social media march 2013
DESCRIPTION
Half day open training event held in Toronto.TRANSCRIPT
Getting the best from social media
by Toronto Training and HR
March 2013
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Contents3-4 Introduction to Toronto Training and HR5-6 What is social media?7-9 Employer concerns10-11 Inappropriate private behaviour12-14 Policy considerations15-17 Obtaining passwords18-19 Jones v Tsige20-22 Employment law risk areas23-24 Sexual harassment25-29 Creating and implementing a strategy30-34 Questions for HR35-37 Benefits for HR38-40 Initiatives for HR41-42 HR or PR?43-45 Recruitment matters46-48 Steps for HR to take49-50 Conclusion and questions
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Introduction
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Introduction to Toronto Training and HR
Toronto Training and HR is a specialist training and human resources consultancy headed by Timothy Holden 10 years in banking10 years in training and human resourcesFreelance practitioner since 2006The core services provided by Toronto Training and HR are:
Training event designTraining event deliveryReducing costs, saving time plus improving employee engagement and moraleServices for job seekers
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What is social media?• Definition• Statistics• Characteristics• Key collaboration tools• Social media pioneers• Lesser known sites
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Employer concerns
Employer concerns 1 of 2• Using information from
social media in hiring employees
• Preventing harassing activities by employees through electronic means
• Disciplining employees who use social media to discuss the terms and conditions of employment or who post derogatory information about the business, its owners or managersPage 8
Employer concerns 2 of 2• Protecting the company’s
trade secrets and confidential information both during and after the employment relationship
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Inappropriate private behaviour
Inappropriate private behaviour
• Potential readership ?• Was the communication
private ?• Compatibility - with
employer’s purpose / reputation or employee’s role
• Criticisms of the employer, their employees, suppliers or customers
• Recent cases
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Policy considerations
Policy considerations 1 of 2• What kind of usage is
allowed for work?• What kind of private use
is not permissible?• Use of the business
name/association?• How will/may the
employer monitor use of social media platforms?
• Clearly communicate consequences of breaches
• What should it contain? Page 13
Policy considerations 2 of 2• Developing a policy• Implementing a policy• Monitoring provisions
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Obtaining passwords
Obtaining passwords 1 of 2UNINTENDED CONSEQUENCES• Accessing a candidate's
personal social media profile may lead to uncontrolled secondary use of personal data, such as data regarding a candidate's friends and family
• Once the employer is in the possession of the data, the employer becomes responsible for that data and assumes liability for the privacy issues regarding the dataPage 16
Obtaining passwords 2 of 2UNINTENDED CONSEQUENCES (CONT.)• An employer may lose out on
qualified candidates who are deterred from applying for a position because of the employer's practice
• Possible loss of reputation of the employer
• Costs of legal liability should a claim arise regarding the use of the information gathered during the social media background checkPage 17
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Jones v Tsige
Jones v TsigeINTRUSION UPON SECLUSION• One who intentionally
intrudes, physically or otherwise, upon the seclusion of another or his or her private affairs or concerns, is subject to liability to the other for invasion of his or her privacy, if the invasion would be highly offensive to a reasonable person
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Employment law risk areas
Employment law risk areas 1 of 2• Misconduct• Defamation• Brand or reputational
damage• Breach of confidentiality• Public controversy• Human rights• Bullying• Harassment• Discrimination
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Employment law risk areas 2 of 2• Productivity • Performance• Health & safety
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Sexual harassment
Sexual harassment• Always ask for evidence • Talk to both parties • Look for patterns in the
alleged harasser • Make sure your sexual
harassment policy includes information regarding personal emails and social media accounts
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Creating and implementing a
strategy
Creating and implementing a strategy 1 of 4
•What are our goals for social media?•What audiences are we attempting to reach via social media?•What resources can we commit to the implementation of a social media strategy?•Who can take the lead on implementation of social media strategy?
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Creating and implementing a strategy 2 of 4
•Who is engaging in social media?•What are they saying?•Where are the conversations taking place?•When are the conversations taking place?•Why are the conversations taking place?
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Creating and implementing a strategy 3 of 4
POINTS TO REMEMBER•Diversify•Stay up-to-date with current technology•Regularly monitor progress•Measurable ROIs
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Creating and implementing a strategy 4 of 4
IMPLEMENTATION•Watching and learning•Develop a clear strategy•Get executive buy-in•Set the necessary policies and procedures•Monitoring the conversation•Evaluating the impact of your social media plan•Regularly review tools and have an evolving plan Page 29
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Questions for HR
Questions for HR 1 of 4• What happens when your
boss sends you a friend request on Facebook? Are you mandated to accept it?
• What if you choose to ignore your boss’ invite? How do you deal with any repercussions you sense?
• What do you do when you notice that your peers or subordinates are bad-mouthing you in Facebook?Page 31
Questions for HR 2 of 4• What happens if your boss
friends your colleague but does not accept your invite?
• What do you do when you find a colleague at work and friend on Facebook posts something against your co-worker or organization or boss?
• How should you react / respond to tweet about your organization, if at all?
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Questions for HR 3 of 4• How should you react to
discovering that a colleague at workplace and a friend is also part of a group that is detrimental to the company?
• How do you react to a colleague (linked to you) on LinkedIn uses the Answers function to help "strangers" professionally with expert advice?
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Questions for HR 4 of 4• Is it OK for you to "friend"
employees of competing companies, in a public forum? Do I need to declare this to HR?
• Is it ethical for HR to Google you before hiring you and then making decisions based on your affiliations (or the lack of it) to hire (or not to hire)?
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Benefits for HR
Benefits for HR 1 of 2• A recruiting tool• A communication strategy
tool• A corporate
communications/employee engagement tool
• A performance management tool
• A rewards and recognition tool
• A learning & development tool
• A promotion and/or internal mobility tool
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Benefits for HR 2 of 2• Improve the organization’s
reputation or employer brand
• Play a key role in the reputation or brand
• Resources for the HR professional
• Listen, learn and modify• Gain more fans• Investigate prospective
candidates and business partners
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Initiatives for HR
Initiatives for HR 1 of 2• Tweet your jobs• Engage with candidates on
LinkedIn and Twitter• Find then connect with HR
resources on Twitter• Use a blog• Create podcasts for
employees• Post a YouTube video on
what it is like working at your organization
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Initiatives for HR 2 of 2• Reward employees who
share positive messages using social platforms
• Create a LinkedIn Alumni group
• Focus on causes or issues you feel are important
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HR or PR?
HR or PR?• Don’t fire employees via e-
mail• Don’t use a social network
to talk negatively about a previous employer
• Hire professionals where professional expertise is needed
• Focus on brand reputation and customer loyalty
• Never use social media to deal with sensitive matters or customer complaints
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Recruitment matters
Recruitment matters 1 of 2• Be careful with Facebook
screening• Don’t ask for passwords• Change your medium
based on the candidate• Know before you tell• Use online tools to gauge
marketing and social media job seekers
• Have a “Recently filled positions” area of your website
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Recruitment matters 2 of 2• Be careful with
recommendations• Don’t forget about the
smaller sites• Keep an eye on the
organization’s reputation• Don’t believe everything
you see• Act fast to preserve
evidence• Keep thorough records
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Steps for HR to take
Steps for HR to take 1 of 2• Review each process in the
HR domain in your organization to assess the current state
• Understand your organization’s HR strategy, as well as challenges to define the opportunity
• Complete a holistic review of your organization’s social media presence, governance and policies
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Steps for HR to take 2 of 2• Understand best and
emerging practices• Develop a strategy and
implementation roadmap to incorporate what has been learnt
• Create process to monitor and evolve the strategy
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Conclusion and questions
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Conclusion and questions
SummaryVideosQuestions