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SOCI@L_HR A Paradigm Shift: Human Resources and Social Media – to engage, retain, recruit, communicate and create a brand on social networks. Harpaul Sambhi Career ify : Great Hires. Great ROI. Arrogant. Harpaul Sambhi | hsambhi@careerify.ca. Entitlement.

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harpaul sambhi career ify great hires great roi

SOCI@L_HRA Paradigm Shift: Human Resources and Social Media – to engage, retain, recruit, communicate and create a brand on social networks

Harpaul Sambhi Careerify: Great Hires. Great ROI.

arrogant
Arrogant

Harpaul Sambhi | hsambhi@careerify.ca

entitlement
Entitlement

Harpaul Sambhi | hsambhi@careerify.ca

short attention span
Short Attention Span

A.D.D.

Harpaul Sambhi | hsambhi@careerify.ca

little respect for authority
Little Respect for Authority

Harpaul Sambhi | hsambhi@careerify.ca

lacking in social skills
Lacking in social skills

Harpaul Sambhi | hsambhi@careerify.ca

i am generation y
I am Generation Y

Harpaul Sambhi | hsambhi@careerify.ca

thank you plz nominate me for tiff 2011
Thank You!Plz nominate me for TIFF 2011

Harpaul Sambhi | hsambhi@careerify.ca

about the speaker
About the Speaker:
  • Harpaul Sambhi
    • Founder and CEO of Careerify Corp.
      • The talent acquisition solution with search, screening and tracking intelligence to tap into your employees’ vast web-driven professional and social networks in real-time
        • Clients include several Fortune 1000 companies to tech start-ups
    • Speaker at: HRPA 2011, HRMAM, HRIA, Recruitment Innovation Summit, TTW, ITAC HR Forum
    • Author of an upcoming book, Social_HR in December 2010, published with Thomson-Reuters

Harpaul Sambhi | hsambhi@careerify.ca

definition of social hr
Definition of Social_HR:

Social_HR (n) – a human resource strategy to enhance productivity within your organization through the introduction of social media, collaboration, and connectivity

Harpaul Sambhi | hsambhi@careerify.ca

social hr entails
Social_HR entails:
  • Recruitment/Branding
  • Diversity
  • Engagement
  • Retention
  • Leadership Development
  • Policy Writing/Legal
  • IT/Management Concerns
  • Total Rewards
  • Professional Input: Over 2,300 HR Professionals

Harpaul Sambhi | hsambhi@careerify.ca

the impact on hr
The Impact on HR:
  • Recruitment – largest poll of passive candidates
  • Branding – pinpoint branding to those who you want
  • Diversity – not in terms of characteristics, but thought
  • Labour Relations – unions using social media to educate and strengthen ties with their members/other unions
  • Retention – communication medium with employees
  • Leadership/Training (internal social networks)
  • Total Rewards – communities discussing salary, SaaS that delivery reward recognition

Harpaul Sambhi | hsambhi@careerify.ca

slide18

Other Interesting Tools:

  • Foursquare: GPS-based social network. Currently one of the hottest new social networks today.
  • Second Life: Virtual communication with avatars

Harpaul Sambhi | hsambhi@careerify.ca

social media is like
Social Media is like...
  • The Telephone Evolution
  • The Fax Machine Evolution
  • The E-mail Evolution
  • But only faster
    • This is why corporations have struggled

Harpaul Sambhi | hsambhi@careerify.ca

the evolution of technology
The Evolution of Technology

Harpaul Sambhi | hsambhi@careerify.ca

why hr doesn t use social media
Why HR Doesn’t use social media

Reason #1

WE (HR) get bombarded...

It’s not your fault...

(actually it kind of is)

Harpaul Sambhi | hsambhi@careerify.ca

reason 2 privacy ip
Reason #2 – Privacy/IP
  • Yes, there is a more risk to exposing IP
    • But they can release IP easily through e-mail
    • OR over beers
    • But you have to update your privacy policies...
  • Yes, there is less privacy
    • The world is becoming more open
      • We should know this as technology companies: the dawn of Open-Source, and AI
      • Google, Apple, Facebook, LinkedIn, etc..

Harpaul Sambhi | hsambhi@careerify.ca

reason 3 it
Reason #3 - IT
  • Malicious Code/ Security Risks / Bandwidth
    • There are easy loopholes to access
      • Type: 69.63.189.34
    • “Introducing social media is no more of a security risk than introducing the Internet” – Gary McGraw
    • No more bandwidth issues

Harpaul Sambhi | hsambhi@careerify.ca

joke of the day
Joke of The Day:

Harpaul Sambhi | hsambhi@careerify.ca

statistics and internet usage
Statistics and Internet Usage

Harpaul Sambhi | hsambhi@careerify.ca

female vs male
Female vs Male

Harpaul Sambhi | hsambhi@careerify.ca

female vs male1
Female vs Male
  • Summary:
    • Age Group: 14-25 using LinkedIn
      • Males: 1.75%
      • Female: 1.71%
    • 42% of all females over the age of 45 use Facebook
      • My Educated Guess is to spy on their kids
    • Twitter is not a Gen Y tool – it is consistently used over all age groups (5-7% of world population)
    • Job Boards:
      • 15-24 – 2.38%
      • Above 25 – ~3%

Harpaul Sambhi | hsambhi@careerify.ca

how to engage online
How to Engage... Online
  • Intrinsic
    • Supporting a Cause
    • Innovation
    • Learning
    • Curiosity
    • Challenge/Competition
  • Extrinsic:
    • Performance Evaluation
    • Incentives/Discounts
    • Exclusivity
    • Recognition

Harpaul Sambhi | hsambhi@careerify.ca

evaluating social hr practices
Evaluating Social_HR practices
  • First have a purpose
  • Identification: Identify the demographics. Social networks have a particular type of user.
  • Social: Understand the type of material that is typically forwarded from one user to another on a social network.
  • Need an engagement factor
  • Be Active: Two-way communication, need transparency
  • Multiple Networks: Multiple Eggs, Multiple Baskets

Harpaul Sambhi | hsambhi@careerify.ca

social media creeping
Social Media Creeping
  • Let’s PLAY a Social Creeping Game!!!! 
  • Question #1 – Should HR professionals connect with candidates after an interview?
social media creeping1
Social Media Creeping
  • Let’s PLAY a Social Creeping Game!!!! 
  • Question #1 – Should HR professionals connect with candidates after an interview?
  • Question #2 – Should Managers Befriend Employees on social networks? How about the other way around?
social media creeping2
Social Media Creeping
  • Let’s PLAY a Social Creeping Game!!!! 
  • Question #1 – Should HR professionals connect with candidates after an interview?
  • Question #2 – Should Managers Befriend Employees on social networks? How about the other way around?
  • Question #3 – Do your recruiters reference check on social media?
be transparent
Be Transparent

Harpaul Sambhi | hsambhi@careerify.ca

internal communication diversity
Internal Communication/Diversity

Harpaul Sambhi | hsambhi@careerify.ca

example pitney bowes
Example: Pitney Bowes
  • 33,000 employees, across 130 countries, ranging from Generation Y to Baby Boomers, it would have been extremely difficult for any company to connect employees together prior to the social media age.
  • IDEANet – internal social network to create innovation
    • Creates engagement and DIVERSITY
    • 6,000+ active employees participating
    • 32 sponsored challenges, and over 650 ideas committed to action for these challenges
online job rating forums
Online Job-Rating Forums
  • Glassdoor, Vault.com, cooprankings.com – communities are built to discuss opportunities and, in some cases, vent (Jobvent)
    • Comprehensive
    • Normalization – removing extreme cases
    • Ratings

Harpaul Sambhi | hsambhi@careerify.ca

finally let s take a look at recruitment branding
Finally, Let’s take a look at Recruitment/Branding

Harpaul Sambhi | hsambhi@careerify.ca

example warner brothers
Example: Warner Brothers
  • Warner Brothers’ recruitment and employment branding team had a plan
    • Use all major social networks to have a presence...
      • Each Strategy was a bit different
    • Twitter: 8,000+ followers – providing advice
    • LinkedIn – head-hunting – 1,000 submission in last 120 days
    • Facebook – Internships – over 102 submissions in Jan. 10
    • YouTube – posting videos for selected roles
  • In 2010 – already saved over 10% of job-board costs
  • In 2009 – had 85% reduction in annual outside agency costs

Harpaul Sambhi | hsambhi@careerify.ca

warner brother s secret
Warner Brother’s Secret?
  • The Advantages:
    • Personal Touch
    • Information that is relevant to any job candidate
    • Transparency
    • Collaboration – LinkedIn alumni groups
  • The Result of the Above:
    • Extinction of Generic Job-Boards

Harpaul Sambhi | hsambhi@careerify.ca

ex compass group
Ex. Compass Group
  • “We have gone from 90 days to hire an individual two years ago to now taking close to 30 days per hire” – Anita Sampson Binder, Director
  • We wanted to change from being passive recruiters to in-house active hunters
    • Utilizing all social media tools available to communicate
    • Listening to what candidates want yielded to Top 100 Employer in Canada awards

Harpaul Sambhi | hsambhi@careerify.ca

recruitment and branding
Recruitment and Branding
  • Create Groups/Pages on Facebook to interact/ask questions
  • YouTube channels to show the real you
  • Direct recruit on LinkedIn
  • Go niche on groups on Ning
  • Create conversation on Twitter
  • Create exclusive groups for passive candidates

Harpaul Sambhi | hsambhi@careerify.ca

conclusion
Conclusion
  • Start with baby steps, then grow bigger
  • Diversify your technology tools.
    • Use an ATS, use social media.... Use Careerify
  • Drive two way communication and transparency
  • Discover ways to become unique
    • Old Spice, United Breaks Guitars, Video Interviews
  • Explore ways to involve social media into your strategy sessions
  • Be the Innovator: Don’t be afraid of the “unknown”
q a period
Q/A Period:
  • Presenter Information:Harpaul SambhiFounder and CEOCareerify Corp.W: 416-840-6216E: hsambhi@careerify.ca
  • Connect with me on:

Harpaul Sambhi | hsambhi@careerify.ca