socializing human resources
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TRANSCRIPT
HR 2.0 Social Media Strategy for Recruitment & Talent Management
Sidneyeve Matrix
digital proclivities
web firstContext
image: Ed Yourdon
Context
Context
Context
image: Quang Minh
social is mobile
Context
image: Michael Dawes
ambient connectivity6 messages per waking hourstatversations
6 messages per waking hour
millennials and other digital natives find comfort in
Context
tech-forward companiesare attractive to graduatesit's a signal of innovation
image: vanessa hutd
"More companies are discovering that an über-connected workplace is not just about implementing a new set of tools---it is also about embracing a cultural shift to create an environment where employees are encouraged to share, innovate and collaborate virtually."
~Jeanne Meister, Harvard Business Review
Gen Y work priorities
FlexibilityFun cultureMentorshipChallenges
Work with impactTechnology (social & mobile)
Professional developmentOpportunity for advancement
"I need to access my Facebook in order to do my job."
by El Ronzo
~Millennial MBA, interviewed in Harvard Business Review
image by El Ronzo
impact of social media 1. employer branding2. collaboration & communication3. talent recruiting4. assessing candidates before hiring5. professional development of employees6. employee engagement7. driving innovation
Manpower Employer Perspectives on Social Networking survey of 34,000 employers worldwide in 2009
where will the
be most felt by companies in the coming years?
people management & enterprise strategyshape & support new ways of working
image by DeaPeaJay
CHRO leadership
translating talent strategy into business value using social media
Objectives
what business benefits are you seeking?
1. Brand elevationcommunicate EVPthought leadership
Sample Objectives
2. Attract & engage candidatesthe right
in the right positions, this is competitive advantage
Sample Objectives
3. Increase productivityand organizational effectiveness
via collaboration, transparency, agility
Sample Objectives
4. Raise the satisfaction indexincrease motivation & keep morale high
Sample Objectives
5. Reduce attritionengage & retain great employees
Sample Objectives
6. Successionplanningidentify & support high performancehigh potential employees
Sample Objectives
Social recruiting90% companies plan social recruiting in 2011
source: JobVite survey of 800 companies
and 64% hired via social networks in 2010
from job boards....
Social Recruiting
"Twitter is altering the recruitment advertising landscape. The focus is now on providing users with the tools to access, find and filter jobs within the Job Cloud."
~ Matt Alder, RecruitingFuture.com
...to the Job Clouda brave new world for recruiting
Social Recruiting
job notices on niche news media sites & streams
Social Recruiting
career maps
Social Recruitingvisualizing
career mapsvisualizingrecruiting microsite links from Facebook, consistent color coding make it easy to follow the career maps
videosSocial Recruiting
social mediafor social good
Social Recruiting
Social Recruiting
careeradvice+ Q&A
Social Recruiting
P2P workshops
"Involvement of employers inspires and informs young people, preparing them for the workforce ...
Social Recruiting
...by making them aware of the skills and attitudes employers expect."
~David Cruikshank, Deloitte Chairman
Social Recruiting + thought leadership
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inbound recruitment marketingadding value at social touch points
Socializing Employee referral programsSocial Recruiting
how is HR leveraging our social graphs?
Social Recruiting
simple + impactful Q:want to work with your friends?
Social Recruiting+ job searching
When I tested BeKnown it immediately posted a bunch of spam on my Facebook wall without permission. Very uncool.
The service is gameified, so if you're not interested in spam and silly badges, I'd give it a pass.
Social Recruiting& job searching
In 2011 BranchOut scaled back their game elements and grew by a million members.
This app is cool way to professionalize your Facebook and discover jobs.
Socializing & "turbocharging" P2P referrals Social Recruiting
Career Microsites social recruitment landing page
Social Recruiting
image: Pink Sherbert Photography
Source: CareerBuilder Harris Interactive survey 2010
job listings 35%fast facts 26%info about career paths 23% evidence that working there is fun 16% employee testimonials 16%photos from company events 12%
when job seekers visit recruiting microsites, what do they want to see?
business cultureflexible
Social Recruitingmicrosites
career pathsclear
Social Recruitingmicrosites
a day in the life videotruthiness & transparency
Social Recruiting +Employer Branding
Social Recruiting
Are your campaigns, events, initiatives, digital assets capitalizing on the power of social friendship?
image: Spenser Finnley
Social Recruiting
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Word of mouth webreaching passive candidates
Social Recruiting
we’re all looking for something to share
FXspilloverenthusiasm &
the social graph
Social Recruiting
Social Recruiting +Employer Branding
image: Jack Fussell
Social Recruiting +Employer Branding
Shareable content by design
the currency of the social web
Social Recruiting
moments of microboredom
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infosnacking
Social Recruiting
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mobile content
Which of your career streams needs a social recruiting makeover to be more interesting and spreadable?
Social Recruiting
infographicsSocial Recruitingshareable content
mobile contentSocial Recruiting
branded appsSocial Recruiting
mobile content
DIY apps
or exclusive sponsorshipwhite label?
Social Recruitingmobile content
Is there a cool app buried in the app stores, that resonates with your brand values and would add value to your clients' or employees' smartphones?
Many underpaid indie app developers would welcome an exclusive $pon$or$hip offer. The fastest way to get into mobile could be co-‐branding or white labelling.
gameification & microfameinternships 2.0
Social Recruiting
Internships are not always unpaid. The most coveted positions, ones with high visibility and major perks, are increasingly being filled via social web contests.
These campaigns are purpose-‐built for virality.
Social Recruiting
internships 2.0
Social Recruitinginternships 2.0
game elements
high visibility
Social Recruitinginternships 2.0
high visibility
internships 2.0Social Recruiting
game elementshigh visibility
Social Recruitinginternships 2.0
putting interns out in front
Social Recruitinginternships 2.0
Social Recruitinginternships 2.0
Talent Management & Retention
Gen Y is eager to develop marketable skills and is seeking career trajectories.
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support community knowledge sharing with a less hierarchical structure
increase employee satisfaction, motivation, and performance
cost savings bonus: preserve organizational memory
inward facing blog Talent Management
increasing openness, decreasing silos
bonus: social media makes leaders more visible to employees
helps if your goal is more transparency
Talent Managementan inward facing blog
(but only if they are willing to participate!)
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cross-generational knowledge-sharingSocial technoMentoring
Talent Management
digital literacysocial technomentoring can support increased
across the organization
Talent Management
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54%
Source: 2010 survey commissioned by SkillsSoft
employees surveyed feel they're not given enough time to keep up with training courses
70% would prefer on-demand eLearning
Talent Management
Training as a Perk
encourage continuous professional development to keep morale high
Talent Management
training is directly connected to employee retention
on-demand eLearningTalent Management
especially interactive formats & transferrable skills training
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millennial perspectivesGenY likes being asked for their opinions
Talent Management
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care enough to be interested make the ask
strategic function: gain actionable intelligence around employee performance, ambition, interests
Talent Management
acknowledge innovators by increasing visibilityfeature their backstory in newsletter
interview with quotations + photo/videoor a guest blog
Talent Management
key to employee satisfaction?
social recognition
a 1-time award?an email?a phonecall?
do your communication tools match Gen Y media use styles?
reward & recognize:Help them connect.Reward effort as well as success.Publicise their successes.Say thank you.
Talent Management
raise the visibility of your thought leaders& innovators
social software to create a culture of feedback
What's Next?looking ahead: emerging trends for HR 3.0
image: Leslie Kalohi
Gen Y is very socially consciouswants to make an impact in life and work
What's next?
101K
What's next?
social media for social good
"The HR function has a responsibility to be proactive in leading the way in establishing a company-wide CSR-enabled culture."
What's next?
social goodfootprints
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supporting employee
What's next?
What's next?
HR+flexible work styles+ sustainability
agile productivitydata & networks at hand
What's next?
“getting” the importance of flexibility & mobilityto employees
mobile enterprise
emailsocnetsapps & datamultimedia filesremote desktop& real-time updates
from an employee perspective:what does work-ready mobile entail?
What's next?
image: fritzon
future focused enterprise knows that next gen talent (the touch generation) will be mobile literate
for the under 2 "consumer" group?
iPad#1
hello
iPad is the tool of choicegrade schools to biz schools
mLearning
image: Blakespot
android and iOS apps for HRwhether podcast or app, now is the time for your organization to create some mobile solutions and content
Thank you to Alexandra Patricia Vivien Macgregor for research assistance. Contents of this presentation including images have Creative Commons Attribution-‐Noncommercial-‐Share Alike 3.0 Licenses.
Sidneyeve Matrix teaches media and marketing, culture and communications, at Queen's University in Canada.Online at sidneyevematrix.com