Going Social: The Payoff for HR

I watched the first part of this ‘Going Social: The Payoff for HR’ webinar – HR platforms, market overview, with Claire Schooley, Principal Analyst, Forrester Research. She talked about how collaboration is now a strategic part of HR. It permeates all of the HR components and is essential for success.

(The remaining 45 minutes covers the SAP Jam solution – ‘join us to learn how SAP Jam enables a seamless process for hiring, onboarding, and training and generates an ROI of more than 500%’ – which people may find useful.)

Here are my notes from the webinar on what makes social collaboration so important for HR:

Recruiting and hiring

  • Social has been an important development to find those passive candidates you were never able to tap into before
  • Much more candidate engagement in the recruitment process
  • The candidate wants to know more about the company and the culture before they decide whether or not to apply – this is why brand promotion through the career website is so important
  • Google’s website really gives people a sense of what it’s like to work there and what the environment is like
  • Recruiters can’t do their job without getting involved with social media
  • Employees can help in this process by using their own social networks to talk to their friends about jobs
  • A career website is important to communicate information about the culture, what it feels like to work in the organisation, and to hear from people working there now – the teams, the roles, the locations
  • You can get a really good sense within 3-4 minutes of whether you want to apply

Performance and learning

  • Performance management has typically been an annual process at the end of the year – it looks backwards
  • Today it’s a continuous and collaborative experience
  • The manager becomes much more of a coach in this environment to help the employee reach their goals
  • Performance transparency around goals means that peers know how each is performing and can offer help/ideas/knowledge where needed
  • Social interaction increases awareness of employee accomplishments and recognition
  • Future orientated to look forwards rather than back – how you’re going to help the company meet its goals/strategy
  • Traditional/classroom learning can be enhanced through collaborative activities such as interactive forums between F2F sessions
  • Mentoring can be done online – 121 or group (video, audio, text)
  • Special interest communities allow idea sharing
  • Informal leaning with collaboration is growing strongly

To get ahead you need to recruit, retain, and mentor a great team

This Google exec’s success shows how it pays off to invest in talent – Quartz

With the news that Google is to restructure into new holding company called Alphabet, control of its core search engine business has been handed to rising star Sundar Pichai.

What has Sundar been doing which other Google execs haven’t? Good old-fashioned team building.

Pichai succeeded by avoiding some of that big think and focusing more on people management. Particularly for managers that want to rise in a company or move on to start their own business, investing in building a great team is absolutely essential. Even at a company as focused as Google is on finding great people, that takes individual commitment and skill.

The Rise of Social HR at HootSuite

I got ridiculously excited when I started reading this blog – I mean, crazy excited: How to Use Periscope for Social HR with Lars Schmidt #SMKnowHow

In the post, Lars Schmidt, employer brand strategist at HootSuite,  shares the work the company is doing in the field of social HR (bringing social into HR operations) and how this has led them to develop the concept of Open Source HR:

“The idea is that we want to start working out loud on some of the projects that we’re doing, where really the whole HR team is empowered to share some of the things that they’re working on, what they’re learning, where’s they’re finding inspiration”

We’re going to be creating a series of case studies that will really go into a lot of detail on particular HR projects or recruiting projects that we’ve developed within Hootsuite. But beyond just saying, “Hey, here’s a thing we did,” and really breaking it down to say things like, “Here’s where the idea came from. Here’s how we pitched it internally. These are what the expected outcomes are. This is how we executed it. This is what the actual outcomes were,” and then ultimately even, “Here’s what we got wrong.” Because we want to really be open about that, especially around social HR. There’s a degree of risk-taking that I think takes place, which is a good thing, but it also means you are going to fail and you are going to get some things wrong. And we think it’s important to be able to share that too. So, it’s not all unicorns and roses. You’re able to say, “Yeah, we thought this was going to be how this would turn out and some of these things were right but actually some of these things were wrong.” So, that’s going to be a key part of each case study we do.

“I think social HR is really the idea of having your entire team being open to sharing on HR, sharing best practices, and even interacting within your organisation”

Interestingly, being a leader in social HR is one of HootSuite’s talent groups’ objectives and that the HR team is looked at as an innovation-driving function within the business.

It’s a long post, but well worth a read: How to Use Periscope for Social HR with Lars Schmidt #SMKnowHow – or you can listen: How to Use Periscope for Social HR with Lars Schmidt by Social Media Know-How | Free Listening on SoundCloud

Other highlights from the post:

HootSuite’s ‘Follow the Sun’ recruitment project –

Inside Operation #FollowTheSun

We were operating in nine different offices. We wanted to make sure we could help prospects get a sense of that global footprint. And then also, the unique culture within Hootsuite. We thought live streaming would be an interest way to do that. So, the idea of Follow the Sun, actually Ambrosia had the great name for that. The idea was we wanted to start in Singapore and actually work our way East, around the globe throughout the day, showcasing a different office every hour on the hour. So we started in Singapore, we moved to Bucharest, moved to London, to Boston, to São Paulo. All the way over to the headquarters in Vancouver. And the idea of Follow the Sun was we wanted to literally Follow the Sun as it turned around the earth. Using that same approach to showcase different offices, and some of our peeps from office to office throughout the day.

HootSuite’s HR presence on Twitter –

@HootsuiteLife: HR/recruiting/employer branding handle on Twitter. Used for interaction and promoting the HR and recruiting team. It’s the anchor employer branding asset for HootSuite

#HootsuiteLife (@HootsuiteLife) | Twitter

All employees are empowered to use that (the hashtag), whether they’re periscoping, tweeting, posting stuff on Instagram, or even Facebook. The volume of that hashtag is massive. And it’s all, for the most part, employee-generated content. So, again, from a recruiting perspective, it’s really easy for us to showcase and show people what the culture at Hootsuite is all about. We can share that hashtag and we have a link to Hootsuite campaigns URL that actually aggregates all of the content on that hashtag into a branded page. It allows us to actually show prospects or applicants what it’s like to work here. And the kind of people they’ll be working with. So that becomes a really authentic and powerful recruiting tool. I think Hootsuite’s probably one of the better examples of using that successfully and also doing it in a way that really all of the employees are truly empowered to contribute.