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Harpaul Sambhi Career ify : Great Hires. Great ROI.

SOCI@L_HR A Paradigm Shift: Human Resources and Social Media – to engage, retain, recruit, communicate and create a brand on social networks. Harpaul Sambhi Career ify : Great Hires. Great ROI. Arrogant. Harpaul Sambhi | hsambhi@careerify.ca. Entitlement.

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Harpaul Sambhi Career ify : Great Hires. Great ROI.

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  1. SOCI@L_HRA Paradigm Shift: Human Resources and Social Media – to engage, retain, recruit, communicate and create a brand on social networks Harpaul Sambhi Careerify: Great Hires. Great ROI.

  2. Arrogant Harpaul Sambhi | hsambhi@careerify.ca

  3. Entitlement Harpaul Sambhi | hsambhi@careerify.ca

  4. Non-Committed

  5. Short Attention Span A.D.D. Harpaul Sambhi | hsambhi@careerify.ca

  6. Self-Centered

  7. Little Respect for Authority Harpaul Sambhi | hsambhi@careerify.ca

  8. Lacking in social skills Harpaul Sambhi | hsambhi@careerify.ca

  9. Poor Work Ethic

  10. I am Generation Y Harpaul Sambhi | hsambhi@careerify.ca

  11. Thank You!Plz nominate me for TIFF 2011 Harpaul Sambhi | hsambhi@careerify.ca

  12. About the Speaker: • Harpaul Sambhi • Founder and CEO of Careerify Corp. • The talent acquisition solution with search, screening and tracking intelligence to tap into your employees’ vast web-driven professional and social networks in real-time • Clients include several Fortune 1000 companies to tech start-ups • Speaker at: HRPA 2011, HRMAM, HRIA, Recruitment Innovation Summit, TTW, ITAC HR Forum • Author of an upcoming book, Social_HR in December 2010, published with Thomson-Reuters Harpaul Sambhi | hsambhi@careerify.ca

  13. Definition of Social_HR: Social_HR (n) – a human resource strategy to enhance productivity within your organization through the introduction of social media, collaboration, and connectivity Harpaul Sambhi | hsambhi@careerify.ca

  14. Social_HR entails: • Recruitment/Branding • Diversity • Engagement • Retention • Leadership Development • Policy Writing/Legal • IT/Management Concerns • Total Rewards • Professional Input: Over 2,300 HR Professionals Harpaul Sambhi | hsambhi@careerify.ca

  15. The Impact on HR: • Recruitment – largest poll of passive candidates • Branding – pinpoint branding to those who you want • Diversity – not in terms of characteristics, but thought • Labour Relations – unions using social media to educate and strengthen ties with their members/other unions • Retention – communication medium with employees • Leadership/Training (internal social networks) • Total Rewards – communities discussing salary, SaaS that delivery reward recognition Harpaul Sambhi | hsambhi@careerify.ca

  16. Harpaul Sambhi | hsambhi@careerify.ca

  17. Other Interesting Tools: • Foursquare: GPS-based social network. Currently one of the hottest new social networks today. • Second Life: Virtual communication with avatars Harpaul Sambhi | hsambhi@careerify.ca

  18. Social Media is like... • The Telephone Evolution • The Fax Machine Evolution • The E-mail Evolution • But only faster • This is why corporations have struggled Harpaul Sambhi | hsambhi@careerify.ca

  19. The Evolution of Technology Harpaul Sambhi | hsambhi@careerify.ca

  20. Why HR Doesn’t use social media Reason #1 WE (HR) get bombarded... It’s not your fault... (actually it kind of is) Harpaul Sambhi | hsambhi@careerify.ca

  21. Reason #2 – Privacy/IP • Yes, there is a more risk to exposing IP • But they can release IP easily through e-mail • OR over beers • But you have to update your privacy policies... • Yes, there is less privacy • The world is becoming more open • We should know this as technology companies: the dawn of Open-Source, and AI • Google, Apple, Facebook, LinkedIn, etc.. Harpaul Sambhi | hsambhi@careerify.ca

  22. Harpaul Sambhi | hsambhi@careerify.ca

  23. Reason #3 - IT • Malicious Code/ Security Risks / Bandwidth • There are easy loopholes to access • Type: 69.63.189.34 • “Introducing social media is no more of a security risk than introducing the Internet” – Gary McGraw • No more bandwidth issues Harpaul Sambhi | hsambhi@careerify.ca

  24. Joke of The Day: Harpaul Sambhi | hsambhi@careerify.ca

  25. Statistics and Internet Usage Harpaul Sambhi | hsambhi@careerify.ca

  26. Harpaul Sambhi | hsambhi@careerify.ca

  27. Harpaul Sambhi | hsambhi@careerify.ca

  28. Female vs Male Harpaul Sambhi | hsambhi@careerify.ca

  29. Female vs Male • Summary: • Age Group: 14-25 using LinkedIn • Males: 1.75% • Female: 1.71% • 42% of all females over the age of 45 use Facebook • My Educated Guess is to spy on their kids • Twitter is not a Gen Y tool – it is consistently used over all age groups (5-7% of world population) • Job Boards: • 15-24 – 2.38% • Above 25 – ~3% Harpaul Sambhi | hsambhi@careerify.ca

  30. How to Engage... Online • Intrinsic • Supporting a Cause • Innovation • Learning • Curiosity • Challenge/Competition • Extrinsic: • Performance Evaluation • Incentives/Discounts • Exclusivity • Recognition Harpaul Sambhi | hsambhi@careerify.ca

  31. Evaluating Social_HR practices • First have a purpose • Identification: Identify the demographics. Social networks have a particular type of user. • Social: Understand the type of material that is typically forwarded from one user to another on a social network. • Need an engagement factor • Be Active: Two-way communication, need transparency • Multiple Networks: Multiple Eggs, Multiple Baskets Harpaul Sambhi | hsambhi@careerify.ca

  32. Social Media Creeping • Let’s PLAY a Social Creeping Game!!!!  • Question #1 – Should HR professionals connect with candidates after an interview?

  33. Social Media Creeping • Let’s PLAY a Social Creeping Game!!!!  • Question #1 – Should HR professionals connect with candidates after an interview? • Question #2 – Should Managers Befriend Employees on social networks? How about the other way around?

  34. Social Media Creeping • Let’s PLAY a Social Creeping Game!!!!  • Question #1 – Should HR professionals connect with candidates after an interview? • Question #2 – Should Managers Befriend Employees on social networks? How about the other way around? • Question #3 – Do your recruiters reference check on social media?

  35. Be Transparent Harpaul Sambhi | hsambhi@careerify.ca

  36. Internal Communication/Diversity Harpaul Sambhi | hsambhi@careerify.ca

  37. Example: Pitney Bowes • 33,000 employees, across 130 countries, ranging from Generation Y to Baby Boomers, it would have been extremely difficult for any company to connect employees together prior to the social media age. • IDEANet – internal social network to create innovation • Creates engagement and DIVERSITY • 6,000+ active employees participating • 32 sponsored challenges, and over 650 ideas committed to action for these challenges

  38. Online Job-Rating Forums • Glassdoor, Vault.com, cooprankings.com – communities are built to discuss opportunities and, in some cases, vent (Jobvent) • Comprehensive • Normalization – removing extreme cases • Ratings Harpaul Sambhi | hsambhi@careerify.ca

  39. Finally, Let’s take a look at Recruitment/Branding Harpaul Sambhi | hsambhi@careerify.ca

  40. Example: Warner Brothers • Warner Brothers’ recruitment and employment branding team had a plan • Use all major social networks to have a presence... • Each Strategy was a bit different • Twitter: 8,000+ followers – providing advice • LinkedIn – head-hunting – 1,000 submission in last 120 days • Facebook – Internships – over 102 submissions in Jan. 10 • YouTube – posting videos for selected roles • In 2010 – already saved over 10% of job-board costs • In 2009 – had 85% reduction in annual outside agency costs Harpaul Sambhi | hsambhi@careerify.ca

  41. Warner Brother’s Secret? • The Advantages: • Personal Touch • Information that is relevant to any job candidate • Transparency • Collaboration – LinkedIn alumni groups • The Result of the Above: • Extinction of Generic Job-Boards Harpaul Sambhi | hsambhi@careerify.ca

  42. Social_HR Results:

  43. Ex. Compass Group • “We have gone from 90 days to hire an individual two years ago to now taking close to 30 days per hire” – Anita Sampson Binder, Director • We wanted to change from being passive recruiters to in-house active hunters • Utilizing all social media tools available to communicate • Listening to what candidates want yielded to Top 100 Employer in Canada awards Harpaul Sambhi | hsambhi@careerify.ca

  44. Recruitment and Branding • Create Groups/Pages on Facebook to interact/ask questions • YouTube channels to show the real you • Direct recruit on LinkedIn • Go niche on groups on Ning • Create conversation on Twitter • Create exclusive groups for passive candidates Harpaul Sambhi | hsambhi@careerify.ca

  45. Conclusion • Start with baby steps, then grow bigger • Diversify your technology tools. • Use an ATS, use social media.... Use Careerify • Drive two way communication and transparency • Discover ways to become unique • Old Spice, United Breaks Guitars, Video Interviews • Explore ways to involve social media into your strategy sessions • Be the Innovator: Don’t be afraid of the “unknown”

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