During the final session of #HRevolution, Mark Stelzner presented the point that the HR social media crowd tends to mainly reinforce our own enthusiasm…

AMEN!!!

The goal, the future… the (hold on tight) CHANGE that we are going to see in this space will only be driven forward by everyone embracing a sense of inclusion.  Our efforts to explore the latest and greatest social media tools should be balanced with our desires to bring in the soon-to-be adopters – perhaps the hesitant-to-be adopters.

So, why should we?

In my humble opinion, social media, as it applies to HR has two apparent benefits.

1. Talent Acquisition
2. Learning

Let’s look at this closer…

Talent Acquisition

There is absolutely no doubt in my mind that companies can experience great benefit from engaging with their target talent markets within social media communities.  This approach reinforces like-mindedness and shared values… not to mention openness to accountability.  All values that will be increasingly important with potential candidates to your company.

The tools and manner in which companies are approaching candidates within social media is limitless.  Personally, I would advocate some balance and limits in this type of implementation – but, truth be told, every company will have to find their own style and approach.  Effort and energy aligned, it can be very successful!

Learning

The other great benefit for HR professionals in social media is the ability to learn and share with others within your professional space.  Collaboration, collaboration, collaboration!

Knowledge has never before been so easy to gain!  With thousands of HR peers currently socializing and sharing professional thoughts, you have a real opportunity to learn.  Jump in!

How Can We Move It Forward?

Getting started is simpler than you might think.  I’ve chronicled approaches in the past, but if I had to do so again (in a simple way), I would recommend at least starting up with Twitter to connect with HR pros.

So, here is a two-part step-by-step:

1. Go to Twitter – http://twitter.com
2. Set up your account – Choose a fun name!
3. Make sure you use a picture – a name with a face is important!
4. Make sure you put some thought behind your bio.

Now for connecting with others:

1. Perform searches for “HR”, “SHRM”, “HRevolution” and anything else that you think applies to your field.  If people include it in a Tweet (message sent out on Twitter), you can find it by searching from your Twitter home page.
2. Start following people who are interesting to you!
3. Ask questions and send out helpful Tweets.
4. Respond to people who Tweet interesting things!

These eight steps will not change everything… but, I can promise you that it will get your ball rolling forward.  If a more comprehensive explanation is desired, check out the video I put together for SHRM last year – a few things have changed with Twitter, but, for the most part, things are the same.

So, let’s get HR Tweeting!  Let’s, at the very least, expand the bubble!

How else would you recommend that we include the masses?

Photo Credit, Pink Sherbet Photography