ATC Social Media Presentation

Here is my presentation from the ATC Social Media event. My main messages that I hope people took away were:

  • Using social media for marketing is ok, but engagement and community is better
  • Engagement and community is harder than just a Twitter account or Facebook
  • Social Media is not easy, nor is it free
  • True engagement with social media is about people conversing with people, not brands servicing people
  • CFO’s like to talk about dollars

Social Recruiting what is it?

For several years now I have been watching the development of social media and its eventual impact on both the HR and Recruitment professions. I have attempted to define social recruiting, run presentations on the development of a strategy, and worked with several clients on creating a strategy.

If you attended some of my presentations in the last year you might have seen two basic diagrams that I have used to start getting the message across. The first designed to highlight the social media can be used through the full recruitment process. The second trying to map the process to the four C’s of social media. Neither really got the message across and all the time I have felt I was still missing something.

The haze is clearing.

Following the Altimeter Group’s release of their 18 Use Cases for Social CRM, I got to thinking again. While I am still not 100% happy with the result I thought I would release this revised model to the world.

Social Recruiting Model

A few of things stand out for me now. There are 18 use cases within this model, an accident more than intent, not each one is relevant for agency recruiters, but all are relevant for in-house recruiters. As with the Altimeter Group’s model each starts with a listening and reflection phase, this is intentional as listening is the first part of any social strategy. Each of the 18 use cases can deliver a return on investment to an organisation that implements them.

Next step is build out each of these use cases into more detail, I also suspect a couple will be killed and more will be added as I go along.

(If you read the Altimeter report you will see I have re-used a number of their ideas in the image which is one of the reasons the model is released under Creative Commons.)

How engaged are your employees??

Last night I had the privilege  to see François-Frédéric Guy perform in his Sydney debut as part of the Sydney Symphony’s International Pianists in Recital Series. François-Frédéric performed three Chopin and three Beethoven pieces to a packed crowd of piano lovers. In particular he performed:

CHOPIN 
Nocturne in C minor, Op.48 No.1 
Nocturne in E, Op.62 No.2 
Polonaise-fantaisie, Op.61 
BEETHOVEN 
Sonata No.31 in A flat, Op.110 
‘Tempest’ Sonata, Op.31 No.2 
‘Moonlight’ Sonata, Op.27 No.2

I was lucky enough to be in the front row, just out of hand sight but still awesome seats, essentially I was able to get up close and personal with François-Frédéric during his performance. I could see the emotion in his body, the sweat dripping from his face, the frantic movement of the pedals and hammers in the amazing Steinway concert grand. The music was awe inspiring.FRANCOIS-FREDERIC GUY

In recognition of how much he had put into his performance the audience responded with round after round of applause, resulting in 2 encore performances.

I could not help but reflect on how engaged François-Frédéric was; the emotion, the love, the sweat he poured into his work, and how if organisation could replicate this then they would succeed beyond the expectations of any board directors or group of shareholders.

Each note he played must of been practiced thousands and thousands of times. But every note he played had passion and feeling to ensure that his customers had the best possible experience he could deliver.

Now he was not perfect, he made several errors most undetectable to to the average listener but they were there. However none of the experts (my mother is a piano teacher and musical educator) in the auditorium said anything, they all came back from the interval and continued to enjoy the performance.

So let’s contrast this with the average companies talent management practices. How many organisation’s employees are so engaged that they would give everything into every single transaction they perform? How many managers would still provide a stand ovation to their employees for a fantastic job, even if there were a few hiccups along the way? How many organisations would give prizes (François-Frédéric received flowers) every time an employee completes their daily job?

All of these things took place last night during François-Frédéric’s performance.

So I ask what are you doing to make your employees want to work as tirelessly to succeed as François-Frédéric did? What are you doing to have policies and procedures to enable such a performer? How can your performance review processes be enhanced so that a meaningful standing ovation can be provided for outstanding work?

Finally how are you providing a meaningful and supportive environment?