With time, social media has taken its toll on almost everything a person does today. The rise of social media has been so inspirational that it has caused people to switch their businesses to online stores. Nowadays, having an occurrence on social media has become everyone’s necessity instead of a choice. Undoubtedly, social media provides an excellent ground for online businesses and is also a valuable tool for an HR professional. Over time, more HR professionals have begun to use social media to connect and find new talent for different positions and purposes.
HR professionals can utilize social media in multiple ways, some of which are below.
Acquiring New Talent
By correctly utilizing the power of the platforms provided by social media, HR professionals can quickly enter a large pool of applicants. Social media platforms will allow HR professionals to post job vacancies on company pages or even on different public groups. It will also help in spreading the word about the new job position. Social media also allow HR people to view candidate profiles and their random activities before calling them. Social media will let a recruiter know candidates and their views regarding their personal and professional lives.
Employer Branding
With the help of social media, human resource personnel can utilize present and past employees as brand ambassadors. It can also use social media for promotional purposes regarding a brand, such as creating social media groups to share the company’s best accomplishments and undertakings. It can also use these platforms to post promotional images, videos of the company events, company culture, success stories, etc.
Employee Engagement
Social media has fantastic potential for keeping people engaged; HR professionals can use a social media platform to create in-hour forums that employees can use to communicate, share ideas, and collaborate. It can also use such discussions to express concerns and give logical suggestions regarding the improvement of the organization.
Through such random suggestions and conversations, HR professionals can better understand their employees‘ issues and address them adequately. HR personnel can also take advice from employees regarding company policies and improve them accordingly. Such activities allow employees to participate and discuss company policies, making them feel more responsible for the outcomes.
Productivity Enhancement
Human resource professionals can also utilize social media by asking senior and experienced employees to write company forums about their careers and work. They can use these HR blogs to post company policies, announcements, promotional events, appreciation programs, etc.
Employee Communication
Another handy use of social media, especially for big international firms, is that it will allow employees to communicate better with each other across the globe. Sharing videos and images on social platforms will help employees better display their motto rather than exchanging emails like old times.
Monitoring Employees’ Activities
HR professionals can also use these social media platforms to monitor employee activities. Using Twitter will allow HR people to see the employee messages they are posting, and following them on Facebook and LinkedIn will allow them to monitor their daily activities. However, to properly implement this, a robust social media policy must be a form that is entirely relevant and up to date based on that company’s policies. Also, any debating or controversial conversations need to be avoided at all costs.
Conclusion
In conclusion, social media’s pervasive influence has transformed not only personal interactions but also professional landscapes, particularly in the realm of human resources (HR). As businesses increasingly shift online, social media platforms have become indispensable tools for HR professionals seeking to recruit talent, enhance employer branding, engage employees, facilitate communication, boost productivity, and monitor activities.
By harnessing the power of platforms, HR professionals can tap into vast pools of potential candidates, effectively showcase company culture, and foster a sense of community among employees. Social media not only streamline recruitment processes but also serve as vehicles for promoting organizational achievements and facilitating open dialogue between employees and management.
Moreover, monitoring employee activities through social media enables HR professionals to maintain awareness of their workforce’s online presence while ensuring compliance with company policies and regulations. However, it’s essential to implement robust social media policies that balance monitoring with privacy rights and ethical considerations. In essence, social media offers HR professionals a multifaceted toolkit for fostering a dynamic and thriving organizational culture in the digital age.
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