Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

HR and Social Media 041011


Published on

Best practice to maximise the benefits of Social Media for HR and recruitment professionals.

Published in: Business, Technology
  • Be the first to comment

  • Be the first to like this

HR and Social Media 041011

  1. 1. Social Media: Impact on HROctober 2011
  2. 2. 55% of HR professionals rate word of mouth as the best source of candidates HRNext “I’ll be stunned if 50% of candidate referralsaren t coming through online communities in ’ the next five years.” Taleo
  3. 3. 45% of employers screen Social Media sites • 3 • HR and Social Mediasource: 2009
  4. 4. 35% reported they found content on social media that caused them not to hire the candidate • 4 • HR and Social Mediasource: 2009
  5. 5. Why Social?The central premise of Social Media’s success, is theparticipation of people.Business success isn’t about your product or service: it’sabout your people.Social Media provides your business with theopportunity to spot the right people.
  6. 6. Social Media 62% 47.4% read 29.0% post write 80.0% No10 Imagery Blogging watch Sydney* 28.2% Micro No6 Video upload blogging Aus* Podcasting RSS 24.6% feed 40.2% listen Forums Widgets Chat Networks 74% message 81.1% belong• UM Wave 4 and 5
  7. 7. The Facts for HR & Recruitment72.8% of internet users read blogs and globally one newblog is created every second of every day
  8. 8. The Facts for HR & Recruitment Does your company use social media to support recruitment efforts? Source: Jobvite, 2010
  9. 9. The Facts for HR & Recruitment What social platforms does your company use to support recruitment efforts? Source: Jobvite, 2010
  10. 10. The Facts for HR & Recruitment 58.1%: Have you successfully hired through a social Yes network? Source: Jobvite, 2010
  11. 11. Social Media Engagement: The Facts for HR & Recruitment Which social media sites does your company have, & for what purpose?The sum of all the jobs publicised on Twitter makes it Source: Jobvite, 2010 11 the largest job board in the world. 7 July 2011
  12. 12. In the context of HR….Social Media is not just a set of new channelsfor talent sourcing and people engagement.Its an opportunity for organisations to alignwith the candidate marketplace and theemployee population to achieve businessobjectives.
  13. 13. What do you want to achieve?Use Social Media to listen to prospective talentUse Social Media to ask questionsUse Social Media to engage: current & new talentUse Social Media to develop your talent pipelineUse Social Media to give legs to your EVPUse Social Media to hire, engage, retain
  14. 14. How is it being used? EVP Internal External• People Engagement • Attraction• Retention strategies • Candidate relationship• Training; mentoring development• Assessment • Talent pipelining• Execution of Diversity strategies • Assessment: pre appointment• Enhancing ‘real life’ social communities • Channeling EVP• Internal relationship building • Brand reputation management• Information sharing • Engagement: post• Onboarding appointment, pre start • Alumni comms
  15. 15. What’s Out There? Social Media for HR: Online/OfflineGaming Meetupsrecruitment Mobile Payroll TC (Team Tumblr Collaboration) Flickr Twitter RSS Podcasting HR Blog Facebook Ning; Mobile: for candidate YouTube Yammer Apps: Google+ relationship Mobile, Tablet Online events: LinkedIn Sharepoint; hosted in social Google Docs
  16. 16. Keeping your EVP in the Picture… Thought Culture Leadership Employer CorporateLeadership Brand Brand Customer OfferReputation Reputation Social Media Strategy Internal: External: People Talent Engagement Pool
  17. 17. How is it being used?
  18. 18. Where are mistakes happening?Lack of strategy.Using the environments as jobboards.Lack of original content.Activity that’s not audience relevant.Box ticking.Over compensating….
  19. 19. Keep in mind….It’s not free!You need real resources to create success.Give your staff a say!Be strategic.Measure, assess, alter your strategy. All the time.