One-day interactive workshop designed for HR professionals in Yorkshire. The event tookplace in a computer suite where all delegates had access to an individual PC.

1. Social media for HR professionals-getting it right by Fluid January 2010

2. Page 2 Contents 3-4 Introduction to Fluid 5-6 Statistics 7-10 Terminology 11-13 Creating a blog 12-13 Engagement and performance 14-15 Exercise A 16-17 Making a start 18-19 Real-life examples 20-22 Corporate social networking 23-26 Legal considerations when vetting candidates 27-28 Exercise B 29-30 Benefits of Web 2.0 technologies 31-32 The new fault lines 33-34 Barriers to adoption of Web 2.0 technologies 35-36 Reasons to recruit via social media 37-44 Specific sites 45-46 Case studies 47-48 Exercise C 49-50 Conclusion and questions

3. Page 3 Introduction

5. Selection- Attraction - Remuneration & Reward - Outplacement - Training & HR consultancy

6. Page 5 Statistics

8. 68% use search engines to check candidates

9. 70% of London employers block the use of Facebook at work

10. 51% of recruiters think social networking poses a challenge to traditional recruitment

11. 60% of employers would check a candidate’s blog

14. Avatar

15. Blog

16. Browser

17. Digital native

18. Discussion forum

19. Enterprise 2.0

21. Information aggregation

22. Instant messaging

23. Mashup

24. Media-sharing

25. Metadata

26. Net or V Generation

28. RSS feed

29. Social bookmarking

30. Social networking

31. Streaming media or video streaming

32. Tagging

33. Virtual learning environment

34. Web feed

37. Think about who would be best placed to blog-who has expertise in their field and can talk with authority?

38. Talk about issues in your industry that will be relevant to your candidates and employees

39. Split up the blogging role to help monitor what is going on

41. What is a blog anyway?

42. What can blogging at work help build?

43. Web of danger

45. Page 15 Exercise A

46. Page 16 Making a start

48. Introduce yourself

49. Dress for the occasion

50. Make an offer

51. Find people to network with

54. Using blogs to communicate, learn & listen-BBC

55. Data aggregation to share knowledge and learning-Cega

56. Supporting employees with new tools for collaboration-KPMG, Allen & Overy, Duke Corporate Education

57. Reaching out to employees-Westminster City Council

58. Resonating with V Generation’s preferred forms of communication and learning-T-Mobile

61. Use a social network to support a particular business initiative

62. Include a tutor function (as a guideline on best practice) in the social network

66. Processing personal data fairly under the Data Protection Act 1998, and breaching guidelines in the DPA code

67. Claims for discrimination on any unlawful grounds

69. Tell candidates website checking may be part of the vetting process

70. Separate the web-vetting from recruitment decision-making

71. Give applicants a chance to explain discrepancies in CVs and applications

73. ‘Cyber-vetting’ candidates could lead employers into expensive discrimination claims unless they take simple precautions

74. Employers should avoid printing out ‘netreps’ in case this provides a discrimination claimant with a paper trail of evidence

75. References and interviews can verify or overturn employers’ perceptions of candidates gleaned from social networking websites

77. Page 28 Exercise B

78. Page 29 Benefits of Web 2.0 technologies

80. Encouraging greater collaboration

81. Give employers and customers greater voice

82. Saving time and money on travel and accommodation

85. Competitive collaboration

86. Whose network is it anyway?

89. Lack of understanding and expertise

90. Lack of date and uncertainties about the costs and benefits of various media

93. Free job advertising

94. Extend the conversation

95. The human touch

96. A new network

97. Spread the word

99. Page 38 Specific sites (1 of 7)

100. Page 39 Specific sites (2 of 7)

101. Page 40 Specific sites (3 of 7)

102. Page 41 Specific sites (4 of 7)

103. Page 42 Specific sites (5 of 7)

104. Page 43 Specific sites (6 of 7)

105. Page 44 Specific sites (7 of 7)

106. Page 45 Case studies

107. Page 46 Case studies

108. Page 47 Exercise C

109. Page 48 Exercise C

110. Page 49 Conclusion & Questions

111. Page 50 Conclusion Summary Questions