HR and Our Social Media Due Diligence

Last week, I attended the Oklahoma State Human Resource Conference as an attendee and speaker. My topic of choice was Social Media and how it can be successfully leveraged as a business, as well as for recruiting, and also a marketing tool. By more than a handful of human resource professionals, I was dubbed "the Twitter Girl," a more than all too familiar name I've been called.

During the conference I engaged in a number of conversations surrounding the use, success, understanding and safety surrounding Social Media. I received more than a few open mouthed stares, comments, and questions like-

• How can I use this tool called Tweeter?
• I really don't have time to spend hours on FaceBook. How is this beneficial?
• Can someone gain access to my all my personal information and find my home address on MySpace?
• I'm over 30. I don't do Twitter.
• This sounds like something for marketing. Can I have them contact you for questions?

What really hit home for me at the conference was that I was the lone human resource blogger of the more than 400 attendees at the State HR Conference and that my beliefs and acceptance of Social Media as a way to engage and develop relationships with employees, candidates, and customers are a very new and foreign idea to those within the Human Resource Industry.

How can the 17 million unique users who logged onto Twitter in April be wrong or the 3.37 million mentions Starbucks had on Twitter in a three day period be something that can be casually overlooked? Social Media is a free resource in which businesses and human resource professionals can use to build relationships and develop a brand, realistically cut their advertising and recruiting expenses between 20-50%. And most businesses I have spoken within the past six months, are always interested in cutting overhead and expenses.

I urge all human resource professionals to get out there and do your due diligence and bring an open minded attitude when considering Online Social Media Platforms like Twitter, Facebook, LinkedIn, and others. Isn't it our responsibility as progressive HR professionals who desire the coveted seat at the table to take advantage of learning about new resources and opportunities and these sharing with our business leaders as a way to further strengthen our business and also gain crediability?

How amazing would it be to flex your strategic business muscles by benefiting your company's bottom line in a way other than outsourcing payroll, suspending your 401(k), or exit interview process? How's that for job security?

Tweet This! Powerpoint

Take a look at my discussing tips and recommendations for businesses interested in using Twitter as a business tool. I presented this powerpoint to HR Professionals during the Oklahoma State Human Resource Conference held in Oklahoma City, OK May 31st-June 2nd, 2009

Tweet This! Twitter for Business

View more OpenOffice presentations from Jessica Miller-merrell, sphr.

Approaching HR

Since I work in the human resource field as a recruiter and HR professional, I am often asked by those in the job hunt how to approach individuals in my own field. Understand that those in the HR industry especially in this current economic climate receive hundreds of calls from would-be job seekers even without a single opening.

Catching a recruiter or human resource professional at the right place and the right time takes a little bit of luck and a whole lot of preparation. Prospective job seekers need to ensure their marketing materials (resume and cover letter) are top notch and specific to the position. My advice to job seekers who desire making meaningful connections with industry professionals, is that timing is everything and preparation is essential in maintaining a professional and polished front.

When approaching HR, do your best to walk in the mile of their shoes and make the most of the moment when doing the following:

• Cold Call. As an HR Professional I get job inquiries daily. Prepare for two separate scenarios either talking live or via voicemail. Be ready for your fifteen second elevator pitch when inquiring about a vacant position. Be direct and to the point respecting the HR Professional’s time. If leaving a voicemail, speak slowing and leave a brief message. Make sure to leave your name at least twice, your phone number, and why you called. The best times to contact someone live is just after the schedule workday begins or just after lunch. These are times when I'm likely in the office just before or after daily meetings and other work-related activities.

• Using Your Network. Email or call those within your network and make them aware of your intentions. Be clear about the type of position you are looking for, benefits, and other items like relocation. Ask for referrals and contact names of target companies. Don’t be afraid to follow up either by phone or email referencing your referral’s name.

• Email. Just like a voicemail, your email to a human resource professional should be to the point and outline your intentions. Attach the necessary marketing materials including your resume and cover letter. Make sure to include your contact information including your email and phone numbers. Make sure to reference the person with whom provided their contact information in your email. I am happy to forward resume and job inquiries to a hiring manager contact if I have a good, personal relationship with the job seeker.

OK State HR Conference 2009

HR Peeps,

Please view the attached video for more information about our upcoming Oklahoma State HR Conference May 31-June 2. It's a great opportunity to network and stay up to date with recent HR changes and trends. Don't forget to visit www.okhr2009.com for more information and to register.

Cheers!
Jessica