NEHRA News

For recruiting, they use these social media: LinkedIn (78 percent), Facebook (55 percent), Twitter (45 percent), blogs (19 percent), and YouTube (14 percent).

Social media is also used as a branding tool. Tri-branding means using social media to link product and employment brand, and to get customers to sing your praises or live your brand.

When I work with new clients, I first help them define who they are. Why do people stay with their company? Why do people want to work for their company? Who are their stars? What are the common behaviors and traits their stars possess? I often ask them: "What do BMW, Apple and Southwest Airlines have in common? They are exceptional at linking employment and product brand. Apple hires the most creative people to make the most creative products. BMW hires people who are driving enthusiasts to build the ultimate driving machine. Southwest Airlines hires people who have fun in their DNA.

These three companies also excel at tri-branding. Beyond linking product and employment brand, they also get their customers to be brand ambassadors. For instance, I'm a Droid user, and I continue to be surprised at the number of iPhone friends who take delight at "trumping" my Droid apps with their own Apple apps. They're actually living the Apple brand.

To drive your tri-branding efforts, leverage social media in two key ways:

• Branding. Leverage social media to boost brand, to tweet, post, and blog job openings, and to share what a great place your company is.
  
  
• Communicating. Boomers, Gen X, and Gen Y communicate differently. To engage and reach Gen Y employees, you need to speak their speak. You need to be sending text messages, tweeting, generating video pods to reach them.

Many companies fear the realistic downside of social media (employees saying the wrong thing, badmouthing the employer, inadvertently sharing private information). But if you want to engage and communicate with this generation, you must embrace social media by creating your own YouTube channel where your Gen Y employees articulate your firm's values. Have your employees join LinkedIn groups to share job opportunities and become your brand ambassadors. Hire people who are connected, and branding will be a chance to involve and engage your most socially connected employees.

 

About the Author:

Bob Kelleher has over 30 years as a Human Resources professional . Prior to founding the Employee Engagement Group, Bob was the Chief Human Capital Officer for AECOM, a fortune 500 global professional services firm of 45,000 employees. Bob has delivered this program to over 50 individual teams and thousands of team members and leaders resulting in hundreds of actionable business and performance improvement initiatives that resulted in positive change.

Bob is the author of the critically acclaimed book, Louder than Words - 10 Practical Employee Engagement Steps . . . that Drive Results. He has presented to and conducted training for many global companies, including Shell, NStar, TJX, Fidelity Investments, Unocal, Beacon, Balfour Beatty Construction, Millipore, Lawson Software, VHB, and BAE Systems. At the 2011 SHRM International Conference, he had the highest attendance for any speaker in his time slot. Participants at Bob's event's consistently rate him an average 4.8 out of 5.

 

 

 

Our Annual Diversity and Inclusion Dinner is a unique event that honors individuals, such as Frank X. McCarthy (NEHRA's 2011 Diversity Champion), and organizations who have dedicated their time, effort and resources to making the work environment a more inclusive and therefore more productive place to be.

If you know of an individual or company that deserves this award, nominate them today by CLICKING HERE.

Thank you for your nominations!

 

To determine the "2011 Best in Leadership Development Ranking", the magazine connected with over 1,000 companies (including BNY Mellon Asset Management) known for an emphasis on developing leaders.  The magazine noted that the quality of the Leadership Development program for those companies on the ranking list is directly related to the quality of the current program leadership; Dave is Program Director for BNY Mellon's Leadership Development Program.

Congratulations Dave!

 

• To become a fan of NEHRA on Facebook, CLICK HERE.
  
• If you are already a member of LinkedIn, CLICK HERE to join the NEHRA LinkedIn Community!

If you are not already a member of LinkedIn, you will need to follow the easy steps to create your profile. Once your profile is completed you can follow the steps below to become a member of the Northeast Human Resources Group.

• Find the tab for "Groups" on your home page and select "Group Directory."
• Use the search function in the upper right and type in "Northeast Human Resources Association."
• Click on "Join this Group."
• This will bring you to a description of the group and you will be asked to make selections about your preferences for display the group logo on your personal page.
• Enter a contact email address, a digest e-mail address, delivery frequency, announcements and messages.
• Once you have made these choices click the button "Join Group."
• Your message will come to the NEHRA Group Administrator to verify membership and approve you for the group.

To Join a Community Forum Subgroup on LinkedIn

• Once you are a member of the Northeast Human Resources Group, select "Subgroups."
• Select all the groups you are interested in joining.
• Your request goes to the NEHRA Group Administrator for approval.
• You will receive a message that you are a member of this subgroup and you can begin to read and post information on the Subgroup page.

Current NEHRA Subgroups

• Learning and Development Community Forum
• Diversity and Inclusion Community Forum
• Consultants Community Forum
• Small Business HR Community Forum
• HR Technology Community Forum
• Talent Acquisition Community Forum
• Flexible Workplaces Community Forum

 

It will also ensure that your information is correct in the Member Directory. Once you log in, go to the "About NEHRA" tab and select Membership Directory and then click on Update my Membership Profile.

While you are updating your profile, you might want to consider joining one of the Community Forums or adding your name to one of the Listservs. An updated profile and connecting to one of the NEHRA Communities is a great way to maximize your membership and create your personal network.

If you need help with this process please do not hesitate to contact Carole Edson, Director of Membership, at cedson@nehra.com.

 

Liz's email address is epicardi@nehra.com.

 

 

 

The CWSP enables all students to earn the majority of their tuition by working in entry-level, clerical positions in a variety of companies. All student workers complete a comprehensive Summer Training Institute in August participating in workshops such as: Phone Skills, Filing, Internet Safety, Excel, Taking Initiative, Business Etiquette, and Business Ethics. The students take great pride in their work and feel a true sense of accomplishment when they help their companies to accomplish mission-critical work. The students work in a wide-range of positions including bank tellers, HR assistants, IT assistants, and more.

The companies or Employment Partners benefit by outsourcing a full-time, entry-level, professional job to one team of four students who share the job.  The NDHS student workers are an innovative resource that enables organizations to increase their diversity and to make a real impact on the workforce of the future without adding to their roster of full-time employees. Many Employment Partners really value the energy that the student workers bring to their companies.

As NDHS continues to grow, the CWSP seeks additional Employment Partners for our students.  To learn more about the CWSP and how it can benefit your company, please go to www.ndhslaw.org/corporate-work-study-program.