All throughout this program, we've talked quite a bit in different ways about the use of social media and digital tools. I wanted to talk very briefly about the use of social media because it has been a revolution in recruitment area amongst others. Social media for recruitment, we have a couple of things going on. In the sourcing presentation, I talked about looking at different things on social media like Facebook, Twitter, LinkedIn, and there are job-specific sites as well as sites that are more connection and just happen to provide a platform for sourcing. One of the things I want to say about social media though, is again, while we think it's very attractive to many of us, social media again, we are often constrained by the formats that we use. If you think about LinkedIn and you think about the frame of LinkedIn, and the format of LinkedIn, it's very easy, and I'm thinking of students who demonstrate this. Very often, they have very little to bright in terms of experience, their skills are limited in terms of the application. While you might say, well, people will know because they look at it and they see that they are a student. That's not the way that these platforms work. They work on the basis of algorithms that pick up particular words. You're going to have a podcast with somebody who works in the LinkedIn space. Sue will talk to you about the best ways of using social media. But I want you to think about, if you're only going to use social media as your major sourcing tool, there is a really strong potential that you're going to eliminate a large slice of a number of different social demographic groups. For example, you will potentially lose a lot of people, say over the age of 55-60 because they are primarily particularly people who are not working and working full-time. Because they are not the people who access LinkedIn or Seek. You also need to think about in terms of the use of social media where you've got those formats, they are structured so that the system can easily sort through a candidate profile. You need to think about whether or not that system and the way it's set up on these platforms is actually going to narrow your focus, as I said earlier. I think one of the things that you need to think about with social media as well, is I think you should think about using and encouraging people to use it as a tool for learning about jobs. Learning about employment, learning about your organization. If you're not already doing this, if you're only using those platforms as a means of sourcing applicants, then I think you're limiting the use. Think about encouraging your staff to join some of the interest groups. Think about encouraging some of your staff to write articles about certain aspects of your business or thought paces. These are the things that are really important and can also be done not just on LinkedIn, but can be done on more general platforms like Facebook. You would know if you've used YouTube, that YouTube is a great vehicle for organizational branding. What do you also need to think about with that is, do we just put a video? How do we actually use YouTube to target audiences/groups that we want to develop? Again, it gets back to understanding the medium, understanding who's using it. There's so much information about social media, so much information about the usage, the profile of the users. The other thing to remember is, bit like I've talked about with your the different strategies of workforce planning, that they move, they're not static. If you're getting involved in developing your brand, you'd want to appeal to a broad group of people. You can't just put it up and leave it. You actually have got to be able to continue to keep that consistent, coherent brand. So thinking about social media as a source of talent, particularly if you're going to buy into the software from either Seek or LinkedIn or the others who have them, there are other ways of using it. Also, you need to think of building on to those strategies and thinking about using platforms other than that in terms of social media. I hope that you find the information and the workshops that we've got on the podcast in social media really interesting. Also, I think from your own personal experience, use some of the tools that I'll put on to actually go and assess your own LinkedIn profile for how attractive you are to potential employers. Thank you.
