More Related Content Similar to Cotton candy, funnel cakes, and social (eubanks) (20) 1. Cotton Candy, Funnel Cakes,
and Social
Ben Eubanks
HCM Analyst
Brandon Hall Group
What’s on the menu for 2015 and beyond
2. © 2015 Brandon Hall Group 2
Learning & Development
Talent Management
Leadership Development
Talent Acquisition
Workforce Management
RESEARCH PRACTICES
4. Agenda
1. Social Influence
2. Recruiting
3. Onboarding
4. Learning
5. Talent
Management
6. What’s Next
7. Wrapping Up
© 2015 Brandon Hall Group 4
5. Who Cares?
© 2015 Brandon Hall Group 5
Social is people-powered
and people-centric.
And so is HR.
10. HOW ARE HIRING ORGANIZATIONS USING SOCIAL
TECHNOLOGY & MEDIA?
20%
45%
22%
13%
We do not use social
technologies for talent
acquisition
We use them on an ad
hoc basis with no set
strategy
We use them only for
select processes
We have a formal
strategy with clear goals
and KPIs
© 2015 Brandon Hall Group 10
13. WHAT IS THE GREATEST MISCONCEPTION IN
SOCIAL TALENT ACQUISITION?
Social
Talent
Acquisition
Facebook
Careers
Page
Jobs
Shared on
Twitter
Sourcing
on
LinkedIn
© 2015 Brandon Hall Group 13
14. Assessment
WHAT IS THE GREATEST MISCONCEPTION IN
SOCIAL TALENT ACQUISITION?
Ad Hoc
74% saw limited to no
improvement in their ability
to hire better talent
45% reported no or
negative impact on the
quality of candidates
64% reporting no or
negative impact on sourcing
costs
Formal Strategy
70% saw improvement in
their ability to hire better
talent
71% reported positive
impact on their ability to
recruit key demographics
59% reported positive
impact on reduced sourcing
costs
© 2015 Brandon Hall Group 14
15. © 2015 Brandon Hall Group 15
Organizations with a clear strategy
and KPI set were 315% more likely to
see a significant positive impact on
their ability to attract talent… and
244% more likely to improve ability to
connect with passive candidates.
24. Snapshot
© 2015 Brandon Hall Group 24
•70-80% of learning isn’t
in a classroom
•85% of companies are
using social to support
learning initiatives
•Formats: discussion
forums, expert
directories, learner
comments, social sharing,
feeds, etc.
26. Don’t Do This
© 2015 Brandon Hall Group 26
PM is an annual check-the-
box activity with a clearly
defined start and end date.
27. Do This
© 2015 Brandon Hall Group 27
Institutionalize PM as an
ongoing process – not
an annual activity with a
beginning and an end.
28. Don’t Do This
© 2015 Brandon Hall Group 28
PM is a top-down process;
only the employee’s
manager provides input on
what the employee’s
performance has looked
like over the last year.
29. Do This
© 2015 Brandon Hall Group 29
Engage peers and
subordinates in providing
performance feedback.
30. Don’t Do This
© 2015 Brandon Hall Group 30
Managers are not held
accountable to develop
their employees and are
certainly not incented or
rewarded for doing so.
31. Do This
© 2015 Brandon Hall Group 31
Hold managers
accountable for acting as
coaches to develop
employee strengths.
37. Case Study
© 2015 Brandon Hall Group 37
• Onboarding
• Learning
• Mentoring/TM
• Productivity
• Engagement
• Customer service
• Learner satisfaction
• Retention
38. Case Study
© 2015 Brandon Hall Group 38
• Talent mgt
• Workforce/HR
• Learning
• Relocation costs
• Transaction costs
• Employee turnover
• External training
39. Case Study
© 2015 Brandon Hall Group 39
• Coaching/TM
• 360° feedback
• Learning/dev
• Results mapped to initial
360° findings
• Results consistent across
senior and junior leaders
• Drove specific behaviors
44. 5 Low Cost, Low Risk Ideas
© 2015 Brandon Hall Group 44
Connect new hires with
people before starting
45. 5 Low Cost, Low Risk Ideas
© 2015 Brandon Hall Group 45
Allow employees to track and
include social/informal learning
into development plans and
PM process
46. 5 Low Cost, Low Risk Ideas
© 2015 Brandon Hall Group 46
Do an informal survey of
your people to find out
who your influencers are
47. 5 Low Cost, Low Risk Ideas
© 2015 Brandon Hall Group 47
Pick one difficult recruiting
demographic to focus on. Build
a plan/strategy and measure
your results vs the baseline
48. 5 Low Cost, Low Risk Ideas
© 2015 Brandon Hall Group 48
Incorporate a peer review
element into your performance
management process
Editor's Notes We cover topic areas that provide strategic insights for executives and practitioners that are responsible for learning, talent, growth, and business results within their organizations. Our focus is on ensuring continuous business performance. Our research practice areas are L&D, TM, LD, TA, and Workforce Mgmt. Story
Social-people powered, don’t ignore people connection. Tools tech process policy won’t make the ultimate fix.
Birth experience is people-centric. Key: Rapid Assimilation Chipotle Improve the people=improve the business It’s about bringing our future leaders and ld programs in line with what our businesses need from them https://membership.brandonhall.com/posts/873816-case-study-redesigning-new-hire-training-at-Philips
New hire training call center Hiring freeze and business needs conflict, driving innovative response Managers were BAD at communication. Communication and change management impacts
Not as an org chart but as a social chart
Onus not on new employee to create connections
Tin can api
