Download to read offline
![get connected! LinkedIn: http://tr.linkedin.com/in/pinarakkaya Twitter: http://twitter.com/PINARAKKAYA E-mail: [email_address] http://tr.linkedin.com/groups/hrleadersturkey](https://image.slidesharecdn.com/ataleofgettingconnected-13069356889886-phpapp01-110601085317-phpapp01/75/PINAR-AKKAYA-A-Tale-Of-Getting-Connected-64-2048.jpg)
![get connected! LinkedIn: http://tr.linkedin.com/in/pinarakkaya Twitter: http://twitter.com/PINARAKKAYA E-mail: [email_address] http://tr.linkedin.com/groups/hrleadersturkey](https://crownmelresort.com/image.slidesharecdn.com/ataleofgettingconnected-13069356889886-phpapp01-110601085317-phpapp01/75/PINAR-AKKAYA-A-Tale-Of-Getting-Connected-64-2048.jpg)
Uploaded byPinar AKKAYA
PINAR AKKAYA - A Tale Of Getting Connected
The document discusses how HR professionals can leverage social media to support their strategic goals and functions. It outlines how social media can help with talent acquisition by expanding candidate pools and improving employer branding, which can also help with retention. Specific strategies are provided, such as encouraging employees to represent the company on social media, developing online training programs, and using social tools to gather feedback and foster communities. The overall message is that social media provides many opportunities for HR to strengthen their role in achieving organizational strategy.
More Related Content
PINAR AKKAYA - A Tale Of Getting Connected
- 1. a tale ofgetting connected* pinar akkaya social media summit, istanbul may 26th, 2011
- 2. * a taleof getting connected
- 3. My Social MediaPersonas
- 4. My Social MediaPersonas
- 5. How about you?Twitter? LinkedIn? LinkedIn Groups? Facebook? 4sq? flickr? friendfeed? slideshare?
- 6.
- 7. from the pastto the future > change is there!
- 8.
- 9.
- 10. Tomorrow TAT MOBILEMovie
- 11. a turbulent change!from the past to the future but a great one!!
- 12. where is HRamong all these?
- 13. once upon atime HR… Hire / Train / Pay / Deploy / Respond
- 14. now HR… Understandthe business and the economy Be proactive Value people and show them Be competent, make people competent and keep these competent people Develop people’s horizon and career Help them increase their creativity Read the critical factors of the competition Make sure to reach the competitive advantage thru your people
- 15.
- 16. let’s put thestrategic dimension on that HR strategy Company Strategy HR practices
- 17. in a sentenceUnderstand very well the strategy of your company, put in place HR practices which will ensure your company strategy is achieved
- 18. ok, so far,all clear.. then?
- 19. how can socialmedia help us?
- 20. a snapshot ofsocial media today
- 21. looks pretty crowded,doesn’t it?
- 22. a snapshot ofsocial media today Networking, professional/private Photo , Podcast, Audio, Video Microblogging, mobile blogging , l ifestreaming Blogging, RSS feed Social bookmarking, social content, reputation management
- 23. now let’s goback to our HR functions wheel
- 24. how to usethe social media to leverage these HR functions to support our strategy ?
- 25. which areas of the wheel can be maximized thru social media?
- 26. come to anexploration dive with me…
- 27. what is onecommon point of HR people in this room? Talent we are all looking for…
- 28. talent > How’syour brand? And how about your candidate pool? In Turkey, the unemployment is high, a lot of candidates: But, is this the workforce you run after? Do you need specific skills or experience? Do you need stars?
- 29. talent > Goodnews: Now reaching the talent is a lot easier. You need to be there! But >>> Bad news: Talent is scarce.
- 30. but what arethose numbers? 25,428 29,448 52,691 101,717 84,519 223,749 31,938 134,463 50,622 340,592 247,182 258,510
- 31. why do thesepeople follow these companies? is there a better way to be informed instantly about a company?
- 32. social media isa great source to enrich your candidate pool candidates with more suitable specs reach better profiles get in touch with passive candidates open new channels to have a more active networking a stronger candidate network candidates specifically targeting your company benefit from referrals stay in touch with your existing employees and ex-employees to optimize the power of your own employees ask them to extend your search to their own network
- 33. > increase youronline presence!
- 34. we are alltrying to increase… retention a second common point of us?
- 35. retention > Let’sbe clear: I don’t want my good employees to leave! > I keep my talent and corporate know-how > I have a committed bunch of people, thus better results > I do less recruitment, thus save energy and costs
- 36. retention > Atthe end, everyone wants to work for a GOOD company!
- 37. Social media is one of the fastest ways to build an employer brand!
- 38. For those insideand for those outside! A good employer brand works both ways:
- 39. but you arenot alone! create your employer brand in social media
- 40.
- 41. have you heardabout “side wiki”?
- 42.
- 43. nothing is asecret and it takes less than a minute to reach the information
- 44.
- 45. meaning: better work“together” to build an employer brand in social media
- 46. Encourag e youremployees to be in the social media : Not only with their personal identities but also with their professional identities. // : trust Let them be the ambassadors of your company This will increase their engagement, their responsibility and their willingness to reflect a better company image .
- 47. Define the rulesof the game // : communicate Help them use the social media cleverly and efficiently Show them ways to create employee communities
- 48. Added bonus: You will feel the pulse of your company instantly
- 49.
- 50. // : trainingand development share as much as you can online > this is the fastest way to share information Use social bookmarking tools to collect links of sites and articles that are relevant to your hiring practices, share these Develop micro-training programs Get people blogging internally about their learning experiences Start a YouTube channel and allow your employees to post videos of their experience Deliver orientations via Facebook using the Udutu Teach Facebook application Source: Jennifer McClure > 51 ways to use social media
- 51. Create a feedbackculture thru social media Create an open 360 degree feedback tool that allows the employees in the company to rate and provide feedback on others Watch the blogs to follow the discussions: this can be a source for ideas and a way of detecting talents // : performance management be transparent and increase the number of voices in your performance appraisal systems Source: Jennifer McClure > 51 ways to use social media
- 52. of HR strategywith the company’s overall strategy Consistency finally, a point worth to consider!
- 53. Your HR voiceshould echo your company’s voice in social media
- 54. people act asa “community” of citizens of professionals of employees of women … ..
- 55. this community… Creates profiles, join s groups, writ es blogs Shares feedback and experience, influences each other’s decisions Discusses opinions, provides presentations, tools and know-how ACTS!
- 56. back to thewheel…
- 57. back to thewheel… Referrals, background checks, job postings, competitor watch, an interactive website Blogs, employee communities, reputation management,, monitor environement Bookmark articles, train online Open 360 evaluation tools, create an online feedback culture Blogs, employee communities, collect feedback on company processes Encourage sharing of information, train employees on social media Give info on your C&B approach, underline your competitive advantage
- 58. back to thewheel…
- 59. social media isa living environment full of opportunities DARE to be in!
- 60. * a taleof getting connected remember the asterisk?
- 61.
- 62.
- 63.
- 64. get connected! LinkedIn:http://tr.linkedin.com/in/pinarakkaya Twitter: http://twitter.com/PINARAKKAYA E-mail: [email_address] http://tr.linkedin.com/groups/hrleadersturkey
- 65.
Editor's Notes
- #6 How many personas do you have?