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Things you should know about Social Media

15 Feb

I recently attended and helped take questions at a Social Media Boot Camp hosted in the lovely new Blue Cross Blue Shield building. During the presentation, given by Joe Gerstandt and Jason Lauritsen, some pretty good questions were asked and answered. The morning started with a great and fact filled presentation by Joe, one half of Talent Anarchy, who not only explained what social media was, but gave a quick run through of its (short) evolution over the past few years. But maybe we’re taking this whole thing too fast. So in the spirit of true learning, here are a few quick tutorials that may help beginners get on the right track.

Getting Started on Twitter:

This is a great video (although slightly dated) to get you started. If you’re a visual learner, just follow the simple steps.

  1. Navigate to http://twitter.com/ and click the yellow button on the right hand of your screen, or simply navigate to https://twitter.com/signup.
  2. Fill in the first field with your full name.
  3. Select a username. Try to pick something that describes you – whether it’s a nickname, an interest or a hobby.
  4. Enter a password. Be tricky! Make sure your password contains letters, numbers, and symbols.
  5. Enter your email address.
  6. Fill in the Captcha to prove you’re human, not a machine!
  7. Pick sources that interest you (more on this below).
  8. Search for Friends, and follow them. Read more.

Laura Fitton (@pistachio) is a Twitter pioneer and has an entire page devoted to resources for Twitter beginners. Here’s a post by Michael Long (@theredrecruiter) that he prepared specifically for a SHRM conference.

Getting started using Facebook for employer branding and sourcing. Here are the BASICS of setting up a Facebook page.

Check out this social recruiting slideshow from Deloitte.

Of course, LinkedIn has been much lauded by recruiters for quite some time now. If you’re not using it to recruit, then you should be. Here are some great informative posts about how to do that:

Boy are you in luck

100+ Smart ways to use LinkedIn

College Recruiting

Now that might be enough for one day, but here are some tools that might be of use to you as well:

Quora– a professional question and answer community

Slideshare– a place to upload, share,download and embed presentations

WordPress– A blog hosting platform

TypePad– A blog hosting platform, slightly easier to set up than traditional WordPress

Box.Net– A place to share documents online.

Yammer– A place for internal communication.

Tumblr- A blogging platform in a shorter-form.

PodBean– a video blogging platform

There were a lot of questions based around not understanding the technology. I think the thing to remember is that it’s new to all of us at one point or another. When in doubt, go straight to the source (i.e. the platform’s website) and actually click the help button. Often there will be a tutorial section which can be of vast use. If those resources aren’t available, search the name of the tool you want to learn about and terms like “basic” “tutorial” “101” “quick tips” etc.

1) Find out the tools your friends and colleagues are using.

2) Go to the site, often the same name as the tool in question (which is why all of them are not really real words).

3) Give yourself some time to explore.

4) Write down questions or things you don’t understand and call a mentor or email your questions.

5) Learn and repeat.


 

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Themes You May Have Missed

3 Dec

I’m not a big name speaker or a local legend. I’m the girl running around with the video camera, iPhone, regular camera and notepad. I’m the one who heard all the material and has spent hours analyzing the videos. I don’t get inspired during a conference like the attendees, nor am I  administrating or teaching like the speakers. In one of the sessions, William Tincup divided the group into three smaller groups and shot potential HR problems at them. As each group answered from their “perspective” a well-rounded view of the situation was formed. It’s my hope that through posts from the speakers, video overviews, the stunning graphics and analysis from attendees, we’ll continue to gain value from the day we spent at Hot Shops, learning and discussing our craft. So here’s what you may or may not have noticed. —Maren

remember how inspired you were?

Jason Lauritsen started the day with a very lofty long-term goal. To transform the way HR Professionals are viewed. In essence, to BE the solution. Easy to say, and often repeated at HR Conferences but difficult to do. What’s the first step? Staying connected.

“Being the HR leaders sucks the most some days,” said Lauritsen. So how can we change this? “Give each other energy and hold each other accountable.” His goal, it seemed was to take the HR Reinvention beyond the one-day idea spike to a long-term shift that would impact the business goals of major HR leaders in Lincoln and Omaha. To this end, we were encouraged to take our chairs with us, break out of our company silos and take our individual voices to every session.

“This is the place to say the things you can’t say in your office most of the time,” said Lauritsen. Apt advice, since unlike many conferences, many of the “chair carriers” were not consultants but frontline HR leaders within their companies. Many leaped at the chance to interact, participate and focus on the day’s key themes:

Accountability: Nearly every presenter harped on the issue of accountability. Whether it was China Gorman telling us that the economy and lack of knowledge was “no excuse for doing what you know is right for your business” or Kim Hoogeveen saying, “Leadership is not that different from integrity. It’s not that hard to know what to do, it’s doing it every day.” Track leaders called attendees to action, not only in their executives offices but in mid-level management and generalist positions. Here’s the idea in a nutshell. If the buck stops here, be the HERE. Educate yourself, read periodicals, update your knowledge of legislation, find out what’s going on above, below and alongside you. Then use that gleaned info to effect change.

Innovation: “This ain’t your momma’s HR!” was how Chris Bryant explained it. And he wasn’t the only one. While there is a long way to go (and we’re not the only industry) HR is at a fundamental crossroads, which means that HR Pros are also “surfing on chaos” as Roger Fransecky put it. There was a clear challenge from track leaders to get out of the old line manager thinking and focus on innovative ideas to make your company greater. Ideas like Zappo’s 3K to Walk Away and Ritz Carlton’s Empowering the Employee Campaign were discussed. Innovation seemed to start at the individual employee level and work it’s way up in the examples used. As Bryant said “See the need. Do the deed.”

Risk: Diversity’s a touchy subject but not one that Joe Gerstandt is unfamiliar with. In fact, he turned risk on its head but asking “Nobody’s asking what’s the business case for the CEO’s big-ass office? So why do people ask the business case for diversity?” and focused on problems that are easy to solve when you challenge commonly held assumptions. Meanwhile, down the hall, William Tincup was blowing minds and stretching comfort levels with his social media scenarios. Shady video uploaded to YouTube, payroll data gets leaked, Facebook pictures used in a CFO’s day in court….Tincup effectively helped participants deal with these issues (from multiple standpoints) and insisted on embracing social media as an organization and turning “sticky situations” into leadership moments. Paul Hebert took it a step further and explained that if HR was not willing to go on the offensive and take risks, they would find themselves “forever playing defense”.

People: The day started and ended with people. China Gorman explained that “Business is at a crossroads, and it’s about PEOPLE” at the opening keynote and Jason Seiden finished the day by explaining how we needed to move from tactical to social to finally a political role to fully embrace the executive level. While some were squirming in their seats, it’s an important distinction, if human resources is not, after all about HUMANS, what in the heck are we doing? The most organic forms don’t always look like corporate structure, pointed out Seiden “Show me anything in nature that looks like a flowchart,” he quipped. Greg Harris, showed that interestingly, Collective Employee Engagement could provide predictive forecasting but when we dig deeper we find that on an individual level, employees are not engaged and do not feel valued. On what level would YOUR people answer this statement?

“I understand how my job helps the organization achieve success”

Do you remember some of the goals that were discussed before leaving?

-Read more blogs

-Get connected with one another

-Talk with folks outside your normal function/vertical

-“book-end” conversations

-Put yourself in the “flow of information”

Have you done any of these? A great way to start is by click on just one of the links in the blog post above. You’ll find ways to connect with speakers, read other great HR blogs and see what other workforce pros are working on. Or you can sign up at the right of this blog to receive these updates via email. Easy right?

HR Reinvention Video

22 Nov

A full day of “turn it on its head” HR thinking compressed into 8 minutes. See clips from speakers including China Gorman, William Tincup, Paul Hebert and Jason Seiden.

Full speakers list here