IT’S COMPLICATED: THE RELATIONSHIP STATUS

BETWEEN

SOCIAL MEDIA, HR & RECRUITING

ROB LOCKARD,

SPHR

THE L7 PROJECT

KRISTI JONES,

TALENT ACQUISITION

MANAGER

H&R BLOCK

IT’S COMPLICATED: Historical Aloofness

PERFORMANCE DEVELOPMENT

RECRUITING& SOCIAL MEDIA

ROCKY START & SM has taken longer to

be accepted

evolved faster, resulting in being further along in

utilization

EMPLOYEE ENGAGEMENET

LEARNING & DEVELOPMENT

HR

OLD VS. CURRENT VIEWS of SM in HR

OLD: GATEKEEPER MENTALITY

HR policies tried to stifle /contain social media use by employees.

Some organizations went (or still go) as far as cutting access to Social Media sites

• Studies & increased legal findings have found that these practices are outdated, and simply don’t work.

OLD VS. CURRENT VIEWS of SM in HR.

CURRENT APPROACHES & ISSUES:

“Social Media Playbooks” provide a larger framework upon which an organization can operate, include/affect collaboration with more aspects of an organization than just the HR Department.

NLRB / AFL-CIO Purple Communications, (“PURPLE PAPERS”) Findings

•Social Media Policies, and restrictive Playbook elements may be found to be illegal.

FOR CERTAIN:FASTEST GROWING DEMOGRAPHICS

  = 45-54 AGE BRACKET

-AND-  

= 55-64 AGE BRACKET

SOCIAL MEDIA’S AFFECT

DIGITAL IMMIGRAN

TS

EARLYDIGITAL

NATIVES

DIGITAL CITIZENS

SOCIAL, MATTERS:

47 % OF MILLENNIALS

now say a prospective employer’s online

reputation matters as much as the job it offers.(~Survey findings by Spherion Staffing)

CONSUMERIZATION OF HR Employees are not only demanding to bring

their own devices to work,

- BUT ALSO - Want to use these mobile devices to:

• Change the way they work with peers,

• Communicate with their manager

• and even interact with the HR department.

IN FACT:

OF 9,000 WORKERS ACROSS 32 COUNTRIES

31 % WOULD BE WILLING TO SPEND THEIR OWN MONEY

ON A NEW SOCIAL TOOL IF IT MADE THEM MORE EFFICIENT AT WORK. 

(~Microsoft Survey)

NOT-SO COMPLICATED: Last year-and-a-half

HR & RECRUITING

+ SOCIAL MEDIA

Wider acceptance, Appreciation

and Integration of social technologies

into:

Faster Recruiting/deeper sourcing,

Performance Development & Employee Engagement

RISE OF SOCIAL HR

LEVERAGING ALL FORMS OF SOCIAL COLLABORATION

TO RE-IMAGINE HOW WE

SOURCE, DEVELOP AND ENGAGE EMPLOYEES.

1.) GAMIFICATION

CAPTURING GAME ATTRIBUTES

EX: puzzles, play, transparency, design & competition

Applying them to a WIDE-RANGE of real-world processes inside an organization, such as:

• New Hire On-boarding

• Learning & Development opportunities

• Health & wellness Initiatives

• Diversity Initiatives

GAMIFICATION STRATEGERY

TRULY UNDERSTANDING WHO ORGANIZATIONS ARE TRYING TO ENGAGE,

& THEN HELPING TO ANSWER QUESTIONS LIKE:

• What motivates our employees?

• And how can we change the way we work to be more productive, efficient and effective?

• How can we better Communicate and innovate with peers and customers?

2.) PERFORMANCE REVIEWS

SOCIAL PERFORMANCE MANAGEMENT SYSTEMS (SPMs)

INSPIRED BY SOCIAL MEDIA SITES

SUCH AS FACEBOOK, LINKEDIN AND YAMMER, SPM SYSTEMS ALLOW:

• Employees to exchange information instantly and easily, fostering ongoing dialogue, coaching and recognition.

Regardless of their level in the organization: ALL employees can share information ranging from goals to feedback to positive recognition.

AN SPM SYSTEM @ WORK

Since most employees already use social media voluntarily,

• SPM system feels easy, and genuine

•Have greater relevance to the current work that an employee is performing.

ADOBE

ADOBE“CHECK-IN”

AN INFORMAL SYSTEM OF REAL-TIME FEEDBACK,

WHICH HAS NO FORMS TO FILL OUT OR SUBMIT TO HR.

• Managers are trained in how to conduct and how to focus the conversation on key goals, objectives, development and strategies for improvement and how to leverage the wisdom of the crowds to create a holistic view of one’s performance.

• And most importantly, employees are evaluated on the basis of what they achieved against their own goals, rather than how they compare to their peers.

FOR ADOBE, CHECK-INS WORK

USE HAS SAVED ADBOBE 80,000 HOURS OF MANAGEMENT TIME

VOLUNTARY ATTRITION IS NOW AT AN ALL TIME LOW OF 6.7 PERCENT.

THE GOAL HERE IS TO USE SOCIAL MEDIA TO:

• MAKE KEY HR PROCESSES MORE TRANSPARENT,

• LEVERAGE THE WISDOM OF THE CROWDS

• After a project, employees can request a 360-degree evaluation from their peers if they choose.

• AND TO DEMOCRATIZE THE FLOW OF INFORMATION THROUGHOUT THE ORGANIZATION (Not just top down any longer).

SPMs slide into: 3.)EMPLOYEE ENGAGEMENT

SPMs

SPMs: Assist Internal Communication

BECAUSE OF THE IMMEDIATE RESPONSES GAINED - As opposed to feeling “managed” or “controlled,” employees feel connected and engaged.

• They feel as though their peers, managers and others are listening to them.

• Recognition as well as constructive coaching is kept relevant & current

• Communication no longer feels one-way.

• Feelings of greater value and motivation.

SPMs: Assist Rapid Growth & Alignment

MEDIAAGILITY (a cloud-based technology solutions consulting firm) was growing rapidly and

was in need of a way to align individuals and teams with the company objectives

• Rolled out objectives and key results, tracking achievements through their SPM.

• Allowing for adoption of a top-down, goal-setting approach - ensuring that all individuals and teams

were made aware of how they could contribute to achieve company objectives.

• Gave every employee a sense of belonging.

SPMs: Help Share Company Vision

CONQUER MOBILE (An enterprise mobile applications developer)

• One-page business plan sat in an excel spreadsheet and was hidden instead of being communicated widely to the company.

• Using an SPM has helped increase employee engagement, company culture and team morale by placing that Vision at the forefront of everything that the organization does.

A WORD OF WARNING: ALTHOUGH SOFTWARE-BASED AND EASY TO USE, SETTING UP AN SPM IS FAR FROM “PLUG AND PLAY.”

The HR function MUST engage the c-suite for support

• Carefully consider the realities of its specific organization’s culture before adoption and implementation.

• Companies using SPMs, such as: Adobe, Mozilla, Hootsuite, Salesforce.Com, Spotify, Gilt Groupe, Mediaagility and Conquer Mobile, have employees who are highly tech-savvy and accustomed to social tools.

SOCIAL SOURCING FOR ORGANIZATIONS

SM AFFECT ON ORGANIZATIONS: GAME CHANGERS 500

SOCIALLY MOVING BUSINESS FROM PROFIT DRIVEN

TO BENEFIT DRIVEN

MAIN PREMISE:

Treat people like human beings; empower employees

And have a positive impact on all stakeholders.

GAME CHANGERS 5009 PRACTICE AREAS (OR BADGES);

two of which include how a company treats their employees

EXCEPTIONAL WORK ENVIRONMENT

• Environments that are fun, inspiring and an evolutionary leap beyond the beige cubicle

EMPOWERED EMPLOYEES

• Autonomy, generous benefits, constant learning, employee leadership, recruitment based on

strengths, shared values and a passion for the mission.

SOCIALHR LEADER

SHOUT-OUTS

NATIONAL SOCIAL HR LEADER:STEVE BROWNE, SPHR

TWITTER: @SBROWNEHR

Executive Director of HR for LaRosa’s, inc.

LOVER of ALL Rock-n-Roll

Lives in Cincinnati, OH, speaks and inspires nationally

Current SHRM MEMBER ADVISORY COUNCIL MEMBER (MAC) for MIDWEST

“Everyday People” @ sbrownehr.com

NATIONAL SOCIAL HR LEADER: DONNA ROGERS, SPHR

TWITTER: @HRWARRIOR

Principle, Rogers HR Consulting /Instructor at Univeristy of Illinois, Springfield

Lives in Springfield, Illinois

Previous (Alternate) SHRM MEMBER ADVISORY COUNCIL MEMBER (MAC) for MIDWEST

Rogershr.com

NATIONAL SOCIAL HR LEADER: ROBIN SCHOOLING, SPHR

TWITTER: @ROBINSCHOOLING

Principle, Silver Zebras, LLC.

Lives just outside New Orleans, Louisiana

Previous VP of HR for the Louisiana Lottery

Hilarious, Irreverent when necessary & a Great Resource

hrschoolhouse.com

NATIONAL SOCIAL HR LEADER:JAY KUHNS, SPHR

TWITTER: @JRKUHNS

VP of HR

All Children's Hospital, Johns Hopkins

Explores connections between:

Leadership, HR, Marketing,

 Digital, Social, Blogging & Brand. 

NoExcusesHR.com

NATIONAL SOCIAL HR LEADER: CHINA GORMAN

TWITTER: @ChinaGorman

CEO, Great Place to Work Institute

Former CEO of CMG & COO of SHRM

Lives in Nevada, Speaks & Works Internationally(Recently made good friends with the Prime Minister of Ireland)

Greatplacetowork.com