social media march 2013
DESCRIPTION
Half day open training event held in Toronto.TRANSCRIPT
![Page 1: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/1.jpg)
Getting the best from social media
by Toronto Training and HR
March 2013
![Page 2: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/2.jpg)
Page 2
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
![Page 3: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/3.jpg)
Page 3
Introduction
![Page 4: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/4.jpg)
Page 4
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
![Page 6: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/6.jpg)
Page 6
What is social media?• Definition• Statistics• Characteristics• Key collaboration tools• Social media pioneers• Lesser known sites
![Page 7: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/7.jpg)
Page 7
Employer concerns
![Page 8: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/8.jpg)
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
![Page 9: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/9.jpg)
Employer concerns 2 of 2• Protecting the company’s
trade secrets and confidential information both during and after the employment relationship
Page 9
![Page 10: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/10.jpg)
Page 10
Inappropriate private behaviour
![Page 11: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/11.jpg)
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
Page 11
![Page 12: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/12.jpg)
Page 12
Policy considerations
![Page 13: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/13.jpg)
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
![Page 14: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/14.jpg)
Policy considerations 2 of 2• Developing a policy• Implementing a policy• Monitoring provisions
Page 14
![Page 15: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/15.jpg)
Page 15
Obtaining passwords
![Page 16: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/16.jpg)
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
![Page 17: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/17.jpg)
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
![Page 18: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/18.jpg)
Page 18
Jones v Tsige
![Page 19: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/19.jpg)
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
Page 19
![Page 20: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/20.jpg)
Page 20
Employment law risk areas
![Page 21: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/21.jpg)
Employment law risk areas 1 of 2• Misconduct• Defamation• Brand or reputational
damage• Breach of confidentiality• Public controversy• Human rights• Bullying• Harassment• Discrimination
Page 21
![Page 22: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/22.jpg)
Employment law risk areas 2 of 2• Productivity • Performance• Health & safety
Page 22
![Page 23: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/23.jpg)
Page 23
Sexual harassment
![Page 24: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/24.jpg)
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
Page 24
![Page 25: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/25.jpg)
Page 25
Creating and implementing a
strategy
![Page 26: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/26.jpg)
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?
Page 26
![Page 27: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/27.jpg)
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?
Page 27
![Page 28: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/28.jpg)
Creating and implementing a strategy 3 of 4
POINTS TO REMEMBER•Diversify•Stay up-to-date with current technology•Regularly monitor progress•Measurable ROIs
Page 28
![Page 29: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/29.jpg)
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
![Page 30: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/30.jpg)
Page 30
Questions for HR
![Page 31: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/31.jpg)
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
![Page 32: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/32.jpg)
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?
Page 32
![Page 33: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/33.jpg)
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?
Page 33
![Page 34: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/34.jpg)
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)?
Page 34
![Page 35: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/35.jpg)
Page 35
Benefits for HR
![Page 36: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/36.jpg)
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
Page 36
![Page 37: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/37.jpg)
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
Page 37
![Page 38: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/38.jpg)
Page 38
Initiatives for HR
![Page 39: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/39.jpg)
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
Page 39
![Page 40: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/40.jpg)
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
Page 40
![Page 41: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/41.jpg)
Page 41
HR or PR?
![Page 42: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/42.jpg)
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
Page 42
![Page 43: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/43.jpg)
Page 43
Recruitment matters
![Page 44: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/44.jpg)
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
Page 44
![Page 45: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/45.jpg)
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
Page 45
![Page 46: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/46.jpg)
Page 46
Steps for HR to take
![Page 47: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/47.jpg)
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
Page 47
![Page 48: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/48.jpg)
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
Page 48
![Page 49: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/49.jpg)
Page 49
Conclusion and questions
![Page 50: Social media March 2013](https://reader035.vdocuments.net/reader035/viewer/2022062615/5483e664b07959520c8b4a58/html5/thumbnails/50.jpg)
Page 50
Conclusion and questions
SummaryVideosQuestions