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Statistics on how internal communication pros use social media [INFOGRAPHIC] Over the last few years, the amount of resources available to internal communication pros has increased dramatically. And not just in quantity, but quality as well. One of my favorite ones is Rachel Miller's Diary of an Internal Communicator .

A group of experts share their thoughts on what will happen and change in the next twelve months

Molex's senior leaders offer advice for organizations considering an employee engagement survey: Think ahead. Begin planning far in advance to ensure you have the necessary resources for the project. Ensure that senior leaders are committed to the survey and willing to participate in all communication efforts. For employees to pay attention and understand what the company is trying to achieve, communication from the top is critical. Act on the survey results. Show employees you're committed by listening and acting. Choose the right partner to advise you through the entire process. This teamwork and collaboration is the hallmark of a successful project."

Important for us as we manage more social campaigns and give advice in community management (i.e. curating content) and publishing content. 

NN/G's latest analysis of the social intranet space.   Summary:  "Employee collaboration and open communication are now business drivers in many companies, but social enterprise features are often poorly integrated with the rest of the intranet."

When it comes to innovation, Philips can be considered the rock star of internal social media. Known for their successful ways of connecting employees and delivering company information, it seemed only a matter of time before the world leader in healthcare/consumer lifestyle, lighting solutions implemented social into their live events.

"Understand and connect with the Company Mission, Vision and Values Have clearly defined roles and responsibilities within the organization and therefore, know what is expected of them A continuation of the statement above….Receive communication (and are part of the input process) about their individual and group goals and objectives Value the relationship they have with their Manager Experience greater productivity Believe that their work is significant and understand the impact their roles play to the bottom line Promote the company brand and in essence become sales people for the organization. Have the proper tools and support needed to perform their job Significantly influence others (at all levels in the organization)in a positive way Have opportunities for continuous development and/or career advancement"

Analysis of the needs of IR and media for online financial comms

Nice tips on building Twitter community for recruitment of highly skilled individuals 

Conducted by Swedish research firm Potentialpark Communications, the firm surveyed almost 4,800 U.S. students and grads from a variety of business schools and universities. They were asked what they most wanted from career sites and the application process. From the features and component lists developed from the survey, Potentialpark analyzed 755 sites worldwide, including 102 in the U.S.

Recruiting is marketing, and human resources needs to partner with marketing and technology, and get on board with the new communications revolution - short and sweet, where talent wants it, how talent wants it, and when talent wants it. To truly find the best people, human resources is going to have to hunt down the right candidates and capture them with content. Be the mobile bot that feeds them what they need and entices them to join your team - and start today.