Version of presentation to be shared at today's Human Resource Association of T&T conference. Contains suggestion on how forward thinking HR practioners can utilize social media to the benefit of their organizations

1. Go Social or Go Home!
What’s inYOURDigital Resume?
Danielle A. Jones, M.A.
HRMATT’s 9th Biennial Conference
Hilton Trinidad & Conference Center
May 14, 2013
Opinions expressed are those of the presenter & do not reflect those of any company/ institution or client with which the presenter may/
may not be associated.

2. • If Certification Matters: Certified in social media strategy from Babson College
• If Experience matters: 7 years direct social media experience/ consulting
• If Education matters: M.A. in Communications & Culture from Howard
• If local case studies matter: Pioneered integrated social media marketing for a
major financial company in 2010
• If cultural understanding matters: Pioneered social media usage for Carnival
bands in T&T
• If being a show off matters: Lead the largest social media campaign to date in
T&T
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013 2
• Hired because of social media
• Employed because of social media
• Written 3 social media policies for local companies
• Actively follow social media trends
• Been burnt by social media…

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What is Social
Media/ Social
Media
Social Media
Opportunities
& Risks for
YOUR
company
Social Media
Solutions:
- Policy
- Engagement
Presentation Preview

4. What did you learn?
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
© D. Jones – All opinions/
content are those of presenter.
• http://www.youtube.com/watch?v=t-
JVXjGc_Aw

5. 38,000,000 purchase bc of it
59% of Internet users use it
95% of babies exposed in first year
52m iPads sold since 2010
40% Internet penetration in TT

6. “Social media is an umbrella term referring to websites that allow the
user to create, edit and upload information that may be accessed/
viewed by www users.

7. Social media defines web 2.0 – which gives users what
they want, when they want it and in a variety of
ways.”
Jones, 2010 danijones98.wordpress.com

8. Only young people use social media
Its just for fun (Hello Kickstarter!)
It is making us dumb(er). (Hello life companion!)
Trinis don’t Tweet. (#Idontthinkso #I4TANDT)
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9. Customers reach has more than
tripled – Samsung Galaxy S4 sold out
in 3 hours!
Ability to share on the move
Inexpensive but effective way to
communicate + with location
marketing
Mobiles will soon be payment devices
What does this all mean?

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“With more than 60% of adults maintaining a social
media presence to some extent, social media recruiting
places you in contact with the largest available pool of
potential talent. It’s a trend you can’t afford to ignore.” –
hirevelocity.com

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Active
Job
Seeker
University
programs
Passive
Job
Seekers
Referrals
Companies
Brand
Building

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Resources for Them:
• Video resumes
• Only resume tools
• Personal networks
• Blogs
• Entrepreneurship

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15. Your company creates a diverse social media
presence which potential hires connect with to
learn more about the company
Stories about employees, company
achievements, CSR etc. build the “Employer
brand”
Links to jobs/ details about vacancies/ info on
the employee package are shared with these
“fans/ friends”
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19. Operates in silicon valley
Need innovative, pioneering talent
Constant need to attract employees
Brand is growing – new/ hip but so is Dropbox/
Evernote/ etc
Gen Y and Z want Cool & Passion
http://www.youtube.com/watch?v=R4vkVHijdQ
k
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21.  Start a LinkedIn Page for your company (with
permission)
 Use your presence to state WHY this is a good place to
work
 Have employees talk: Video/Photo contest “Why It’s
great to work here” – Use the best videos online
 Commit to having an online version of EVERY vacancy
ad so employees can post online.
 Commit 10% of your advertising budget to online ads
(Buy a MOBILE AD and you’ll be a big winner).
• Develop a mobile app for your employee benefits (Ok
that’s 6 but it’s a dream…)
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5CHEAPSocialMediaHRIdeaswithBIGROI

22. Five Quick “Pull” Strategies:
• Start an employee blog featuring the work of
employees that they are passionate about
• Showcase your employees doing CSR/ events/
activities
• Work with your marketing team to build a
LinkedIn profile for your company
• Get that “employee video” online
• Diversify - work with marketing to get your
brand on as MANY sites as possible!
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23. Capitalize on existing and earned networks to
attract job seekers:
Employees share job postings
Your LinkedIn network shares job postings
Greater reach than most paid ads
Enhanced by online ads
Measurable
Rewardable….
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24. • Approximate
newspaper
circulation in
T&T?
• # of employees
• Average
facebook fans
pp?
• Which is
greater?
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26. 5 quick PUSH tips for social
recruitment
Have an online application process where
possible (at LEAST a customizable PDF link)
Send the job link to employees with the request
that they post on social media
Don’t be afraid to network!
Have auto-reply refer applicants to your social
channels (to build advocacy)
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27. By interacting with your target audience, you not
only present yourself as a transparent company,
but also gain insight into the identity and
personality of potential job candidates.
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
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28. Ask if they have an online resume/ blog
Request video applications (GREAT for sales
jobs)
Google them! (for maccoing & verification)
Online referral discussions
SKYPE interviews (cut costs)
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30. • Venting
• Viruses
• False Info
• Political comments
• Leaks
• Personal/pro clash…
• Unofficial
spokespersons…
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31. Code of conduct NOT enough
Introduce the social media policy/ guidelines
Sensitize staff on risks/ opportunities
Remember: Even if It Enrages Your Boss, Social
Net Speech Is Protected (NYT: Jan 21, 2013)
Locally reporters, employees and others have
lost jobs/ reputations because of social media
– but will it hold up in court?
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USE SOCIAL AS COMMON
GROUND:
• Unite employees on
issues the company and
they care about
• Competitions count
(creates GREAT
recruitment material)
videos, etc
• Gen Y talk with Baby
boomers

33. 4Thingsyou can start doingtomorrow
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1. Develop a social media strategy for your HR team –
simple or grandiose – just have one
2. Apply the method I described earlier by working with
your marketing team at LEAST to create a Linked In
profile for your company
3. Take 10% of your recruitment ad budget online (and
MEASURE clicks for results use bit.ly or others)
4. Create a social media training/ sensitization
programme and THEN have a social media policy

34. • Presentation:
http://www.slideshare.net/Danielle
Jones2
• DANIJONES98@gmail.com
• Facebook: Danielle A. Jones
• Twitter: danijones98
• Blog: Communication Questions
danijones98.wordpress.com

35. • Facebook still reigns with Teens:
http://techcrunch.com/2013/04/10/fac
ebook-still-reigns-supreme-with-teens-
but-social-media-interest-dwindling/
• http://www.nytimes.com/2013/01/22/
technology/employers-social-media-
policies-come-under-regulatory-
scrutiny.html?pagewanted=all&_r=0
HRMATT’s 9th Biennial Conference – May 13th & 14th, 2013
© D. Jones – All opinions/
content are those of presenter.