4 years on some thoughts

I was have a chat with an old colleague this afternoon and we were discussing where social media has gone in the last few years, specifically around recruitment.

Which got me thinking. You know where has social media gone? This then took me back in time to some of the crazy ideas I had about what one could achieve with social media, specifically inside the enterprise.

About 4 years ago I published a list of 52 Social Media ideas for HR, at the time I had not seen a single consolidated list of ideas documenting the various ways these tools could help transform an organisation and its business practices. Now some of the ideas (and sites mentioned) are not relevant or the benefit just not lived up to the hype. However other ideas, actually more the philosophy of the idea, I firmly believe are still important to engagement of your current and future employees.

For example allowing your employees to engage in frank, open, constructive discussions internally, leveraging your workforce for referrals, focusing on “headcontent” not headcount, are all still as relevant as they were 4 years ago and I suspect will be relevant in 5-10 more years.

I am interested and if I find the time I might start a research project to find examples of all 52 ideas to see if anyone actually implemented any of these “crazy” ideas! I  know some organisations have implemented similar concepts as I discussed which is not surprising as most people floating around the social media circles at the time would have come to the same conclusions.

But these are just my thoughts, you might disagree, let me know especially if your organisation has implemented a similar idea.

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 media and the elephant in the room

Once again a longtime between drinks, however this post might start to demonstrate why.

For many months I have felt that something is not right in the world of social media. The problem was I have not been able to put my finger on the issue.

I happened to read a post over at Social Media Today that might help to shed some light on the issue. To sum the post up in a few words – we have lost the social in social media.

Ernest Barbaric discusses how the Human Factor in Social Media has disappeared:

Go to almost any brand’s twitter account and you’ll see exactly what most marketers get wrong. There is little more then business updates. No conversation, no relationship building, no questions being asked or answered. Just another “blast post”, a sad remnant of traditional one-way thinking.

Very sad really.

Maybe I am just a cranky old man, but please go read Cluetrain Manifesto and maybe I will start to enjoy what you put out on the Internet again.

Who owns your brand in the social media world?

Tomorrow morning I am doing a presentation for MyCareer and some of their clients looking at the wonderful topic of:

Who owns your brand in a social media world

An interesting topic some might think more interesting have a job board promote social media, more on that later. While I have a large amount of content, even spoke on a similar topic in October last year, I have revised a major portion of my talk based on some ideas from a few others:

Some of the topics I will cover include:

  • What is social media, I like to ensure the audience knows where I am coming from
  • What can happen to a brand online
  • Strategies
  • Learn to Adapt
  • Be Smart no Clever (hat tip Jared)
  • Add value
  • Be consistent but authentic and definitely not generic
  • Provide support to recruiters
  • Processes, Processes, Processes

If you happen to be lucky enough to attend I would love to hear your feedback.

10 days to go!

Only 10 days to go before the early bird pricing for this year’s ATC Social Media conference expires! If you are thinking of going, and why wouldn’t you, register now to save 20% on your registration.

What will you get from coming along? Well other than listening to me natter on about mobile recruiting you will hear from international speakers such as:

  • Chris Hoyt: Talent Engagement and Marketing Leader at PepsiCo
  • Kevin Wheeler: a globally known speaker, author, teacher and consultant in human capital acquisition and development, as well as in corporate education

Local speakers include:

  • Jared Woods, now at OneSteel looking after all sorts of things including their social media strategy for recruitment
  • Nick Duggal, Special Counsel at Tresscox Lawyers, has practiced exclusively in the area of workplace relations
  • Simon Cariss is one of the founders of PageUp People

If you attend you will also get to experience social media in it’s human form with our unconference and world cafe sessions.

Social Media for Recruitment

One of the things that has been going on in the background for the last couple of months has been the building of a social media for recruitment training program, in partnership with InsideJob.

The program consists of three modules; one hour webinar, 1 day introduction and 2 day advance course and is structured to take you from one module to another. (In fact you cannot attend the next module until you have completed the one before.)

So what will you learn?

1. What is Social Media for Recruitment

1 hour Webinar as an introduction and pre work for the Essential Social Media for Recruitment program we will discuss:

  • What is Social Media
  • Social Media Channels and Tools
  • Trends in Social Media
  • Introduction to Essential Social Media for Recruitment program
  • Q&A

2. Essential Social Media for Recruitment

1 day workshop where you will gain the skills to develop an effective Social Media strategy for your business including:

  • Social Media Strategy, Guidelines, Policies and Barriers
  • Defining your Business Drivers and aligning your Social Media strategy
  • Social Media Best Practice Framework
  • Getting Started – what now!

3. Advanced Social Media for Recruitment

2 day workshop where you will gain the skills to develop and deploy an effective Social Media strategy for your business including:

  • Effective use of Social Media Channels & Tools
  • Developing your Social Media Content
  • Search Engine Optimisation & Marketing
  • Defining your Business Case for Social Media to gain key stakeholder buy-in
  • Aligning your EVP and Social Media Messaging
  • Developing your Social Media Strategy in Detail
  • Deploying your Social Media Strategy

If you are interested in attending the next sessions head over to the InsideJob web site and register!

Mobile Recruiting

At the upcoming ATC Social Media conference (early bird prices until 30 September) I will be talking briefly about mobile recruiting. A topic I know is a little strange to some people, but I think effective use of mobile technology is going to become a critical part of a recruiters toolkit. Let’s face it mobile technology is not something you can ignore, as of December 2009 there were over 4.5 billion active mobile subscribers globally!

I am going to look beyond SMS, Bluetooth and email on smart phones, while they have a critical place in your mobile strategy there are other things to consider.

For example, while a traditional computer is replaced on average every 3.5 years mobile devices are averaging a replacement cycle of 18 months! This means just because something did not work last year doesn’t mean it won’t work this year!

Other topics I will look at include location based services, there is more to it than FourSquare or Facebook Places, areas like sales force automation and the impact of cloud computing on mobiles.

I am also trying to think of a good demonstration for the session so if you have any ideas, leave me a comment.

Who owns your employer brand?

BPLast week while I was at ATC Sydney there was lots and lots of talk about employer brands and who really controls them in today’s social media world. For example Steve Fogarty, Recruiting Captain, from adidas in North America covered the topic highlighting that recruiters need to think more like marketers to attract top talent, not to mention that everything that happens online create meta-data about your brand. Kevin Wheeler touched on the topic during his closing keynote saying the personal brands are taking over from corporate brands.

So what does this mean?

Like consumer brands your employer brand is not longer “owned” by you the employer, candidates, employees, ex-employees, analysts, everyone can now shape how your brand is viewed by the world. From a consumer perspective just look at the fake BP Public Relations Twitter account, who has many thousands more followers than the real BP PR team, and their comedic look at what is shaping up to the worlds largest environmental disaster. Every tweet has a hashtag #bpcares creating a creative and funny stream of tweets however I doubt the BP PR team is very happy.

About 3 weeks ago Facebook released a new feature, Community Pages (read the official blog post) where they are aggregating Wikipedia content, along with user generated post from across the web to create a “profile” of brands, places, organisation etc. The difference between these pages and corporate sponsored pages is that right now no one controls the content on the Community Page! Now Facebook has said they are looking for passionate people to help curate the pages content. But for now your brand is at the mercy of automated collection of content. To make matters worse Facebook profile pages have been changed and now there are links attached to employers, likes and interests, favorite books, music and movies!

You do not own what Facebook is displaying on these new Community Pages, and you may never own the content.

Still think you own your employer brand?

Employee Engagement and Social Media

Over the last 2 weeks I have been giving a series of presentations looking at how social media (and Enterprise 2.0) can drive employee engagement. While the slides are available on slideshare for download I wanted to give a bit of context.

As part of preparing the presentation I came across a presentation by Susan Scrupski from Soco Partners (I also lifted several other ideas from one of her presentations to the 2.0 Adoption Council, thanks Susan!), where Susan introduced the concept of 2.0 Zen:

  • Collaboration
  • Trust
  • Authenticity
  • Transparency

This struck a chord with me. If someone had asked me to describe good social media these are the words I would have used. But I started looking at this a little further, from an HR point of view, and from my research on engagement. I have found five general attributes that enable employees to feel valued and therefore engaged:

  • Involvement in decision making
  • Feel they are able to voice their ideas, & managers listen to these views
  • Have line of sight between employee performance & company performance
  • They have career development
  • When the organisation is concerned for employees’ health & wellbeing

While looking at this it occurred to me that an organisation that had a highly engaged workforce exhibited the same attributes as Susan’s 2.0 Zen:

  • Collaboration
  • Trust
  • Authenticity
  • Transparency

From this I built the rest of the presentation, which you can find below.

Social media as part of background checking (Part 4)

Finally part four!

In case you missed the reason we are here have a look at the last few posts. In the first post we looked at laying a foundation for the discussion and about how social media allows you access to a unique view on a candidate’s character. In part two I discussed the issue of cultural fit and it’s important and how social media can help assess the cultural fit of a person. In part three I looked at some of the possible legal issues with using the information found online as part of the selection process.

In the final part of this series I want to bring it all together. A statement between the time I write this and when it is published others may have joined in on the discussion, I know Recruiter Daily will, I may have missed some critically posts in the story, sorry.

The Social Contract

Last week I was chatting with Jared Woods and Kelly O’Shaughnessy and it would be fair to say we probably have slightly differing opinions on the subject, or we did last week :-). One of the out comes during our chat was that more agencies need to disclose what they are doing when it comes to social media content. If you are going to use data you find online, is your Privacy Policy and Collection Statement up to date to cover these activities? Secondly if you are an agency have you spoken with your consultants to ensure that they understand their responsibilities? A really good example comes from SKM’s Graduate Recruitment Blog, which given their target market actually makes sense not sure the same could be said if they were hiring CFO’s.

Continue reading “Social media as part of background checking (Part 4)”