| p>Today, we're inundated with information from many | | | | and (L) as well as pages (F). And you can ask |
| sources. In fact, we don't even have to seek | | | | questions or read responses through discussions (L); |
| information anymore, it finds us. Added to this, is our | | | | surveys (F) and tweets (T). You can also find out |
| need to continuously communicate with each other as | | | | what books your connections favor by looking at their |
| human beings. This sharing of information through | | | | reading lists (L), you can find events that pertain to |
| communication has existed for thousands of years, | | | | your interests (L) and you can learn in small, |
| however, it has been increased, expanded and | | | | manageable chunks by reading links connected to your |
| sometimes exploited because of the Social Media | | | | followers' tweets (T). |
| Revolution. | | | | Networking is the key to success in finding solutions, |
| Social media is seen by many HR pros as another | | | | because as individuals we're limited to only our specific |
| obstacle in the workplace. Ok, so its obvious how our | | | | experiences. By networking, we tap into the ideas |
| sales force could benefit from networking in social | | | | solutions of many others (some we may not even |
| media and it's also necessary to keep track of what | | | | know can assist us). Connecting happens with friends; |
| our consumers are saying about our services/products | | | | fans; events (F); with connections, groups and the |
| ideas, but other than that, there seems to be a lack of | | | | search feature (L) and with followers; (use the hashtag |
| knowledge as to the benefits to social media for all | | | | symbol - #humanresources as an example) and the |
| aspects of the workforce. Well, HR people I've got | | | | lists of your followers (T). By using the concept of six |
| three specifics gifts for you within social media tools to | | | | degrees of separation, we in theory are connected by |
| give you more time, spend less money and have more | | | | six people to everyone in the world today. But, this |
| opportunity. | | | | assumes you network with people other than just the |
| Let's take a look at the traditional HR guy (and guy is | | | | ones you work with, live near or share similar interests. |
| legally recognized as a non-gender specific term). He's | | | | Recruiting with social media is a beautiful thing. Its |
| reactionary putting out fires all of the time; his solutions | | | | efficient, its very cost effective and its available 24/7 |
| are costly and very limited because he is reactionary | | | | within your local community or worldwide. Traditional |
| and his work is determined by everyone else's | | | | recruiters have to revamp their entire business model |
| timeframe. Sound familiar? | | | | because of social media. You can take out paid ads |
| Now let's look at the modern day HR pro who is more | | | | and develop jobs in pods podcasts (F); you can update |
| digitally savvy (doesn't that just sound cool). And | | | | your status, post paid and unpaid jobs and search for |
| beyond cool, she is proactive always searching for | | | | specific people or companies (L) and tweet and link to |
| new ideas/solutions; her solutions are less costly | | | | your jobs postings (landing pages) (T). In addition, there |
| because she has more tools and time to draw from | | | | is great value in creating simple recruitment videos to |
| and she works within her timeframe. Much better, | | | | highlight your employment branding while sharing your |
| right?! | | | | resources with customers. These videos can be |
| I'm talking about adding social media to the mix of your | | | | added to your company website, tweeted (T); posted |
| HR resources. There are many opportunities to learn, | | | | (F) and updated (L). |
| network and recruit within these tools. And I want to | | | | When you try out some of these low cost, easy |
| share three with you here: Facebook (F), LinkedIn (L) | | | | opportunities within one of these tools, you'll discover a |
| and Twitter (T). | | | | new perspective of social media. And once you see |
| Learning happens every time someone updates their | | | | the application to HR with social media, you'll certainly |
| status on any of these tools. Now sometimes there | | | | start to connect the value of social media to other |
| may be more or less value to these updates, | | | | aspects of your organization. These tools evolve |
| depending on who you friend (F); connect with (L) or | | | | constantly, so today's applications are just a snapshot. |
| follow (T). So, be selective and organize your | | | | You're certain to find other effective ideas with the |
| connections. You can also learn more about common | | | | investment of time. |
| causes or particular organizations through groups (F) | | | | |