The socialisation of business - leveraging new media in the workplace. Looks at the origins of social media, employee engagement and the growth of business social networking, including social recruitment for 2012. Presented at the 2nd Annual Workforce Capability, Planning & Development Conterence in Wellington, NZ, 1 May 2012.
How to drive a Social Business Adoption and what is the leverage of embedding Social Platform at the heart of Business.
Guest Speaker: Michael Martine, Director, Supply Chain Transformation at IBM
Increasing Employee Engagement using Social MediaVirtual EyeSee
"29 percent of employees are engaged, 54 percent are not engaged and 17 percent are actively disengaged”
An engaged employee has the same attitude, drive, passion and belief as the head of the organization
Social media can shorten the gap between the leaders of organizations and employees
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
Social Media and Automation: Why do we care, How do we put it to to work?Juliann Grant
This presentation by Juliann Grant was given at ISA's Automation Week on 10/18/11. This is a general overview of social media's penetration in the automation industry and how ISA is using social media to reach its society members.
How to drive a Social Business Adoption and what is the leverage of embedding Social Platform at the heart of Business.
Guest Speaker: Michael Martine, Director, Supply Chain Transformation at IBM
Increasing Employee Engagement using Social MediaVirtual EyeSee
"29 percent of employees are engaged, 54 percent are not engaged and 17 percent are actively disengaged”
An engaged employee has the same attitude, drive, passion and belief as the head of the organization
Social media can shorten the gap between the leaders of organizations and employees
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
Social Media and Automation: Why do we care, How do we put it to to work?Juliann Grant
This presentation by Juliann Grant was given at ISA's Automation Week on 10/18/11. This is a general overview of social media's penetration in the automation industry and how ISA is using social media to reach its society members.
Cultivating Employee Evangelists: Social Media Strategies Summit Las Vegas 2014Sarah Finley
Employees are the key ingredient in the social era. Companies must fundamentally rethink how they connect with their customers, and employees play a critical role in making those connections.
Your customers expect you to have real conversations with them as part of their experience with your brand- to share information, knowledge, expertise, even inspiration. So how do you empower your employees to communicate with your audience in a meaningful way?
In this presentation, you'll learn:
- Top brands that have already harnessed the power that lies within their workforce
- How to train and scale employees evangelists to build long-term relationships with your customers
- How to use technology to power your advocates
Employees are the key ingredient in the social era. Companies must fundamentally rethink how they connect with their customers, and employees play a critical role in making those connections.
Your customers expect you to have real conversations with them as part of their experience with your brand- to share information, knowledge, expertise, even inspiration. So how do you empower your employees to communicate with your audience in a meaningful way?
In this presentation, you’ll learn:
· Top brands that have already harnessed the power that lies within their workforce
· How to train and scale employees evangelists to build long-term relationships with your customers
· How to use technology to power your advocates
A detailed study on LinkedIn and its associated components, the Do's and Don'ts with case studies. It will help developing an idea about fundraising too.
The use of internal social media within organizations is significantly increasing as C-level executives are recognizing the power internal social media can bring to their bottom line.
To better understand the value of social media in the workplace, APCO Worldwide and Gagen MacDonald recently surveyed 1,000 U.S. employees, and built a model that quantifies the factors that characterize effective programs and the impact those programs have on the bottom line.
Handout used in Professional Learning Laboratory webinar held on August 31, 2010 entitled Social Media for the Practical Economic Development Professional.
SASUG April - Building Social Networks and the Social JourneyDavid Broussard
A review of what an Enterprise Social Network is, why we needs them, and how to embark on a Social Journey that will actually get you to your desired destination.
A short presentation for use by facilitators or small to medium businesses with trends, thought starters and suggestions to help create robust social media plans and digital strategy documents.
Developing Digital Leadership in Business and Digital Transformation & Change...Runway Digital
With globalisation, markets are pulling for faster delivery of new products and services. These business realities mean people become more productive and streamline their communications, processes, decision-making and introduce useful digital tools/software.
Individuals also wisely set up and refine their Twitter, Linkedin and other online information sources to connect with relevant peers and to recognise new business models, innovations, risks and opportunities.
As individuals, honing digital leadership skills and having a proactive mindset is increasingly important.
As businesses, developing digital leadership is key to Digital Transformation and Change Programs. It's also often a blindspot that isn’t being addressed.
Too often we hear examples of businesses that were ‘disrupted’ or not ready for market changes. Think: Kodak, Nokia. Read: uninformed business leaders and/or poor business decisions for the market. Thing is, these leaders assumed they were doing a good job at the time.
Ughhhh… don’t let that be people in your organisation.
Make sure they’re trained well, up-to-date, savvy with current market trends, tools and increasing their personal productivity.
Slides from presentation at AAM 2015
Digital Leadership and Organizational Transformation
Douglas Hegley, Amy Heibel, Nik Honeysett
Wednesday, April 29, 2015
In a fast-paced and informative session, three digital strategists share “war stories” about big organizational changes occurring during this era of disruptive digital technology evolution. Hear about real-world challenges and opportunities, successes and failures of digital leadership, and organizational transformation—including impact on strategy, staff, goals, engagement, costs and more. Attendees are invited to participate in a dialogue and even debate the session’s topics.
Please note that the deck includes a "parking lot" of additional content, and served primarily as jumping off points for discussion.
Learner Outcomes
1. Attendees will learn about the latest digital trends that have the greatest impact on today's organizations, and learn how to plan the best response.
2. Attendees will leave with practical, real-world information about staffing needs, budget realities, and audience impact driven by digital disruption.
3. Attendees will be able to get their specific interests, concerns, and needs addressed by the panelists by actively participating during the session.
Intranet best practices webinar: Employee engagement and the intranet by Toby Ward, Prescient Digital Media, intranet consultants, intranet planning, intranet design, intranet redesig.
Cultivating Employee Evangelists: Social Media Strategies Summit Las Vegas 2014Sarah Finley
Employees are the key ingredient in the social era. Companies must fundamentally rethink how they connect with their customers, and employees play a critical role in making those connections.
Your customers expect you to have real conversations with them as part of their experience with your brand- to share information, knowledge, expertise, even inspiration. So how do you empower your employees to communicate with your audience in a meaningful way?
In this presentation, you'll learn:
- Top brands that have already harnessed the power that lies within their workforce
- How to train and scale employees evangelists to build long-term relationships with your customers
- How to use technology to power your advocates
Employees are the key ingredient in the social era. Companies must fundamentally rethink how they connect with their customers, and employees play a critical role in making those connections.
Your customers expect you to have real conversations with them as part of their experience with your brand- to share information, knowledge, expertise, even inspiration. So how do you empower your employees to communicate with your audience in a meaningful way?
In this presentation, you’ll learn:
· Top brands that have already harnessed the power that lies within their workforce
· How to train and scale employees evangelists to build long-term relationships with your customers
· How to use technology to power your advocates
A detailed study on LinkedIn and its associated components, the Do's and Don'ts with case studies. It will help developing an idea about fundraising too.
The use of internal social media within organizations is significantly increasing as C-level executives are recognizing the power internal social media can bring to their bottom line.
To better understand the value of social media in the workplace, APCO Worldwide and Gagen MacDonald recently surveyed 1,000 U.S. employees, and built a model that quantifies the factors that characterize effective programs and the impact those programs have on the bottom line.
Handout used in Professional Learning Laboratory webinar held on August 31, 2010 entitled Social Media for the Practical Economic Development Professional.
SASUG April - Building Social Networks and the Social JourneyDavid Broussard
A review of what an Enterprise Social Network is, why we needs them, and how to embark on a Social Journey that will actually get you to your desired destination.
A short presentation for use by facilitators or small to medium businesses with trends, thought starters and suggestions to help create robust social media plans and digital strategy documents.
Developing Digital Leadership in Business and Digital Transformation & Change...Runway Digital
With globalisation, markets are pulling for faster delivery of new products and services. These business realities mean people become more productive and streamline their communications, processes, decision-making and introduce useful digital tools/software.
Individuals also wisely set up and refine their Twitter, Linkedin and other online information sources to connect with relevant peers and to recognise new business models, innovations, risks and opportunities.
As individuals, honing digital leadership skills and having a proactive mindset is increasingly important.
As businesses, developing digital leadership is key to Digital Transformation and Change Programs. It's also often a blindspot that isn’t being addressed.
Too often we hear examples of businesses that were ‘disrupted’ or not ready for market changes. Think: Kodak, Nokia. Read: uninformed business leaders and/or poor business decisions for the market. Thing is, these leaders assumed they were doing a good job at the time.
Ughhhh… don’t let that be people in your organisation.
Make sure they’re trained well, up-to-date, savvy with current market trends, tools and increasing their personal productivity.
Slides from presentation at AAM 2015
Digital Leadership and Organizational Transformation
Douglas Hegley, Amy Heibel, Nik Honeysett
Wednesday, April 29, 2015
In a fast-paced and informative session, three digital strategists share “war stories” about big organizational changes occurring during this era of disruptive digital technology evolution. Hear about real-world challenges and opportunities, successes and failures of digital leadership, and organizational transformation—including impact on strategy, staff, goals, engagement, costs and more. Attendees are invited to participate in a dialogue and even debate the session’s topics.
Please note that the deck includes a "parking lot" of additional content, and served primarily as jumping off points for discussion.
Learner Outcomes
1. Attendees will learn about the latest digital trends that have the greatest impact on today's organizations, and learn how to plan the best response.
2. Attendees will leave with practical, real-world information about staffing needs, budget realities, and audience impact driven by digital disruption.
3. Attendees will be able to get their specific interests, concerns, and needs addressed by the panelists by actively participating during the session.
Intranet best practices webinar: Employee engagement and the intranet by Toby Ward, Prescient Digital Media, intranet consultants, intranet planning, intranet design, intranet redesig.
What do you really mean when you tweet? Challenges for opinion mining on soci...Diana Maynard
This talk, given at BRACIS 2013, introduces the topics of opinion mining and social media analytics, in particular looking at the challenges they impose for an NLP system. It investigates the impact of non-standard text in social media, use of sarcasm, swear words, non-words, short sentences, multiple languages and so on, which impede the success of current NLP tools to perform good analysis, and examines tools being developed in some current cutting-edge research projects, including not only text-based research but also multimedia analysis.
Social and technology entities in an innovation development process. Presented by Elica Safari Mehr, School of Population Health, University of Auckland, at HINZ 2014, 11 November 2014, 12pm, Plenary Room
Reinhard Schaler introduces the concept of Social Localisation at Localization World Silicon Valley on 10th October 2011, during a workshop jointly organized by the LRC, CNGL and The Rosetta Foundation.
How to run system administrator recruitment process? By creating platform based on open source parts in just 2 nights! I gave this talk in Poland / Kraków OWASP chapter meeting on 17th October 2013 at our local Google for Entrepreneurs site. It's focused on security and also shows how to create recruitment process in CTF / challenge way.
This story covers mostly security details of this whole platform. There's great chance, that I will give another talk about this system but this time focusing on technical details. Stay tuned ;)
In this complimentary webinar, Toby Ward, CEO of Prescient Digital Media, and Shel Holtz, Principal at Holtz Communication + Technology discuss Employee Engagement & the Intranet.
Using Brand Advocates (Employees) for InfluenceLiz Bullock
Employees play a critical role in providing authenticity and trust and scalability in this new social media era. More customers are moving online and making peer-to-peer decisions and want to connect with everyday employees. Liz Brown Bullock shares how Dell and other companies are training and activating employees to further connect with customers and prospects online. Additionally, this presentation shares how to strategically think about preparing your organization to activate employees as brand advocates.
Social Media Boot Camp Kuala Lumpur Malaysia November 2014Shane Gibson
Shane Gibson social media speaker (Malaysia Seminar)
It is not who you know but who knows you in today’s hyperconnected marketplace. The consumer and the crowd now own your brand, and in order to profit from this new dynamic, you need a solid strategy and set of principles to engage the marketplace.
Social media has a new set of rules that marketers can follow or break (often at their brand’s peril). The tools will change over time, but the rules of engagement will stay the same. These are principles that your team can apply today and they are also business strategies that they can take with them as technology and the web evolve.
In this full multi-day social media boot camp series, our course leader will share with your team on understanding the role social media. He will also unearth how the social networking play in this new dynamic will be paramount to your future success as sales professionals, marketers, and corporations.
Key benefits for attending this event:
· GOVERN the“7 Rules of Engagement” in sales and marketing for better impact when using social media
· ENRICH tips and approaches to using tools like blogging, Twitter, Facebook and Video to stay top of mind with clients
· GAIN insight by using hyper-local social media and networks to own your local market
· INCORPORATE strategies and tips on influencing online “Thought Leaders” and influencers (tapping into vast source online word-of-mouth referrals)
· MAGNIFY the use of Social Media to connect, attract and grow profitable client opportunities
· INTEGRATE online and offline media for your business profitability
· APPLY 7 easy steps launch your business into the social media space
· UNCOVER specific tips on measuring success, developing easy to implement plans and keeping things organized and simple to execute (and keep your team on-track)
Who Should Attend
VPs, GMs, HODs, Directors, Team Leader, Senior Managers and Managers of:
· Social Media
· Marketing/ Marketing Strategist/ Marketing and Communication
· Brand and Communication
· Digital Strategist/Digital Media and Social Engagement/Digital Marketing
· Corporate Communication
· Public Relation
· Brand and Product Management
· E-commerce
· Media Relation
· Corporate Affair
· Customer Service
· Entrepreneurs
FREE TAKEAWAY!!
Social Media Plan Template including sample social media calendars, social media policies and event marketing template and guide.
Delegates are required to bring laptop to benefit from the hands-on
Social apps like Facebook have transformed the way we connect, share and engage in our personal lives - but what if we could use a similar approach at work? Would bringing a social, collaborative approach to performance management help people be more productive and engaged? Hear first hand from 1-800 Flowers how they leverage social technologies to engage, motivate, and align their people and help them work better, together.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
Kubernetes & AI - Beauty and the Beast !?! @KCD Istanbul 2024Tobias Schneck
As AI technology is pushing into IT I was wondering myself, as an “infrastructure container kubernetes guy”, how get this fancy AI technology get managed from an infrastructure operational view? Is it possible to apply our lovely cloud native principals as well? What benefit’s both technologies could bring to each other?
Let me take this questions and provide you a short journey through existing deployment models and use cases for AI software. On practical examples, we discuss what cloud/on-premise strategy we may need for applying it to our own infrastructure to get it to work from an enterprise perspective. I want to give an overview about infrastructure requirements and technologies, what could be beneficial or limiting your AI use cases in an enterprise environment. An interactive Demo will give you some insides, what approaches I got already working for real.
UiPath Test Automation using UiPath Test Suite series, part 4DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 4. In this session, we will cover Test Manager overview along with SAP heatmap.
The UiPath Test Manager overview with SAP heatmap webinar offers a concise yet comprehensive exploration of the role of a Test Manager within SAP environments, coupled with the utilization of heatmaps for effective testing strategies.
Participants will gain insights into the responsibilities, challenges, and best practices associated with test management in SAP projects. Additionally, the webinar delves into the significance of heatmaps as a visual aid for identifying testing priorities, areas of risk, and resource allocation within SAP landscapes. Through this session, attendees can expect to enhance their understanding of test management principles while learning practical approaches to optimize testing processes in SAP environments using heatmap visualization techniques
What will you get from this session?
1. Insights into SAP testing best practices
2. Heatmap utilization for testing
3. Optimization of testing processes
4. Demo
Topics covered:
Execution from the test manager
Orchestrator execution result
Defect reporting
SAP heatmap example with demo
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
UiPath Test Automation using UiPath Test Suite series, part 3DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 3. In this session, we will cover desktop automation along with UI automation.
Topics covered:
UI automation Introduction,
UI automation Sample
Desktop automation flow
Pradeep Chinnala, Senior Consultant Automation Developer @WonderBotz and UiPath MVP
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Software Delivery At the Speed of AI: Inflectra Invests In AI-Powered QualityInflectra
In this insightful webinar, Inflectra explores how artificial intelligence (AI) is transforming software development and testing. Discover how AI-powered tools are revolutionizing every stage of the software development lifecycle (SDLC), from design and prototyping to testing, deployment, and monitoring.
Learn about:
• The Future of Testing: How AI is shifting testing towards verification, analysis, and higher-level skills, while reducing repetitive tasks.
• Test Automation: How AI-powered test case generation, optimization, and self-healing tests are making testing more efficient and effective.
• Visual Testing: Explore the emerging capabilities of AI in visual testing and how it's set to revolutionize UI verification.
• Inflectra's AI Solutions: See demonstrations of Inflectra's cutting-edge AI tools like the ChatGPT plugin and Azure Open AI platform, designed to streamline your testing process.
Whether you're a developer, tester, or QA professional, this webinar will give you valuable insights into how AI is shaping the future of software delivery.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Elevating Tactical DDD Patterns Through Object CalisthenicsDorra BARTAGUIZ
After immersing yourself in the blue book and its red counterpart, attending DDD-focused conferences, and applying tactical patterns, you're left with a crucial question: How do I ensure my design is effective? Tactical patterns within Domain-Driven Design (DDD) serve as guiding principles for creating clear and manageable domain models. However, achieving success with these patterns requires additional guidance. Interestingly, we've observed that a set of constraints initially designed for training purposes remarkably aligns with effective pattern implementation, offering a more ‘mechanical’ approach. Let's explore together how Object Calisthenics can elevate the design of your tactical DDD patterns, offering concrete help for those venturing into DDD for the first time!
Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
2. • What is Social Media?
• Stats & usage
• Creative uses
• Employee Engagement
• Social Media in Recruitment
• The Social Plan
• Rules of Engagement
3. • It’s the blend of technology and
social interaction
• Marketing:
• Create brand awareness
• lead generation
• Human Resources:
• Employee engagement tool
• It’s not a fad or a trend
– and it’s here to stay
4. • Interactive and Experiential
• The first Olympic games where
social media will be the dominant
Reporter
• Twitter official
news source
6. • 86% of Kiwis use the internet
• 64% of them belong to a social networking site,
of whom
96% are on Facebook
85% use Facebook to post msgs
• 87% of Kiwis under 30 belong to a social
networking site – mainly Facebook
7. • 500,000 New Zealand business people are now
registered on LinkedIn
• Most popular titles being Manager, Director,
Company Owner and CEO
8. • Information access – iPhone,
android, iPad, tablet
• 50% of Facebook
users access
Fb on mobile
devices
9. • Communication, connection, & community
• Psychology 101: Maslow's Hierarchy of
Needs The need to belong - to a family, a
tribe, a community
• Tribes are diminishing
• Online communities
are flourishing
• Facebook, Google+,
LinkedIn, twitter,
Pinterest
11. • People are changing faster than businesses
• Traditional communication – email is becoming
passé.
• Yet 50% of large organisations block social sites access
for employees
• by 2012 this number should drop to 30%*
Employees circumvent corporate
blocks by using their personal
smartphones.
*Gartner Study 2010
12. Engaged Employees
• Show Up - mentally and physically
• Show Off - please
customers
• Put Out - produce
higher quality products
13. • A heightened emotional connection
• Greater discretionary effort
• Aligned to goals and
values
• Buy in to the mission
of the company
15. • Increased Profits
• Employee Retention
• Increased Turnover
• Lower Operating costs
• Improved customer service
• Outperform competitors 8:1 in turnover
and profitability*
• Increase turnover 2.6 times faster**
*Firms of Endearment: How World-Class Companies Profit from Passion and Purpose
**Gallup Research
19. • Quick access to information from an
expanded network
• Socialise business processes
• Sharpen organisational intelligence
• Improve business performance
• Engage a workforce
• Keep employees connected
20. • Generate trust through networked relationships
• Enables flexible work
• Spans international borders
21. •Mobile Tools
•Advanced Virtual
Meetings
From Skype…
…to Telepresence
• Advanced telepresence technologies simulate in-
person meetings with high interactivity and richness
24. Virgin Media
• 20,000 employees
• reduce time on the road and spend more time at
work or at home with their families.
The Flexible Working
Initiative
25. • Test pilot with 1,000 employees using Cisco social
collaboration tools
• Allows employees to post Facebook-like updates, instant
messaging, document sharing, video communication,
microblogging
• A great success, now rolled out to 5,000 employees
27. • Internet-based alternative for companies without
intranets/custom technology solutions
• Customisable platform for building your
own employee social network
• Provides chat, blogging, forums, groups,
and photo/video sharing
28. Fonterra
• Vision and values being rolled out globally
• Gartner survey revealed high levels of
disengagement among Fonterra employees globally
• Employee engagement needed
most on the factory floor
29. • Intrepid-Journey
• China, Trinidad and Tobago, Sri Lanka
• Asthma inhalers, capsules and tablets
• Online competition
• 2-minute video -brand ambassador for Fonterra
30. Enter: syENGAGE
• Delivery = open, transparent, engaging
• Created by peers
• Supported by comms programme
• Channels: Posterous Blog
• Video entry by email
• Ability to moderate entries
• Auto feed to Facebook
• Facebook shows progress of
competition
31. • Limited timeframe to reach 17,000 employees
• 9,300+ visits to site
• 144 video entries
• Winners David & Isabell flew to Australia, Trinidad
and Tobago, the Netherlands, Dubai, China, and Sri
Lanka
• Log told David and Isabell’s ongoing story
http://putusinthepicture.com
33. • Successful recruiting has always been about
networking
• The platform for engagement has now changed
34. • New application capabilities make social recruiting
easy and efficient
• Close the gap between the recruiting power of
smaller and larger companies
• Providing richer and more personalised
communication between recruiters and prospective
candidates
• Facebook, Twitter, LinkedIn, Google+ gain more
traction in 2012
35. • 1 billion users by end of 2012
• Talent pool 5 x bigger than LinkedIn’s
• Used by over 9 million companies
• Emergence of professional recruiting applications:
• Plugin apps make hiring simpler
36. • Design beautiful and compelling career pages, avoid
clutter
• Share fresh dynamic and interesting content to
engage your audience
• Listen to candidates and be responsive
• Engage your prospective candidates through
quizzes and contests
37. • Give industry insights, post employee experiences
• Schedule updates and monitor results
• No silver bullet – it’s a long term investment
Source: http://mashable.com/2012/02/05/facebook-recruiting-infographic/
38. • A free microblogging site that
enables users to send messages
or “tweets” of up to 140 characters.
• Recently introduced brand pages
• Tweet interesting, media-rich content and users will
find you through #Discover feature
39. • Engagement has been relatively low: 90% of the
traffic on Twitter is generated by 10% of users
• Tweet social media optimized job postings, videos,
photos and engaging stories
• Actively engage in conversations with followers,
and using the @Mention feature and popular
hashtags
40.
41. LinkedIn
• Successful IPO in 2011
• 1 in 20 U.S. members is a recruiter, headhunter, or
HR professional
• Highest ranking for applicant quality*
• Increasing competition from Facebook and Google+
• Expect to see new features and richer profiles
*Source: Internal survey of LinkedIn.com job posters conducted December 2009. 250 respondents
43. • Google+ predicts growth to 400
million users by the end of 2012
• Unique Hangout and Circles features
• The Hangout feature taps into the already growing
trend towards video interviewing remote candidates
• Circles allows recruiters to message specific
influencers and candidates.
44. • Google & online search candidates
• Facebook password request
• Discussion Groups
• Glassdoor: an inside look at jobs and
companies, salaries, best places to work
47. 1. What’s the purpose?
Collaborating Connecting Training
Sharing knowledge Solving a problem
Brainstorming Supporting Organizing an event
Keeping employees informed CEO connection
Providing ideas Complaining
Recruiting Introducing an initiative
48. 2. What is the promise of the community:
• What value will employees get?
3. Communities grow if enough employees
care about them
4. Start small and inexpensive – don’t
overcomplicate
5. Don’t start with the technology:
• Purpose and promise define the tools required
49. 6. Have a plan for great content, ongoing activities –
especially at the start
• Collaborate with Marketing and Communications
7. Have dynamic community leaders: welcome,
participate, connect – but not control
• Involve CEO. Study findings reveal 82% of employee
respondents trust a company more when the CEO
and leadership team communicate via social media.*
*BRANDfog. “2012 CEO, Social Media & Leadership Survey” March 12, 2012
50. 8. Get a passionate core of participants before
launching
Identify your Social Media Rock Stars
51. 9. Training and education
Everyone will be at different levels of competency
and confidence with Social Media
52. 10. Rules of engagement:
Social Media Policy
• Social media crises are on the rise
• What are your employees saying about your brand online?
• How are they communicating to your customers?
• Despite the dangers of unrestrained employee social media
use 76% of companies do not have a clearly defined Social
Media Policy.
53. 11. The Basics
• Develop business objectives
• Establish governance
• Create a team and a process to deal with crises
• Connect business units to increase coordination and
reduce duplication
• Weave real-time response into business process
and planning
Source: J. Owyang, Social Business Readiness: How Advanced Companies Prepare Internally
54. 12. How Advanced Companies Prepare
1. Baseline Governance and Reinforcement:
• Established and reinforced a corporate social media policy
that allows employees to participate professionally
2. Enterprise-Wide Response Processes:
• Defined processes for rapid workflow and engagement with
customers in social media
3. Ongoing Education Program and Best Practice
Sharing:
• Fostered a culture of learning through ongoing social media
education
Source: J. Owyang, Social Business Readiness: How Advanced Companies Prepare Internally
55. 13. Important rules to live by:
Protect Information:
• Never share numbers, performance data and internal
communication
Be honest and transparent: Disclose associations
Make it clear that you work for the company, but
these words are my own opinion.
All statements must be true and not misleading
Back up facts with links back to company blog or
landing page
56. Important rules to live by:
Be respectful
Respect your audience
No personal attacks, no disparaging remarks about
employees, customers, partners or prospects
No remarks that are off-topic or offensive
Don’t make forward looking statements
• Product strategy, upcoming release dates, etc.
57. Important rules to live by:
Don’t register channels without prior consent
• Don’t register the company brand name under
different social media sites
Be diplomatic when writing about the competition – get
your facts straight
Never comment on anything related to legal matters, or
crisis situation
Use common sense & common courtesy
58. Rules of Engagement Guidelines should also cover:
• Spamming
• Copyright
• Privacy
• Help & support
• Consequences
59. Other tips for posting online:
• Know your audience
• Conversations are a two-way street
• Remember that quality matters
• Think before you post – how can it be perceived?
• Google has a long memory!
60. 14. Learn from other industries, and innovators
o Brand culture – company culture – social media
experience
15. Measure, monitor and report
o Set up dashboards
61. Social media / networking is here to stay – embrace it
Communication and community is fundamental to who
we are
Engaged employees deliver improved business
performance
Engage employees through business social
networking
Engaged employees become brand ambassadors
62. Engaged employees make the company a desirable
place to work and attract top talent and clients
Start with business objectives first – worry about the
tools later
Have a plan
Include social media education and training
Create rules of engagement
Have fun!
63. “Make your business less machine and more
networked organism
– a human organisation that’s holistic and networked”
Richard Binhammer - Dell
Kerry Eyre
www.hrmatters.me
64. Some social enterprise networking platforms available:
• Yammer.com – the enterprise social network with Facebook-like functionality (basic plan is free)
• Cisco Quad – web-based collaboration platform
• Cisco - WebEx – web-based mobile collaboration - Enables telepresence meetings from Smartphones
• Socialcast.com – software enabled social networking behind the firewall or in the cloud
• Jivesoftware.com – enterprise social business software
• Microsoft SharePoint 2010 – (Software with add-on tools)
• “Integration with Office 2010 makes collaboration and social networking easier for the end user”*
*10 things we love about SharePoint 2010, Network World. http://www.networkworld.com/slideshows/2010/051710-microsoft-sharepoint-server-2010-test.
• Microsoft Lync – Software powered „unified communications‟
• IBM Connections – Social Software
• Ning.com – external social network tool
• Boonex.com – Community software
Social Media Aggregators (Dashboards):
Condenses your social media profiles and data streams into one application and displays is in a dashboard format.
• Hootsuite.com
• Tweetdeck.com
For 21 different aggregators and measurement tools see: http://www.pcmag.com/article2/0,2817,2401299,00.asp
Social Media Monitoring Tools
Small or Medium Businesses with a decent marketing budget:
• Sysomos
• Radian6
• Lithium
Smaller Businesses with smaller budgets:
• uberVU
• Viralheat
• Brandwatch Source: http://social-media-monitoring-review.toptenreviews.com/
65. Blogging:
• Blogger.com
• Posterous.com
• Tumblr.com
• Typepad.com
• Wordpress.com
Document Sharing:
• Slideshare.net – share knowledge and expertise through slideshows with an online business community
• Dropbox.com – a free service that lets you import your photos, docs, and videos anywhere and share them easily
• GoogleDocs – Create and share your work online and access your documents from anywhere for free
NZ Social Media Consulting, Education & Training:
• syENGAGE.co.nz
Websites of interest:
• Pinterest.com – a visual „virtual pinboard‟ for all your favourite things. Pin images and videos. Create a visual
CV.
• Scoopit.com – create your own online magazine. Scoopit searches the internet and brings you relevant blog
information on your selected topic of interest.
• Stumbleupon.com – discover new and interesting things based on the topics of interest selected by you. It‟s „like
exploring a web created just for you‟
• Mashable.com – for the latest in technology and social media news
Note: Listing these resources in this presentation is not a recommendation for use nor endorsement of these Websites and programs. I am not
sponsored by any company and came across this information while researching this subject matter, and in my personal opinion found it
interesting and helpful. If you are considering adopting any initiatives or programs in relation to this presentation I recommend first setting firm
goals and objectives and undertaking research in relation to your business needs. – Kerry Eyre
Editor's Notes
Good morning everyone. My love of social media began when I joined facebook over four years ago. I thought wow, this is amazing! It just opened up a whole new world of possibilities for me, in my personal life and in business.It’s evolution has happened so quickly that it has indeed been called a revolution. It’s still evolving and it’s hard to keep up. So if you’re feeling confused and overwhelmed about all this tweeting, and blogging, believe me you’re not alone.Social media is having an impact on all of us, your employees, and your business, and I hope that my presentation today will shed some light and also leave you inspired to find out more about how you can incorporate social networking into your business and use social media to your advantage.You might think – Social Media? that’s not my department. But believe me the traditional role of HR in companies is changing. Just as the Personnel Department morphed into HR – HR is constantly evolving, some of your role might be divested to line managers or marketingAs HR practitioners you’re expected to go beyond functional HR activities and add real strategic value to your company. And I believe this is where you can.
So what’s on the agenda?Firstly I’m going to cover off what social media is, give you some stats on uptake and usage, then give you examples of some creative ways with social media.Then we’ll look at employee engagement and how social media can be used to create a dynamic networked organisation, leading on from this I’ll cover social media in recruitment. And then give you an outline of a social plan of how to incorporate social networking into your organisation, including the rules of engagement.Ok, on with the show!
So what is the definition of social media?Social media represent the media for social interaction – as a superset beyond social communication.In simple terms it’s tools for communicationIt includes internet forums, weblogs, wikis, video, microblogging, podcasts, photographs or pictures, to name a few. It’s been embraced globally. Here are some stats for you… (play video) Hide pop up ads
Social media has increasingly been used for change and influence: It was the primary source of communication in the Arab spring uprising in 2011.And has been instrumental in uprisings in other middle east countries tooAnd in 2012 we have the most infamous criminal Kony plastered all over the internet to expose his crimes against humanity.Marketing has changed dramatically in the last couple of years – see how many social media logos are attached to corporate websites, and advertising. With the adverts screaming “Connect with us” and “Like us”How our news is sourced has undergone radical changes too, television receives the information second and third hand through social media sources. Programs like Close Up and Campbell Live use facebook for viewers to comment live. It’s just becoming the norm.
Social media is permeating our livesAnd this year, the Olympics in London will be dubbed the Socialympics. The first Olympics in history where social media will be the dominant news source. Athletes will be tweeting direct to fans. Imagine wishing our NZ Olympic contingent good luck and the messages appearing direct on their phones. They can tweet us back and tell us what the Olympic village is like, what they’re doing, how they’re feeling, it’s going to be like being there, it’s going to be magic!
I saw this recently at a presentation in Auckland and it blew me away. Imagine being able to book your airline seat, based on your connections on LinkedIn or Facebook? Both Malaysia Airlines and KLM’s meet and seat program lets those booked on long haul flights find out who else will be on the flight too. With meet and seat you can view other passengers Facebook or LinkedIn profiles and see where they’re sitting. You might search for people going to the same conference as you, or people in the same industry… The opportunities are endless.
We know the global stats, but how many Kiwis are online and active on social media – quite a few as you can see….
And you can’t ignore the professional network of LinkedIn with half a million business people registered…
Access to social media has changed with the introduction of Web 2.0. Now it seems, there’s an App for everything!
So why has social media become so successful so fast?Fundamentally its about communication, connection, and communityNow, I’m not a psychologist (so those with psychology degrees look away now) I think that it’s like Psychology 101 It's in the core of our being as humans the need to belong – and I refer to Maslow's Theory the need to belong to a family, a tribe, a community. Even back in caveman days – cave dwellers often posted pictures and messages on other tribes walls. But society has changed. Tribes and close knit communities are rare. And let’s face it - who here has a closer relationship with their friends on facebook than they do with their neighbour 2 doors down?That’s why we’ve seen the success of online communities like facebook, google+, LinkedIn, Twitter & PinterestUltimately people want to have their voice heard
So here are where the conversations are occurring online. The centre represents the brand, the company, and all the various platforms where the conversations are happening. But don’t be overwhelmed – worry about the tools last.
People are changing faster than businesses, the way we operate online in our social lives is very different to how we operate and communicate in business. I don’t email my friends – I have conversations with them online, or on mobile, or by text. There are companies merging the two and creating a social business world, however a lot of businesses still block access to social media sites, although this should drop in a few years.After all can you really expect employees to give 100%, 100% of the time? We’re working longer and harder than ever before – taking time out to reconnect with your loved ones and friends is refreshing and more beneficial than chatting round the water cooler. And aren’t we more concerned about performance outcomes rather than the number of hours sat behind a desk?
So let’s look at employee engagement, that magic IT factor:■Show Up – Engaged employees stay at their jobs longer creating low turnover costs. ■Show Off – With low turnover comes improved customer relationships, deeper product experience and a better understanding of how customers use products in their environment. ■Put Out – Engaged employees do a better job because they have more experience and because they are more financially/emotionally vested in the company’s brand, reputation, and performance.
An engaged employee has a heightened emotional connection with your company. Exerts greater discretionary effort and is aligned to your goals and values.
So what’s important to enabling engagementFirstly the Quality of Work 2. Work/Life BalancePerception of the Value of Work Supportive environmentChallenge/Interest Recognition of life cycle needs/flexibilityAchievement Security of incomeSocial environment Freedom & AutonomyWorkload Quality of work relationship3. Inspiration/Values 4. Enabling EnvironmentQuality of leadership Physical environmentOrganisational Values & Behaviour Tools and EquipmentReputation of Organisation Job trainingRisk Sharing Information and processesRecognition Safety/Personal SecurityCommunication5. Future Growth/Opportunity 6. Tangible RewardsLearning and development beyond Competitive Paycurrent job Good BenefitsCareer advancement opportunities Incentives for higher performancePerformance improvement & feedback Ownership PotentialRecognition AwardsFairness of Reward
Knowledge-sharing (Increased learning, and unlocks latent talent pool)Enables Collaboration, effective brainstorming Speed and quality of problem-solvingInnovationImproved Job SatisfactionHigher Productivity
And furthermore engagement has all these other benefits. And what organisation doesn’t want this?
So in summary employee engagement leads to employee retention and satisfied customers, and improved financial performance
Being engaged, means being connected. Connected Employees means a Connected Business. More and more, employees are interfacing on Social Networks. So isn’t it about time you got involved too? Isn’t it time to become a more social business?
Social businesses think differently to traditional ones. It’s not about pushing the message, and control from the top down.It’s about connecting people and empowering networks
Having a social business means having social networking tools to enable quick access to information, sharpening your organisational intelligence by sharing and retaining your intellectual capitalImproving business performance through a workforce that’s connected and engagedI believe in the future we will see the growth of niche social networks. Business social networks - They make sense. Just imagine I’m trying to stay fit and I go to the gym. Potentially I will log into my gym social network, where I’ll have a profile and where I’ll share my work-out routines, ask for advice on next steps and ask who is willing to go running on Saturday morning. Later when I’m at work I will log into my business social network, where I will review the status of documentation , get involved in a discussion group, add some ideas, answer a couple of customer enquiries, sign up for a drink with fellow employees on Friday and schedule a team meeting.Later on at night I can catch up with my friends on my personal networks at home.
In addition to other benefits social networking tools enable flexible work options for your workforce, and it has the ability to be global.So employees and stakeholders already are today engaging in social media whether the company likes it or not. The opportunity is to lead the way, set the rules. The opportunity is to create a Business Social Network.
Here are some tools and ways to use social networking for business, and you’re probably using some of these right now:Mobiles Tools – on the go – there’s applications available to ensure your team stays connected anywhere. With Mobile MessagingMobile Videos and PodcastsMore companies are using Skype and other custom solutions to collaborate across officesThis allows File-sharing and instant messaging optimizes collaborationThere are also advanced telepresence technologies that simulate in-person meetings with high interactivity and richness
New research studies reveal the importance of using social networks and virtual communities in teaching and learning. Imagine how this could work in your organisation?
Here’s an example of a couple of companies who have been using social networking extensively.Starbucks in the US have been using social training platforms for a number of years, and it’s been very successful in delivering relevant training to their widely dispersed network of employees.MCDonald’s connect an incredible 1,000,000 + franchise crew employees through their StationM site
Here is a great example of business social networkingVirgin Media – provides Internet, television, mobile and fixed phone services in the U.K. with 20,000 employeesThey have a similar traffic problem in the UK to us in Wellington and Auckland They wanted to reduce time their employees time spent on the road and spend more time at work or at home with their families.And they called it the Flexible Working Initiative.
Began test pilot with 1,000 employees using Cisco social collaboration tools.This allowed employees to post Facebook-like updates, instant messaging, document sharing, video communication, and microblogging.So instead of wasting hours in traffic each day, Virgin Media employees were able to avoid the traffic jams and use these social tools to connect with the business, anywhere and anytime they chose.And here’s the result (Play video) Hide Pop up ads
So that’s internal networking sites, what about external ones?
External sites can be an alternative for companies without intranets. It’s relatively cheap and easy to set up a site on social site like Ning.com.
So what about New Zealand? Who’s doing social business networking in NZ? Some of the larger companies are like Telecom, NZ Post and Deloitte’s use a platform called YammerAnd Fonterra who I’ve chosen as a case study. And guess who in Fronterra approached the agency to undertake this project? I’d assume it was HR wouldn’t you? Well No it was marketing that was tasked with getting this project up and running… makes you think, doesn’t it? Isn’t HR responsible for your community in your business? So here was Fonterra rolling out their vision and values to a global workforce. A survey had revealed disengagement amongst Fonterra employees, especially on the factory floor. So how do you get a message out and generate employee engagement all over the world?
Their agency Origami had an amazing idea: Let’s do an Intrepid-Journey-style documentary showing first-hand the impact Fonterra hasFrom exciting new products for the growing market in ChinaTo cheese, the national food of Trinidad and TobagoTo the near-sacred role of milk in Sri Lanka’s religious lifeTo the completely unexpected: High-grade lactose used in dry powder asthma inhalers, capsules and tablets.The hosts of the documentary would be Fonterra employeesThe employees would be chosen from an online competitionIn a 2-minute video they would show they could be a brand ambassador for Fonterra
After the initial idea, the execution was handed to syENGAGE, an Auckland company. They changed the delivery method to be open, transparent and engaging.They made sure it was created by peers, not a slick communications agencyThe campaign was supported by a coordinated communications campaign, including posters, email marketing, and education for HR representatives and supervisors. It makes me want to ask aren’t we, in HR, responsible for our work community?The chose a Posterous Blog to allowVideo entry by emailThe ability to moderate entriesAnd Auto feed to FacebookFacebook was used to show progress of the competition
syENGAGE had a very limited timeframe to reach all employeesThey worried that they wouldn’t have enough participation, but they needn’t have worried, the trickle of videos became a flood after day three, and even those who had not submitted a video joined in the online conversations.They had over 9,300 site visits, 144 video entries, and winners David from Invercargill, and German Isabell based in their Melbourne office had a fantastic round the world trip on FronterraThe online log told of their ongoing storyHere is a snapshot of the webpage…David said ‘It’s usually always the CEO and the chairman telling us what’s happening. This was different! This time you were asking us to tell you about our world.”
Another way of using social media is crowdsourcing introduced by Dell back in 2007.In 2005 Dell had a major social media crisis, when an unanswered customer complaint went viral on the web. A blog called DELL HELL written by Jeff Jarvis had thousands of disgruntled customers weighing into the online discussion. Now this could have been the end for Dell, customers left, sales fell, its share price dropped, it was a PR nightmare. But they turned it around – they opened up the lines of communication and asked the customers what they wanted from Dell. They called it Idea Storm and they had over 10,000 ideas submitted. Following on from this Dell introduced Employee Storm in 2007 which is an online brainstorming session being used by employees to reduce the constant email traffic (80,000 employees) and make the discussions transparent and open (anyone could jump in and provide new approaches to different issues).Corporate Benefits: they now have a listening platform for the employee voice, means to identify in-house and external experts, and also to understand who are the top natural influencers and potentially act upon them.
Let’s look at Social RecruitingWhile we’re engaging our employees, succession and career planning become easier as expertise emerges and also because they become natural brand ambassadors generating buzz through word of mouth, promoting the organisation that in turn attracts top talent and new clients.And successful recruiting has always been about networking – the platform for engagement has now changed.(View video) Hide Pop up ads
So what’s going to happen this year in online recruitment?We’ll see new application capabilities making social recruiting easy and efficientThis will help close the recruiting power gap between small and large companiesAnd you’ll experience richer and more personalised communication between you and prospective candidatesThe big players – Facebook, Twitter, LinkedIn, Google+ gain more traction in 2012So let’s take a few minutes to look at each of these…
Facebook the social media behemothPredicts 1 billion users by end of 2012And it has a Talent pool 5 x bigger than LinkedIn’sAnd is Used by over 9 million companies – not just for recruitingYou’ll see the emergence of professional recruiting applications:Such as BranchOut And BeKnown which was launched by Monster in June last year Plugin apps available to make hiring simpler, like work for us, work@ and jobcast.net so go and check these out
So your company has a facebook pageIts fair to say that the fans of your company on facebook, would probably be interested in working for you.Talk to marketing and get a career page up that’s compelling, fresh and dynamicThen listen and engage your prospective candidates. Alternatively get out there and actively promote your jobs through the applicaitons
Be real and actively promote your company online, And remember – as with all good relationships, things take time and committment
Now what about Twitter?It’s a free microblogging site that enables users to send messages or “tweets” of up to 140 characters.They’ve recently introduced brand pagesSo you can tweet interesting, media-rich content.I know of someone who was a customer of Slingshot, he tweeted customer service about an issue he was having with his internet connection, it was clear he knew about technology, and one of the managers asked him to tweet thought his CV, then offered him a job, which he accepted.
So Twitter works tooBut remember that engagement on Twitter has been relatively low: 90% of the traffic on Twitter is generated by only 10% of usersIn 2012 I expect that companies will tweet social media optimized job postings, videos, photos and engaging stories, actively engaging in conversations with followers
So you’ve set up a twitter accountIntroduce yourself to the communityPromote your job listingsSee what others are saying about your brandListen to and respond to fansAnd make your employees brand ambassadors by retweeting their tweets whenever they say how great it is to work for the company
I got this information direct from my colleague at LinkedIn in Sydney, and is accurate as of March. As I mentioned earlier the NZ share of members in the Asia Pac region is half a million. Now of that half million, how many people here are on LinkedIn? Can I see a show of hands? I’d be surprised if there was anyone in the room who isn’t.
A successful public listing last year raised the profile of LinkedIn and doubled last year’s trafficIn fact I was approached through LinkedIn to be here today giving this presentation.
There are three main services available through LinkedIn. I could give you information here about all of them, but this information is available online. What you need to know is that Research says in 2011 LinkedIn generate almost 9 times more candidate applications than facebook and three times more than twitter. In the last three months I’ve been approached through LinkedIn for three positions and a couple of business opportunities. So in my opinion LinkedIn really works. The first is LinkedIn Jobs Network where you can find quality passive and active candidatesForwarding jobs is easy, average job is forwarded to 11 other members“Jobs you may be interested in” module promotes positions to highly relevant professionals. On your linkedin profile you will often see these advertised on your profile page.Jobs also pushed to TwitterThe second service available from LinkedIn is Recruitment Advertising. This is your alternative to SEEK and other online job boards. It’s a bigger investment, but worth it for targeting your recruitment efforts to a passive audience. You describe the perfect hire, send LinkedIn the creativeAdverts displayed on LinkedIn’s homepage – guarantee target audience sees the ad.Campaign reports help you understand the results. The 3rd service from LinkedIn is LinkedIn Recruiter – this is the top of the line program giving you unlimited access to those beyond your network. InMails enable you to contact any candidate you like and spot new talent.
Google+ launched in June last year with integrations across a number of Google products, including Buzz and Profiles.Unique Hangout and Circles features which can be used successfully for recruitment
So you may be asking yourself, what can I do right now that’s simple? Well you probably do online searches on your candidates now, in addition to other screening methods. And this is a great way of drilling down for more information. Their LinkedIn profile, google searchand blogs can all gain insight into a candidate not available in CV’s or at interviews.however be aware that it’s not okay to ask for a Facebook user names and password, as has recently been the case with employers in the US. So get involved in discussion groups on LinkedIn. There are thousands of interesting groups to link to. I’ve joined SHRM, CIPD, and of course I assume everyone here will be in the HRINZ group.While conducting my research for this presentation I came across a fascinating website called GlassDoor.com. It’s a service for potential candidates that gives them a glass door into an organisation – like looking through a window into your company. Employees write reviews about the companies they work for and rate their managers. It shows potential employees what it’s like to work there. There are even salary comparisons. It is global and at the moment, with the majority of users based in the US, however Australia is included and I think it’s only a matter of time before we begin to see reviews of NZ companies. So what are your employees going to say about your company and your CEO?
Here is another change you may be seeing at the moment. Candidates are getting creative with their C V’s. You may see more coming through in an infographic format.In 2010 when Pinterest was founded, people used the site to create pinboards, they added photos of holiday spots, clothes, recipes, home improvement and diy, crafts now they’re using it for visual cv’sThere are many websites for creating visual CV’s here are just two of them which show you just how creative candidates can be. Go on and check them out afterwards.
So you’ve decided to get your business social. Here are the things to consider:Values and Vision - 81% of engaged employees strongly agreed they know what their company stands for and what makes them differentSource: Gallup ResearchOpenness of communication – enabling everyone to have a say. Consider a CEO Blog so that everyone can see how issues are affecting the company –and feel more connected.Insights: The online connections, interests, and activities provide new information sources and new possibilities for understanding the workforceConnecting: By connecting you are creating a Community. Career: You are also able to identify internal talent through their online collaboration contributions, and this will assist in succession planning, and career progression. Your company’s influencers will be clear to see.Empowering Ambassadors:You don’t need to be an expert – there will be social media and communications rock stars in your current workforce – find out who they are and empower them, they will love you for it and get your entire team on board with your goals.
First of all in creating your community, you need to define the purpose. Is it to collaborate, share ideas, keep employees up to date with what’s happening, to manage change
Secondly what value will the community get – answer your employees question “What’s in it for me?”Find a core group of passionate people who care about opening up communication in the organisationBegin small, your network will grow organicallyDon’t start with the tools, your purpose will define what technology is needed
Here are some questions you can ask about the tools before choosing which way to go. I have some resources at the end of this presentation that lists some of the tools available online.
As you know, people operate differently, remember to cater for those differences when creating your community.
Community managers are people that the community identifies withCollaborate with marketing to get some great contentRemember this is about freedom of communication – not about control. Control is not as successful as INFLUENCE. Get the CEO involved – this is about walking the talk.The opportunity is to FACILITATE, LISTEN, MANAGE and ACT.
You probably know who these guys are, if not, they will make themselves present – there are plenty of people in your organisation who are social media rock stars – you just need to plug in their amp, and they’ll be singing your songs and generating an audience.
Everyone in your organisation will be at different levels in their confidence and competency with social media and social networking.To get a more level playing field you need to educate and train everyone
Click thru all One of the most important parts of a social plan is setting the rules of engagementSocial media crises are on the rise – is your workforce equipped to deal with it?Does your business have a social media policy ? Can I have a show of hands for those who have a comprehensive social media policy, not an just an email/internet access policy?
So here are the basics:Develop your business objectives, establish governance, create a team to deal with crises, connect business units, weave real-time response into business process and planning.
Altimeter and American company conducted a 2011 report on social business readiness, which revealed how companies that are advanced in Social Media Engagement have prepared.Here are the top three:Baseline Governance and Reinforcement, Enterprise-wide Response ProcessesOngoing Education Program and Best Practice Sharing.
Here are some rules to guide your employees:Protect the company’s informationBe honest and transparent – disclose your association to the company
Be respectfulDon’t make product announcements
Don’t register the company brand name on different sitesBe diplomatic when writing about the competition – or have a rule about not engaging in disucssions about the competitionNever comment on legal mattersUse common sense and courtesy
Your guidelines should also includeSpamming, copyright, privacy, where to go for help and support, and the consequences of breaking the rules
Know your audience and be appropriateConversations are two-wayRemember quality trumps quantity Think before you post – just as the tone of an email can be misinterpreted – ask yourself how can it be percieved?Google’s memory is forever
Lastly – learn from other industries and innovatorsAnd measure, monitor and reportThere are dashboards that can assist like Hootsuite and Tweetdeck, and these are listed under resources at the end