The human resources department has many specific responsibilities within an organization including hiring, administration, and training of personnel; basically, HR manages employee relationships with their company. And as with any other business relationship in this day and age, the use of social media has the potential to revolutionize the way human resources functions within an organization.
66% of CEOs say that the absence of necessary skills is their biggest talent challenge. (PwC): The use of social will give HR a competitive advantage when it comes to recruiting. Posting job openings to the company’s LinkedIn and Facebook pages, Tweeting the opportunity and encouraging employees to share the information should be standard practice. Searching through the people who follow the company on LinkedIn or Twitter is also an easy and cost effective way to find potential candidates. An initial review of Facebook and LinkedIn profiles can also provide directional information on the candidate's qualifications for the role.
47% of Millennials say a prospective employer’s online reputation matters as much as the job it offers. (Spherion Staffing): Social media will give the human resources professional more control over employer branding - Managing people’s perception of an organization can be challenging. Having the ability to provide more extensive details about an organization allows the HR professional to differentiate their organization as an employer by giving candidates a feel for the company as a whole. Posting company history, vision for the future, career opportunities, images/videos depicting the culture and personnel, or employee education programs on the company website, LinkedIn & Facebook pages represent examples of positive branding opportunities when done correctly.
40% of employees who receive poor job training leave their positions within the first year. (go2hr): By using online and mobile training resources, companies can not only develop their own teaching tools, but they can also give their employees more flexibility in how and when to train.
49% of Millennials support social tools for workplace collaboration/communication. (Queens University of Charlotte): Most workplace communications can be handled more effectively with the use of social - Collaboration between employees working on a joint project; Sharing ideas and receiving feedback and suggestions from employees; Tweeting office closures due to inclement weather; Promoting a company event; Or even providing employee recognition; all of these will make the days of email overload and phone chains a thing of the past.
Given the benefits for the HR professional, why haven't firms embraced social practices? The most common answer to that question is that company executives have yet to give their support, for any number of reasons.
Executives are worried about the inability to ensure a consistent, coherent brand message.
Others are concerned that employees using social media could create a PR fiasco.
And yet others simply do not yet see the ROI that leveraging social media can provide.
By creating a comprehensive social media policy, aligning the strategy and backing it up with employee training, these objections are able to be overcome.