Why indeed? That was a question posed at the Twitterversity session of the CIPD's annual conference and to my mind, it is too good a question not to answer. There are many great reasons for an HR person to be on Twitter, but before I explain those, it might be helpful to clear up a few common misconceptions that abound about Twitter.
- it’s all about following celebrities- you have to have an enormous amount of spare time to tweet regularly- tweeters are a bit sad and don't have much of a social life- there is a pressure to say entertaining and funny things- it’s all just noise and not relevant to me
Well, here's the thing. I use Twitter professionally and can honestly say I don't follow a single celebrity. I have a 'proper' HR job and two young children, so don't have a huge amount of spare time. The connections I have made through Twitter have absolutely enhanced my social life, as many of them have become good friends. I've never felt any pressure to be anything other than genuinely and authentically me. And it is easily one of the best sources of engaging conversation and relevant information that I have available to me.
So, why would an HR person want to be on Twitter? For me, the answers are as follows -
- Get to know new people and expand your professional network. There is a very active HR community on Twitter and #connectinghr is a great starting point. And as alluded to above, Twitter connections often lead to face-to-face meetings- Expand your HR network and knowledge both locally and internationally- Keep your professional knowledge up-to-date by reading commentary and blogs - it’s a far more immediate and engaging way of receiving information than relying on traditional press. Searching for #hrblogs is a good way to get started on these- Know what's going on and join in the conversation: I am yet to find a more powerful way of understanding what my peers are concerned about, sharing solutions and discussing possibilities. - Understand how Twitter can work for your organisation - how it builds engagement, creates accessibility to the most senior of managers and encourages feedback. Work out what the opportunities for you are, whether in recruitment or your own learning and development.
The aspiration of most (if not all) HR professionals is to influence, be heard and to contribute to the business. You may just find that taking the time to understand, engage and interact with social media helps you to achieve exactly that. I am now in the position that I am coaching my Executive Board colleagues on Twitter, presenting the benefits to my global HR colleagues and perceived by the business as far more expert in its practical application and value than my marketing colleagues. That is a great feeling.
So, perhaps a better question would be why wouldn’t an HR person want to be on Twitter? And can you afford not to have a go and try it for yourself?
Alison is speaking at the CIPD's upcoming conference: Social Media in HR. She also took part in our recent podcast: Social Media: no longer a risk be managed? You can connect with Alison via her blog: The HR Juggler or via Twitter @AlisonChisnell
It's so important to have a network outside of your workplace, a place to share thoughts, get ideas and chat with like-minded people. Twitter is just an extension of more traditional social networks such as the CIPD branches and HR professionals shouldn't be scared of this growing communication tool. Personally, I've learned a huge amount through my contacts on Twitter and the #ConnectingHR network!
Thanks for sharing Alison, I look forward to seeing you again in December!
Well done. Your points are very valid. I am giving a short presentation about social media and it's impact on HR. Your post have given me some ideas on how to approach it. Thanks again.
Bryan
Good stuff Alison. I signed up to Twitter at the CIPD11 Twiterversity session and have managed 16 Tweets so far.
Colin W
Hi Alison, that's a good list! It was the last of your bullets which provided the inpetus for the twitterversity session (or at least my role in facilitating and delivering it). I find that HR professionals struggle to understand the benefits of twitter and social media until they're using these tools themselves. So whilst it's great to see so many people attending Neil Morrison and Matthew Hanwell's session at ACE, and even more so people attending this separate conference, it's still imperative that more HR people sign into twitter and tweet! (Well done Colin by the way)
Just wanted to pop by and say thank you for the great comments - much appreciated and glad you've found the post useful.
Colin, I've reached out to say hello to you on Twitter and hope you continue to enjoy using it.
Thanks for your comments Jon, and for providing the inspiration for the post by running the Twitterversity session, which sounded like it was a great success. Here's to more HR people tweeting!
Great post Alison! And a compelling list of reasons to be involved. for me, I would add simply:
If you are not using social media as an HR professional you will see only the risks. If you immerse yourself in it you will see the opportunities, of which there are many.
A great piece Alison. As a new twitter convert (in L&D) it's clear that there are plenty of benefits for HR. I like the fact that you can dip in and out of it as you fancy!
Hi Alison, really agree with you here. I find it rewarding professionally and personally. Although I haven't made new friends on it, I'm certainly in touch with some people on there that I don't contact much any other way (Facebook, email or phone) and have found it important in these relationships.
Testing Test
I have to say as a HR professional that has just joined twitter 2 weeks ago, I wish I had done so sooner. It so great to get updates in employment law, articles and read about current thinking of other HR professionals out there in an instant - great article.
Twitter for HR professinals keeps your finger on the pulse, I dont know how we/I managed without it before????
Great points as always, Alison!
I agree particularly with your comment re immediacy - I too have a full-on job as I'm sure we all do. It was the immediacy of information that attracted me to Twitter. Instead of hunting down recent tribunal decisions or current debates, I can see at a glance what's going on in the HR world and engage in the debates that interest me.
I'd probably waste time by NOT being on Twitter!
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