Why HR managers must understand social media well?
The other day, my close acquaintance dropped the hot job offer from a respectable company like a hot potato. Reason was definitely new, she didn't get good vibes while browsing the brand up on social media. Before the hardworking HR manager and the already money sensing consultant could figure out what happened, my learned friend renegotiated terms with her current employer. I couldn't wait a day to put this down for the benefit of my hardworking HR friends.
With facebook reaching over 200 million users in record under a year, youtube being the largest search engine, over 200 million registered blogs and over 70 million users from 200 countries on LinkedIn, social media is the largest reachable collection of employable humans, of course far too suddenly, every other medium gave us good learning time.
HR managers now have a much larger role to play on social media, something that just can't be pushed to hyperactive marketing folks plainly. Look at the following aspects of human resource management that fall squarely in the middle of social media world.
1. HR for ages has been singing praises about referral hiring being the best form of hiring. Employee get employee schemes, other benefits have traditionally being doled out for generating referrals for hiring. Now if you overlook Linkedin that carries profiles that are pre-referenced, and with some effort you can make sense out of them, it would be criminal enough, isn't it? You must note that the smarty you spotted there, is going to do exactly the same on you, so make sure your organization group is there and it talks.
2. Employee engagement remains a challenge for organizations mostly because of lack of understanding of employees "likes", ha, what better place than facebook to see where are your people shooting their likes. Even FB events can give a lot of information about what employees want. Any MBA would then be able to cut and paste the events, formats, engagement programs. Similar or more focussed results can also be achieved if HR has implemented MyplugHR.com in their organizations.
3. Exit wounds exposed on social media can give you perennial lows, so HR must make sure that parting methods are simpler and more ladylike. Never lose sight of what ex-employees are doing out there, just in case there is one hurt ex-marine doing rounds, address it enough to closure.
4. If you ever were serious about your talk to CEO regarding building employee brand, you won't lose a day nor would you lose a thing from mention on as many networks as you can officially open at workplace. While you didn't sit in the class that started and ended at Kotler during your MBA, take a simple note; to make a brand, you got to talk first, talk enough and talk right. Keep your CEO informed initially, you may slip a few times, let the CEO pre-pardon some mistakes.
Now I can also run you through social media strategy but I am sure you'll put that together from the above material, in MBA we trust. Get social.
