Figure01: Social media in HR
HR must create the ideal tool mix for its social media
presence. Not enough is having a page on significant social media platforms.
They will be able to interact with the appropriate audience at the appropriate
time with the proper combination. While some channels will focus on internal
employees, others will target external audiences. While the goal of certain
interactions may be talent acquisition and business brand building, the goal of
other channels may be the dissemination of useful information about employee
perks. Knowledge and skill are crucial factors for creating an HR social media
strategy. Choosing the media mix, content kind, channels, target audience, and
tools, as well as other aspects of social media campaign execution, are all
factors that should be considered when developing the best strategy.
In contrast to formal meetings and emails, social media also
enables a more casual type of communication. The daily onslaught of emails
employees receive often causes HR emails to be overlooked. It is simpler to
keep up with issues that an employee could be interested in on a social
network. To make sure no one is left out, HR may require employees to follow
pertinent hashtags and pages on social media for the company.
The management of social media platforms must be ensured by
HR personnel as well. A social media policy needs to be put in place, and
employees need to be informed about it, as employees talk about their
organization outside of their offices. (Mangla, I. S. 2009).
The responsibility for engagement rests on employees to
serve as influencers and make it matter on social media, which is a vibrant and
intensely dynamic platform. While it is simple to become mired in the routine
tasks at work, it is beneficial to follow and pick up tips from the top
industry thought leaders who are making a significant impact in their sectors
by sharing their perspectives through their blogs, pages, and
publications. ( Husin, A. R. C. 2014)
The Top 30 HR influencers who have made a digital impact
through their social media presence are honored annually by the Society of
Human Resource Management (SHRM) India. The survey, which was published by SHRM
India, aims to respect and honor the impact that the top-performing Indian HR
professionals are making in their particular businesses. Abhijit Bhaduri,
Gautam Ghosh, Achyut Menon, Prabir Jha, Ruchi, Dr. NS Rajan, Kunjal Kamdar,
Gurpreet Singh, Ashish Gakrey, and Anil Dagia are just a few of the national
thought leaders on the list.
These social media influencers have made a reputation for
themselves and are supported by a consistent social media following on sites
like Twitter, LinkedIn, Blogs, and Klout.
Brown, V. R., & Vaughn, E. D. (2011) says that social
media contributes to HR in more ways than one. It redefines for enterprises
employee engagement, communication, and recruitment. A simple presence of HR on
social media is insufficient, as we can see from the outstanding work that the
influencers in SHRM India's study have done. The urgent necessity is to
distinguish yourself from others by being of value and significance.
References
Brown, V. R., & Vaughn, E. D. (2011). The writing on the (Facebook) wall: The use of social networking sites in hiring decisions. Journal of Business and Psychology, 26, 219225.
Cable, D. M., & Yu, K. Y. T. (2006). Managing job seekers' organizational image beliefs: The role of media richness and media credibility. Journal of Applied Psychology, 91(4), 828840.
Lynch, C.G.(2008).Lockheed Martin shows off internal social software platform. Available from http://www.cio.com/article/393264/Lockheed-Martin-Shows-Off-Internal-Social- Software Platform/[Accessed 1 November 2022]
Mangla, I. S. (2009). Fired for Facebook: Don’t let it happen to you. Available from http://moremoney.blogs.money.cnn.com/2009/04/21/fired-for-facebook-dont-let-it-happento-you/ [Accessed 1 November 2022]
Gustafson, D. A. (2012). Perceived fairness in the use of Facebook in the selection process. Unpublished master’s thesis. University of Texas at Arlington. Hakami, Y., Tam, S., Busalim, A. H., &
Husin, A. R. C. (2014). A review of factors affecting the sharing of knowledge in social media.
Agreed. I have seen that many organizations are now using social media platforms to recruit new employees as most of the young blood is surfing through social media.
ReplyDeleteOf course, Today most of the organizations use social media in recruiting new employees. Using social media, recruiters may find professionals with the qualifications they need while also reaching a much larger audience. Due to the internet's extensive reach, a well-planned social media recruitment campaign has the potential to theoretically reach millions of people almost instantly. Recruiters can also find people who have the needed qualifications, such as specific degrees or talents, thanks to social networking platforms.
ReplyDeleteAdding few
ReplyDeleteWith the changing world, social media has come 1st in each an every action
communicate company policies and programs to employees and develop seamless connections with them thanks to a strong social media strategy. This improves employee engagement and fosters strong workplace team
Thanks for your valuable input.
DeleteWell structured.Using the social media medium on the job makes the recruiting processes easier and more successful for the company.
ReplyDeleteYes, actually nowadays most of the organizations use the strategy of social media in their recruitment processes.Thanks for reading and commenting on my article.
DeleteNowadays Social media is powerful communicator
ReplyDeleteAgreed. Not only for HR activities, Social media is a powerful tool which can be used for other areas as well.
DeleteMadushika Another challenge of social media for employers is when employees breach confidentiality. It may include posts about the company's profit or loss, redundancies, client information, is it correct
ReplyDeleteClearly organized. Employing social media in the workplace streamlines and improves the company's hiring procedures.
ReplyDeleteHR must create the ideal tool mix for its social media presence. Not enough is having a page on significant social media platforms. They will be able to interact with the appropriate audience at the appropriate time with the proper combination. While some channels will focus on internal employees, others will target external audiences. While the goal of certain interactions may be talent acquisition and business brand building, the goal of other channels may be the dissemination of useful information about employee perks. Knowledge and skill are crucial factors for creating an HR social media strategy. Choosing the media mix, content kind, channels, target audience, and tools, as well as other aspects of social media campaign execution, are all factors that should be considered when developing the best strategy.
ReplyDeleteA well analyzed Article. Can you identify the disadvantages as wel?
ReplyDelete