The Socially Savvy Human Resource Leader

Social human resource leaders are embracing social media to recruit, develop and engage employees, but have yet to transform the way employees access HR value and services.

The employee consumer is demanding mobile-enabled HR services and solutions. Technology and the internet have been embraced by all age groups in the enterprise out of necessity and to remain relevant. Personal branding has become a reality for all employees and the demand for training and improved skills is being driven by internal employee momentum. Employees want to be trained.

Firms need to find mechanisms to listen to the needs of existing and prospective employees and meet their needs in the right context. The emergence and adoption of collaboration platforms, MOOCs (massive open online platforms) for training, gamification to incent and reinforce social behavior and social platforms like LinkedIn, Twitter, and Klout to facilitate and evaluate social business interaction, evidence the shift that has occurred in how talent engagement, acquisition and retention has changed.

Statistics

  • 66% of CEOs say that the absence of necessary skills is their biggest talent challenge. (PwC)

  • 57% of workers now consider ‘social business sophistication’ to be an important factor when choosing an employer. (MIT Sloan)

  • 75% of leaders in human resources and talent management believe their companies are behind the curve regarding both internal and external social networking technology. (State of Social Technology and Talent Management)

  • 69% of job seekers would not take a job with a company that had a bad reputation, even if they were unemployed. (glassdoor)

  • 45% of job seekers use their mobile devices specifically to search for jobs at least once a day.

  • Analysts claim that gamification - the use of items like leaderboards, badges, missions and levels will be in 25% of redesigned business processes by 2015. (Deloitte)

Insights

  • Develop the plan for your enterprise corporate social business training program, at scale.

  • Accompany the social maturity with metrics that define your enterprise social performance.

  • Mobile first, and perhaps only, personal and business applications to streamline operations are becoming essential.

  • Social skills training and technology enablement is a ubiquitous need, and not simply something Millennials entering the workforce will demand.