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Social Media and Employee Communications

June 14-15, 2012
This event has ended. Click Enter Event to view the archive.
Social Media is the set of Web 2.0 tools that enable people to connect on a massive scale by reading, authoring and reacting to content developed by others. Powerful enough to fuel revolutions, the tools of social media can connect and enable employees to new levels of communication that enable productivity and alignment with business results.

Do you want that competitive edge in your professional space? Do you want to assert your knowledge of current HR topics, trends within your domain? Why not set yourself apart from your peers and get certified with and the Institutes for Human Resources (IHR).

The Institute for Human Resources (IHR), the certification and accreditation process arm of, has a program for you! Many HR professionals have a general HR degree or certification with a wide spectrum of HR functionalities learned. The IHR is the only institute that focuses on niche areas within Human Resources. A specialty certification increases your market value, adds value to your work experience, furthers your knowledge, and recognizes you as an industry leader and/or expert in the field.

Conference Webcast Schedule
Colleen Peck, IHR Facilitator - Social Media & Employee Communications/ Legal & Compliance - Managing Employer Risk(

Welcome to the Institute for Human Resources Social Media and Employee Communications! Thank you to everyone for your participation and support thus far in this great IHR Initiative. We are at the end of our first year – this event will be the last in our series of 4 and we are delighted with our attendees thus far. Find out what we have been up to and what we have accomplished these last few months. Join Colleen Peck, Community Facilitator for’s Institute for Human Resources Social Media and Employee Communications, as she takes a look at what has been happening within the Institute for Human Resources within the last few months. During this short 20 minute session Colleen will take a quick glance at the Institute for Social Media and Employee Communications thus far; review the certification program, have you signed up? Get an update on the hours accumulated to date. Find out what you have missed, and take a look at what is coming up for the following year. Throughout this session we will: • Introduce you to the Advisory Board • Introduce you to the Institute and the Certification program • Help you become an expert in Social Media and Employee Communications. Learn why this Institute is important to the Social Media and Employee Communications community and how you can contribute to its success. If you are new to the Institute for Social Media and Employee Communications, this introduction will cover not only our past accomplishments but explain why you should continue to participate and be a part of this community. For those with questions regarding the institute and its content this is your chance to share your ideas.

Julia Levy, Strategy and Solutions(Terra Firma Associates)

Social Media are no longer a “nice to have” when it comes your recruitment communications strategy. Candidates are spending an hour or day using social media such as Facebook and LinkedIn. According to a recent survey by Jobvite , 86% of jobseekers have a social network profile and 54% have used Facebook, LinkedIn or Twitter in their job hunt in the past year. As a recruiter, you want to be visible where candidates are spending their time.

Moreover, social media are now a proven channel for attracting candidates. Your peers are already reaping the benefits of social media with 89% saying that they use Social Media for finding candidates. (Source: CareerEnlightenment ). And these benefits are not just for graduates – we have experience of social media being effective for experienced hires as well.

As well as offering a way to help you attract candidates in a more cost effective way, social media can also offer insights that can help across the entire candidate journey – learning more what they think about your organisation and the hiring and onboarding process and what it actually feels like to work for your company – your Employer Brand.

However, social media throw up a huge number of questions – Which media to use? What to say? How to listen and to respond to realise the social dimension to its full and not just treat it as yet another broadcast channel? If you are recruiting internationally, how to use social media across countries where people may use different platforms or engage in very different ways? How to manage all of this when you are already busy from dawn to dusk (and beyond!)? This presentation will give an introduction to the use of social media for recruiting with an emphasis on both general best practice and also an international dimension. It will go on to lay out a roadmap that you can follow to help you build your organisation’s social media strategy.

It will be good for recruiters who are just starting to explore how social media can help them with their attraction strategies as well as more seasoned recruiters looking to expand their knowledge, particularly in areas such as the use of social media to recruit internationally and the use of metrics to evaluate the success of campaigns.

Grant Goodwin, President(All Roads Inc.)

How Thought Leaders can build a strong personal online brand to benefit themselves and their organizations.

You’ve heard it before: “Your people are your brand”. But are they visible online? And, if so, is their value evident to those looking to hire or be hired by them?

In 2012, prospective customers and employees no longer turn to nor trust the “company line” when it comes to the value of an organization. Instead, they seek the thoughts, ideas and solutions of the leaders of an organization when deciding whether to engage with it.

In today’s digitally connected and socially-exposed world, business leaders are increasingly expected to be visible and accessible online. But when the technology is not innate, when time pressures are ever-heavy, and when reputational risks are exponentially propagated, how does one go about protecting and promoting their best thinking online?

In this presentation, you will learn how key executives and knowledge-holders in an organization can develop and create a thought-leadership brand online that addresses the risks of personal and corporate exposure, while creating enormous opportunities for both individuals and their employers.

You’ll also learn how to manage what appears when people search for your name online, and how to turn that event into a great opportunity for you and your company.

We’ll show you how instructional content helps build an authoritative brand that creates enormous opportunities across the company, and how to capture and publish your best thinking and leverage it on social networks like LinkedIn and Twitter.

You’ll leave this webinar knowing the key components of the thought leader’s personal online brand and 5 actionable steps you can take to immediately begin protecting and promoting both your name online, and those of the key leaders in your organization.

Who should attend?

•       HR professionals who are looking to carefully build their names online.
•       Hiring managers who want to leverage the thought leadership of the company to improve their employer brand.
•       HR managers who are looking for innovative ways to increase retention at the executive level.

Attendees of this webinar will be offered free access to All Roads’ proprietary personal online brand assessment and recommendation engine: This tool assesses three important things: credibility in your industry, attitudes towards being online, and your current visibility on search-engines and social networks. The scores generated by the tool then drive personalized, actionable recommendations to help credible professionals make their mark online, one attainable step at a time.

The Do I Matter tool is also an excellent resource leading into the event and we encourage all participants to maximize their experience by completing the 5-minute assessment before joining us for the live webinar. For more information visit:

Here’s a look at what professionals have to say about our most recent webinar sessions:

“Thanks very much for an informative webinar. I learned a lot. And I was quite relieved to hear your point of view on Twitter and Facebook, as I have been wondering about their applicability to my online efforts. “

“A short message to say thanks for a most informative webinar. I've been concerned about my own ignorance of social media.”

“Thanks for the seminar, I found it very interesting! I took home many ideas that I have already started implementing. “

“I thoroughly enjoyed the webinar and will be putting a number of actions in place. I found it to be very practical and answered a numbers of questions that I was pondering for a while.”

Andrea Goldberg, Founder(Digital Culture Consulting)

In the past most organizations had clear-cut boundaries and roles were well-defined. While they had to be responsive to customers and employees, major decisions were left to management and communications with employees and customers were typically one-way. With the emergence of social media and non-traditional ecosystems, interactions tend to be two-way and change can be driven by any number of stakeholders, including employees, partners and suppliers.

In order to thrive in this environment businesses are deploying and using new social tools and taking advantage of the many new business opportunities. Organizations are evolving to be social businesses, which are defined as those that have the strategies and technologies that allow all parts of their ecosystems to be engaged, create value, form relationships and make decisions. Social business is the latest step in the evolution of business that began with the advent of the Internet and electronic communications. In these organizations work is accomplished differently and products and services are created and purchased in new ways. Since social businesses can adapt to their environments, they are well suited to meet the changing needs of their internal and external constituencies.

This presentation will provide an understanding of how the adoption of social media practices is creating organizational change and transforming organization to be more collaborative and transparent. Dr. Goldberg will point out the implications of social media on job design, virtual work, performance appraisals, recruiting, and leadership. Individuals will learn how to assess organizational readiness for social media and will learn the criticality of strategy development so that their organizations avoid the minefield of blindly adopting social media tactics. Metrics and assessment techniques that enable practitioners to understand the impact of these changes will also be discussed. Finally, examples will be provided of how practitioners can help organizations leverage social networks and act as change agents and help build brand equity.

Frank Faeth, Executive Coach(Faeth Consulting )

With apologies to Strother Martin and Paul Newman, who spoke the title in their 1967 movie Cool Hand Luke, I believe it does an excellent job of highlighting the communication failures between information technology managers and business managers.

More than ever, these two groups should be working more closely. Why?

1) With only 50% of all technology projects coming in on budget and with full functionality and features, the financial benefit of fixing the problem is significant.

2) Outsourcing and on-shoring have further complicated the relationship by invoking other cultures and more layers of management.

3) Change management is often given short shrift, yet it is the only way to ensure new technology is adopted by the business – this is a business problem that often falls to the technology organization.

4) Consumerization of IT has put technologists in an uncomfortable position because corporate IT is just not as simple to deploy and secure as consumer IT. It’s a fact. But the simplicity and ease of what consumers can do at home versus what they encounter at work requires a different and more understanding response from information technology organizations. The notion of ‘can do’ should become part of the corporate IT vernacular.

5) Virtual teams compound the problem – now both cohorts need to be more deliberate. Chance meetings in hallways and at lunch are no longer alternatives. Teams need to plan to speak and review plans and deliverables.

6) IT governance can help solidify the technology/business relationship through monitoring of deliverables and provide incremental funding only if business needs are met.

Information technology and business managers should communicate like good friends – easy, ongoing and open discussions, with no hesitancy to raise problems or offer praise. Let’s not forget that the phrase ‘failure to communicate’ was uttered in a chain gang setting.

Courtney Hunt, PhD, Principal(Renaissance Strategic Solutions)

Targeted primarily to “social recruiting” rookies, this webinar will provide an overview of how HR professionals, recruiters and hiring managers can and should incorporate social media and other digital technologies into their talent acquisition processes. It will begin with general guidance that recognizes there is no single set of practices, platforms, tools, or techniques that can satisfy every employer’s recruiting objectives, and that the best approach(es) will be determined by an employer’s unique talent management requirements and circumstances. Then, recasting the “recruiting funnel” to reflect new activities like social advertising, social sourcing, social assessment, and social screening, the webinar will address the new platforms, tools and processes that can be used at each recruitment and selection stage. Specific guidance will be given about the types of organizations and positions for which each activity makes the most sense, as well as who would typically initiate the activity and the process that would most likely be employed. To promote practices that enable employers to hire the best possible candidates in the most appropriate ways, specific guidance will be offered to ensure social hiring activities are both legally compliant and ethical. Finally, recognizing that Digital Era recruiting involves more than just sourcing and screening candidates via social media, the session will provide additional guidance for employers to enhance their effectiveness, including social benchmarking and living the candidate experience. Additional resources that offer more in-depth coverage and related guidance, including specific advice for managing Digital Era risks, will be provided at the end of the session.

Darrell Keezer, CEO(Candybox Marketing)
Mahfuz Chowdhury, Social Media Expert(Candybox Marketing)

Most businesses these days have Facebook Pages, but only a few build a following that helps their business succeed. In this webinar, you will learn from industry experts who have launched multiple successful Facebook Pages like GLEE and have caught international attention.

During this webinar, you will learn about the recent changes that Facebook has made to Pages, and how you can use these tools to help your company communicate a clear & consistent message to your followers.

Our webinar will cover both Facebook Page strategies & tactics to build a following, along with practical training on how to manage your page. Practical instructions will cover:

Setting up a Facebook Page – Find out how to actually setup your Facebook Page like a pro and understand how to manage a growing community. From customer service portals to email notifications, your setup is critical for your success.

Build a Following – Learn how Facebook Ads, mentions and share buttons can help you gain a following quickly without spending a large budget.

Engaging your Audience – Now that people are following you, what will keep them engaged? Learn how to build authentic communities without it overloading your schedule. Turn brand prospects into advocates with special promotions, offers and contests within your page.

HR Professionals who are interested in online communications, converting fans into sales, hiring online and connecting with brand advocates are encouraged to attend this webinar.

Find out what leading companies are doing with their fans, and how they convert fans into revenues and advocates.

Amid Yousef, Founder(TVShowHOW)

How to become the Company HERO by doing Social Media Right!
Come along on a journey to discover how you can use Social Media in Your Company for Employee communications, and how to make this move a profitable and enjoyable one. Topics you will LEARN are:
Trends, Implementation, Global Challenges, Effects of Social Media, Challenges, Best Practices and Lessons Learned, ROI.." />" wmode="transparent" type="application/x-shockwave-flash" allowfullscreen="true" width="560" height="315">

THINK of your company and yourself as a TV station… what would you do to get more viewers & grow your audience?
In this webinar: You are invited to come along on a Social Media journey, and I am honored to be your tour guide. Topics covered:
1- "trends" what's Hot and What's Not *Hint: Your MySpace Profile is not important*
2- "How To" Implementation. Only 5 Places matter today.. Facebook, Linkedin, Youtube, Twitter & Google+ (Not in that order) I will discuss why is the most important SOCIAL media is actually YOUTUBE… Think *TV*
3- What's Holding your company back? *Global Challenges*
4- What are the *effects of Social Media* on your company? What's on the table for you? Your Reputation, Your Brand, Your Profits, or maybe NOTHING!
5- How to do Social Media Right so you can have a wonderful experience and become the HERO in your company. Best Practices
6- ROI: I saved the best for last… P&G just let go 1600 people in the advertising department when they discovered SOCIAL MEDIA with their *Old Spice* Youtube campaign… How much savings? All those SALARIES and ALL that unspent ad budget… I now use OLD SPICE deoderant again after 25 years hiatus … Social Media Works!
Be sure to check out the Resources section for Pre- event learning and I will be glad to field questions too. Also, visit my profile to learn more on how to do Soical Media For Business...

Jo Dodds, Social Media HR Consultant(Counterpoint Matters Ltd)

Many organisations are still wary of social media and the implications of employees using it within, and on behalf of, the business. The business world has changed. Where previously large impersonal companies had all the power in the marketplace, smaller businesses with visible 'real' people are now coming through and taking a much bigger marketshare than ever before.

You've heard the phrases 'people buy people' and 'people buy from people who they know, like and trust'. The new social world allows us to connect with 'people' from companies as individuals and, more than ever before, it allows us to make decisions about buying from organisations based on what we think of their people and the relationship, albeit virtual, that we have with them.

'Talking' to the customer publicly on behalf of the business used to be what the marketing department did, when communication was linear and structured and controllable. Now there are public opportunities at all levels for relationships to develop between your employees and your prospects and customers. Your prospects and customers take little account of position and job role, they just want to connect with people who can help them to achieve their aims.

So, the challenge is for companies to create an empowered work force and a culture that enables employees at all levels to 'talk' effectively to customers on behalf of the organisation. They need processes, training and support in place to help employees to create relationships online as well as to help them to deal with potential customer service issues.

Before, happy customers would tell a few people and unhappy customers would tell a lot more. Now, with social media facilitating 'one to many' written conversations, customers can tell, and influence, many more people whatever their feedback, and it has more longevity.

Many businesses still believe that not getting involved in social media is a way to avoid dealing with negative comments posted online. Let's be clear: avoiding engaging with that information does not make it cease to exist.

In this presentation find out more about operating in the new 'social world', social customer care, why your business needs to be doing it and how to sell this concept into your organisation.

Lizz Pellet, VP Educational Sales(The Sourcing Institute)

Social media is changing the way we communicate. Facebook™, Twitter™, LinkedIn™ , Yammer, Yelp and blogs are creating unique opportunities and challenges for companies today and employers must decide how to interact with these ever-evolving venues. This presentation will address the benefits of using social networks and how a company can strategically build its social networks; how a company can build its brand on LinkedIn™, Facebook™ & Twitter™ and how these sites are being used by recruiters today; and how to incorporate the latest trends in social media to create a competitive advantage for your organization. We will look at how social media has created a fundamental shift in the way people communicate via real-time conversations online and determine if social networking really is any application or website that links communities of people together through the ability to upload and share media such as photos, videos and bookmarks, blogs, or to a message or link with friends, or to make new ones. Time to investigate some of the statistics and do some myth busting:

· Facebook claims that 50% of active users log into the site each day. This would mean at least 175m users every 24 hours… A considerable increase from the previous 120m.

· Twitter now has 75m user accounts, but only around 15m are active users on a regular basis. It’s still a fair increase from the estimated 6-10m global users from a few months ago.

· LinkedIn has over 50m members worldwide. This means an increase of around 1m members month-on-month since July/August last year.

· Facebook currently has in excess of 350 million active users on global basis. Six months ago, this was 250m… meaning around a 40% increase of users in less than half a year.

Sponsors for this event:

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