web 2.0 and federal hr policy forum
DESCRIPTION
Everyone knows that the Federal hiring process is broken. One of the ways we can streamline it is through the use of social media. In this slide deck, I provide an overview of the intersection of the four generations and social media, and offer 13 ideas to to recruit, retain and train the next generation of government.TRANSCRIPT
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Andrew KrzmarzickSenior Project Coordinator
The Graduate Schoolhttp://www.graduateschool.edu
Phone: 919-767-9088 Email: [email protected] Twitter: @krazykriz LinkedIn: AndrewKrzmarzick Blog: http://generationshift.blogspot.com
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HR 2.0: Using Social Media toRecruit, Retain and Train
June 11, 2009Washington, DC
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What is Web 2.0?
“Generation C”
Social Media and HR Policy
Recruitment: 5 Ideas/Examples
Retention: 8 Ideas/Examples
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“Five thousand years ago, the marketplace was the hub of civilization, a place to which traders returned from remote lands with exotic spices, silks, monkeys, parrots, jewels – and fabulous stories.
In many ways, the Internet more resembles an ancient bazaar…”
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Reversal of Industrial Revolution?
50% of U.S. teleworking by 2015?
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Veterans: 1920-1940
Baby Boomers: 1940-1960
Generation X: 1960-1980
Millennials: 1980-2000
Source: Washburn, E. Are You Ready for Generation X? Changing World View – The Five Generations. Physician Executive, January-February 2000.
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Web 2.0 Users?
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What about “Generation C” ?
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“…an avalanche of consumer-generated
content…” Two drivers:
(1) Our creative urges
(2) Content-creating tools
Trendwatching.com, Feb 2004
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Generation CBy Dan Pankraz
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Someone of ANY age who is actively using social media
and engages others on the Internet
with a "2.0" mindset: creative, collaborative
and community oriented.
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Source: Flickr – lyzadanger’s photostream
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Generations Explained
Generation Name* Birth Years, Ages in 2009 % of total adult population
% of internet-using population
Gen Y (Millennials) Born 1977-1990, Ages 18-32 26% 30% Gen X Born 1965-1976, Ages 33-44 20% 23% Younger Boomers Born 1955-1964, Ages 45-54 20% 22% Older Boomers Born 1946-1954, Ages 55-63 13% 13% Silent Generation Born 1937-1945, Ages 64-72 9% 7% G.I. Generation Born -1936, Age 73+ 9% 4%
Source: Pew Internet & American Life Project December 2008 survey. N=2,253 total adults, and margin of error is ±2%. N=1,650 total internet users, and margin of error is ±3%.
*All generation labels used in this report, with the exception of “Younger -” and “Older -” Boomers, are the names conventionalized by Howe and Strauss’s book, Generations: Strauss, William & Howe, Neil. Generations: The History of America's Future, 1584 to 2069 (Perennial, 1992). As for “Younger Boomers” and “Older Boomers,” enough research has been done to suggest that the two decades of Baby Boomers are different enough to merit being divided into distinct generational groups.
35%
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1.0
2.0
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Users age 18-24 = 10.6%
Users age 35-54 grew 276%, 18-24 only 20% last six months
Average age = 40 yrs old
Source: http://socialcomputingjournal.com/viewcolumn.cfm?colid=824
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BEFORE YOU BEGIN…1. Why? Tie to mission, goals, objectives, needs, gaps.
2. Who? Champion, contributors, constituents.
3. What? Content is the key to success.
4. How? Decide which tools best meet goals.
5. When? Create a schedule to implement and evaluate.
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1.Why? Tie to mission, goals, objectives, needs, gaps.•Transparency•Participation•Accountability
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1.Why? Tie to mission, goals, objectives, needs, gaps.
• Recruitment
• Retention
• Efficiency
• Communication
MillennialsGen X
Boomers
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Federal Brain Drain of all Federal workers
are eligible to retire by 2015
90% of 6,000 Federal Executives of boomers expect to work in their
retirement years
68% expect to never retire – cycle of work/play
Half of boomers want 2nd careers that help others
60%
70%
Sources: - Partnership for Public Service, Issue Brief PPS-05-08: Federal Brain Drain, November 2005- AARP, Knowledge Management, Staying Ahead of the Curve 2003: The AARP Working in Retirement Study.- Harvard School of Public Health-MetLife foundation Initiative on Retirement and Civic Engagement, Reinventing Aging: Baby Boomers and Civic Engagement, October 23, 2005- Merrill Lynch, New Retirement Survey: A Perspective from the Baby Boomer Generation, February 23, 2005.
1.Why? Tie to mission, goals, objectives, needs, gaps.
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Partnership for Public Service Survey
42% of college juniors/seniors were extremely/very interested in working for the federal government
Only out of 3,000 students felt extremely or very knowledgeable about federal jobs.
Source: - Ruzick, K. Students Eager for Government Jobs, Unsure How to Get Them. Found at goveexec.com/dailyfed/0506/0506r1.htm.
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1.Why? Tie to mission, goals, objectives, needs, gaps.
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• Strategic Workforce Plan• Hiring Projections• Human Capital Planning• Recruitment Strategies• Streamlining
• Job Vacancy Announcements• Plain Writing
• Application Process• Agency Contact Information• Acceptable Submissions• Additional Information• Explanation of Hiring Process
Wiki?
Social Virtual
Networks,RSS,
Widgets and
Mash-Ups?
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http://www.facebook.com/teach
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http://www.youtube.com/thecoastguardchannel
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http://iampublicservice.org
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5 Ways Government Could Use1. Recruit candidates for open positions2. Find job candidate references/recommendations 3. Launch discussions with industry through groups4. Engage citizens and constituents in conversation5. Create cross-agency and international connections
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Coaching / Mentoring
2-Way!
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Podcast Interviews
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Face-to-FaceWeb-Based!
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Steve ResslerFounder, GovLoop.com
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Top 5 Ways Government’s UsingCrowd-sourcing ideas to improveCommunicating with citizensPosting links to key information Promoting events, surveys, studies, etc.Making government seem “cool”
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http://delicious.com/akrzmarzick
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1. Why? Tie to mission, goals, objectives, needs, gaps.
2. Who? Assign owner/contributors; define audience.
3. How? Decide which tools best meet goals.
4. What? Content is the key to success.
5. When? Create a schedule to implement and evaluate.
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Steps to Implementation
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“I have never been one for networking of any kind, so I wasn’t really thrilled at the prospect of jumping into the world of social networking.
However, as I aspired to the ranks of the federal government’s Senior Executive Service, I realized that building coalitions and developing an extensive network of associates helps us collaborate and share best practices and provides for the flow of diverse ideas and diverse thinking.”
-Linda Cureton, NASA CIO, April 20, 2009http://fcw.com/Articles/2009/04/20/Cureton-comment.aspx
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For More Information:
Andrew Krzmarzick
Senior Project Coordinator
(202) 821-6288
GenerationShift.blogspot.comIAmPublicsService.orgTwitter.com/krazykriz
LinkedIn.com/in/AndrewKrzmarzickDelicious.com/akrzmarzick
Slideshare.com/akrzmarzick
Thank You!