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Web 2
- 1. social media +HR Employer Branding, Recruiting, and Career Advancement for HR in a Digital World
- 2. My name isKris, and I’m a HR pro… HR pro in the software biz.. Founder and Editor – HRC and FOT.. Contributing Editor at Workforce.com Skeptic, Critic and Target…
- 3. social media +HR Employer Branding, Recruiting, and Career Advancement for HR in a Digital World
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- 6. where we’re going< 75 minutes defining web 2.0/3.0 and social media why it should matter to you the business opportunity in the new tools roll call!! what’s hot, what’s not
- 7. grandpa’s web (1.0)browser, email, static web sites maybe a little database….
- 8. web 2.0 (3.0,4.0) a billion users, a billion stories..
- 9. web 2.0/3.0 meansthe user is in charge user generated content user editing user publishing user authoring user comments mojo – empower and engage the user….
- 10. what’s included inweb 2.0?** im sms/text messaging blogs rss feeds wikis readers **represents 5% of total 2.0 terms social networking facebook/myspace linkedin podcasts aggregators twitter
- 11. who cares? yourcustomers, your candidates, your kids your employees and the people who want to give you $$$$$$ as a HR Pro
- 12. The Top 10Reasons HR Pros should invest time in social media tools…
- 13. #10 – ItSucks to be a Dinosaur… Raise your hand if you like: Being the oldest person in the room.. Left out of conversations… Leapfrogged when people talk strategy…
- 14. #9 – Rockand Roll is Dead… So is print advertising in recruiting… Big sites like Monster and CareerBuilder will decrease in importance… You’re going to have to grind to find candidates…
- 15. #8 – Elvis,Tony Soprano and the Internet… What do these things have in common? The establishment thought they were fads! Why is social media, driven by the youngest generations, different? Really?
- 16. #7 – eLearningis turning into uLearning eLearning – sounds web 2.0, but it’s still centralized… blog/wikis/social networks = UCG and authority… Who’s seen a decrease in training $$ in the last 5 years? HR pros don’t have to wait for SHRM, HRCI for content…
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- 18. #5 – You’reso vain… ..and yes, this song is about you… Have you googled yourself lately? What do candidates, employees, employers and peers see? Why’s that important? No search results = not a player…
- 19. #4 – Itrust people I meet on the net.. Not the guy from the Nigerian bank… Not the guy with the Viagra deal I can’t pass up… I trust people with established online brands… So will employees, candidates, employers…
- 20. #3 – Youcan build professional authority without posting beer bong pics… This just in – HR pros are conservative… Authority = Voice within your domain in social media… You can keep it professional… No Beer Bong pics are required…
- 21. #2 – Thenetwork and connections will drive knowledge transfer… Social networks will drive knowledge transfer in the future… ..inside and outside companies… You can help map the strategy or be an order-taker.. Command and Control won’t work in social networking… Does your company block social networks? Start there…
- 22. #1 - There’sbetter food at the Marriot than at the Motel 6… HR jobs are a marketplace... Leadership/Knowledge based industries won’t hire in the future without the skills… The market pays for rare skills… Updating your skills is the smart play.. Social Media supports trends companies will rely on… =$$$ over the course of your career….
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- 24. Be selfish withthe new digital scene Use it for…. professional development to get better at what you do to tap into pools of talent to connect with people who can help determine your future
- 25. how do youdo that? lurk.. start or join a conversation... build your own brand..
- 26. english, please… lurk..(readstuff) start or join a conversation...(interact) build your own brand..(share knowledge)
- 27. First, the tools…what’s worth your time?
- 28. What’s hot foryour development blogs aggregation readers and feedburner LinkedIn industry social networking like recruitingblogs.com and fordyce network (ere) twitter
- 29. What’s not –wait a year wikis podcasts (disclaimer) facebook/myspace anything else not on my hot list…
- 30. Blogs website dedicatedto topic or theme links point to other resources single or multiple authors frequent entries (5x a week) indexed by categories readers comment to interact personality-driven
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- 32. Scorecard - BlogsHR education – “A” employment branding – “A” getting a new gig – “C” recruiting – “C” cost– “A” getting sued – “B”
- 33. Aggregation pulls datafrom multiple sources drop in widgets customization to your niche rss-driven, auto updates available for formal content
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- 35. Scorecard - AggregationHR education – “A” employment branding – “N/A” getting a new gig – “D” recruiting – “N/A” cost – “A” getting sued – “A”
- 36. RSS and Feedburnerpush technology automatically updates rss = “real simple syndication” readers – example is google reader feedburner – can deliver content via email used so reader doesn’t have to visit multiple blogs every day
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- 39. Scorecard – RSSand Feedburner HR education – “A” employment branding – “C” getting a new gig – “D” recruiting – “C” cost – “A” getting sued – “B”
- 40. LinkedIn social networkingwith biz twist “ who do you know”, “who do you trust” connections equal power, influence viral growth huge upside for recruiting new talent pro version available for recruiting Company X-Ray tools
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- 43. Scorecard – LinkedIn(social networking) HR education – “D” employment branding – “D” getting a new gig – “A” recruiting – “A” cost – “B” getting sued – “A”
- 44. Profession-based Social NetworksFacebook for professionals.. Based on your niche.. Content geared towards helping you and connecting you with others in your area… Example – recruitingblogs.com
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- 46. Scorecard – ProfessionalNetworks HR education – “A” employment branding – “D” getting a new gig – “C” recruiting – “B” cost – “A” getting sued – “B”
- 47. Twitter Microblogging –140 characters or less… Pick who you want to follow.. Link sharing rules the day.. Who you follow has to be consistent with your philosophy on how to use…
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- 49. Scorecard – TwitterHR education – “A” employment branding – “C” getting a new gig – “C” recruiting – “C” cost – “A” getting sued – “B”
- 50. what to dofirst… whether you want to lurk, talk or build your brand…
- 51. find a poolof talent -by industry (your business) -by occupation (HR pro, etc.)
- 52. the road maplearn how to use Google reader.. set up and start using twitter.. subscribe to 30 blogs.. Follow 50 people via twitter.. pick recruiting blogs or the fordyce letter network and set up an account…
- 53. don’t mix businesswith junk… only follow sources you can learn from.. avoid mixing personal interests with your profession.. stop following if you don’t learn..
- 54. lurk, converse andbrand… 20 minutes a day... start by lurking – read and learn.. graduate to commenting/sharing.. figure out if you want to brand, which means you’re going to create content…
- 55. a little somethingfor the effort… lurk/read=learn conversation=bigger network and opportunity others don’t have.. brand=big development opportunities, LOTS of opportunity others don’t have..
- 56. let’s get itstarted… get into Google reader and twitter… check out the FOT and HRC blog rankings in the coming weeks and subscribe.. follow who I follow on twitter as a start.. prioritize it for 20 minutes a day.. graduate from lurking..
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