Archive for May 30, 2012

Meet me at the Crossroads

PSHR Contributor | May 30, 2012 | 2 comments

 

Recently I published an article on the benefits of blogging. You can read it here. Every member of this Project: Social HR team sees the benefits of using social media as way to connect, promote, improve, share, develop new relationships, increase knowledge and advance our professional excellence. I like that, which is why I wanted to be involved. As I read the other articles by the other contributors, I love the tone of community and acceptance.

Sometimes material from the HR blogosphere suggests that those of us using social media are somewhat more advanced and evolved than those that do not. And that’s just not true. This is why Project: Social HR is so cool and important. PSHR doesn’t judge. We know that this social lifestyle can be a daunting one and so we are all committed to the idea of sharing its benefits with anyone willing to listen. Everyone is working or has worked in the corporate world and stumble across this social community some kind of way and enjoyed it. We just want to share it.

Just like in your office there are good HR professionals and not so good HR professionals, the same thing occurs in the social world. Being online does not translate to being awesomeness. You’re not going to like everyone’s blog, comments or opinions however we simply want to help open up the lines of communication and demonstrate how we can use social networks as a positive tool. It’s get so much bad press that it’s easy to understand why someone may feel it’s an undisciplined medium. It’s really like anything else; it’s as good as you make it.

Victorio Milian, Dave Ryan, Laura Schroeder and Lyn Hoyt (founders and long-time supporters of Project: Social HR) are such visionaries, they know the HR community needs to move forward and bridge the gap between the online and offline. One excellent way to accomplish this goal is to get out from behind the laptop, turn off the mobile device and unplug from the net and get to the professional conferences and associations. I am a conference rookie, and this year will be making my debut. I can’t wait to meet more HR professionals, as many as I can.

Here’s the closing; we deal with “human” capital; people! And people are social, more social than ever. It’s not going anywhere, in fact new social networks keep popping up all the time, like Pinterest, Yammer and Tagged. Facebook is not the only player in the game; it’s not even the fastest growing any more. I recently read an article claiming that within 5 years it will be defunct. Hard to imagine, huh? Doesn’t matter there will be something new in its place.
Chris Fields, MLHR is a HR professional and consultant that currently blogs at CostofWork.com. In addition to Project Social, Chris is a contributor to Performance I Create, Secrets of the Job Hunt and Smart Recruiters. He has also launched a resume writing campaign known as “The Resume Crusade.” You can follow him on Twitter @new_resource and LinkedIn.

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Social Media | Tags: , , ,

Using Facebook for Employee Communication

PSHR Contributor | May 25, 2012 | No comments

 

If you have dipped your toes in the waters of researching whether you (as a HR professional) and your company should be on social media, you have undoubtedly heard that you should be because your employees and customers are already there. I wanted to give you a real life example of a time I was able to prove this was true. Because this is an active client of mine, I am unable to share the company, but that really is not important anyway. I can tell you they have been around for 30 years and have 8500 employees in the manufacturing industry.

This company has a social media footprint the size of a small child. They have a Facebook page, Twitter account and a few company specific groups on Linkedin. They use each of them sporadically, with Facebook being the most frequently visited by employees and customers. Without much press, the Facebook page had several hundred “likes” in its first few days, most of which were by employees. They post updates every couple of days, upload pictures from fun events and really keep a minimal presence on the site.

While chatting with my HR contact about a project I was helping with, she mentioned how frustrated she was with all she had going on. Not only were we working on a very lengthy and time consuming project, but she had several open positions and was in the middle of open enrollment (sounds familiar, right?). She mentioned that for whatever reason, they were really struggling getting their employee’s to turn in the necessary documentation for open enrollment this year. They had tried all of their typical methods–emails, messages posted in the breakroom, chair drops and talking points for managers to share in meetings–yet they were still having a hard time getting what they needed. I asked if she had put it out on their Facebook page. They had not and had not even thought of using Facebook for that. “Could we really do that?” she asked. “Why not?”  I answered. What could it hurt?

So she did. When I talked to her a few days later she was ecstatic with the results. Almost immediately, employees started reacting either by turning their documentation in or mentioning to HR that they saw the update and would get everything in by the deadline.  Employees started telling other employees and the engagement on their Facebook page went through the roof.

The really cool thing with social media is that there are not a lot of rules. As HR practitioners we can try things and if they do not work, we know not to try them again. But if they work, we have just found the easiest way ever to get all those darned open enrollment papers turned in, on time. I don’t mind taking the chance, do you?
 

Sabrina Baker, PHR owns and operates Acacia HR Solutions, a consulting and recruiting firm in Chicago, IL. Sabrina is passionate about bridging the gap between employers and candidates and works actively on both sides to ensure the right people find the right jobs. You can connect with her on LinkedIn and follow her on Twitter. 

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Noodling, Social Media | Tags: , ,

The Social Media Juggling Act

PSHR Contributor | May 23, 2012 | 2 comments

 

In addition to HR blogging and consulting, I have a full-time job as an HR Manager. I am also a single mom with 2 young children living about an hour away from my nearest relative. Most people are amazed at the amount of stuff I am able to successfully juggle.

So am I.

During the last 18 months of building my professional network through social media, I’ve learned the importance of time management and routine. Although I occasionally stumble or spread myself too thin, I am able to keep up with all my accounts and connections fairly easily.

And if I can do it, you can do it! Here are a few tips help:

  • Start out small. When I first jumped into the online HR community, I focused the majority of my attention on one medium. For me, this was Twitter because I was fascinated with the phenomenon and wanted to master it. For you, it may be Facebook or Linked In or Google Plus. The good news is that there are professionals everywhere who are looking to discuss our industry and share ideas so it doesn’t matter where you go! When starting out, choose the medium that most interests you and spend most of your time there connecting and communicating with people.
  • Stick to a schedule. As I became more comfortable, I branched out to more social media sites. It was still important to continue keep up and in touch with people, especially those who were supportive and encouraging to me. I set specific days and times to check in with certain sites and groups, send and respond to messages, read and comment on other blogs, etc. I put this in my calendar like any other meeting or appointment – and stick to it. When creating your schedule, look for down time during the evening or during your lunch break at work where you can work in a few moments to interact.
  • Select an automation suite. Over time I realized that social media doesn’t sleep, but I definitely have to. And I have other stuff to do! So I started using automation tools to help. I can set up blog posts, status updates and other messages to post to sites and groups any time. Hootsuite, Tweetdeck and Social Ooomph are just a few of the sites that can help with this – and they are free! It takes me about 20 – 30 minutes to set up my schedule for 2 – 3 days in advance. When automating your communications, don’t schedule so much you cease to interact normally or neglect your network altogether. The goal is to make authentic connections.

Your time may be limited but, with just a few hours a week, you can work wonders and accomplish a lot. There is a great, big wonderful world out there of people with similar experiences and new ideas they want to share. And that world is waiting for you to share your voice and perspective! Get started today!

Buzz has Bachelor’s Degree in Communication Studies with a focus on Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. She is also a part-time HR consultant offering resume writing, basic management coaching, process improvement and compliance assistance services.

When not working or writing or researching, Buzz is a single mom with 2 young children living in North Carolina. She enjoys mindlessly watching television, spending time with friends and family, reading, eating and sleeping.

Read more of her writings, connect and contact her through her blog’s website: The Buzz on HR (www.thebuzzonhr.com)

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Social Media | Tags: , ,

Why it Matters

PSHR Contributor | May 18, 2012 | No comments

 

The plea is still out there for HR people to jump in and embrace Social Media. I’m sure that the constant barrage is no longer inviting, but annoying. I get it. When you’re reading something from someone you may/may not know, you feel a bit pressed when it’s always join, join, join.

I think I have something that may help you. . . context.

Social media is viewed by many as a great way to hear MY voice and people view it as ego driven. It is personal, but you need to see it more as a communication forum. There are people who love to talk just about themselves, but the real innovators in HR who thrive in social media understand it’s about others, the field and making a difference.

I’ve been watching the Company I work for, LaRosa’s, Inc., see what the best forum of social media works best. We have a Twitter presence, but we’re really embracing Facebook through our Company page. We use the page to promote items, gather feedback from guests and have interactions with them. It’s exciting to see us be proactive with this.

Sure, there are many forums to embrace, but the great example that my Company uses is this. . . find what works for you!!

The personal brand that you build through social media should always encompass and highlight the brand of your Company. Seeing them succeed will allow you latitude to grow yourself. I’ve seen this happen and it is powerful. The more people and guests who get to know LaRosa’s, Inc. because of my involvement in social media, the more exposure our brand receives. That will hopefully lead to more of you experiencing a phenomenal restaurant with a genuine family experience.

Being in active in social media matters because you can show how HR can be more integrated throughout all that your Company has to offer!!

Now, jump in!!
 

Steve Browne, SPHR – Unconventional Senior Human Resources Executive who is passionate about ALL things!! He incorporates culture, rock music and creativity into HR and is an unashamed practitioner who really digs the field, and the people, of the Human Resources community. Openly active in many social forums and connector of HR pros from around the globe!! 

You can connect with Steve on LinkedIn and on Twitter (@sbrownehr). He also has a blog called Everyday People. Check it out!

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Noodling, Social Media | Tags: , ,

It’s All So Clear…Wait…Who’s There?

PSHR Contributor | May 16, 2012 | No comments

 

Two years ago I started a professional journey into the strange and scary world of social media. I’m no genius, but it didn’t take one to see what was happening in the world of human resources: either get on board with social media or turn in your ID badge. Very simple.

Fast Forward
So here I am several years into this and I’ve come a long way. I’m constantly testing new applications, integrating social into my HR practice, and overwhelming….er….working with my team on social strategies every day. I’m feeling pretty satisfied with myself that I’ve taken the proverbial plunge and am still able to come up for air.

At least, I think I’m pretty satisfied.

Swing and A Miss
One of the scariest parts of the public world of social media (for me) is charging ahead and not being humble enough to make sure I get feedback on my blind spots. No, I don’t think I have any….that’s why they’re called BLIND SPOTS!

Have I created an environment where my team can feel comfortable telling me I’m off-base? Do my colleagues outside my organization know it’s okay to send me a note that says I missed the mark on something and know I won’t be offended? Do I ever stop and ask myself if I’ve done my due diligence before I launch into new territory (read here => Pinterest)?

It’s All On Me

I’m the only one who can control for those pesky blind spots on my social media journey. Since I can’t see them…I’m going to let you all know formally that I’d love your feedback when you see me stumbling around. I trust you…plus I hate stumbling.
 

Jay Kuhns is Vice President of Human Resources at All Children’s Hospital, located in Florida. He’s passionate about Human Resources, leadership, social media, coffee and hockey. You can follow him on Twitter, his blog, entitled No Excuses HR, or LinkedIn. 

Picture courtesy of perfectcustomerexperience.

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Noodling, Social Media | Tags: , ,

PSHR TV – Week 7

Victorio Milian | May 14, 2012 | No comments

 

We’re rolling along here on Project: Social HR! Check out my latest vlog to see what we’re up to this week.

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Uncategorized

Facing Down the Terrible, Horrible, No Good, Very Bad Day

PSHR Contributor | May 11, 2012 | No comments

 

One day recently, I hit the proverbial wall. It had started off badly, with me running late, my daughter determined to make me even later, along with two puppies who have a penchant for making gigantic messes, and a plumbing emergency. Did I mention that I spilled coffee all over me and my driver’s seat, and received two emails saying, “Thanks, but no thanks!” for positions I’d submitted to? All before 8:00am.

Being front and center in my mind, I honed in on the job search portion of my misery. I chewed on the fact that I’d applied for every job I could find where my skills and qualifications were a match (ok, and some that weren’t). I recalled all the phone calls, emails and networking I’d been doing, using every tip and trick in the book to get my resume noticed. When called in to interview, I came dressed professionally and ready to rock, having done my homework on the company and position. And yet, I was getting rejection emails hand over fist. I spent that day (and others too) wondering what I was doing wrong, replaying all the steps recently taken and second guessing every one of them. All I managed to do was undermine my confidence in my abilities as well as my enthusiasm for the HR profession. Yep, I was a real pleasure to be around.

I could tell it was going to be a Terrible, Horrible, No Good, Very Bad Day.

If you haven’t read Alexander and the Terrible, Horrible, No Good, Very Bad Day, please do. Yes, it’s a children’s book, but it’s got something to teach you, no matter who you are or where you are in life. It’s a simple story with an even simpler message. Everyone has bad days (even in Australia). Sounds pretty basic, and yet I know on this particular day I was HAVING THE WORST DAY OF ANYONE EVER.

As I ride the roller coaster that is job searching today, I had a thought: I’m going to approach more things, including my job search, using my inner 5 year old. No, this doesn’t mean writing my resume in purple crayon, or throwing a temper tantrum when I don’t get my way, and/or the job offer (well, maybe a little one, in the privacy of my home). What I mean is that I am going to stop internalizing and fixating on the things happening around me that I can’t control, and focus on the things I can.

It’s easy to get demoralized on the way to finding a new job. There’s lots of talk about the candidate experience (some good, mostly bad), and everyone knows that competition is fierce for the jobs that are available. It’s next to impossible to get feedback on how to improve as a candidate. None of which is under my control.

A 5 year old doesn’t care if you email or call him back, nor does he sit and ruminate over what he may have said or done that caused it to happen. Nope, he gets up and shakes the disappointment off before he heads to his next adventure without a backward glance. Just like (the new) me.

So I decided to stop fussing over black holes and unanswered emails, and focus on the items I can impact – building great relationships and building on my relevant skills, using social media as a way to do both. “Meeting” so many HR professionals on Twitter and LinkedIn has given me access to lots of best practices and lessons learned. It has allowed me to stretch my knowledge and get me out of my comfort zone. Having new connections who “get” the trials and tribulations of looking for work in the HR field is an added bonus, as I’m clearly not the only one dealing with the same challenges. Any journey is better when it’s shared, and social media makes it a little easier and a lot more meaningful.

The bottom line is this – every day is colored by the way in which we view the “stuff,” and the occurrences around us. Glass half empty? Time to reframe that view, fix what can be fixed and focus on what’s next instead of what’s behind you. So yes, it’s time to get over that Terrible, Horrible, No Good, Very Bad Day. The next great job can’t be too far away!

 

Pamelyn Eichelberger has over 15 years of progressive leadership and human resources experience with expertise in employee engagement, performance management and organizational culture.

She holds a certification as a Professional in Human Resources (PHR), attended Tufts University in Medford, MA, and currently lives in Tampa, Florida. You can find her on LinkedIn and Twitter.

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Newbie, Social Media, Uncategorized | Tags: , ,

SM Engagment – It’s Personal

PSHR Contributor | May 9, 2012 | 6 comments

 

Believe me when I tell you that I get it. Some of you reading this post are social media lurkers. What is that? Well, it’s someone who reads blogs, who follows Twitter chats, who likes pages on Facebook, but who chooses not to comment or engage in the dialogue that is happening in front of him or her. I get it; most of us have been there at some point in our social media experience.

Apprehension is a sense of anxiety over the belief that something unpleasant might happen to us. It is rooted in the uncertainties of things about which we know too little. Our imaginations are engines of the absurd; we take seemingly disparate bits of information and weave ridiculous narratives of chaos and pain. We create our own anxieties out of little knowledge, and almost no experience.  We do it to ourselves.

The Diabetes Online Community
I was diagnosed with Type 2 diabetes a year ago. For the past several months I have been lurking around the dialogue of the Diabetic Online Community (DOC). I subscribe to blogs, follow diabetics on Twitter, have liked diabetic Facebook pages, and have even followed a couple of Twitter chats. I learn from other diabetics every day. I have contributed nothing to the community – no blog comments; few tweets; and, no comments on wall posts. Despite my comfort with being active in social media concerning human resources and business, I find myself back in the role of a lurker.

It’s Personal
Since I was diagnosed a year ago, I’ve become a walking lab result, and a daily science experiment. The tips of my fingers are callused and littered with small, black dots. I’m the pretentious a-hole who doesn’t eat the cake and cookies at parties and staff celebrations – people notice. I’m getting used to it.

I thought that social media might be a good place to connect with others who have figured out the same diabetes things that I am experiencing. I’ve learned a lot from them. Yet, I sit here stuck. I’m lurking and not contributing.

2 Egos of Social Media Confidence
I’ve concluded that there are two egos associated with the willingness to engage in social media communities. The first is a confidence around the use of social media tools. It is the knowledge necessary to send a tweet, and to connect with others across different electronic platforms. This is a technical skill set which can be built quickly and easily. Getting a Project Social HR mentor will significantly bend the learning curve.

The second ego is personal. It goes to the root of who we are – it is our personality and our presence. It is the knowledge that we possess, and the wisdom that we are willing to share. It’s the humility to take risk, and to overcome the apprehension that we create in our own imaginations. This is the underdeveloped ego that keeps me lurking around the DOC dialogue.

I will continue to engage in the topics that I know well. Joining in conversations for the purpose of learning takes more courage. I suppose that it is time to start contributing to the DOC community. After all, my apprehension is likely a symptom of my overactive imagination.

What stops you from participating in online dialogue? Bonus recognition for anyone who leaves their first comment on PSHR!
 

William Gould, CEBS, SPHR is a human resources executive for an independent, community-based healthcare system in Minnesota. Before spending the last dozen years in healthcare administration and HR, he served some time as a law enforcement officer and administrator. He occasionally and sporadically writes at his HR Soot blog, and just about anywhere else someone is willing to give him a blank canvas. You can connect with him on LinkedIn, and on Twitter you can follow @wllmgould.


Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.

Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Noodling, Social Media, Uncategorized | Tags: , ,

PSHR TV – ‘The Value Is You’ Edition

Victorio Milian | May 7, 2012 | No comments

It’s week 6 here in PSHR Land. In this week’s vlog listen to me explain why who you personally should matter to you professionally.

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.


Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Social Media | Tags: ,

No Do Overs

PSHR Contributor | May 4, 2012 | 3 comments

 

When you venture into social media you should keep in mind that HR is always held to a higher standard and should be. Think about it:  we work with people at their highest and lowest points; we are the standard bearers of company ethics. It’s only right that we should be held accountable to the same standards or even higher. Once your credibility is shot you don’t get a second chance to rebuild it.

With that said there is no reason why we shouldn’t be able to participate in social media as many people do. It’s just that there are a few things I want you to keep in mind:

  1. Be prepared. Your tweets, blogs, status updates, etc.; will be scrutinized. Before you post something think about how it could be construed if someone read it at your company. Frustrated by an employee relations issue? Don’t post about it if the employee’s identity could be ascertained. You are running the risk of violating privacy and ethics rules. Rule of thumb: If your message could be misconstrued don’t post it.
  1. Don’t overshare. Your VP of sales can post a picture of a boozey happy hour, you probably shouldn’t. Rule of thumb: a picture of you drinking an adult beverage is no big deal, every other picture of you with an adult beverage (or doing shots) not so good.
  1. Make sure you understand how to use social media. Many people have gotten tripped up on Twitter, thinking they sent a DM (direct message) when in fact they sent a public Tweet. The result was not good. Rule of thumb: I don’t have a rule of thumb here; I’m still trying to work out Facebook’s privacy settings! In general I don’t post something unless it’s suitable for public consumption. Save your non-PC rants for your family!

I’m going to stop here now because I don’t want to scare you away. Being in HR and social media isn’t brain surgery, just use some common sense. You know your company better than I do so think about those boundaries before you post. Remember you never get a second chance to build credibility! Once it’s gone, it’s gone!
 

Melissa Fairman has 5+ years in HR across multiple industries and HR specialties. Her experience encompasses performance management, global HR systems, and other generalist work. Her passion is empowering people to help themselves in their careers. You can connect with her via her blog: HrRemix, Twitter @HrRemix, LinkedIn or email: Melissa.Fairman@gmail.com

Started in the Fall of 2010, Project: Social HR is a community in-the-making for Human Resource professionals interested in social media. The purpose of PSHR will be twofold. One will be to encourage and support HR practitioners’ growth in the use of social media (SM) tools and strategies. The second purpose is to provide a forum for diverse points of view on HR and business related topics.

What we’re looking for are Human Resources professionals who have opinions about what they do, how they do it and, through their content and connections, want to contribute to the advancement of the profession. You can do this by being a contributor to the PSHR blog, creating content to post on the site. Or you can be a part of the mentoring program, either as a mentor or mentee.


Want to be learn more about Project: Social HR? Then click here.

Want to get involved with the mentorship program? Then take this short survey!

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Category: Human Resources, Noodling, Social Media, Uncategorized | Tags: , ,
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