Unless you are living the life of a hermit, you are most likely online in some capacity. Let’s face it, even Buddhist monks in Tibet use smartphones on daily basis. What is the go to place for anyone online? Social networks. This is where people find out info, brag about things and criticize products and companies, as well as each other. It’s lovely. All this and more is exactly why every HR department needs to treat social media with great care.
Who is the brand ambassador in your company, the HR or the marketing department? By all rights, it should be the HR, as they are the first and last line of defense, both for the newcomers to your company and those who are leaving. And brand awareness is one of the strong sides of social media engagement, that is for sure. Not all people use all social networks out there, so there is always someone else to reach somewhere else.
If you take a look at the recruitment market, there are various ways for you to look for awesome employees. For example, LinkedIn is a social network that focuses on that very thing, increasing the number of ways you can communicate to and find new interesting candidates. In today’s world, the competition for potential workers is tough and you have to find a way to get ahead of the competition. Social networks give you that edge – unfortunately, they do so for others as well. If you wish to be ahead of the competition, keep looking for new social networks to join and utilize. Even if they turn out to be a dud, you will still gain experience and followers.
The downside of social media is, of course, that anyone can criticize anyone else, and this goes doubly for companies. People who heartily embrace or dislike your products or services might do it without actually tagging you and you would be none the wiser. Yet, these kinds of posts can also be used as advantage, if you are in possession of the right set of media monitoring tools. Make sure you target the right people, engaging them so that even the poor reviews work in your favor.
What social media is best at is connecting people. HR is often seen as “external” to the organization, not really the employees, but not the executives either. Since large companies simply have so many employees, it is very difficult for the HR to actually get to know the workers and keep the finger on their proverbial pulse. Cue social networks – an easy way to see what the interests, hobbies and generally the attitudes of people who work for your company actually are. The amount of information that people are more than ready to put out there can never be understated.
Company culture and team spirit is a product of a long period of time combined with successful business. Social networks are a haven to push it slightly further, slightly faster. By using joint hashtags, posting party (or hard-working) atmosphere photos on social media, you are creating an image of what it is like to work for the company you are working in. If your employees are actually enjoying themselves at work, they will also be the ones sharing these photos, “organically”, which is an even better option. This is the type of company “ad” that cannot be achieved through marketing, regardless of how much money you actually put into it.
In the end, it is no longer a question of whether you want to utilize social media to help you or not. Almost every segment of every business can benefit from the ubiquity of social networks. In today’s world there is not much left untouched by them. And the HR being the sector that deals most with people, it is up to them to keep ahead of the curve and make the best of social networks. After all, this is the world that we are living in – now and in the foreseeable future.
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