As a recent Forbes.com article points out, there are some highly regulated companies that may have problems convincing industry regulators and their own legal and compliance departments of the value of social media and social business. After all, one unauthorized public slip and a company will have more to deal with – and pay for — than bad press. The article makes the case for a stepped, phased social media approach, which is a smart option for social business as well.
Social media expert and author Vala Afshar this month was interviewed by U.S. News and World Report about how to stay competitive. His answer: Take a social-first attitude in whatever you do. “Social-first is a culture – you work together as a team because you trust, respect and care for each other,” he is quoted as saying. Collaboration and social business is a big part of the social-first strategy, something that’s imperative since, as he points out, companies don’t own the customer service experience anymore. The customer does, so you need to be doing everything in your power to give them what they want when they want it. Social business and collaboration can help make that happen.
It’s been a summer of social gaffes. Most recently, pop singer Robin Thicke was the casualty of a giant PR blunder. Television network VH1 created a hashtag — #AskThicke – and asked the Twitterverse to send in their questions for the Blurred Lines crooner. The result was both hysterical (if you’re not Thicke or the VH1 PR team) and something that serves as a cautionary tale.
Twitter this month acquired a small startup, SnappyTV, that lets people edit and share television clips. According to the social media giant’s blog, the move was important so that it is “… easy for TV broadcasters, businesses, and event producers to share high-quality videos.”
There’s been a lot of talk about how social media has changed recruiting and hiring. Sites like LinkedIn make it easier to go out and find the right candidate – especially those who may not be looking for a new position. Meanwhile, services like Twitter, Facebook and Instagram help human resources figure out if the candidate they’re about to make a six-figure offer to is going to embarrass the organization or become a toxic plume in a company talent pool. But social media’s impact on the HR department doesn’t stop there. Indeed, it’s becoming embedded in the thread of the department, helping HR do everything from empowering the business to improving sales to boosting customer loyalty and satisfaction, according to a recent IBM study, New Expectations for a New Era: CHRO insights from the Global C-suite.
As a journalist and blogger, I know the best way to get someone to follow you on Twitter or Facebook is to curate great content. Whether it’s sharing an interesting news article, infographic or white paper, I know people will not only follow me but share my tweets and posts – and comment on my LinkedIn posts – if they contain relevant information. In fact, whenever I sit down to update my own Twitter and Facebook feeds, I first spend time looking around for content.
The U.S. Secret Service this month put out a request for social media analytics software that could help it identify social media influencers and trends. The RFP, which can be downloaded here, included a laundry list of requirements such as the capability to detect historical Twitter data as well as the “ability to detect sarcasm and false positives.” Another item on the wish list: The ability to “create custom reports without involving IT specialists.”