DOES HR REALLY NEED

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UNLEASHING THE POWER OF SOCIAL MEDIA, OR NOT

• DOES HR REALLY NEED
• FRIENDS AND FOLLOWERS?
• Society for Human Resource Management of Greater
  Tucson
• MARCH 8, 2011
• Allison M. Vaillancourt, Ph.D., SPHR
• Vice President, Human Resources
• The University of Arizona
• vaillana_at_email.arizona.edu

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LETS TAKE A POLL

• Facebook
• LinkedIn
• Twitter
• YouTube

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WHY USE SOCIAL MEDIA?

• FOR OUR ORGANIZATIONS
• BRANDING
• ATTRACTING
• RECRUITING
• BUILDING CULTURE
• CRISIS COMMUNICATION
• INNOVATION
• FOR OURSELVES
• CONNECTIONS
• PROFESSIONAL BRANDING
• INNOVATION
• INFORMATION
• SUPPORT/ASSISTANCE

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WHY USE SOCIAL MEDIA?

• FOR OUR ORGANIZATIONS
• BRANDING
• ATTRACTING
• RECRUITING
• BUILDING CULTURE
• CRISIS COMMUNICATION
• INNOVATION

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WHY USE SOCIAL MEDIA?

• FOR OURSELVES
• CONNECTIONS
• INFORMATION
• SUPPORT/ASSISTANCE

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COMMON MISTAKES

• Inappropriate content and approach
• Broadcasting/bragging vs. communicating/engaging
• Thinking of social media channels as one
  monolithic entity
• Believing that quantity is better than quality
• Not updating sites
• Not understanding that people are increasingly
  cynical

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COMMON MISTAKES

• Inappropriate content and approach
• Broadcasting/bragging vs. communicating/engaging
• Thinking of social media channels as one
  monolithic entity
• Believing that quantity is better than quality
• Not updating sites
• Not understanding that people are increasingly
  cynical

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BP real and fake
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TO CONSIDER

• Be authentic and never annoying
• Personal vs. professional Facebook page
• Can you monitor 24-7?
• People get outted on job pages
• Better to have an organizational site than HR
  site (partner with marketing)
• Consider useful content career info
• Impact vs. cool factor
• Use for emergencies

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Using Social Media to Screen Candidates

• Notify candidates that social media sites may be
  used as a screening tool.
• Educate hiring authorities to be vigilant AND
  skeptical.
• Remind hiring authorities about the dangers of
  discrimination and bias.
• Provide candidates with an opportunity to address
  issues related to identity and negative
  information.
• Abide by the Fair Credit Reporting Act if using a
  third party to conduct social media checks.
• Never friend a candidate in order to gain
  access to personal information.

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LETS TAKE ANOTHER POLL

• Who has a corporate/organizational social media
  policy?

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Social Networkingvs.Social Notworking
Don Tapscott, Growing Up Digital The Rise of
the Net Generation(1998)
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Key Elements of Social Media Policy

• Employees have no right to privacy with respect
  to social networking.
• Organizational policies on anti-harassment,
  integrity, confidentiality, etc. extend to all
  forms of communication.
• Do not use logos without permission.
• Be transparent about authorship.
• Views expressed are mine alone and do not
  necessarily reflect the views of (your
  organization).

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POLICY EXAMPLES

• 57 Social Media Policy Examples
• http//davefleet.com/2010/07/57-social-media-polic
  y-examples-resources/

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