Social Media and HR

about.me/michaelmahoney @imamike

Social Media and HRThe most natural of partnerships

Thursday, November 18, 2010


Michael Mahoneyabout.me/[email protected]

LinkedInTwitter


mailto:[email protected]



HR and Social Media do the same work



They connect people to build, and manage relationships



Some Expectations

• Look at your phone, now me, Look at your phone, now back to me…

• use the Hash Tag #acsmto, I’ll be auto tweeting from here.

• QR readers ready, you don’t want to miss this!



Agenda

Why you need an employer brand strategy for HR

• How social media can harm your companies ability to attract top talent

• How your company can protect itself from risks

• How your company can turn social media into the best recruiting and candidate sourcing tool


about.me/michaelmahoney @imamikeThursday, November 18, 2010


facebook.com/drakeinternational


about.me/michaelmahoney @imamikeThursday, November 18, 2010


Ken Robinson Video



Why have a social media strategy for HR?



Why

• You need a usage policy now

• Protection (liability, security, reputation)

• Employees make mistakes, but typically mean well

• If you don’t have one do it by end of week



Why

• Monitor the conversation

• Don’t become irrelevant



The first thing today’s generation does to prepare for an interview is Google

you



Then they might ask Twitter about you, or

Facebook, or...



...Glassdoor.com



Are You Social Safe?

• If someone is considering two equal offers from two employers, will Google help or hurt your case?

• Do you depend on top talent?

• Can you fire someone for misconduct during online discussions?



Protect Your Company, and Leverage Opportunities



Protect Your Company• Usage Policy

• Acceptable and unacceptable conduct

• Extend corporate conduct guidelines

• Clearly outline benefits and risks for employees

• Remember:

• You can’t block your employees from using social media



Opportunities• Find employees already using social media, and engage them

• Get them to blog and tweet

• Tell them what they can and can’t talk about in all communications

• Example: “We’re Launching a new Product X, you can’t tweet about it yet” but and “You can tweet this to build excitement”

• Reward them.



Re-cap

Education

Training

Communication

Support



Leveraging Social Media for HR



Finding New Talent

• Sourcing, Attracting, Closing

• Sourcing: Finding talent with search and keyword monitoring

• Attracting: positioning company culture, and creating experiences that have impact

• Closing: making the decision to accept your job offer an easy one, by wrapping it all together.



Finding New Talent

• Twitter, Facebook, YouTube, LinkedIn

• Google, blogging, niche communities

• Employee Referral Programs

• Check out selectminds.com



Finding New Talent

• 30 Minutes a day: Surface Mining

• Facebook + LinkedIn OR Twitter depending on your target and strategy

• 60 Minutes a day: Open Pit Mining

• FB+LinkedIn AND Twitter, YouTube. Spend an hour a month on Glassdoor and set up Google Alerts

• Greater than 60 Minutes a day: Drilling Operations

• Google, blogs, and niche communities



selectminds video



Existing Talent

• You Can’t Block Usage At Work! Don’t Try!

• Be open minded with your usage policy

• Be consistent in how it is applied

• Check out Rypple.com



rypple.com



Michael Mahoneyabout.me/[email protected]

LinkedInTwitter




Business

Social Media and HR