Social Media and HR


As the entire world knows, I had the honor (sorta) of speaking on a panel at #hrtechconf about social media, blogging, and HR. We had an interesting mix of practitionerstechnologists, and futurists on the dais.

And me.

I thought I would try to recreate my panel because it seems like a waste to let such deep knowledge of such a trivial subject go to waste.

Plus I like taking over the #hrtechconf twitter stream.

I’m a HR practitioner — how do I keep from being too overwhelmed by all this technology stuff? Can you recommend any tools to stay organized?

  • Remember when we used to be overwhelmed by voicemail and email? That was cute. We managed through it. Stuff got missed. The world didn’t end. Let me be specific: I don’t care about social media tools. I care about processes. Check your email and your social networking sites at scheduled intervals throughout the day. Use cheap technology like Tweetdeck or Hootsuite to aggregate your social news. Whatever tool you use, make sure it’s mobile.

Driving employee engagement by employing collaborative technology — what are the best practices?

  • You cut your collaboration worries in half when you hire great people. But go ahead and talk to Josh Letourneau about influencers and how information flows through an organization. FYI — I like the Pfizer wiki as a simple example of organic collaboration & communication. Steve Boese likes the US Army field manual.

Is it ever okay to Google employees?

Should departmental blogging and social media be coordinated with marketing?

  • Those idiots in marketing should be coordinating with you. Why aren’t you making that clear? Are you a chump? Have you made an impact at your company? If not, get started. Be influential.

What’s the latest and greatest related to mobile technologies and HR Tech apps?  What should we be on the lookout for? And if you had to pick, do you choose Twitter/FB/LinkedIn?

  • Taleo recently released a mobile application. I put Scrubby on it. That’s about as much as I know about mobile. And if I had to pick a social networking site, it would be Twitter. The platform offers easy & cheap integration with mobile — and its appeal to majority-minority communities shouldn’t be overlooked. You don’t need to buy much of a data plan or spend money on an expensive smartphone to use Twitter properly.

SaaS versus on-premise solutions: Pros and Cons? And why is SaaS Multi-Tenancy important? Advantages and disadvantages of TM/HR suite versus implementing best-of-breed?

  • Holy shit, I just blacked out.

Collaborative applications are all the rage.  How is this functionality being built into enterprise applications today and how do I best leverage it in my business?

  • I’m not sure I agree with you. Who said collaborative applications are all the rage? I thought gamificiation was all the rage?

Can you weigh in on NLRB rulings and what HR professionals need to know?

  • Kris Dunn flexed his inner HR geek and whipped out a pretty sweet answer about the Facebook ruling. And I’m pretty sure that any employee who talks trash on Facebook has a history of talking trash in traditional forums — the water cooler, the cafeteria, etc. Much of this comes down to enforcing the employee handbook (per Kris) and good old fashioned personnel management (IMHO). If your employee cusses you out on Facebook, you’ve failed as a leader and a Human Resources pro. Where were you six weeks ago when the employee was expressing a dissenting opinion at the coffeemaker? Oh that’s right. You were busy reading HR blogs.

There seems to be a gap between leadership and social media. Shouldn’t they own it? If not, who does?

  • You can’t possibly expect executive leaders to give two rips about social media. They care about their board of directors, shareholders, and earnings. Here’s the best insight I can give you based on my extensive knowledge of how stuff works in the real world: executives will hire amazing employees to manage social media. Go be that guy.

I am sure that I’ve missed out on other salient points made during the session. I’d like to thank Steve Boese, Kris Dunn,  Mike Krupa, and Oliver Marks for making us look good.

And I know you care about this — I only swore once.

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