NHRDN Virtual Learning Session on HR & Social Media with Mr. Madan Srinivasan, Sr. VP HR, Polaris Financial Technologies

1. HR & Social Media
NHRDN Virtual Learning Event
29th August 2012
Madan Srinivasan
Senior Vice President – HR
Polaris Software Labs

2. Welcome to the world of social media!
• 200 + social networking sites
quite well known
• 2012 estimate of 1.5 billion
users of social media – an
increase of almost 20% from
2011
• Approximate users of the key
social networking sites:
– Facebook – 900+ million
– LinkedIn - 160 million
– Twitter - 140 million
• 100 + million users of social
networking sites in India
2

3. POLL # 1: HOW ACTIVE DO YOU
RATE YOURSELF AS A USER OF
SOCIAL MEDIA?
1) INACTIVE
2) SOMETIMES ACTIVE
3) REGULARLY ACTIVE
4) VERY ACTIVE

4. How has social media been used by
organizations?
• Create increased brand awareness & visibility that grabs the
attention of potential customers & supports business growth
• Deliver improved customer service & respond effectively to
feedback
• Collaborate to create a knowledge repository, learn from best
practices and get real time ideas in one’s industry
A global Regus study says:
- 74% globally & 83% in India agree that without social media activity, marketing
strategies cannot hope to be successful.
-39 %of companies globally & 49% in India devote up to 20 per cent of their marketing
budget on business social networking activity
-- In 2010, 52% of participating Indian companies won new customers through social
media; it was 61% the year after
4

5. Getting the best out of social media
Starbucks: Listening to the customer Zappos: Bringing the company to life
Sun Microsystems: The CEO Blog Dell: Cross-platform community
5

6. How has HR used social media?
• A relatively late-adaptor, HR has largely used social media in
recruitment…and indeed how!!!
– In 2010 in US, only 6% of companies were using social media for
recruitment, now that has exploded to 89%
– 82 of the Fortune 100 companies uses the corporate hiring solutions of
LinkedIn
– About 21% of working professionals are looking for a job – social media
helps companies tap into the other 79% as well
Bullhorn’s 2012 Social Recruiting Activity Report says:
“A Twitter follower is almost 3 times more likely to apply to a job posting than a
LinkedIn connection and 8 times more likely to apply than a Facebook friend.”
6

7. POLL # 2: I HAVE USED SOCIAL
MEDIA FOR THE FOLLOWING?
1) RECRUITMENT
2) EMPLOYEE ENGAGEMENT
3) KNOWLEDGE SHARING
5) TWO/ALL OF ABOVE
6) NONE OF ABOVE

8. How are your HR mates using social
media for recruitment?
• Post jobs for 30 • Utilize the FB • Create a Twitter
days @ $195 Directory for users, Company account
• Buy job credits to pagers & groups • Tweet jobs
pay less/posting • Post a job for free available
• Sign up for LinkedIn in FB Marketplace • Expand your
Talent Advantage or a FB ad with network –
• Post ads for free in laser targeting ‘followers’ –
‘status box’ • Create a company through focused
FB page & use it as efforts
• Build connections
to those one knows a recruiting/ • Include hash tag (#)
branding tool to stand out or
• Join groups where
• Share links to your find/filter
one is likely to find
company YouTube information
the right candidate
videos
8

9. What is our experience with social
media making us ask/reflect upon?
• Showcase your work, your people, your culture
• Channel your energies at the RIGHT place & time and on the
RIGHT things
• Have guidelines around social media background checks, with
focus on three things –job qualifications, culture fit, red flags
• Has my recruitment metrics improved since using social
media? If so, by how much?
• What other ways can we put social media to good use,
considering many of our employees are using it? E.g.
– Internal social networking sites
– Employer Branding
9

10. What next in our social media journey?
Human Resources professionals understand that social media is
here to stay…That’s the easy answer!!!
The challenge is integrating use of a cohesive, relevant and
effective social media strategy aligned to the overall HR & business
strategy of the organization
10

11. How does social media impact HR today?
• Shape the organizational culture
– Refocus on corporate values, have a social media policy
• Stay connected
– With prospective candidates, alumni, global teams, employee social
networks
• Call for resources at your ‘fingertips’
– Networking, collaboration, sharing industry best practices & ideas
real time
• Balance Employee Productivity & Value
– Sharing company news, connecting to solve a problem, training
• Support Innovation
– Ask for ideas/suggestions, share ideas, cross-fertilize
11

12. Creating a social media policy
Chris Barger, former director of social media for General Motors
& author of The Social Media Strategist on the essential
elements of a social media policy:
• A statement that the organization’s broader ethical guidelines also apply to
social media
• Reminders of individual responsibility and liability
• Reminder that employees must post disclaimers that they do not speak for
the organization
• Disclosure of affiliation with the organization when posting
• Respect for copyright and fair use laws
• Honoring the confidentiality of proprietary or internal information
• Prohibitions on hate speech, ethnic slurs, etc
• Privacy and discretion reminders
12

13. Best practices in HR & Social Media
IBM: The people behind the work Polaris: Employee Social Networks
Rypple: Social perf. mgt platform H & M: Brand presence in right media
13

14. The business case for social media in HR
• McKinsey Global Institute’s new global study "The social
economy: Unlocking value and productivity through social
technology" report, says
– Employees spend 61% of time on emails, retrieving information and
collaborating; the rest on role-specific tasks
– Use of social media can improve productivity up to 20-25%
– Social enterprises can help reduce costs, improve worker access to
knowledge, increase employee satisfaction & increase revenue by 10%
• According to Fonality’s 2011 Report on Cloud-Based Services for
SMBs
– 36% of knowledge workers’ wasted time was spent trying to contact
people, find information & schedule meetings
– Implementing an integrated social platform can save up to 115.5
minutes per day — almost two hours per employee. Just think of the
increased productivity 14

15. POLL# 3: RATE YOUR ORGANIZATION’S
READINESS TO IMPLEMENT SOCIAL
MEDIA IN HR
1)