tag:blogger.com,1999:blog-9220045813820945869.post2683362155647398951..comments2023-11-04T20:42:11.524+00:00Comments on HR Case Studies: Social Media will not get you into heaven.Graham Salisburyhttp://www.blogger.com/profile/05029948174384225988noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-9220045813820945869.post-79675973444028562062010-11-23T02:19:50.665+00:002010-11-23T02:19:50.665+00:00I think you've brought up several important id...I think you've brought up several important ideas in this post. Ultimately, however, I don't think that HR reps should be afraid of anything and social media participation is something that is the norm of their roles (unfortunately). To go along something that Andria L. Corso (<a href="http://www.andriacorso.com/C3/Book.html" rel="nofollow"> From Gatekeeper to Trusted Advisor</a>) would suggest, it's not an HR rep's job to police their employees, or even be friends, but to rather lead them in a positive work environment. Simply by stating, "Hey, I know you have Twitter/Facebook/etc" isn't a threat, but it's a statement strong enough to suggest that they know what's up.Ryanhttps://www.blogger.com/profile/05413045644112317178noreply@blogger.comtag:blogger.com,1999:blog-9220045813820945869.post-72295319077369075882010-11-22T09:33:52.947+00:002010-11-22T09:33:52.947+00:00Hi Graham! Interesting post and despite my tweet I...Hi Graham! Interesting post and despite my tweet I actually do think you have a point. I do think we make far too much of "social media". We currently talk about it like we did 12 years ago about "the Internet" which is just a feature of how we tend to jump on something and blow it out of proportion. I'm pretty convinced that in 5 years time we will look back on these times and laugh at how we talked about "social media" in the way we do. It's just communication after all. <br /><br />And it's not really new. People have been being social for decades and indeed twitter, as I have said before, is like a global chat room. Its just that the technology has evolved to make it mainstream. And of course, we have elected to make it widely acceptable whereas 15 years ago chat was seen as something geeks and or odd folk did. (for the record I was one of those!). Unfortunately though we have a horrible habbit of overdoing everything, from propery development to dot com, we make such a big deal. <br /> <br />However, what I would say is that the acceptance and spread of social connecting (let's drop the media tag) will have a profound influence on the way organisations are run and people are led. Of that there is no question. But we wont notice it, simply because it will have become part of what we do by then. <br /><br />The internet had a profound effect on business over the last 15 years, but the effects took a long time, way longer than it took the hype of the internet to die down. From email, to websites, enterprise solutions in the cloud, none of which are possible without the internet. Hell, we hardly own anything anymore - its all in the cloud!<br /><br />There is a huge opportunity for organisations with social connecting, but it will take time to become folklore. Unfortunately, many organisations still view this social communication growth as some sort of evil or bad thing that must be controlled or stopped which is wrong. And HR are in the middle of it all, trying to make policy for it and making judgments about it when many know very little or nothing about it. Im sorry but you cannot make valid policy about something you do not understand. And you cannot understand the value of social connecting and communication unless you are actually involved and taking part. <br /> <br />I have no wish to brand those HR folk that are not involved as "outsiders" or anything like, but I do accept that in my enthusiasm I might have done this inadvertently. I will make a conscious effort not to do this in future. But HR professionals should be engaging. There is a fundamental shift in the way people are interacting and communicating at work and outside and HR need to be there, as does every key player in the organisation. <br /> <br />We may be in danger of making a bandwagon out of social communication which would be a shame as it is far too important to be classed as such. <br /> <br />My final point would be to refer specifically to my tweet exchange with Bill that you mention. Tools like linkedin are already mainstream and are not only key components in areas like strategic resourcing but also in areas of learning, information provision, employer branding and networking. Given the mainstream use of such a tool, it really is disappointing to see only 2 out of 20 of the HR professionals with a Linkedin profile. <br /><br />Gareth Jones<br />@garelaos<br />http://garethmjones.wordpress.comGareth Joneshttp://garethmjones.wordpress.comnoreply@blogger.comtag:blogger.com,1999:blog-9220045813820945869.post-14710896027519646282010-11-22T00:21:37.434+00:002010-11-22T00:21:37.434+00:00Graham,
the quote is out of context but I take you...Graham,<br />the quote is out of context but I take your point. You might find this old post interesting http://recruitingunblog.wordpress.com/2010/06/16/stop-the-social-recruiting-bs-hrcarnival/ although at the time it provoked a whole range of reactions and blog posts from the great and the good.<br />my view is that social media is part of the mix but not the whole mix.<br />social media is not the silver bullet, nor is it the devil.<br />Like all things, the more evangelical you are, the more scarey you become.<br />The actual twitter conversation you dropped in on was refering to a social media evening for the local CIPD. I was suprised to find only 3 twitter accounts and 2 linked In accounts amongst them. I suggested that #connectingHR were needed in these parts.<br />Thanks for the call out though, i'm glad somone is reading the tweets!<br />BillAnonymousnoreply@blogger.com