Gary Rubin is SHRM’s Chief E Media and Publishing Officer. He wrote, “Working on SHRM’s social networking platform. What do you think are the most important features for us to include?”
That’s such a big question, but I want to know — What would make you want to visit SHRM’s social networking site every day in addition to your other social networking sites such as Twitter, Facebook, LinkedIn, etc.? How could SHRM get this totally right? How could SHRM mess this up? Thoughts?
If you have any thoughts or advice, leave them here. I’ll pick the best suggestion and give you a copy of Greater Than Yourself by Steve Farber. I haven’t read it, but the publicist is so nice — and I want to give it away.
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Let me get out of this way: SHRM is trying to create a social media platform? Hmmm, I might have to renew.
Anyway, make it simple and try to create a platform that is more of a community, meaning chats and interaction with fellow HR people. I remember in 2005 in San Diego, SHRM started an industry roundtable, which I thought was a wonderful idea, but only 15 people came by, which was a huge disappointment (my guess was the time (7AM start)). That’s where my frustration with SHRM started because they had a great idea but never executed right. This is their chance to make that up.
I also would like the local SHRM chapters to piggyback on the SHRM social media format so they can take advantage of helping their members locally and could benefit of a long run.
I hope this becomes a success and if all else fails, they can buy HRM Today
Not a bad idea. Workforce.com has a similar thing, where they use message boards and have it separated by topic (compensation, benefits, recruiting, legal etc.) I’d totally visit SHRM’s if they had something similar. It could be beneficial to have the knowledge and resources that senior HR minds could provide, you know? Sometimes we run across those wildly odd situations where you just want to run it by someone to see if they’ve ever had a similar situation.
One more social networking site to monitor, contribute to, etc. No thanks. I like the tenor of the people who routinely visit PRHR, actually. The question is, of course, what would we get at a SHRM social networking site that we couldn’t get anywhere else? I will continue to use SHRM for informed analysis and research; frankly, there’s a healthy group of “rogue” HR sites already available. SHRM would be better advised to monitor THEM.
There are a lot of things SHRM could do to get this right, but I think there is a unique one time opportunity for them to capitalize on here – that is the opportunity to work with us – subject matter experts in the field who have been doing social media for a while, and know how all this stuff works.
If SHRM is willing to engage in this kind of outreach – they can build a community/network with SME input that would greatly enhance the experience of those joining because it is offered by SHRM rather than because of their interest in social media/networking.
So tell SHRM, crowd-source to the HR bloggers nd community builders who love doing this already. You would be plunging headlong into your intended community, and you would probably draw a lot of people who are not that interested in dealing with a bureaucracy.
Break down those walls, invite people in – and it will go very well.
I am willing and very interested in helping with this type of effort!
Kudos to you for your work – Laurie
Have not seen anyone in HR quite get the community niche right yet. Seems either too much on the job seeker front, others too heady and academic, and few that really connect those interested in latest innovative methodology and news – with the experts.
However, check out Manpower’s new Beta site – I think they’re going for this new form in connecting experts with people who are looking for advice at the mid-level management positions. http://connect.mypath.com/mypath/index.jspa
Ultimately – the early bird as they say. What is the hottest breaking news from the top 25 Twitting HR people. What is popping in their minds that might create a dialogue thread with the rest of the natives?
I’d like to see a streaming Twit of the top HR hunchos. Connect relevant content on same page in a cloud. Most who visit will add to the conversation in dialogue.
My humble thoughts – love your writing – it makes the worklife culture beat a hell of a lot more fun.
They can get it wrong by ever using the phrase “seat at the table” or other tired phrases.
They could get it right by paying people like you and other unique voices of modern HR to lead discussions, provide content, and manage the community.
here is the deal: i visit the shrm site like i do when i visit a library or policy manual…it’s a good reference and resource, but it doesn’t have an inspiring, cutting edge or collaborative feel to the site. i count on other sites for that – ere, hrmtoday, etc.
i am concerned this would be another platform for shrm to sell, sell, sell. (i heart hr mugs…books…test prep). their site is so heavily sponsored that, at times, it can get in the way of content.
if shrm tries it, i’d like a site that is more creative solutions and professional collaboration. someone mentioned message boards…sadly, shrm already HAS hr talk boards. maybe they just need to emphasize that tool to the members.
frankly, i’m not certain shrm has the creative ENERGY to give a network a “social” sort of feel. seriously, look at the magazine…ummm, see what i mean? it doesn’t exactly scream cool, fresh and innovative.
shrm would do well to stick to what they do best – legal research, library type stuff, job postings and testing. i LIKE them for that. i count on shrm as my go-to when i need facts, decision support and hr knowledge. if they try to get all up in my social networking world – it’s going to detract from their brand.
I’ve enjoyed every SHRM event I’ve attended… 2 Northeast Student Conferences and a Tri-State Leadership Event. SHRM brought together subject matter experts, leaders from local chapters and state councils and students hungry to be employed professions, gain competence and connections. SHRM needs to put the same life into their social networking site…
1) Keep the SHRM ego very transparent – highlight the wisdom, experience and energy of the membership, not just SHRM stances on issues. There are tremendous individuals, let them shine… and use this as an opportunity to listen to them.
I hate when I send a letter to a politician vs. their stance on a issue and I get back a form letter saying how great it was to hear from me and how they will keep up the fight (not even recognizing my opposition.) If SHRM can use the network to gain a prospective from the front lines, members would flock to the network to be heard.
2) Post info, slides, presentations from SHRM events. Let the network be a platform for building off of events and keeping the connections going strong. SHRM can build value by keeping the context created at the multitude of events.
3) Before the 2008 Northeast student Conference, SHRM asked all students to join Facebook and to connect on a group page before the conference. There was a fair exchange pre and post event, but it withered away. SHRM would need to make a commitment to put ongoing energy and resources behind this.
4) Take notes from what is already going on. I enjoy Punk Rock HR. I think there is a great combination of well thought opinion, conversation starters and spirited HR rants. Thank you.
Create a searchable, by topic blog/disccusion board with a clear link to the person who is a practicing resource, i.e., they have to post some way to contact them for followup on the topic to post. For example, many times the c-’s get a harebrain idea and want me to research, e.g., how many private companies have a donated leave program that are in “our” industry. If I could post this as a question and have “real” people respond with info about their type of industry, size of company etc., the ability to follow-up with a phone call to see how they implemented it, what problems they’re running into, what the response has been, get a copy of their policy, understand how it’s helped the bottom line..blah blah blah…’twould be a place where I would go to frequently.
L,
It’s all abou their willingness to allow people to share ideas and connect. If they become a monitor and edit site it will become communist in nature.
I like Gary, we have spoken a few times, and i think he wants to do it right. he will have a lot of beauracracy to deal with their. If they just give hime the green light and allow him to put something out their and let it evolve organically then it might be cool. They have 200,000 members and if even 2% hit the site- thats alot of traffic…as a start up concept. getting input from you and Lance and others that are already doing it is a good idea. Will it become competition?
I believe friendly compettion is good…maybe they should focus on bringing “education” of the benefits of social media to the table concurrently. That way the 80% of the HR community that is either afraid, ignorant, or anxious about jumping in will be more then comfortable. Their niche is educating the jr/mid level practioner…maybe thats where they need to jump in first and walk before running> When you talk to Gary remind him I brought this up with him 2 years ago at the Strategy conference in Tampa with Sue Messinger and they said they were beginning to work on this…its 18 months later…thats the rub…they have difficulty bringing untested and controversial things to market. They are afraid of failing. If they want to make this work in any format they have to be willing to fail, and to tinker all the way along.
(the longest post i have ever sent you – but I know the players and the back story, so I have a very strong pt. of view).
M
one more thing if you want to talk about this offline email me over the wkend and maybe we can talk monday or tues…i have a lot mor input then willing to post for the world to see…
cheers!
M
I’m with @amy..SHRM’s website is my research go-to. Templates, forms, updates, etc. I give SHRM credit for being one of the first community boards (back in the day), but now I rarely consider visiting SHRM’s message boards. Other sources are more concise and interesting. Plus SHRM message boards are prone to name-calling, topics that are then LOCKED,etc. And I still cannot get used to SHRM’s re-designed website; too hard to search and find.
SHRM’s problem with initiatives in this arena will be the same hurdle they always have; being of value to a varied constintuency. Sally SVP has different wants/needs/expecations than Nancy New-Graduate or Olive Office Manager (yes, LOTS of those are SHRM members). 250,000 members have vastly different outlooks and senses of humor; someone will always be pissed off so SHRM would have to tiptoe – lots of disclaimers or non-endorsements or something.
SHRM should be at the forefront of identifying trends and identifying how they will or CAN influence HR and business. HR’s problem always seems to be that we are catching up at the back end (a la Oprah yesterday..) of trends rather than leading them. It’s akin to how many HR depts operate.. wait for the CEO to “request” something rather than bringing it TO THE CEO as an initiative.
I’m a long-time member, chapter past-president and state council member and can barely get my board and state council members to get on LinkedIn for god’s sake. It’s a long road…
p.s. I loved getting the Jack Welch update for nationals via twitter. THAT’s working it!
Does SHRM really need its own independent social platform when several others exist – LinkeIn, FaceBook, Twitter, et al? At one point does cyberspace become so clogged with redundancy that all is heard is noise?
Is SHRM going to shut down the HRTalk channel concurrent with standing up a replacement online community? The rampant Anonymous posting abuse & abuses over there has deadened any usefulness.
For SHRM to make a good go at this iniative:
Shut down HRTalk and use that structure as the foundational organization of topical boards.
Eliminate the ability for anonymous posting.
Have on-staff SMEs monitor the content for tone and accuracy of responses.
Beyond the on-staff SMEs, have volunteer SMEs out here in the real world to supplement and enhance the content, context and conversation.
Why doesn’t anyone @ SHRM blog?
I think it’s great that SHRM is asking for feedback in developing their social media platform. One way to keep the platform current would be for SHRM to form a special expertise panel on social media. They could tap into this resource on a regular basis.
Sharlyn – I don’t disagree with your suggestion of tapping resources regulary – just the idea that there should be a special panel. One of the big strengths that Web 2.0 brings to the table is the new paradigm of providing equal access. I think it is really important for SHRM (and us HR peeps) not to fall into our old habits. This is a rare opportunity for SHRM to get it right – with fresh approach and an entire new approach.
Let’s break down the walls and go for broke! (while doing our best to avoid chao, I suppose!
Michael
A few points on this topic…
1. Most people agree that social networking platforms are the future of communities. While yes, we do have Facebook, LinkedIn and Twitter (among others) to network on a larger scale, this does not remove the need for focused communities. With that said, for HR specifically, there are some great communities popping up that provide and will continue to provide value (HRM Today comes top of mind). However, as with everything else, variety in the specialty is needed. Over time, different opinions, stances and initiatives will likely become a part of the uniqueness of each community.
2. From my interview last week with China Gorman (COO of SHRM), they are very interested in doing this the right way. While they are engaging in Twitter, they are also spending time trying to learn about what has happened with HR outside of the traditional chapter-level interactions. Listening to the community, according to China, is a priority. What they do with the information they learn is ultimately up to them.
3. SHRM is actively engaging some of the more well-known HR bloggers (Punk Rock HR included) to be a part of the dialogue. Not just with SHRM, but with the larger HR community as a whole. If I were a betting man… I would put my money on Social Media being one of the hottest topics in New Orleans! It will be interesting to see what the attendance to the HR blogging panel turns out to be
Laurie: once again you engage the extraordinary HR online community in a discussion of substance and great wisdom! Well done — and thanks!
What could they do to get it right?
-Make sure there is A LOT of content, updated daily.
-Provide value to everyone in some way.
-Keep people in the loop on industry trends daily.
-Recruit some tech-savvy leaders to get the community started.
-Host it on ning.com (http://clonetwork.ning.com/ for an example)
What could they do to mess it up?
-Restrict access to SHRM members only.
-Overmonitor or overcensor posted content.
-Heavy focus on outdated topics.
Holy crap, you guys are awesome and should CHARGE for your social media advice. All of you. Winner announced shortly, yo.