SOCIAL FOR HR – SOCIAL EMPLOYEES

SOCIAL MEDIA FOR HR – BLOG SERIES

#4: SOCIAL EMPLOYEES

Social Media Polices can be quite daunting for some – but they needn’t be. Depending on your organisation and the nature of it you may be open to a very generic social media policy, whereas others may need to be more stringent. Either way you go – it’s best to have a policy to safe guard both the organisation and the employee.

And that’s what brings me to the Good versus the Down Right Dumb! In my experience 90% of all employee social posting will be positive, with employees wanting to showcase outstanding work they’ve done, the awesome people they work with or cool things their organisation is doing. However there’s the exception to every rule right?! Every now and then you’ll strike one that posts photos of them snowboarding while on sick leave for a “back operation”, or claiming to be distraught over a death in the family to the point of needing extended bereavement leave and instead going on holiday to Thailand and posting photo’s on the beach and doing shots in bars….both true stories, and not surprisingly those people no longer work in those organisations. There were a series of other incidences in both cases, however having a social policy allowed for clear action to be taken.

I think when it comes to social employees, it’s like anything with employees – treat them like adults. Trust them to do the right thing, and on the odd occasion where they don’t ensure you have clear policy to deal with it.

 

GET SOCIAL

I hope you’ve enjoyed the series, and more importantly I hope if you weren’t already using Social for HR that you’re now encouraged to! And if you are using it, I hope you’re encouraged to go further. My advice from here is to quite simply, get social! Start small and comfortable and as you master one platform expand and grow your use from there. Get in touch via social – I’m not hard to find!

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SOCIAL FOR HR – L&D

SOCIAL MEDIA FOR HR – BLOG SERIES

#3: LEARNING & DEVELOPMENT

Networking is super easy across many social media platforms. The trick is to get in there and get involved! Many people social “watch” for a while before feeling comfortable enough to join in. I’m a classic example of this, initially joining twitter to follow the America’s Cup because the feeds were better than any others I could find, it was a full year later before I started to watch and then engage from an HR perspective – but following hashtags, joining in group charts and niche interest groups are all a great way to extend your networks and therefore your L&D opportunities.

Self-directed learning via social networking is a great way to upskill and increase your own knowledge, be it through chats with others, interest groups getting together online or in real life and / or enrolment in MOOC’s (Massive open online Courses) or in fact via blogs…

I think we all know what blogs are by now – but the hardest thing I found was keeping them all straight – without a million extra email alerts ending up in my inbox every day. There are some great blog readers out there that collect and collate your chosen blogs into categories, by date for later reading – I use Feedly, but Google Reader is another great option. This essentially creates your own specifically selected content feed.

With the number of blogs now days I would recommend taking a little extra time to research the background of new bloggers you follow to qualify their expertise.

Mentoring is made all the more accessible via social…my last mentor I met via a twitter chat and despite the fact that he was the Head of OD for a university in Scotland, we worked together for over a year utilising social for our communication and other tools such as facetime and google docs to share work, challenges and get feedback and direction. And just recently a former mentor of mine who had relocated to another country has been back in touch via social, is back in NZ and we’re due to meet up!

This all leads to pointing out how social gives us access to thought leaders – Dr Harold Hillman, an award winning author and expert in the People Professions and I connected over social and have connected to where I recently invited him to speak on authentic leadership through change to a group of HR and Recruitment professionals at a breakfast event. And it’s been fantastic for me to meet and work with someone I’ve long admired and looked up to “in real life!” (Hashtag #IRL!)

SOCIAL FOR HR – COMMUNICATION

SOCIAL MEDIA FOR HR – BLOG SERIES

#2: COMMUNICATION

How many engagement surveys show communication as poor or needing improvement in organisations? The answer is most! A few do it amazingly well, but many leave a lot to be desired. Using social channels for communication with employees’ works especially well when you use platforms they’re already used to engaging with – and we saw the numbers on the first blog, most people are getting social. Facebook groups are a great option given the 1.55B users every month. There are also specialised chat platforms you can utilise for employees such as slack.

It also gives employees, customers and audiences an opportunity to give you feedback or ask questions on anything and everything from products and services to special offers.

Collaboration is increased with employees – particularly those working from remote or regional locations or when coordinating larger groups. I know of a Brand Engagement team who are a classic example, they utilise slack to communicate and collaborate with their team working and activating for various radio stations all over new Zealand – from Invercargill to Kaitaia they all get the same messages, opportunities to make suggestions, compare notes, give feedback on promotions and ideas, and importantly in real time.

The best advertising for your products, services, employer brand comes via referrals and advocates, so positive user generated content is gold!!! This is content of your social pages linked back to or directly posted on your social platforms by employees and customers alike. It could be anything from an employee posting about an amazing team day out, reward and recognition celebration or a client recommending your brand, product or service.

Referrals are almost always the best source of quality candidates when hiring, so I would really encourage all staff in your organisation to get posting about the awesome work coming out of your company, the culture you’ve built and the way you do things, thereby utilising their content to build your employer brand and talent pools.

 

 

SOCIAL FOR HR – TALENT ATTRACTION

SOCIAL MEDIA FOR HR – BLOG SERIES

#1: TALENT ATTRACTION

The possibilities when it comes to recruitment are endless and given 84% of professionals in NZ are interested in new positions it’s an important area to note. In my role now every vacancy is advertised on job boards, including our own, but also pushed out to twitter, Facebook and LinkedIn and this year we’re expanding those to include Instagram and snapchat. We also utilise online community’s specific to our industry through the likes of StopPress and MA+D Daily. As a result or targeted campaigns we can specifically point to all of these social platforms as the direct source of new hires. It’s important to note here that adding video and eye-catching imagery to posts and specifically targeting content to your audience is key to achieve maximum impact and engagement.

Depending on your industry or type of roles you may need to consider niche social markets for passive talent attraction such as the likes of Github and Angelslist – just make sure you understand the niche platforms before you dive into them!

Talent Pooling is made possible on social through the likes of followers – they are the people actively engaging with your brand online. This can be further honed by creating specific interest groups and managing these effectively, again, through engaging, targeted content.

The Employer Branding opportunities on social are vast – through actively promoting your employer brand, show casing what it’s like to work in your organisation, giving insight to your employee engagement and culture gives potential candidates a wealth of information when considering a role with you. And given 37% of job seekers claim they can’t get enough information on organisations in the job hunting process, this is a golden opportunity for employers.

Candidate quality can be improved through social also – you are given a forum in which you can actively have conversations with them pre, during and post the hiring process, in a way it becomes a key screening tool.

SOCIAL MEDIA FOR HR – BLOG SERIES

I was recently asked by the wonderful team at Elephant Training & HR to speak at their HR Advisors Conference on the use of Social Media in and for HR. I have now turned this into a series of four blogs that will be posted over the coming weeks.

The areas I see social media best benefitting and working with HR are as follows: Talent Attraction, Communication, Learning & Development and Social Employees and these will be the blog topics coming up.

But first….a look at the stats to keep in mind as you read the series…

SOCIAL MEDIA – THE STATS

It’s important to note that these staggering figures below are monthly users! And to give context, as of January 2016, the total worldwide population was 7.4 billion

  • Facebook: 1.55 billion
  • Youtube: 1 billion
  • Google+: 400 million
  • Instagram: 400 million
  • LinkedIn: 450 million
  • Pinterest: 100 million
  • Snapchat: 100 million
  • Twitter: 320 million
  • Vine: 100 million

I’m actively involved with 8 of these platforms, currently learning my 9th and still have one on my bucket list to master!

I think there are a lot of people out there at the moment particularly in the “People Professions” that are sceptical of social, who don’t engage with it from a professional standpoint, and even on a personal basis in some cases, as they’re nervous of the repercussions, not sure of how to use it – or indeed why they would use it.

But my argument would be how can you afford not to – you can see the numbers here……and I figure if I can teach my Mum how to use Facebook, albeit it’s taken a lot of time and patience to get her understanding that she doesn’t have to friend people, comment or like if she doesn’t want to and isn’t obliged to respond to every interaction, but she’s doing it and finally loving it.

Another example is my partner; a senior sales executive he will never “do that Facebook thing” (even though I’ve caught him checking out pics on mine on multiple occasions!) But he has fully embraced LinkedIn and is one of the most active users I know – he encourages it in his staff as well and as a result they’ve booked multimillion dollar media campaigns as a direct result of LinkedIn connections.

I ran a session on LinkedIn with another sales team and following that session one of the team made 32 targeted new connections with CEO’s specifically in their industry and has since followed those up to make 19 face to face meetings with those people.

So like I say – how can you afford not to tap into and utilise such an amazing resource? First blog coming up!