I attended Monitoring social media yesterday in London, a conference organised by Influence People. I’m not much of a conference goer, I much prefer the unconference format, but I was lucky enough to win a ticket from Jorgen Sundberg of Link Humans. Many thanks!
Being a pure social media rather than a Recruiting/HR event, it was interesting to step outside the bubble.
There was a great line up of speakers ranging from technology vendors, consultants and Blue Chip corporates.
It was interesting to see how the experts that work solely in this area were using listening tools and plugging in to the social channels.
What surprised me was that all of the talk was around customer service, customer opinion, research, competitor monitoring, reaching influencers, marketing promotions, rewarding praise and the like. No mention of employer brand or employee sentiment.
During question time, I asked the speakers from Car Phone Warehouse (Robert Jardine – Head of Insight) and their consultants (Mark Rogers, founder, Market Sennitel), what they did to monitor their employer brand and employee sentiment.
They had just delivered a great case study as to how they were implementing social media monitoring. They were using focus groups including employees for product development.
The answer: We don’t, that might be a good idea.
As this was a new project for CarPhone Warehouse only 3 months in, I could understand how this may have been overlooked.
Towards the end of the day there was an expert speaker panel consisting of four speakers. In all the presentations there had been no mention of employer brand or employees in general.
I asked the expert panel at the close of the conference why they felt employer branding had not been mentioned. Only one of the four on the panel could offer an answer, in that as consultants they had never been asked about monitoring employer brand.
Living in the HR/Recruiter bubble, I thought employer branding and employee engagement would be a key area. It seems to me that employee sentiment would be a key area to monitor in relation to customer service.
When talking about monitoring I prefer the term listening. Without playing semantics, when talking employees, I think this suggests less Big brother and more collaboration.
How do you listen to what your employees (potential, future and current) are saying on-line, and what do
I will be adding further posts on monitoring when I get back from #truAmsterdam. In the meantime, keep being ambassadors,