social media and hr: why and how to use it effectively
TRANSCRIPT
Social Media and HR:Why and How To Use It Effectively New York City SHRM, HR-Pro
Stuart Friedman, SPHRJuly 14th 2015
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Agenda
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Social Media and Human Resources
WHY?What does Social Media have to do with the day to day of HR4
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Social Media and Human ResourcesWHY?You already have a Social Media Presence and Footprint!The Genie is Out of the BottleThink of Social Media as a Tool, like Faxing and Email were in there early adoptionsRecruitment of StaffEmployee EngagementEmployer Branding
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TwitterOne Billion People Cant Be Wrong(OK Billion Profiles)
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So What Is Twitter?Community and ConversationA micro-blogging platformLimited to 140 characters
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What we have to do is deliver to people the best and freshest most relevant information possible. We think of Twitter not as a social network, but it's an information network. It tells people what they care about as it is happening in the world. ~ Evan Williams, Co-Founder
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The BasicsTweet Refers to a single message
@[username]Your twitter handle - how you communicate directly with someone on TwitterHow you see whos been communicating with youI had a great time @NYCSHRM! would be seen by:All my followers@NYCSHRMs account holderAnyone who searches on NYCSHRM and you can click on @NYCSHRM to go directly to that users account
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The BasicsFollowing/FollowersWhen you follow someone, their tweets will appear in your timelineWhen they follow you, your tweets will appear in their timeline
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The BasicsHashtagsA method of tagging a concept, theme or event within a tweetAppears as #[hashtag], #NYCSHRM, #NYSSHRM14
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If clicked on, triggers a Twitter search for all tweets containing that hashtagCommonly used to drive community, affinity and collaborationVisibletweets.com #NYCSHRM
Explain Twitter Feed and Encourage people to tweet10
Remember Its About Community, Conversation and RelationshipsBe AuthenticThere is only one you so let yourself shineAttempt to achieve a balance between the personal and professionalLike email, tweets can be misinterpreted without contextIf you wouldnt say it to someones face, dont say it on TwitterMinimize automation automatic DMs and too much schedulingFollowersFollow back is nice but not requiredSet a balance of following to follower ratioDont be afraid to unfollowIf someone follows you AND you follow them back thank them through Reply or DM.They will see everything you tweet (so keep that in mind)
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Make more succienct11
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Best Practices
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Using Twitter In HR Grow your network follow HR Experts, Thought Leaders, Analysts and Trendsetters
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Find relevant people to follow people that matter to you and you want to establish a relationship with. Twitter is like the first handshake at a party. Tweet them, interact, ask questions, you will learn what they read, conferences they attend, blogs they follow. Ask to talk in person.
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Leadtail Research - HR Executives on Twitter Q1 - 2013
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Using Twitter In HRGain Credibility and Build Your HR Brand
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Twitter is about sharing information. Put our relevant information to your followers, helpful HR tips, links to HR articles, quotes. It is like having your own mini blog. It can be a great way to establish your expertise within your specialty. Your followers may retweet if they find it interesting and their followers may follow you.
Dan Schawbel is a personal branding consultant. He is a good example of some who builds his own brand through twitter
Dont tweet information no one cares about I;e what you had for lunch.15
Using Twitter In HR Reinforce Your Professional HR ImageCreate a focused, targeted profileClaim your twitter handleUpload a professional head shot & create a custom headerLink your personal website or LinkedIn profile
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Many recruiters and hiring managers watch Twitter closely. You want to be sure your participation is professional in content, because anything that is in poor taste can rule you out, just as a consistently professional brand can rule you in. Heres how you do that:16
Using Twitter In HR Stay Updated on HR ConferencesOrganizations like SHRM use twitter to provide updatesIf you cant attend use the conference #hashtag to follow the Live Tweeting:
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Recruiting18
Stats and Talking points maybe another slide18
Recruiting19
Stats and Talking points maybe another slide19
Branding Build and Monitor20
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Stay Current on Government & Legislative Changes21
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2.1 Billion Searches Per Day22
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Communities of Interest - Twitter Chats/Twitter FeedsYour Own Company Chat/Twitter FeedTraining Program ReinforcementBenefit AnnouncementsEmergency notifications23
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Personal ProfilesCompany/Organization ProfilesGroups
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Personal ProfilesCompany/Organization ProfilesGroups
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Social Media
Strategy Policies Best Practices
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Social Media Best PracticesWhere to Start:Be familiar with SoMe Channels/Platforms your employees, clients & customers are on.Understand how they operate.Have a Social Media Strategy for your organization.What is the Purpose and Objectives?Employee EngagementEmployer BrandingRecruitment
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Social Media Best PracticesWhere to Start:39 Develop a SoMe Policy for your OrganizationIt should mirror your goals, vision & cultureUse template from SHRM &/or similar organization as starting point.The policy should be clear, concise and educate staff on the benefits and the pitfalls.It needs to be for the ENTIRE Staff.Do NOT have it be to Draconian.Have top leadership and managers embrace the Strategy & Policies
Social Media Best PracticesMoving Forward:Incorporate, embed and communicate your Social Media Policy throughout the organization.Include it as part of:Employee HandbookOrientationTrainingBe Proactive in the rollout and have ongoing follow up & trainingThe policy should help your staff be more productive & keep them out of troubleOutline pitfalls and use specific examplesRemind staff ALL existing policies and proprietary info pertains to Social Media communications.
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Social Media Best PracticesAdditional Considerations:Do you need a Social Media Manager?Responsible for internal & external SoMe communications.Coordinating and Monitoring Organizations Responses & Social Media Footprint. Ongoing resource to advise, train and answer questions.Remind staff they are emissaries of the company/organization and to use common sense when posting both officially and personally. Have multiple Owners of your SoMe Channels.Social Media is NOT VEGAS, it can have lasting repercussions to ones work, personal life and career.
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Additional Resources
SHRM shrm.orgNew York City SHRM (HR/NY) nycshrm.orgA Necessary Evil: Managing Employee Activity on Facebook, LinkedIn and Hundreds of Other Social Media Sites By: Aliah D. WrightWhat Happens In Vegas Stays On YouTube, Privacy is Dead. By: Erik Qualman
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Stuart FriedmanHR Business PartnerCW Publishing Group [email protected]@HR_STU
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