Hrmac iig 02 07-13 social media in the global workforce

Social Media
in the Global Workforce
February 7, 2013
HRMAC IIG Meeting
International Interest Group

Lead • Connect • Grow Inspiring Workplace Leadership

Program Agenda visit us at www.hrmac.org

8:30 – 8:35 am: HRMAC Announcements
8:35 – 8:40 am: Introductions
8:40 – 8:45 am: Social Media Statistics
8:45 – 9:05 am: Social Media Policy & Risks
9:05 – 9:15 am: Social Media Screening Validation
9:15 – 9:50 am: Social Media & Technology Usage
9:50 – 10:00am: General Q&A Session

Human Resources Management Association of Chicago 2
737 N. Michigan Avenue, Suite 2100 Chicago, Illinois 60611 312.981.6790 hrmac@hrmac.org

Presenters visit us at www.hrmac.org

• Brian Arbetter
Partner at Baker & McKenzie

• Jan Hertzberg
Managing Director at Grant
Thornton, LLP

• Don Kluemper, PhD
Asst Prof of Management,
Northern Illinois Univ

Panel Members visit us at www.hrmac.org

• Courtney Hunt, PhD
Founder, Social Media in
Organizations (SMinOrgs)
• Alexandra Levit
Business and Workplace Author,
Speaker, and Consultant
• Sabrina Baker
• Susan Avello
Co-Founders of Discovering
Social

Goals for Today visit us at www.hrmac.org

Provide an overview of 2012 Global Social Media
usage and awareness
Advance Knowledge for Social Media Policy
Country-specific legal issues
IT risks considerations companies need to be aware of
when developing social media policies
Is their validation with respect to using social media
screening for international recruitment and
candidate selection
Discuss how HR Professionals are (and should be)
communicating and networking via social media

How International? visit us at www.hrmac.org

• International social networking is entering a dramatic
growth phase. In 2013, users are expected to grow by:
 21% in Asia-Pacific
 23% in Middle East and Africa
 12% in Latin America

• As an example in 2012 - China's…
 Facebook-like Qzone – reached 600 million users
 Twitter-like Sina Weibo users doubled to 400 million
(Twitter 170 million Worldwide)
 LinkedIn-like Tianji – 10 million users, adding 250K+ / month
(LinkedIn 2.7 million users in China)

Facebook visit us at www.hrmac.org

• 1 Billion Users as of Oct 4, 2012
• 83% non-U.S.

Human Resources Management Association of Chicago http://www.checkfacebook.com/7

Linked In visit us at www.hrmac.org

200 Million Users as of Jan 9, 2013
63% non-U.S

East Europe/Russia
3M+
7M+ China
53M+
3M+
74M+
18M+
7M+
11M+
/South Am.
13M+
4M+


visit us at www.hrmac.org



“VK”BKohtakte

Qzone

China “Blockage” Policy

Orkut



Qzone (China) 69%

Facebook 67%

Bkohtakte "In Touch" (Russia) 65%

Twitter 51%

Google+ 49%

Orkut (Brazil - India) 38%

Xing (Barvaria "LinkedIn") 36%

LinkedIn 31%

TianJi (China "LinkedIn") Ushi (China “LinkedIn 2”)
“ Worldly Connections” “Outstanding Professional”
Human Resources Management Association of Chicago

Social Media Policy
Legal Considerations
Brian Arbetter
Partner at Baker & McKenzie
University of Chicago Law School


Legal Concerns visit us at www.hrmac.org

• Employee activity generates most legal
problems

• Typical personal interaction issues

• Group action concern

• Company image

• Company property

Privacy Issues visit us at www.hrmac.org

• Reasonable Expectations

• Password Cases

• Privileges

• US versus Non-US
o EU
o Asia-Pacific
o Latin America

NLRB and Termination visit us at www.hrmac.org

• Concerted / Collective Activity
• NLRB Rulings and Opinion Memo’s
• Recent DC Circuit Ruling Invalidating
NLRB
• Varying Determinations On Whether
Something Is Or Isn’t Work Related
o Compare BMW case to Virgin Air Case to
AMR “Facebook” Case
o Outside the US


Recruitment and Hiring visit us at www.hrmac.org

• Use of Social Media in Recruiting

• Use of Social Media in Screening

• Separating Decisionmaker from Process

• Compare to Outside US


Additional Issues visit us at www.hrmac.org

• Working Time versus Non-Working Time

• Defamation/False Statements

• Harassment/Discrimination

• Catfishing

• Ownership Fights
• Protecting Company Confidential
Information

Recommendations visit us at www.hrmac.org

• Enact a Social Media Policy
o US
o Globally
• Review all other related workplace policies
• Training, training, training
• Monitor the outside e-space
• Be clear in employment agreements and
related documents
• Normalize to local laws and cultures
around the world

Contact Info visit us at www.hrmac.org

• Brian Arbetter
Legal Issues For Social Media
• Partner

• Baker & McKenzie LLP

• brian.arbetter@bakermckenzie.com

• 312-861-3065


SOCIAL MEDIA
AND ITS ASSOCIATED RISKS
Jan Hertzberg
Managing Director of IT Audit, Cybersecurity,
Privacy at Grant Thornton, LLP


Risks and Concerns visit us at www.hrmac.org

How concerned is the company about
potential risks of social media?

We are very concerned 11%
We are concerned but believe
38%
risks can be mitigated or…
We are aware of the risks but
25%
believe benefits far…
We don't believe there are
22%
appreciable risks
Other 4%

737 N. Michigan Avenue, Suite 2100 Chicago, Illinois 60611 312.981.6790 hrmac@hrmac.org Source: Grant Thornton/Financial Executive Institute Surv
Page 9

Capability Elements visit us at www.hrmac.org

• Formal policies on intent, prohibitions, processes and consequences
o Created by the executive team and
o Ratified by the board of directors
• Specific roles and responsibilities for posting, monitoring and responding
• Training for all employees and selected contractors (required to enforce
policies)
o Everyone needs to know the policies
o Role specific training in addition for those engaged in the role
• Workflows and performance measures for the following:
o Content creation, publication, expiration and removal
o Incident response(s)
o Measures of success and triggers for action
• Monitoring tools
• Evaluation, feedback and continuous improvement
Page 20

Compliance Policy visit us at www.hrmac.org

Marketing is most often responsible for monitoring the social
media policy
Who monitors compliance with social media policy?
No one

17% Marketing/Public Relations
1%
43% Compliance Department
3%
7% IT

8% Chief Risk Officer
Business Development/Sales
21%
Other
Responses do not total 100% due to rounding
Source: Grant Thornton/Financial Executive Institute Survey

Page 21

Risk Assessment visit us at www.hrmac.org

Governance Processes

Corporate Compliance Operational Project
Governance (Reg/Leg) Governance Governance

Execute
Social Media Risk
Social Media Assurance and Risk & Control Report
Risk Assessment
• Regulatory compliance
Special Projects / Follow-Up
(Risk • Social Media technology
assessment and integration
and Multi Year Risk Plan & • Governance and Policy
Audit Plan) Follow assessment
Assess- Execute Report
Up • Practices review
ment Audit

Manage the internal audit

Stakeholder People Financials Regulatory Timelines Communi-
Expectations Requirements cations

Page 24

Contact Info visit us at www.hrmac.org

Jan Hertzberg
Midwest IT Audit, Security and Privacy
Solution Leader
E jan.hertzberg@us.gt.com
T 312-602-8312

Page 26

Social Network Screening
Donald H. Kluemper
Ph.D.
Northern Illinois University


Microsoft Study 2010 visit us at www.hrmac.org

• HR professionals reviewing online information when
screening candidates U.S. U.K. Ger. France
79% 47% 59% 23%
• Include social network sites 63%
Reasons for rejection
 Inappropriate comments 56% 57% 78% 32%
 Unsuitable photos 55% 51% 44% 42%
 Poor communication 27% 41% 17% 42%
 False information 30% 36% 42% 47%
• Company policies requiring online searches
75% 48% 21% 21%
• 85% indicate positive online reputation influences decisions

Screening Issues visit us at www.hrmac.org

• Privacy • Generalizability
• Discrimination • Impression
Management
• Negligent hiring
• Applicant
• Validity
reactions
• Reliability
• Utility


Approaches visit us at www.hrmac.org

• Personality assessment
• Biodata
• KSAO’s: Knowledge, skills, abilities,
and other job relevant characteristics
• Person-organization fit.
• Disqualifying information


Best Practices visit us at www.hrmac.org

Develop a social screening policy, evaluating pros/cons
• Policy may discourage use
• Screen some SNWs but not others (LinkedIn vs. Facebook)
• If conducting SNW screening, incorporate the following:

1. Require informed consent 6. Use multiple screeners
2. Discourage covert tactics 7. Use the same screeners
3. Verify the accuracy of 8. Outsource / insource
information gained 9. Conduct at the end of the
4. Base SNW screening on hiring process
job analysis 10. Train raters
5. Develop a standardized 11. Conduct a validation study
instrument

References visit us at www.hrmac.org

Non-empirical
• Kluemper, D. H. (In press). Social network screening: Pitfalls, possibilities, and parallels in employment selection.
Advanced Series in Management. Tanya Bondarouk and Miguel Olivas-Lujan (Eds.). Bingly, UK: Emerald Group
Publishing Ltd.
• Davison, H. K., Maraist, C. C., Hamilton, R. H., & Bing, M. N. (2012). To screen or not to screen? Using the
internet for selection decisions. Employee Responsibility and Rights Journal, 24, 1-21.
• Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2012a, August). Using social media information for
staffing decisions: Some uncharted territory in validity research. Paper presented at the Academy of Management
Annual Conference, Boston, MA.
• Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2012b, August. Social media and employee
selection: Literature-based expectations of adverse impact. Paper presented at the Academy of Management
Annual Conference, Boston, MA.
Empirical
• Kluemper, D. H., McLarty, B. & Rosen, P. What can LinkedIn tell us about potential job applicants?: Exploring the
relationship between individual characteristics and LinkedIn use. To be presented at the Society for Industrial and
Organizational Psychology meeting, April 2013, Houston, TX.
• Kluemper, D. H. & Rosen, P. (2009). Future employment selection methods: Evaluating social networking
websites. Journal of Managerial Psychology, 24, 567-580.
• Kluemper, D. H., Rosen, P., & Mossholder, K. (2012). Social networking websites, personality ratings, and the
organizational context: More than meets the eye? Journal of Applied Social Psychology. 42, 1143-1172.
• Sanchez, R. J., Roberts, K., Freeman, M., & Clayton, A. C. (2012, August). Do they care? Applicant reactions to
on-line social networking presence checks. Paper presented at the Academy of Management Annual Conference,
Boston, MA.
• Siebert, S., Downes, P. E. & Chrostopher, J. (2012, August). Applicant reactions to online background checks:
Welcome to a brave new world. Paper presented at the Academy of Management Annual Conference, Boston,
MA.

Social Media and Technology Usage
Discussion Panel
How HR Professionals are (and should be)


Courtney Hunt visit us at www.hrmac.org

• PhD, Management from UNC
• Principal

• Founder and Community Manager
 Social Media in Organizations (SMinOrgs.net)
 Global Center for Digital Era Leadership

• Sought-after speaker on Social Media
• Published, white papers, articles and book chapters.


Alexandra Levit visit us at www.hrmac.org

• Business Author, Speaker, and Consultant
• Regularly featured in outlets including

• Money Magazine's Online Career Expert of the Year
•
• Books include
 They Don't Teach Corporate in College
 How'd You Score That Gig?
 MillennialTweet

Susan Avello visit us at www.hrmac.org

• Co-Founder Discovering Social
• Speaker at numerous conferences on Social Media
and the use of Technology in the workplace
• 2011 Illinois Most Influential Women in Business
by the Daily Herald Business Ledger and National
Assoc. Women Business Owners

• 2012 IL SHRM Conference Social Media
Chair Person


Sabrina Baker visit us at www.hrmac.org

• Co-Founder Discovering Social

• 11 years as Corporate HR Professional
 Retail, Healthcare and Marketing

•

• 2013 Illinois State Council SHRM
Conference Director


Panel Members

Courtney Hunt, PhD Alexandra Levit
RSS / SMinOrgs Author, Speaker, and
Consultant

Co-Founders
of
Discovering Social

Susan Avello Sabrina Baker


Questions?


Courtney Susan Sabrina Alexandra
Hunt Avello Baker Levit

Brian Arbetter Jan Hertzberg Don Kluemper

International Groups visit us at www.hrmac.org

Human Resources Expat Network Linked:HR Global
Professionals Worldwide 44,500+ 13,000+
49,000+ members

Human Resources Asia HRcommunity | Global Global Mobility &
9,000+ 8,500+ International HR
8,000+

Global Human Resources,
Global HR Network HRM-World
Recruiters, and Consultants
7,000+ 2,500+
Network
2,800+

Goals Review visit us at www.hrmac.org

 Provide an overview of 2012 Global Social Media
usage and awareness
 Advance Knowledge for Social Media Policy
 Country-specific legal issues
 IT risks considerations companies need to be aware of
when developing social media policies
 Is their validation with respect to using social media
screening for international recruitment and
candidate selection
 Discuss how HR Professionals are (and should be)

Recertification Credit visit us at www.hrmac.org

This event qualifies for either 1.5 Hours of
GPHR or General Credit
Be sure to pick up a
Certificate of Attendance to get the
Program ID Number


Resources visit us at www.hrmac.org

• http://www.checkfacebook.com/
• http://www.slideshare.net/SMinOrgs/impact-99-
closing-keynote
• http://www.sminorgs.net/
• http://www.alexandralevit.com/
• http://discoveringsocial.com
• http://www.microsoft.com/privacy/dpd/default.a
spx

In Memory Of visit us at www.hrmac.org

Pamela Wilder


IIG Committee visit us at www.hrmac.org

Jennifer Conti (Co-chair) Betty Flasch (Co-chair)
Brian Arbetter Maureen Longoria
Mark Avallone Beth Penfold
Dean Kepraios Leticia Pickens
Michelle Kristula Green Michelle Tasevski

Special ‘thank you’ to our host: Baker & McKenzie
Especially Katie Healy


Please note next
International Interest Group Meeting:
How HR handles/prepares for:
Recessions; Depression and other
Economic Factors / Crisis management
May 9, 2013
McDonald's Hamburger University
2715 Jorie Blvd, Oak Brook, IL

Hrmac iig 02 07-13 social media in the global workforce

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