Why is everyone all atwitter about Twitter? Try almost 23 million unique visitors in June alone. Smart HR managers and employers are now using the popular microblog site -- along with others like Facebook and LinkedIn® -- as an inexpensive and accessible way to feed the talent pipeline.

But "tweet" with caution when scouting for talent. There are rules to follow when using blogs, social networking sites, and other technologies as recruiting tools. If you break the rules, your organization could end up in court.

Learn legally sound strategies for using social media to find top talent and how to incorporate blogs and other online tools into your workforce training programs by participating in this extended Web seminar.

HR' s Social Media Virtual Summit: Legally Sound Strategies to Attract and Retain Talent DVD is just $897. Get all the training of an off-site seminar, for as many staff members as you choose, at a fraction of the price.

Participate in this virtual summit and in just one day you'll learn:

• How to use social media tools to develop an online identity that attracts (and retains) the most desirable job candidates
• The new legal challenges associated with social media recruiting and how you can minimize your organization's liability
• How you can use podcasts and video to train your employees and allow your employees to work online in a secure environment
• How to protect your organization from litigation surrounding employee usage of social media tools -- at work and after hours
• How to select the right social media tool for your organization’s business objectives

PLUS:
You'll have time to get answers to YOUR questions on using microblogs, wikis, and other online media tools when you participate in this extended Web seminar.

HR' s Social Media Virtual Summit: Agenda

Session 1:
Locate the Right Talent Using Social Media
To recruit today’s “A” level job applicants, HR professionals must do a better job of marketing their organization’s unique employment brand. The good news for HR is that social media has made this type of strategic recruiting easier than ever before. This session will discuss how employers are using a variety of social media tools to develop an online identity that attracts (and retains) the most desirable candidates.

Key Learning Objectives:

• How to use the social networking site LinkedIn® to target candidates with the right credentials and stop wasting time with an overflowing pile of unqualified applicants
• Why everyone’s all a twitter about Twitter. How to effectively use mciroblogs as an inexpensive and accessible way to drive recruits to your website
• How to use RSS, alerts, and watch lists to monitor what’s being said about your organization online, so you can act when necessary and track the success of your social media efforts
• Key features for jazzing up an Internet home page or recruiting site and why they matter now more than ever
• How to use online video to generate excitement among potential hires, leading to improved on-boarding and retention
• A new HR skill set: How to market your organization’s brand to potential hires using social media channels
• Social Media Lab: With this session, we’ll go behind the technology and show you how to build from two of the most popular social media tools used for recruiting talent: a social networking page and a Twitter account.
• Speakers: Molly DiBianca, James D. Lynch, and Jerry Stevenson

Session 2:
Legal Trouble Spots to Avoid When Using Social Media for Recruitment
Social media has dramatically changed the way HR managers select talent. However, there are rules to follow when using blogs, social networking sites, and other technologies as recruiting tools. In this session, we’ll review the new legal challenges associated with social media recruiting and what employers can do to minimize their liability.

Learning Objectives:

• The laws that place limits on online background searches
• A detailed procedure that can be employed in any organization to best protect against future claims
• How to determine what online information is and is not relevant to hiring decisions
• Search methods least likely to generate dangerous information about candidates
• Policy Focus: We’ll also use this session to discuss approaches for developing policies that govern your recruiting staff’s mining of online information.
• Speaker: Molly DiBianca

 

Session 3:
Take Employee Productivity and Communication to New Heights With Social Media
In tough economic times, strong internal communications can mean the difference between a company’s failure and success. A workforce that feels disconnected from management, anxious about their job security, and unsure of their business role can lead to disastrous results, minimizing the organization’s chances of surviving a turbulent economy. In this session, you’ll see how various social media tools are playing major roles in rejuvenating employee communication, their commitment to the organization, and their understanding of senior management’s business strategy.

Key Learning Objectives:

• How a workplace wiki can be used for improved team collaboration, even for employees who work from home or telecommute
• Effective approaches for adding social media to an existing intranet or employee self-service site
• Examples of how social media can enhance benefits communications
• How to use an employee-run blog to discuss and develop solutions to the company’s business challenges
• How an employee group on a public or company-run social networking site can increase workforce engagement
• How online video can be effective in communicating key messages to employees
• How to engage employees in the company’s business strategy with podcasts, blogs and social networking sites -- from the senior management team
• Social Media Lab: In this session, learn how to build a wiki that will allow your employees, regardless of location, to work with one another in an online environment that’s fast, secure  -- and smart.
• Speakers: Molly DiBianca, James D. Lynch and Jerry Stevenson

Session 4:
Energize Workplace Learning Using Social Media Tools
Learning is a social exercise, so it only makes sense that companies are beginning to incorporate social media into their workplace learning strategies. This session will review how blogs, microblogs, and other tools are turning workplace training programs into dynamic learning experiences where employees are learning and sharing knowledge with their peers.

Key Learning Objectives:

• How to incorporate a company-run blog into your leadership development program
• How to use a social networking site as part of your on-boarding process
• How companies can use podcasts and video to train employees
• How to use social networking sites to boost mentoring programs
• Ways to turn Twitter into a quick, effective micro-training program
• Speakers: James D. Lynch and Jerry Stevenson

Session 5:
How to Create Social Media Policies That protect Your Organization From Lawsuits and Other Trouble
Blogs, social networking sites, and YouTube™ videos all sound (and look) pretty cool. But before you dive into the social media pool, beware of the deep end that’s fraught with lawsuits and other legal trouble. Learn the critical role that HR must play in navigating employees away from these legal dangers during work hours -- and why it’s just as crucial to pay attention to employees' social media habits after they’re off the clock.

Key Learning Objectives:

• Examples of “social media experiments” that have taken a turn for worst
• The legal risks associated with employees posting content on a company-run blog or social networking site
• What you should do if you stumble upon the company logo on an employee’s personal Facebook page
• Actions that employers can take to protect proprietary information and sensitive employee information
• How to protect your organization form litigation surrounding employee usage of social media tools -- at work and after hours
• The risks of monitoring an employee’s personal social media habits and the limits to observe to avoid legal trouble
• Policy Focus: We'll show you best-practice examples of company policies that help employees understand the “rules of engagement” associated with workplace social media tools.
• Speakers: Molly DiBianca and Jerry Stevenson

Session 6:
Developing an effective HR social media strategy
In order to maximize social media’s potential as recruitment and productivity tools, you must know how to select the right tool that makes sense for your organization’s business objectives. In this session, we’ll help you choose the right social media tool and how to make the business case to senior leaders for adopting this new technology.

Key Learning Objectives:

• What do you really need? How to determine the right social media tools that will support your HR goals
• How to incorporate employee needs into your social media strategy
• How to make the business case to IT and the C-Suite for adopting social media tools in language they understand
• How to determine whether your social media efforts are paying off
• Speakers: James D. Lynch and Jerry Stevenson

Session 7:
Get Your Questions Answered:
In this last segment, you’ll have an opportunity to pose your questions to our expert faculty live via e-mail or Twitter.
Speakers: Molly DiBianca, James D. Lynch, and Jerry Stevenson

Your Workshop Leaders...

 

Margaret (Molly) M. DiBianca is an attorney with Young Conaway Stargatt & Taylor’s Employment Law Group and maintains a legal practice consisting of equal parts litigation and client counseling. She represents employers in a variety of industries in employment rights claims, discrimination matters and equal employment disputes at the state and federal court level. She defends employers against claims brought by former and current employees and assists employers to enforce restrictive covenants.

She assists clients with internal investigations, wage-and-hour reviews, and employment-practices audits. Molly also counsels employers in the facilitation of reasonable accommodations, and strategies for compliance with federal leave laws. She regularly provides in-house training to managers and supervisors as part of her preventative-practices philosophy. She is a frequent speaker and teaches best practices to human resource professionals, executives and in-house counsel. Molly is a monthly contributor to the Delaware Employment Law Letter and maintains ongoing employment-law commentary at the Delaware Employment Law Blog.

 

Michael P. Maslanka, of Ford & Harrison, LLP, has more than 20 years of experience in litigation and trial of employment law cases, including defending several multi-party cases under the Age Discrimination in Employment Act, the Fair Labor Standards Act and the Civil Rights Act of 1991. He has served as Adjunct Counsel to a Fortune 10 company where he provided multi-state counseling on employment matters. He has also served as a Field Attorney for the National Labor Relations Board.

Mike is listed in The Best Lawyers in America and received individual recognition in the 2008 Chambers USA: America's Leading Lawyers for Business. He was selected as a “Texas Super Lawyer” by Texas Monthly and Law & Politics Magazine in 2003, and selected as one of the best lawyers in Dallas by “D” Magazine in 2003. Mike has served as the Chief Author and Editor of the Texas Employment Law Letter since 1990. He also authors the "Work Matters" column for Texas Lawyer.

 

Jerry Stevenson is the director of social media and knowledge management in the human resources technology practice at Buck Consultants, an ACS company. With a unique background that combines traditional communications and software engineering, his unique skill is making the complex understandable, translating techno babble into workable communication tools, and strategies that make organizations effective.

Prior to joining Buck in July, Jerry managed a private consulting practice for seven years, with more than a dozen Fortune 500 clients. Before that, he spent seven years at EDS, helping them develop one of the world's first and largest corporate intranets -- reaching more than 120 thousand employees around the globe.

In 2004, Jerry was named “Communicator of the Year” by the Dallas Chapter of the International Association of Business Communicators (IABC). He is a consistently top ranked presenter at industry conferences worldwide. In 2003, he co-authored Ragan's Almanac of Top Intranets with fellow communication luminaries Shel Holz and John Gerstner.

James D. Lynch is vice president of employee communications at the American Express Company. In this role, he manages all internal communication for 22,000 employees worldwide across Global Business Travel, Global Commercial Card, Global Network Services, Global Merchant Services and Global Human Resources. He also serves as a communication adviser to the vice chairman of the American Express Company, and the executive vice president of Global Human Resources.

Have a specific question related to the topic of this audio conference? Post it here and get an answer during the event, time permitting, or in a follow-up e-mail from the audio conference presenter. This is only available to audio conference registrants.

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