rely on it to find work. Workers in
36% 33% 32% 31% 31% 31% 30% 30% 29% 29% 28% 27% 26%
the utilities, oil, and gas sector also
report relatively high reliance on social
media during their job search.
IT Utilities, Hospitality, Financial Automotive Business Transport, Food and Retail Government Education Chemical Life
Oil, Gas Travel, Services Services Distribution Beverage Sciences
Leisure
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22. USING SOCIAL NETWORK FOR CAREER/EMPLOYMENT DECISIONS (BY REGION)
Social Media and Job Decisions (by region)
Å Approximately four-in-10 (41%)
use their social media network when Do you use your social media network when making career/employment decisions? (% Yes by region)
making career or employment decisions.
This is highest in APAC, where more
than half (58%) use their social media
network when making these choices,
compared to only one-third (33%) in AMERICAS EMEA APAC ALL COUNTRIES
the Americas and 40% in EMEA.
For employers, there is growing
pressure to align their social media
communications activities to those who
are so pervasive in the wider community.
For employers looking to attract highly 33% 40% 58% 41%
skilled professional and technical
candidates, it is worth noting that
professional and technical workers are
significantly more likely to use their social
media networks when making career/
employment decisions, compared to non-
P/T workers (48% and 36%, respectively).
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 22
23. IMPORTANCE OF EMPLOYER’S PRESENCE ON SOCIAL MEDIA (BY REGION)
Employee Views on Corporate Social Media Profile
Å More than one-quarter (29%) feel it is
important that their employer has a social How important is it to you that your employer organization has a social media presence? (% Important by region)
media presence. Within APAC (39%),
this view is significantly higher than in
the Americas (29%) and EMEA (23%).
AMERICAS EMEA APAC ALL COUNTRIES
29% 23% 39% 29%
Regional differences may be attributed in part to the generational composition of the survey samples, with the APAC region having a larger proportion of Gen Y respondents.
Kelly Global Workforce Index™ 23
24. Conclusion
When Worlds Collide
Overall, workers see social media as something personal.
In some cases, they feel it is an entitlement or a personal right.
Many are using their networks to make career decisions, and
more and more are using it to search for jobs.
Most workers agree that current and environment than EMEA and, particularly,
potential employers shouldn’t have the the Americas. In APAC, social media has
right to get too close. Employees can see a high degree of acceptance, but workers
potential pitfalls ahead if their two worlds have a distinct distaste for employer access.
intermingle. Indeed, in some jurisdictions
Equally important, a significant share
it is not permissible to use this personal,
of people acknowledge the negative
private content for employment purposes.
productivity that flows from social media in
It is also clear that geographic location has the workplace, something that highlights
a significant bearing on the manner in which the unprecedented challenge for employers
social media is adopted as part of workplace and employees in reconciling the public
culture. The APAC region is a vastly different and private worlds of social media.
Kelly Global Workforce Index™ 24