Social Media and HR

about.me/michaelmahoney @imamike
Social Media and HR
The most natural of partnerships
Thursday, November 18, 2010

Michael Mahoney
about.me/michaelmahoney
michaelmahoney1@gmail.com
LinkedInTwitter

HR and Social Media do
the same work

They connect people to build,
and manage relationships

Some Expectations
• Look at your phone, now me, Look at your phone, now back to me…
• use the Hash Tag #acsmto, I’ll be auto tweeting from here.
• QR readers ready, you don’t want to miss this!

Agenda
Why you need an employer brand strategy for HR
• How social media can harm your companies ability to attract top talent
• How your company can protect itself from risks
• How your company can turn social media into the best recruiting and
candidate sourcing tool

facebook.com/drakeinternational

Ken RobinsonVideo

Why have a social
media strategy for HR?

Why
• You need a usage policy now
• Protection (liability, security, reputation)
• Employees make mistakes, but typically mean well
• If you don’t have one do it by end of week

Why
• Monitor the conversation
• Don’t become irrelevant

The ﬁrst thing today’s
generation does to prepare
for an interview is Google
you

Then they might ask
Twitter about you, or
Facebook, or...

...Glassdoor.com

AreYou Social Safe?
• If someone is considering two equal offers from two employers, will
Google help or hurt your case?
• Do you depend on top talent?
• Can you fire someone for misconduct during online discussions?

ProtectYour Company,
and Leverage
Opportunities

ProtectYour Company
• Usage Policy
• Acceptable and unacceptable conduct
• Extend corporate conduct guidelines
• Clearly outline benefits and risks for employees
• Remember:
• You can’t block your employees from using social media

Opportunities
• Find employees already using social media, and engage them
• Get them to blog and tweet
• Tell them what they can and can’t talk about in all communications
• Example: “We’re Launching a new Product X, you can’t tweet about it
yet” but and “You can tweet this to build excitement”
• Reward them.

Re-cap
Education
Training
Communication
Support

Leveraging Social Media
for HR

Finding New Talent
• Sourcing, Attracting, Closing
• Sourcing: Finding talent with search and keyword monitoring
• Attracting: positioning company culture, and creating experiences that
have impact
• Closing: making the decision to accept your job offer an easy one, by
wrapping it all together.

Finding New Talent
• Twitter, Facebook, YouTube, LinkedIn
• Google, blogging, niche communities
• Employee Referral Programs
• Check out selectminds.com

Finding New Talent
• 30 Minutes a day: Surface Mining
• Facebook + LinkedIn OR Twitter depending on your target and strategy
• 60 Minutes a day: Open Pit Mining
• FB+LinkedIn AND Twitter, YouTube. Spend an hour a month on
Glassdoor and set up Google Alerts
• Greater than 60 Minutes a day: Drilling Operations
• Google, blogs, and niche communities

selectminds video

Existing Talent
• You Can’t Block Usage At Work! Don’t Try!
• Be open minded with your usage policy
• Be consistent in how it is applied
• Check out Rypple.com

rypple.com

Social Media and HR

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Social Media and HR