SocialHRCamp Boston Sessions (December 5, 2012)

How do you dip a toe in with social if your organization is highly regulated? (This might be regulation by industry, or maybe even just by an executive team that doesn't believe in social.)

This session will look at what baby steps an organization can creatively take to build brand awareness and reach job seekers in the social networks. We will also look at how to build the business case for approvals internally.

How are people using Big Data to land big talent?

With video becoming ubiquitous to recruiting, it's unlikely that most departments will have the budget to keep making professional quality videos for employer branding. This session will condense my four years at USC's George Lucas School of Cinema-Television and five years entertainment industry experience into one quick overview of the basics of video pre-production, production, post-production and marketing.

Posted by Jeff Waldman (@JeffWaldmanHR) This session will look at what social recruiting is and is not. We will talk about some of the mainstream social media platforms that will enable recruiters and HR professionals develop new channels for talent attraction. We will also talk about what the role of social recruiting is, other than to attract new talent to your organization. It's important to understand the broader principles and implications of engaging with prospective talent using social media platforms.

We hear it all the time now: entitled, lazy, no sense of responsibility, zero work ethic, always looking to gadgets to find a better way… Yes, that is what the “greatest generation” said about my generation, Baby Boomers, as we entered the workforce in the 1960s and 1970s. And, of course, that is what Boomers and GenXers say about Millennials now.

In this session, we’ll discuss how to break through generational stereotypes to evaluate the individual’s strengths and ensure a good match to culture – regardless of birth generation. We’ll also discuss focusing on commonalities, rather than our differences, in order to better serve the organizational mission.

OK so you don't get it. Why does everyone use the social networks?

Facebook? I don't need to know that you just went to the bathroom.

Twitter? It looks weird. And how can you say anything in 140 characters anyway?

LinkedIn? Sure I use it to hire people, but what good is it for me?

Pinterest? Google+? Who has the time?!?!?!

You aren't the last person who doesn't understand why people are using these networks. There are others. They may not admit it... but there are! Join this discussion to learn the basics about each network. Not even for work, for play! Because if you don't understand why each of these platforms are valuable, it's harder to imagine why you would adopt them for reaching and engaging job seekers.

Don't be left behind!

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How has looking for worked changed now that social media is around. Are references still as relevant when everything is a Google search away? What does that mean for employers & job seekers?

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We all know that social media and technology has become a 'must have' in the talent attraction process. But how can companies apply those same principles to their internal communications programs to drive next-generation talent engagement, and remove the barriers traditional communications have introduced?