Social Media for HR Professionals (Winfield SHRM Chapter Presentation)

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This document provides tips for HR professionals on using social media for professional development and career advancement. It discusses maintaining multiple blogs focused on HR topics, networking through groups on sites like LinkedIn, using social media for recruiting, developing an organizational culture and brand through social platforms, and overcoming time limitations by prioritizing engagement on sites like LinkedIn. The document emphasizes starting small with one social platform and provides the author's contact information for those seeking additional guidance.

About me
The day gig The night gig

The unpaid gig

Join the club
Over 100 “HR” blogs
exist today. Here
are ten:
1. hrringleader.com 6. hrschoolhouse.com
2. omegahrsolutions.com 7. hrremix.com
3. womenofhr.com 8. timsackett.com
4. fistfuloftalent.com 9. sbrownehr.com
5. hrcapitalist.com 10. evilhrlady.org

Thinly sliced
Have a favorite topic? What about Lean
manufacturing principles for HR,
government contracting, or legal
compliance?

Networking
You are the average of
your 5 closest friends.
Jim Rohn

How do you survive?
• Be realistic
• Use leverage

Communications
• Do you need a policy?
– Blanket conversation policy
– Lawyers running the show
– Outliers

Coaching vs. Policies
• Drive Smart
• Be Honest and Clear
• Avoid a Blowout
• Genuine Assistance
• Proceed with Care
• Respect Fellow Drivers
• Share the Road

Recruiting
• Facebook (or Twitter, YouTube, etc.) is not
a bad word
• LinkedIn is my main success story
• Niche sites
• Learn to search Google (boolean)
• Communities=work, tread carefully
• Email comm idea w/SmartRecruiters
• Corporate blogging

Culture/Branding
• What do ladies in men’s flame retardant
Nomex flight suits, a bag piper, and a
video about the mission to kill Osama Bin
Laden have in common?

But I don’t have time…
Start with one thing. –
Richard Sherman

But I don’t have time…
Use LinkedIn first. –Bonita Martin

Take advantage of
Groups and Answers

But I don’t have time…
Use RSS to save time. –Caryn
Sarvich

But I don’t have time…
Engage now or be left behind. –Stephanie Kempa

More on this: http://upstarthr.com/busy

Contact Me
• Get free email updates:
upstarthr.com/feeds
• Email me: ben@upstarthr.com
• Free eBooks on employee engagement,
retention, and more:
upstarthr.com/freebies

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This session focuses on a key problem many businesses face: recruiting and selecting the right talent to drive their goals and overall strategy. During this session I provided a 101 and 201 level overview of recruiting methods, tools, and technology. In addition, we looked at selection and how to do it well. This is a session in the NASHRM/Huntsville Chamber of Commerce HR Series. Session two focuses on employee retention: https://www.slideshare.net/beneubanks/how-to-retain-your-workforce-nashrmhuntsville-chamber-hr-series

How to Retain Your Workforce

Ben Eubanks

The document discusses retention and focuses on retaining employees. It includes a panel discussion on retention challenges, reasons employees stay or leave, and retention targets. The presentation suggests retention requires a strategic approach that considers performance, succession, recruiting, benefits, compensation, training and career paths. It emphasizes the importance of culture and the relationship between managers and employees. Experts provide advice such as measuring and publicly posting retention data, focusing on culture, recruitment, and daily inspiration.

What you didn't learn in HR class

Ben Eubanks

This document discusses several topics related to an HR career including expectations for new HR professionals, common HR job roles and responsibilities, salary negotiation strategies, certification considerations, developing effective work habits, building credibility over time, and competencies needed for senior HR roles. It provides an overview of the realities of working in HR from communicating effectively to focusing more on empowering employees rather than restricting fun at work. Contact information is provided for questions.

Starting an HR Department

Ben Eubanks

The document provides tips for setting up a new HR department. It recommends that developing strategic alliances and partnerships is the most important first step. Additional tips include understanding the reasons for creating the HR department, avoiding becoming solely an "office cop," not underestimating employees' need for information, finding an executive champion, and preparing to take on a wide range of HR responsibilities initially. The document directs readers to an online guide for more resources on starting a new HR department.

Create a New Hire Welcome Message to Inspire Enthusiasm and Drive Engagement

Ben Eubanks

The document provides guidance on creating a new hire welcome message. It recommends including elements to make the new hire feel welcome, set expectations, communicate valuable information, and offer assistance. A warm welcome message can inspire enthusiasm and drive engagement before the employee's first day. The document then demonstrates how to craft the message by starting with care, generating enthusiasm, setting expectations, and closing with care. It aims to satisfy the new hire's need to feel part of something bigger through an authentic and enthusiastic greeting.

Entry Level HR Jobs

Ben Eubanks

Organizational Culture Change Manifesto

Ben Eubanks

The document provides guidance on how to successfully change an organization's culture by outlining key steps based on Kotter's change model, including creating urgency for change, forming a coalition to lead the change effort, developing a clear vision for the new culture, communicating the vision, removing obstacles, creating short-term wins to build momentum, and anchoring the changes in the culture by highlighting exemplars. The overall message is that cultural change requires a strategic, long-term process of engaging employees and addressing resistance at each stage of implementation.

Talent Selection-Dr. Daniel Crosby

Ben Eubanks

Depth leadership daniel crosby

Ben Eubanks

The document discusses how finding meaning and purpose can improve well-being and performance, noting that prisoners who had meaningful goals enjoyed better psychological and physical health. It also emphasizes that lasting change requires altering underlying character rather than just behaviors. Developing large, deeply meaningful goals and seeing ordinary events as special can help people find purpose and meaning in their lives and work.

The HR Sponge

Ben Eubanks

Phr Study Series V2.0

Ben Eubanks

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5 Performance Management Practices of High-Performing Firms

HRPA 2018 Conference: Metrics--Measuring HR's Business Impact

Informal Learning: Balancing the Risks and Rewards

Talent Mobility: The Key to Engagement, Retention, and Performance

Culture vs Strategy: How to Beat the Competition

Build, Buy, or Borrow: The Gig Economy Impact on Talent

HR Strategy: It's Easier Than You Think

Recruiting and Selection Essentials

How to Retain Your Workforce

What you didn't learn in HR class

Starting an HR Department

Create a New Hire Welcome Message to Inspire Enthusiasm and Drive Engagement

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Organizational Culture Change Manifesto

Talent Selection-Dr. Daniel Crosby

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Social Media for HR Professionals (Winfield SHRM Chapter Presentation)

1. Social Media @ Work Ben Eubanks

2. About me The day gig The night gig The unpaid gig

3. If I was a Lawyer

4. If I was a Recruiter/Consultant

5. But I’m not

6. Professional development

7. Join the club Over 100 “HR” blogs exist today. Here are ten: 1. hrringleader.com 6. hrschoolhouse.com 2. omegahrsolutions.com 7. hrremix.com 3. womenofhr.com 8. timsackett.com 4. fistfuloftalent.com 9. sbrownehr.com 5. hrcapitalist.com 10. evilhrlady.org

8. Thinly sliced Have a favorite topic? What about Lean manufacturing principles for HR, government contracting, or legal compliance?

9. Networking You are the average of your 5 closest friends. Jim Rohn

10. HRevolution

11. Project:Social

12. How do you survive? • Be realistic • Use leverage

13. Communications • Do you need a policy? – Blanket conversation policy – Lawyers running the show – Outliers

14. Two options

15. Coaching vs. Policies • Drive Smart • Be Honest and Clear • Avoid a Blowout • Genuine Assistance • Proceed with Care • Respect Fellow Drivers • Share the Road

16. Recruiting • Facebook (or Twitter, YouTube, etc.) is not a bad word • LinkedIn is my main success story • Niche sites • Learn to search Google (boolean) • Communities=work, tread carefully • Email comm idea w/SmartRecruiters • Corporate blogging

17. The numbers

18. Culture/Branding • What do ladies in men’s flame retardant Nomex flight suits, a bag piper, and a video about the mission to kill Osama Bin Laden have in common?

19. But I don’t have time… Start with one thing. – Richard Sherman

20. But I don’t have time… Use LinkedIn first. –Bonita Martin Take advantage of Groups and Answers

21. But I don’t have time… Use RSS to save time. –Caryn Sarvich

22. But I don’t have time… Engage now or be left behind. –Stephanie Kempa More on this: http://upstarthr.com/busy

23. Not THE answer, but…

24. Contact Me • Get free email updates: upstarthr.com/feeds • Email me: ben@upstarthr.com • Free eBooks on employee engagement, retention, and more: upstarthr.com/freebies

Editor's Notes

How I started (natural learning path)
First know how deep you want to be and then assign time for that activity. Not everyone will blog five days a week for years. For others, Twitter and Facebook won’t be great options. Some might just want to lurk on blogs. And that’s fine! Start slow.Read blogs, comment if you want to add an idea, write a guest post. Steve Browne example of growing slowly.
Purpose of GroupsWays I’ve used them successfully5 recommendationsPurpose of Answers
RSS Changed My LifeStarted reading blogs 3 years ago. Went to each blog daily. Kept adding. Soon had 20, which took at least fifteen minutes a day to check each. Then found out about RSS. Feeds delivered to your reader.
This isn’t the most important or powerful tool you have as an HR professional. However, it is just one more item to add to your toolbox that could come in handy at any point in your career. I’ve used it successfully in my day job and these other guys up here have as well to varying degrees of success.

Social Media for HR Professionals (Winfield SHRM Chapter Presentation)

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Social Media for HR Professionals (Winfield SHRM Chapter Presentation)

Editor's Notes