Social Media at Work – What should a Social Media Policy contain?

15 11 2010

In todays technology-framed times more and more people and businesses are embracing Social Media and using it for a variety of things.  Be it contributing to industry debates, research, marketing, networking or resourcing, the way we are choosing to communicate with each other has shifted once again.  Sites such as Linked In, WordPress,Twitter, Facebook etc have created a permanent space on many people’s web-browers favourites lists and are growing in followers by the day.

In light of this shift, organsations now need to consider the impact of this Social Networking revolution and how it could impact their business.  It’s important that staff are clear on what is appropriate in the use of Social Media at work as distinct from generic internet usage.

With this in mind here are some questions to help guide you towards what your social media policy might need to contain:

1)    What purposes are you happy for your staff to use Social Media sites at work?

2)    Who is able to speak on behalf of your company?

3)    What sort of comments are you happy for your staff to make about your business?

4)    Who owns the content of what your staff write on Social Media sites such as Linked In, Blogs, Facebook etc?

5)    When networking, who’s the relationship between the staff member or your organisation?

6)    What happens if the staff member spells things incorrectly, or mis-quotes/mis-represents something?

7)    How do you know what your staff are saying about your business?

8)    How and when do you monitor Social Media usage amongst your staff?

9)    What happens when a member of staff joins/leaves?

10) If you have a company account on one of these sites, who has the log in details?  Who has access?

11) How and who will handle responses to comments?

12)  What happens if a member of staff says something defamatory, libelous etc?

13)  What sites are your staff allowed to access and what sort of things are they allowed to look at (this will link into your internet usage policy)

14)  How much time should be spent on these sites whilst the individual is at work?

Of course your Social Media policy relates to people’s use of Social Media at work, so whilst you’re concerned with what an individual is saying about your business, keep in mind privacy laws.

If you’d like more information or to discuss this in further detail, please get in touch with Michelle Fischer on 01202 853647.

Alternatively, read what Mashable has to say about the subject here: http://mashable.com/2009/04/27/social-media-policy/

For examples of business’s Social Media Policies: http://socialmediagovernance.com/policies.php

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What the F**k is Social Media NOW?

15 07 2010

I came across this brilliant presentation today (courtesy of Brand Infiltration) and I just had to share it with you.  It’s all about the changing world of Social Media and contains mind-blowing statistics.

Did you know for instance that if Facebook were a country, it would be the third most populated in the world, ahead of the United States?

That’s Big!!!

Take a look for yourself and be amazed at how our world, and the way we communicate, is changing.

What the F**K is Social Media NOW?

My question is, in a changing world, what does social media mean for you?






Recruitment – KPIs and Measures of Success for Recruiting using Social Media

24 06 2010

Last time we looked at how businesses can measure and evaluate the success (or failures) of their recruitment campaigns (click here for the full article).  We proposed a few simple generic measures for your Recruitment KPIs, looking at volume, cost, time and performance measures.

Today I’d like to focus on one very topical and emerging area for measurement – Measures of Success for Recruiting using Social Media.

Essentially using Social Media to recruit is the same as using it for anything else, you want people to engage with you/ your brand / people / products / services onsite and offsite.

  • You want people to make a noise and talk about you to their friends and family
  • You want people to value what you’re saying
  • You want people to love your website.
  • You want people to visit more frequently
  • You want people to buy and buy into what you sell

With this in mind, here are some of our suggested KPI’s to incorporate into your Recruitment reporting:

  • Number of hits to the careers area of your website
  • Length of time spent on the careers area of your website
  • Downloads from the careers area of your website
  • Number of candidate registrations citing facebook/twitter etc as a source
  • Usage of specific hashtags you’ve initiated e.g. #creativeleadership
  • Number of comments to specific posts/comments etc
  • Number of followers on each site
  • Quote statistics from google analytics

This is by no means an exhaustive list and we’d love you to share your thoughts. Meanwhile, for more information on how to measure the wider spectrum of Social Media – Engagement and Interaction, we really like Chris Lake’s article “35 Social Media KPIs to measure engagement”

For more information on how to use Social Media to Recruit, get in touch with Michelle on 01202 853647 or info@creative-leadership.co.uk





Linked In – my three top tips

4 03 2010

I’ve been amazed of late as to the how people engage and interact with others on Linked In.  I’m thinking in this instance specifically of the prolifigate of requests to contact, answer questions and for testimonials etc and how people make these requests.

With this in mind, I thought I’d share my top three tips for how you can use Linked In more effectively:

New Contact Requests – When you make a request to be a contact with me, I expect you to be known to me.  If you aren’t but you’ve been recommended to get in touch or think there might be some advantage for us being in contact etc, then please tell me this.  In your intro email say who’s referred you and why you think our connecting will be mutually beneficial.  Otherwise, why would I make myself, and my network open to you?

Recommendation Request – So I know you.  We’ve worked together in the past maybe or our paths have connected somehow.  Just like you would (or if you don’t, you should) get in touch with past employers when giving out their names as referees and advise them that you’d like a reference, I’d like to have some kind of personal contact from you asking me to take time and put effort into writing your recommendation.  It’s here that you could highlight what you’ld like me to focus on for instance – ie if you’re looking for a new role in say Aeronautical engineering, perhaps you’d like me to mention how good you were at it when we worked together with real examples of the benefits you brought to the business you worked for.

Questions, Questions, Questions – If you ask a question to your contacts be clear why you’ve asked them – maybe you think they are subject matter experts?  Or maybe you think you know something they don’t.  Either way, set expectations and you will get the answer you are looking for.  Equally, don’t forget to look to see if someone else has asked the same question.  As Linked In has evolved there are many more answers to be found these days than before.  Finally, and this boils down to common courtesy, if someone’s taken the time to answer your question then at the very least acknowledge them when they’ve answered you.

Needless to say, there are many more things you could do and depending upon why you’re using Linked In in the first place.  These are in my view three top tips that will make a difference in the results you get from networking and engaging with people using Linked In.

Enjoy the network!


: Creative-Leadership          : MichelleFF          : MichelleFFIscher             : in/MichelleFischer





My thoughts on the Recruitment Unconference

22 02 2010

So last week saw The Recruitment Unconference AKA TRU London 2 come to town on Thursday and Friday.   This was an event dedicated to Social Resourcing and other related topics and brought like-minded people together, many of whom have only ever connected online.

Bill Boorman Introducing TRU London

I loved the day I attended (Thursday) for the people I met, the tracks I led, discussions I had and also the opportunity to be part of the wider discussion around this new media.  The world is changing and that much was vividly apparent from the number of people blogging or tweeting about TRU and indeed the live twitter stream of the tracks that took place in real-time behind some of the tracks.

The Talent Wars trackled by Jon Ingham, Peter Gold and me (check out the Twitter stream behind us)

Compared to the first TRU London in November 09, it was a much more social affair which you can see clearly from some of the many pictures that have already been uploaded (see some on our facebook page here).  Bill Boorman and Geoff Webb have created a strong community and that is also very evident from the chatter that’s been going on Twitter (find a summary here).

To some it seemed that Unconferences was  a little bit disorganised and yes it was a shame that some of the tracks were delayed where rooms weren’t booked.  But to me this added to the spirit of the Unconference.  I mean the organisers even arranged for us to have an UN-lunch!   That said people soon seemed to warm to the theme of participation and flexibility and conversation both on and offline was plain to see.

There was much that I took away from the event and I thought I’d outline a few of my observations/reflections:

  • There’s a lot of people talking about Recruitment and Social Media, but what they’re talking about isn’t new. Some of the strategies discussed I’ve observed in businesses and teams I’ve managed for years – for instance engaging with marketing if you run a recruitment team in-house, considering talent pipelines for possible future jobs etc.  That said, I was particularly interested in The Red Recruiter ‘s outline of his project with Rackspace in the Employer Branding track I co-led with Sarah White and Nick Price.
  • Common sense strategies work and always have – apply the same logic to Social Media.  Use it to communicate about things people want to hear about.
  • Social Media consumers are human beings with human needs – we live to breathe, eat and all that other good stuff… That sounds rather obvious but this basic fact seems to have been forgotten by many. The UN-Lunch was a good example – if it doesn’t arrive, go hunt-and-gather, go get a sandwich from Pret!
  • This leads on to perhaps one of my more controversial moments at TRU when I made the observation that FACT (or is that twact) a human isn’t by nature monogomous yet why in recruitment advertising and HR Management do so many take a short term view on how too hook the person.  Look to a longterm strategy to truly engage the person.  Just because they leave you at some point, doesn’t mean they won’t return.
  • People like to see, feel and hear about things to engage with them. On Twitter we follow, on a blog we engage and on Facebook we become friends with someone (thanks for that one Bill), generally because we like what they have to say.
  • We’re not robots yet we’ve designed the world in which we live to be highly automated – help people engage with the experience that they’re involved in – it is a reflection of the world you have created in your business.
  • Recruitment is one facet of a business’s overall business ambition yet most of the discussions I observed seemed to refer to recruitment as a tactic rather than aligned strategy.

Presenting Bill Boorman with his prize

At the Unconference I was also able to present Bill with his prize, voucher for a bottle of champagne, for contributing to the Social Media & Recruitment Report which we published recently.

Sadly I could only make it to Thursday’s session as I had to be back in time for Love Balls, the event we ran in aid of Orchid – the Male Cancer Charity on Friday night.  From what I saw of the Twitter chat though, the rest of the event inspired further debate and I’m still trying to catch up now!

Thanks again Bill Boorman, Geoff Webb and the rest of the TRU team for organising the Unconference.  Can’t wait for TRU London 3!





Flowers, #TruLondon interview and Love Balls…What a week!

15 02 2010

I’ve been gearing up to this week for quite some time…  September 2009 to be precise, when Emma James, Anne Orchard and I started talking about doing something that involved a fundraising event on behalf of Male Cancer…

And this week, not only are we hosting #LoveBalls on Friday (with around 130+ people lined up to attend), but it’s The Recruitment Unconference on Thursday/Friday (with TRUSource on Wednesday) too!!

So when I got to work today to find the Amarylis plant dad gave me for Christmas, and which I’ve been tending to lovingly every day, has flowered, the superstitious Brit in me was over the moon!  What a lovely gift to start the week.

I was also thrilled to see the interview I gave to Glenn Le Santo last week in advance of The Recruitment Unconference has been published.  Read what he wrote here.

Have you had a great start to your week?

Michelle





Social Media & Recruitment Report

2 02 2010

Well, Linda and I have finally completed the report and you can download from the website to read at your leisure. It threw up some very interesting findings as well and certainly lays down a challenge to the Recruitment industry about how they could (or is that should) be taking the opportunities that seem to be developing around Social Media far more seriously than they may well be doing.

That is not to say, of course, that in some quarters a lot of ground is already being gained by those innovative enough to take the plunge and embrace the changes that are taking place.

Some of the main findings included:

  • Despite the vast amounts of money spent on advertising the availability of radio for recruitment – only 3% of our respondents had used in the last 12 months
  • Social media was 6% MORE popular than traditional advertising
  • Almost 70% of the respondents reported that their cost per hire was less than £1000
  • Unsurprisingly perhaps, this reflects the reduced costs were cited as the biggest drivers towards the use of Social Media

I hope that’s given you an appetite for more, and if so why not download the complete Social Media in Recruitment Report now

Best wishes

Michelle & Linda