Society has gotten to the point where it is more interesting to find that a person does not use some sort of social media platform, than one that uses a platform daily. This deeply personal display of information, however, often finds its way into a workplace environment, and not always in a positive way.
There are numerous ways that Human Resources departments can use social media. For example, businesses have successfully utilized the content for team building, training, communication, work delegation, research and blogging. However, there are 3 fundamental areas that social networking sites could positively affect.
- Communication: Clear communication between Human Resources and employees is critical for the health of a company. Through social media, it is much easier than ever before. Using these networks as a tool, Human Resources departments can easily communicate a message to everyone in the company, regardless of their location. A tweet or a status update can quickly convey a short message to hundreds in an instant.
- Employee feedback: Long ago, Human Resources departments relied on suggestion boxes or private meetings for employee suggestions and concerns. Now, using social networks or online forums, employees can voice their opinions and have open discussions.
- Recruiting: Human Resources departments know that today’s job seekers are online. Recruiting departments now use social media to market their company and talk directly to potential employees. Many Human Resources departments also use social media when conducting background checks on applicants, looking for additional information not provided in a traditional resume.
But what exactly can each social platform do for Human Resources? Let’s look at the 3 main networks.
The social media giant has literally millions of users from all over the world, making it a handy tool for Human Resources personnel. Since Facebook is so popular, the chances of an applicant having an active profile are high. It is a great place to start additional research on a potential hire.
The professional social network, LinkedIn is perfect for recruiters looking for qualified applicants. With an active job board, it is also a good place to post a job ad that will be seen by the right people.
Twitter has an excellent search feature which allows Human Resources departments to look for potential employees by searching relevant hashtags and keywords. Like Facebook, Twitter is also a good screening tool for looking up applicants.
The way Human Resources departments run themselves have evolved as the use of social media has become crucial. And they continue to evolve. Here are a couple of issues that Human Resources need to keep an eye on and be ready for.
Employees using their own devices
Before the widespread popularity of smart phones, companies used to provide handheld devices for their employees. Today, Human Resources departments need to understand that they can’t control the communication channels of their employees, and prepare accordingly.
Since social media changes so frequently, some states are making efforts to regulate what employers can and cannot access on applicant’s social media profiles. Currently, 6 states have passed laws that prohibit employers from obtaining information on applicants via social media. While these laws haven’t hit the majority of states, it’s definitely something that could happen and businesses should watch the legal and regulatory developments.
Social media has become increasingly accepted in the business world. Once mainly used for marketing and advertising, social media networks now serve a purpose for Human Resources departments as well. It can be used to make companies run more efficiently, as a hiring and job search tool. Smart HR departments are now using social media to their advantage and keeping an eye on the constant changes that could help or hinder their efforts.
About the Author: Today’s guest contributor for WomenOfHr.com is Mark W. Kirkpatrick, an enthusiastic writer and infographic designer who focuses primarily on public relations, tech and the business globalization. You can also find more of his writing at 1800-Number.com, which covers all things related to business communications.
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