“You can use social media to turn strangers into friends, friends into customers and customers into salespeople.” – Seth Godin
Nowadays, social media plays a key function in business, evolving beyond a supporting position in the hr area. That being said, HR professionals must not only be physically available, but also be available in any circumstances by maintaining open communication with talents. You can now maintain two-way communication both inside and outside thanks to the existence of social media. Here are some tips for HR professionals on how to be engaged on social media.
Social media is a useful method for gathering input, executing recruitment, and providing educational information without hassle. The accessibility of the internet communication media in this area can help HR interact, collaborate, and react in a public sphere. These online communications may then be leveraged to improve the company’s image as a desirable employer. The two-way communication also benefits HR in improving their exposure inside a business, from anywhere. Another direct implementation of online media in HR is to speed up the recruiting process, which includes steps such as posting a position, receiving resumes, interviewing people, and so on.
Widening Recruitment Scale through Social Media
More and more companies are looking to social networking to reach out to potential candidates, save time to hire, and make quality recruits. Nothing can stop you from finding your next best employee with the ideal combination of social media recruitment methods. Discover which platforms your potential applicants are most engaged on. For example, marketing candidates may prefer LinkedIn, software professionals may prefer Reddit and GitHub, while writers may prefer Twitter. You may then develop a significant presence on those social media channels. This typically starts with consistently posting relevant findings and communicating with any followers you get.
Employer branding can be boosted by emphasizing your workplace culture on your social media platforms. If your organization values diversity and inclusion, show it in your job postings and content. Support prospective candidates in gaining a better understanding of what it is like to work for you. Consider it if you can record a day in the life of your employee and share it on social media. Employee-generated information has the potential to make a significant impression. Alternatively, if your company is in the middle of creating a new product, make a short video to highlight what happens behind the scenes. After doing this, do not forget to respond to your questions, so make sure that you regularly check your social media comment section and messages!
Although social media has several benefits for HR professionals, incorporating the social platform into HR daily life is not an easy task. Employee participation, for example, demands the commitment of all other business and support roles, which often need full attention to answer. HR should also be able to adapt to digital competencies and skills in order to run and enhance the effectiveness of social media activities.
Social media allows an informal way of interaction compared to official emails. Employees can interact outside of their offices about organization through sthis online media, too. However, HR should set in place rules and policies for employees in order to not be violent or harsh-talk each other.
The rules and policy should also apply for HR themselves to reduce the amount of “too much time” spent on the platform. You can instead set a meeting or gathering once a month or once in six months to discuss important issues with employees. In addition, the rules set should also be a reminder for your and your employees’ wellbeing. Remember, albeit technology eases our tasks and duties, human-touch and our wellbeing cannot entirely depend on technology.