social media for hr nov 2011
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Social Media: Impact on HR
November 2011
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55% of HR professionals rate word of mouth as the best source of candidates
HRNext
“I’ll be stunned if 50% of candidate referrals aren’t coming through online communities in
the next five years.” Taleo
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• HR and Social Media • 3
45% of employers screen Social Media sites
source: careerbuilder.com 2009
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• HR and Social Media • 4
35% reported they found content on social media that
caused them not to hire the candidate
source: careerbuilder.com 2009
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Most of the world lives in Social: personally and professionally, it will impact upon you
Why Social?
2/3 of the global internet population are use social networks
800m Registered Users 200m Registered Users 200m Registered Users
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It’s not a fad. It’s not going to go away. You can’t change it. But you can influence it. It’s already impacting your employees lives. And your prospective hires…..
Why Social?
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The Global Conversation Prism
Source: Brian Solis & JESS3, 2010
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Latest Facts...
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Social Media
• UM Wave 4 and 5
Blogging
Micro blogging
RSS
Widgets
Networks
Imagery
Video
Podcasting
Forums
Chat
62% read 29.0%
write
81.1% belong
80.0% watch
40.2% listen
No10 Sydney*
47.4% post
28.2% upload
74% message
24.6% feed
No6 Aus*
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72.8% of internet users read blogs and globally one new blog is created every second of every day
The Facts for HR & Recruitment
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Does your company use social media to support recruitment efforts?
Source: Jobvite, 2010
The Facts for HR & Recruitment
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Source: Jobvite, 2010
The Facts for HR & Recruitment What social platforms does your company use to support recruitment efforts?
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Source: Jobvite, 2010
The Facts for HR & Recruitment
Have you successfully hired through a social network?
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Source: Jobvite, 2010
The Facts for HR & Recruitment Have you successfully hired through one of these social networks?
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The Facts for HR & Recruitment Rate the quality of candidates from these sources, with 10 being the highest.
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16
Which social media sites does your company have, & for what purpose? Source: Jobvite, 2010
7 July 2011
Social Media Engagement:
The Facts for HR & Recruitment
The sum of all the jobs publicised on Twitter makes it
the largest job board in the world.
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Application for HR
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Social Media is not just a set of new channels
for talent sourcing and people engagement.
Its an opportunity for organisations to align
with the candidate marketplace and the
employee population to achieve business
objectives.
In the context of HR….
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Use Social Media to listen to prospective talent
Use Social Media to ask questions
Use Social Media to engage: current & new talent
Use Social Media to develop your talent pipeline
Use Social Media to give legs to your EVP
Use Social Media to hire, engage, retain
What do you want to achieve?
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How is it being used?
EVP External Internal
People Engagement Retention strategies Training; mentoring Assessment Execution of Diversity strategies Enhancing ‘real life’ social communities Internal relationship building Information sharing Onboarding
Attraction Candidate relationships
Talent pipelining Assessment: pre
appointment Brand reputation
management Channeling EVP
Engagement: post appointment, pre start
Alumni comms
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What’s Out There? Social Media for HR:
Twitter RSS
HR Blog
Tumblr
Mobile: for candidate
relationship
YouTube
Google+
Podcasting
TC (Team Collaboration)
Mobile Payroll
Flickr
Gaming recruitment
Sharepoint; Google Docs
Apps: Mobile, Tablet
Ning; Yammer
Online events: hosted in social
Online/Offline Meetups
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Corporate
Brand
Thought Leadership
Customer Offer
Reputation
Culture
Reputation
Social Media
Strategy
Employer
Brand
Talent Pool
Keeping your EVP in the Picture…
Leadership
People Engagement
External: Internal:
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Examples
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This Week’s Qantas Disaster.....
Not HR specific, but a classic example of social media
#FAIL
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This Week’s Qantas Disaster.....
Flights that leave on schedule because Management
doesn’t arbitrarily shut down the airline #QantasLuxury
Getting from A to B without the plane being grounded or
an engine catching fire #Qantasluxury
RT @kiwi_kali: #qantasluxury Somewhere in Qantas HQ a
middle aged manager is yelling at a Gen Y social media
"expert" to make it stop / LOL
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This Week’s Qantas Disaster.....
Qantas PR abandons #qantasluxury and starts limmerick
contest instead,'There once was an airline called Qant ...'
(bugger, ran out of space)
How bout Qantas gets back to flying planes and stops
trying to hang out with the cool kids on
Twitter #Qantasluxury
Trending Australia-wide by mid morning.....
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This Week’s Qantas Disaster.....
RT @qldred: I think Alan Joyce might be unemployed soon
#Qantasluxury
Yeah, no, sorry. I still don't buy the story that the
#QantasLuxury debacle was somehow planned for by
Qantas. They're just not that clever.
Trending globally by early afternoon.....
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This Week’s Qantas Disaster..... The Lessons
• Listen first.
• Get involved only once you know your customers.
• Timing is critical.
• Forget participation for the sake of it. Might not be right for
your business.
• Don’t outsource your business sentiment.
• Be prepared for negativity. You can’t control the #hashtag.
• Offer something of value (Qantas prize was lame).
• Think globally (the web isn’t local).
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Metrics
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Social Media Metrics are Evolving....
Followers Fans Members Subscribers Applications Interviews Offers Hires Time Costs Resources
Views Comments Mentions Retweets User Experience Employees Best-fit Candidates Stakeholders
Social media Sites
Results
Investment
Brand
Participation Rates
Quantitative Qualitative
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Getting Started
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Lack of strategy. Using the environments as jobboards. Lack of original content. Activity that’s not audience relevant. Box ticking. Over compensating….
Where are mistakes happening?
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Strategy Development
Planning & The Big Idea
App development: podcast, blog, micro-blog, video,
mobile, imagery
SSEO: SM planning, buying. Development, design. Tracking & monitoring.
Agency In-House
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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.
Keep in mind….
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Determine business requirements. Undertake needs analysis. Agree on metrics. Map the strategy framework. Kick off!
Where to start?….
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