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Why corporate America needs to embrace social media

Why corporate America needs to embrace social media

It is my pleasure to have Margo Rose with me today. Margo caught my attention over a year ago when I saw her omnipresence on numerous social media platforms. She is one of the most respected and well-connected individuals in the social media and human resource space today. She is a community leader, HR pro, social media advocate and entrepreneur. She began working in human resources over 25 years ago and has seen this field go through metamorphic transformation with an insider’s view.

Margo is the brainchild and CEO behind HireFriday, the job seeker community and social movement that brings job seekers resources to people, information, career best practices and networking opportunities. Putting her HR background to good use, Margo dedicates many hours of volunteer time to coach and instruct job seekers on interview techniques, cover letter and resume development, and follow-up communications.

Cyndy: Margo, you have such a long and varied career with most of it being in or around the field of human resources. What is it about human resources that keeps you interested?

Margo: (response) The way human resources and social network technology meet will pave the way to helping organizations becoming an employer of choice, build talent communities and leverage technology to acquire top talent.  The online communities that are engaging candidates will transform the way we recruit and do business. It’s always about them, not you. It’s not marketing…it’s engagement.

Cyndy: With the advent of social media, information seems to travel at the speed of light. Do you think this openness of transparency and immediacy is a benefit or hindrance to most businesses?

Margo: (response) The instant access to business leaders and thought leaders will change the way we meet, engage and greet the most important people in our industry. The instant access changes how we communicate at all levels. Conversely, it is incumbent upon the individual to clean up their digital footprint on Facebook, Google+ and Twitter.  As I say, “preface your status update with the invisible salutation, ‘Dear Employer.’  People can get fired, or not hired, based on how they communicate online.  The instant access behind the computer screen creates a false sense of security. Nothing is private on any social network. Ever.

Cyndy: Tell me how you see social media changing the business of human resources in the present and for the future?

Margo: (response) Social media will be the way we learn about and engage with our favorite brands, from everything from food and automobiles to big brands, jobs and colleagues.  It’s changing the way we do business, and now Facebook Pages are turning into online e-commerce store fronts.  People are looking for, and finding jobs, on Facebook, Twitter, LinkedIn and Google+. Social media is giving us the news as it happens.

Cyndy: How is recruiting different today as compared to 10 years ago, and do you believe these differences are having a positive impact on the process of talent acquisition?

Margo: (response) Everything is digital. Sourcing and developing talent pipelines are digital via Internet Boolean and semantic search. Gone are the index cards and yellow pages…company websites, tools and the entire methodology has changed. While social media recruiting is relatively new, we are now relying on online sources to source talent. We will always use the phone, and social networks help us find the contact information, build the relationship and leverage one’s online presence to “get” the meeting, and score call, or Skype meeting.

Cyndy: If you could tell an organization that does not have a social media presence three things to entice that company to develop a social presence, what would you say?

Margo: (response) Simple, will you be in business in 5 years? It’s an imperative to have a business brand presence online for inbound and outbound marketing, recruiting, sales, advertising and active grassroots engagement, and building strong communities.

  1. brand building
  2. developing at least one, but ideally many broadcasting channels
  3. connect with individuals to develop brand ambassadors and evangelists for free earned media and making their message go viral

Thank you, Margo, for a very informative conversation!

Margo owns HRSocial Strategy, and is the founder of HireFriday, and the popular Twitter #HFChat. She regularly interviews authors and thought leaders on Compassionate HR on blogtalkradio, and is a recurrent blogger on BrazenCareerist and her own blog HRMargo. She also serves as a presenter of the Nashville Social Media Club, has been named to the Top 100 Digital Media Influencers and 25 Influencers in Recruiting by HR Examiner, and named the “Social Networker of 2011” on blogtalkradio.com.

Cyndy began her career in Human Resource Communications on Madison Avenue in New York City over 12 years ago. Prior to that, she worked in corporate human resources as a recruiter and as a training and development coordinator. In addition, Cyndy has multiple years of media planning and account strategy experience at a management level from both the media and agency sides. She currently resides as the director and branch manager for NAS Recruitment Communications in Kansas City.

Cyndy holds a BA in psychology and mass communications and is currently matriculating towards a MA in psychology.

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18 comments

  1. What a silly article. And utter nonsense. Most of “social media” is a fad. The people that tout it the loudest are, coincidentally, the ones what make a profit off the consulting for it.

    Sure, have a twitter account if you must, and a linkedin profile. But a company won’t be in business in 5 years if they don’t have a social media presence? Please…

    Look at Apple. Not a single Facebook icon or other social media logo feces littered anywhere on their site.

  2. Good interview. I knew social media had changed things, but did not realize the depth of change and the future she envisions for more change utilizing social media.

  3. Very insightful – thanks for sharing. Instant access is changing everything, but I don’t think I realized how much before reading this interview.

  4. Social Media is here to stay on the personal, as well as corporate level. And it will only evolve. From branding and PR to human resources and beyond, savy businesses will continue to expand their Social Media efforts. Job applicants should keep this in mind, clean up their online presence and, in particular, make certain that their LinkedIn site is up-to-date.
    David Burke recently posted..Rules for Fools

  5. Good interview. Most important takeaway: “People can get fired, or not hired, based on how they communicate online.”
    Susan Critelli recently posted..Twitter Tip #6 – Use Twitter to Direct Traffic

  6. If this isn’t part of your plan as a business then you will surely fail sooner rather than later.

  7. The “Old School” approach of recruiting is taking second fiddle to the wave of not just the future, but how many businesses are doing it now. Great information!

  8. Great read and really enjoyed the comments as well. Ellen made some great points. Thank you for sharing.

  9. Margo, all fantastic advice, but in my opinion “cleaning up your digital footprint” is one that should resonate with job seekers. The ResumeBear blog has run several articles referencing Twitter, Facebook, etc., blunders from the employed and the searching. Thank you for your credible suggestions.

  10. “Nothing is private on any social network. Ever” are important words to remember. The more organizations rely on social media the more important it becomes to always be aware of the image you project.

  11. There must be controls on social media usage within a organization. Publicly traded companies need manage their released information. By having a planned media presence they can enhance their image. The flip side without a plan the wrong data could get out at the wrong time.
    As well the use of social media is a big time waster for companies it costs real dollars of productivity so beware.

  12. You either choose to stay ahead of the pack or you get consumed by the pack. So it seems to me One best get on board with Social Media Marketing that includes the BIG Corporations

  13. That is an impressive resume Cyndy. HR has changed quite a bit in the 5 years since I left it.
    Gary Gile recently posted..Will

  14. Thank you for commenting. @Laura, the journey of 1,000 miles begins with the first step. Read everything you can get your hands on, try different strategies, see what works, what doesn’t and we’ll help you figure out why. That’s what HireFriday is all about.

    One think I strongly recommend to candidates: download the job alert mobile apps to your smart phone. Location-based recruiting is the next wave in the recruitment industry.

    Likewise, candidates can, and should be savvy about how they can take advantage of the large companies that are smart enough to get on the job mobile app wave.

    Please participate in #HFChat. Each Friday, we engage experts in HR, Recruitment, and Career Development to facilitate a discussion that can open your eyes to new ways of job hunting online.

    If you are already on Twitter, that’s half-the battle. You can set up search alerts, and terms, and filters that will help you search the key words relevant to the position you want.

    Likewise, recruiters can do the same. Get a third party app like Tweetdeck, or HootSuite, and filter, baby filter.

    @Michelle, thanks for the positive feedback, you just made my day.

    @Ellen, you make some very good points. If you can learn to learn as I affectionately say, there are ways to use search engines to get around some of the road blocks.

    Not all social networks, or positions are great for recruiting and job search, but certainly it is a strategy that should not be ignored. Rather, leverage social networks to source and find jobs, recruiters, and candidates.

    It’s not going away, it’s here to stay.

    Best,

    Margo
    Margo Rose @HRMargo recently posted..Facebook Lovers, and Haters-The Open Graph Is Here! Here’s How To Make The Most Of It.

  15. Good article and interview.

    The challenge is corporations getting out of their own way.

    First of all, IT professionals are constrained and limited to one profile if continued employment is desired.

    Social media testing is encouraged but limited to anonymous usage by that IT pro.
    In other words, test, but don’t let us see you testing.

    Firewalls, Sarbanes Oxley, SEC, proprietary data, smart devices – keep them straight, keep pen tests current and discourage external participation on social platforms except those that are approved by and aligned with corporate governance.

    We want and expansive (internal) but limited (external) participation.

    Infinite numbers of stakeholders make it nearly impossible to achieve buy-in across the corporation. Social averse executives with little or no exposure to social platforms almost always need to be perceived as the executive experts in media they never use.

    Dishonesty, lack of transparency, stakeholders and shareholders will need to align before corporations will entertain social media seriously.

    The solution set is a simple 90 day action plan that structures a business cycle which allows corporations to achieve viable presence, attract talent and build competitive bench strength in the second decade of the new millennium.

    Not so hard to do. It requires corporate and political know-how that transforms the headwinds of rejection into acceptance.

  16. Great article, thanks for sharing Bob. I truly believe, everyone needs to have a presence somewhere, that’s why I started teaching social media to Toastmasters 3 years years ago at Toastmasters Leadership Institutes.

  17. There seem to be three stages that what one might call social media dinosaurs go through.
    1) It doesn’t apply to me – we’ll be fine going on doing what we’ve always done.
    2) Maybe we should be ‘doing’ social media but I wouldn’t know where to start.
    3) I’ll just go on sticking my head in the sand until extinction comes along and extinguishes me.

    Then there are those like me that ought, by virtue of their great antiquity, to be dinosaurs, but decide to jump in at the deep end and see what happens – there’s little to lose at this stage. You know what, the water’s lovely! OK, I may be doing doggy-paddle rather than the crawl, but it is absolutely rejuvenating!
    Laura Sykes recently posted..Well, Are You Your Brother’s Keeper?

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