This handout accompanies the Social Media presentation.

1. Twitter: 101
Created and Composed by: Tammy LaPoint-O'Brien
for Middle Tennessee Society for Human Resource Management
What is Twitter?
 Twitter is a social media site in which to convey a message, thought, fact, idea, or picture about
any and everything you deem newsworthy.
 Twitter allows you to tweet (compose messages), retweet (forward) another tweet (post), and
reply to a tweet (conversation).
 Twitter allows putting a link in the tweet. It’s converted to 20 characters, which saves space.
 Twitter limits each post to 140 characters.
Twitter Vocabulary
 @ (at sign): a symbol used to send a direct path to a Twitter handle
 # (hashtag): a symbol used in front of a word to make it more searchable; similar to a Google
search
 DM: direct message to another tweeter through a private channel; private messaging
 Follow: the tweets from businesses, people, or entities you want to read
 Reply: commenting on a tweet; conversation starter
 Retweet: forwarding another person or entity’s post; similar to forwarding an e-mail
 RT: acronym for retweet
 Tweet: posting a message
 Tweeter: a person who posts tweets
 Twitter Handle: your username
 Unfollow: the tweets from
Create an Account
 www.twitter.com
 Create an account; you will choose a Twitter Handle later
 Public Computer and Tailor Twitter, unclick; create Twitter Handle
 Choose 5 people or entities to follow and repeat two more times
 Add a picture and bio or skip and add at a later time (Edit Profile)
 Complete the profile, a default egg will show in place of a photo until you add one
What are the advantages of using Twitter?
HR Perspective:
– Save money on posting jobs
• FREE vs. an average of $400 on CareerBuilder
• Can be posted as many times as you want
– Find qualified applicants quicker
• Automatically goes to all followers
• Potential employees are following your company!
• Can be reviewed on profile
• Demonstrates applicants social media savvy
– Understand the power of retweeting
• Who is following you that knows the perfect candidate?
• Reaches all corners of the world
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The information contained therein belongs to Tammy LaPoint-O'Brien or the entity/person listed. This
document is not be used for monetary gain. It is intended for educational purposes.

2. Recruiter Perspective:
– Save money in their hunt for qualified applicants
• FREE vs. other costly avenues
• Can be posted as many times as you want
– Locate well-versed applicants quicker
• Seek out social media savvy applicants
• Potential applicants are you following you!
• Review an applicant's branding more in-depth
• Reaches all corners of the world
– Understand the power of retweeting
• Who will find you?
• Who will you find?
Job Seeker Perspective:
– Locate positions quicker
• Posted on Twitter and nowhere else
– Follow target companies and recruiters
• Review an applicant's branding more in-depth
• Reaches all corners of the earth
• Gets you closer to hiring managers/HR professionals/recruiters
– Understand the power of retweeting
• Who will find you?
– Keep abreast of news/companies
• Press releases
• Articles/Spotlights
• Stock changes
• What news has been generated?
Diversity and Inclusion
According to the US Office of Personnel Management, diversity and inclusion list 3 tangible benefits:
– Serving our communities and being socially responsible
• How does Twitter play into this responsibility?
• How can you utilize Twitter to serve your community?
• How can you utilize Twitter to showcase social responsibility?
– Increasing innovation
• How does Twitter capitalize upon the creative differences?
• How can Twitter build excitement about new innovations?
• How can Twitter bring employees together?
– Getting a Return on Investment
• What is your current ROI vs. what it could be?
 How can Twitter improve your company status?
 What new talent can you recruit?
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The information contained therein belongs to Tammy LaPoint-O'Brien or the entity/person listed. This
document is not be used for monetary gain. It is intended for educational purposes.

3. People/Entities to follow on Diversity and Inclusion:
Church Diversity ™ @ChurchDiversity
Diversity matters to God, the local church is the hope of the world, We Are Church Diversity!
Diversity Executive @DiversityExec
awareness - action - impact Chicago, Ill. · http://www.diversity-executive.com
DiversityInc.com@DiversityInc
DiversityInc is the leading source of information on diversity management.
Diversity Journal @DiversityJrnl
A bi-monthly magazine focusing on senior leadership, best practices, workforce diversity/inclusion strategies and recognition
of employee contribution. Worldwide · http://www.diversityjournal.com
DiversityRoleModels @DiversityRM
A charity to help eliminate homophobic bullying and raise the self esteem of young LGBT people by taking positive role models
into schools. London · http://www.diversityrolemodels.org
Diversity Woman Mag @DiversityWoman
Our business-focused editorial content is designed for women business leaders, executives, and entrepreneurs of all races,
cultures and backgrounds. USA · http://www.diversitywoman.com
Disability.gov @Disabilitygov
Disability.gov is the federal government website for comprehensive information on disability programs and services in
communities nationwide.
Eric Peterson, MSOD @SHRMEric
Manager of Diversity & Inclusion, Society for Human Resource Management. Links, follows, and RTs do not constitute
endorsement.
Fields Jackson, Jr @fleejack
Founder & CEO at Racing Toward Diversity Magazine and adjunct professor, Chicago State University - Check out my voice
introduction here http://bit.ly/Sdmx6r
GLAAD @glaad
GLAAD builds support for equality by amplifying the voice of the LGBT community and holding the media accountable for the
words and images they present.
GLSEN @glsen
Gay, Lesbian & Straight Education Network: Ensuring Safe and Affirming Schools for All Students, Regardless of Sexual
Orientation or Gender Identity/Expression
HR magazine @hrmagazine
Breaking daily news, blogs and forums, research, new thinking, best practice and strategic information.Towers Watson's HR
publication of the year 2012 and 2010.
joe gerstandt @joegerstandt
keynote speaker (diversity and inclusion) | freedom fighter | freak-flag flier
Lyn Hoyt @lynhoyt
Parking my twitter name because you just never know. Tweet with me @designtwit @hrbaconhut @awardframes @mtshrm
Teri Levy @tg0476
All American recruiter with a passion for creating conversation and putting the right people in the right spots...on the right
bus! Nashville, TN · http://www.linkedin.com/profile/view?id=4475974&trk=tab_pro
Veterans Affairs @DeptVetAffairs
Official Twitter page of the U.S. Department of Veterans Affairs. Tweets by Iraq Vet Alex Horton. Following a Twitter user does
not signify VA endorsement.
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The information contained therein belongs to Tammy LaPoint-O'Brien or the entity/person listed. This
document is not be used for monetary gain. It is intended for educational purposes.

4. HR professionals to follow on twitter
 Mike Haberman @MikeHaberman - “OmegaSolutions.com” Compliance blog
 Mike VanDerVort @MikeVanDerVort – “Human RaceHorses” Another Compliance Blog
 Robin Schooling @RobinSchooling –LASHRM President Elect –“HR Schoolhouse”
 Teela Jackson @teelajackson – President Elect Atlanta SHRM –
 Steve Browne @sbrownehr – Ohio SHRM Counsel Leader – “sbrownehr.com”
 Dave Ryan @davethehrczar – ILSHRM State Conference Leader – “HROfficial”
 Jessica Miller – Merrell @blogging4jobs – HR Social Media Leader – Top influencer –“blogging4jobs”
 Talent Anarchy @talentanarchy – SHRM key note presenters Joe Gerstandt and Jason Lauristen –
“TalentAnarchy.com”
 Justin Harris @unlikelyhrguy – Nashville HR professional; MTSHRM member “rurelevantHR”
 Lars Schdmidt @ThisisLars –CEO of Amplify Talent – amplifytalent.com
 WilliamTincup @williamtincup – CEO Tincup Inc. HR Software Expert, Co-Host of Drive Thru HR (#1
HR Radio Program)
 Laurie Ruettiman @lruettiman –SHRM keynote speaker, writer social influencer – “The Cynical Girl”
 John Jergerson @jkjhr – Conference Chair ILSHRM
 Sabrina L. Baker @sabrinalbaker – Social Media Conference Chair ILSHRM – “ArcadiaHRSolutions”
 Jay Kuhns @jrkuhns – VP of HR All Kids Hospital, Conference Speaker – “NoExcusesHR”
 Fist Full Of Talent (FOT) – Multi-contributor HR website (15 contributors) – “Fistffuloftalent.com”
 Performance I Create (PIC) –Multi-contributor HR performance improvement website
“PerformanceICreate.com
 Megan M Brio – CEO Talent Culture – Host of weekly Twitter chat on Wednesday nights 6pm cst.
#tchat –TalentCulture.com
 Lisa Horn @SHRMLobbystLisa – SHRM’s Gov’t Relations Advisor – Co-leader of SHRM’s Workplace
Flexibility Initiative
 Curtis Midkiff @SHRMSMG – Director of SHRM Social Engagement
1-15-13: List was compiled by Chris Fields, MLHR – HR professional and Social Media Influencer -
MTSHRM member. You can connect to me @new_resource and my website is CostofWork.com
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The information contained therein belongs to Tammy LaPoint-O'Brien or the entity/person listed. This
document is not be used for monetary gain. It is intended for educational purposes.

5. Here is an overview of how Human Resources uses Social Media as a tool
Recruiting
There is a gold mine of talent resources in social media with platforms that cater to job seekers and recruiters.
Training
Social media can provide a platform to connect and network before the training and interface with content during a
training or conference and then continue to promote the good ideas the training produces after the training is over.
Hiring/Onboarding
Your company should have social media sites that provide a unique opportunity to present a window into your
company culture. Way more engaging than a handbook.
Organization Development
Your company website should be a platform to be able to lift and republish information on social media as a way to
promote, recruit and educate. A go-to information source internally and externally. A social media policy is
necessary to understand and define behavior risks as well as rewards of the tool.
Communication
Communication protocol should be part of a Social Media policy - create simple guidelines, provide training and ID
your organizations early adopters
Performance Management
Social performance management can develop a collaborative work culture where your employees are primarily
responsible for requesting their own feedback, not annually but daily in real-time. Platform
example: Salesforce.com/Rypple
Coaching
Related to performance management, social media is a coaching collaborative platform. Your own professional
development can be greatly enhanced by networking through social media.
Policy Recommendation
Promote/market all policy on Social media, create simple social media guidelines, provide training and ID your
organizations early adopters
Salary and Benefits
Using mobile communication/texting and social posts to drive employees with reminders to help keep up, stay
current and take responsibility for their benefits package.
Team Building & Employee Relations
Employees as brand ambassador; platform to engage all stakeholders from employees to customers. Internally
employees can benefit from employee recognition to collaborative workplace discussion and validation of
performance.
Marketing
Employees as brand ambassadors: your employees must be the most trusted source of information for your
organization. And so are your customers.
Leadership
HR is absolutely critical to social business transformation. HR needs to partner with all other functions, especially
marketing, to ensure that everyone is aligned on the promises they are making to customers, and that their
employees are ready to deliver on them.
MTSHRM Social Media Workshop 1-16-13
This list was provided by Lyn Hoyt @designtwit on twitter
Social Media Volunteer for MTSHRM
Recognition designer and community engagement wonk. http://www.fusionframes.com
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The information contained therein belongs to Tammy LaPoint-O'Brien or the entity/person listed. This
document is not be used for monetary gain. It is intended for educational purposes.

6. LinkedIn
• The modern day version of a rolodex
• Connect with former/current
– Classmates/ Teachers
– Co-workers
– Supervisor/ Managers
– Employees
– LIONs
– Acquaintances
– Friends
– Networking Pals
• Give/ Receive Recommendations
• Keep up-to-date
– With others
– With what you’re doing
• Significance
– Job seeker – HR Professional – Recruiter
• Branding • Review candidates • Review candidates
• Advertising • Search for candidates • Search for candidates
• Virtual Resume • Post positions • Post positions
• Advertise • Advertise
Facebook
• Took social media and connecting online to a whole new realm
• Typically used to connect with and stay connected to friends and family on a personal level
• 3 states have banned HR from requesting passwords from job seekers
• Leaves a footprint for an online presence and branding
• Significance
– Job seeker
• Branding
• Advertising
• Show personal side
– Hobbies
– Interests
– Current events
– HR Professional
• Review candidates
• What do they post?
• What do they portray?
– Recruiter
• Review candidates
• What do they post?
• What do they portray?
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The information contained therein belongs to Tammy LaPoint-O'Brien or the entity/person listed. This
document is not be used for monetary gain. It is intended for educational purposes.