Men are from Mars and Women really are from Venus at least on Social Media

April 24, 2014

Texting-Each-Other

Let’s face it, communication in the workplace is key to a successful business. In as much as we like to think men and women are equal when it comes to collaboration, more studies are being done on gender and how it affects that very concept. A recent article by SSON discussed how men and women differ in their communication skills especially when it comes to social media. Social Media is no longer just a fun tool where we can waste the day Tweeting about our beloved cats’ next nap or Instagramming a drunk selfie or better yet updating our Facebook status from married to single to none of your business, it’s a MUST in today’s business environment. With that said, strategically identifying how employees approach projects makes a huge difference in the outcome of that project. According to SSON, many organizations today use “gamification” techniques to make the work environment more fun and interactive. Therefore, the same logic is now being applied to teamwork and communication.

I would say to check out the really cool graphics and charts online but I know we would all rather read the cliff note version instead (which so happens to be what somebody else already did) So here it is……

  • Men are more likely to use social media for business (27% vs. women’s 22%)
  • Women are more likely to use social media for sharing and self-help (65% versus men’s 53% for sharing; 37% versus men’s 30% for “how to” information)
  • Men prefer quick access to deals or information and are more likely to scan coupons or codes (56% versus women’s 39%)
  • Women are suckers for brands (71% will like or follow a brand for deals versus men’s 18%)
  • Men engage with car, sports, and action themes; women engage with real-life situations, pets and kids, and sentimental themes. Both genders react well to humor, value, endorsements, and aspirational themes.
  • on mobile phones, women use social networks more than men [57% versus men’s 47%]
  • Men read more news on mobiles than women (10% versus women’s 7%)

In a nutshell, before you send out your next communication on your favorite social networking site, internally in the office, or externally to clients, work related or personal, make sure your message is crafted in a way that best attracts the interest of the Mars or Venus citizen you are trying to reach.

  May Huffer

  Regional Sales Manager at HRchitect

  LinkedIn


Do You Know Your Company’s Online Reputation?

January 21, 2014

- What you don’t know can hurt you -

GOSSIPING

For years, experts have cautioned job seekers to monitor and control their social media presence to prevent potential recruiters and hiring managers from getting the wrong impression from reading inappropriate comments and seeing those horrible photos that friends just love to post. In today’s employment market, it has become equally important for businesses to be aware of their online reputation.

Just as shoppers rely heavily on online services before making purchases for anything from electronics to furniture, shoes or appliances, job seekers now have many sites available to research a company’s reviews, CEO approval ratings, salaries, interview questions, and competitors, in addition to searching job openings. Where (not so long ago) these sites were merely places for disgruntled ex-employees to vent, they now provide the social-media savvy jobseeker with a handy resource to learn the ins and outs of prospective employers.

Of course, as with any compilation of user-driven reviews, there will frequently be a certain percentage of overly negative posts. That said, it is important that a company is aware of the overall perception being created in the job market. Are salaries in the organization well above or below the averages for like job descriptions? Is the typical job approval rating significantly lower than the competitor? Not only are these possible indicators for your future recruits, they are also possible indicators for attrition within your current workforce.

While targeted to job seekers, staying abreast of the activity on sites like Glassdoor, Indeed, and CareerBliss can provide a company valuable insight and resources:

  • Employment Brand – postings provide real-time visibility into the market’s perception of your quality as an employer, along with the up and down shifts in momentum as your world changes
  • Cheap Advertising – as the popularity of these resources has soared with potential candidates, the ability to post basic job ads free, or the option for low cost “premium” ads, provides the company with an economical outlet for recruiting
  • Know Thy Enemy – if your information is out there, so is your competitors’. These public forums provide the opportunity to track their trending, providing an alternative resource to try to stay ahead of potentially damaging activities.

Some additional considerations when monitoring your company’s presence in these forums:

  • Oversight – Most sites have some level of oversight, but you should also moderate the feedback posted about your organization.  Many forums will allow the company to provide some level of input to flag inappropriate content, possibly removing it. Keep in mind – strong opinions (even when they are negatively addressed toward your company) are acceptable; grievous venting, inappropriate comments or false claims are not.
  • Avoid Head in the Sand – While it is not uncommon to see a disproportionate number of negative reviews from the disgruntled former employee ranks, do not completely discount the negative reviews. Look for common themes or an up-tick in the number or frequency of negative posts. You do not want to miss a potentially costly trend in the workforce.

As an employer, keeping abreast (or even taking advantage) of these resources can not only provide you with the opportunity to gain greater insight into your employee satisfaction, but can help with recruiting expense, control your online brand, and provide a source for always needed competitive advantage.

AnnastasiaBell

Annastasia Bell
Director of Implementation Services

Annastasia Bell has over 15 years of experience in business development and management, project management, data capture and analysis, process development, and implementation management. A seasoned workforce management professional, Annastasia has delivered WFM consulting services to organizations such as Anchorage School District, Fort Wayne Community Schools, Maple Leaf Sports Entertainment, and Western Financial Group. In addition to leading the workforce management team at HRchitect, Annastasia regularly speaks at industry events and publishes educational content related to her work in WFM.


The Second Day of theHRshow 2009 Provided Us With 10 Great Presentations

June 12, 2009

 

After many months of anticipation, planning, and buzz throughout the entire HR industry, theHRshow 2009 virtual event completed its second full day yesterday with ten different presentations:

 

  • Web 2.0 Recruitment Marketing
  • Managing a Global Workforce with Global HR and Payroll
  • Secrets to Building a Successful Social Media Policy
  • Leveraging Assessment Technology
  • Building a Performance Based Culture Despite Economic Cycles Using Talent Management Best Practices
  • Employer or Big Brother – IM’ing, Blogging, & Other Off-Duty Conduct
  • Managing HR Risk Through Workforce Planning
  • How Do I Motivate My Employees During an Economic Downturn?
  • Six Degrees of Separation – How Technology Changes the Landscape of Recruiting
  • Emerging Trends: Anticipating the Future of Work

 Day 3 will continue today with 8 great sessions throughout the day from leading experts in the HR industry.

 One of the many comments received from attendees to the show summed it up nicely:

 “Kudos to you and the rest of the HR Show planning team on a job very well done.  I think you’ve set the stage for others to follow your lead with providing insightful sessions in an interactive, engaging and creative manner.”

 The show is completely free, thanks to the generosity of HRchitect and our sponsors. All you need to attend is access to a computer with an Internet connection!

 HR professionals can visit www.thehrshow2009.com and select “Agenda” on the right of the screen to see a complete list of sessions. Simply register online for as many sessions as you’d like.

We’d also like to let you know that we are deep into the planning stages for theHRshow 2010, which is an on-site event that will take place February 4-5, 2010 in Frisco, TX. It will be the largest regional HR technology event in our industry and the one HR technology event you simply can’t miss!

 

 

Matt Lafata, HRchitect


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