In the last few years, social media has changed the way people interact with each other. Although, in the corporate sector, social media is mostly used for marketing campaigns, but it is significantly impacting the human resources (HR) as well.
If you are wondering how social media is changing the HR department, then let’s get started.
- Recruitment process
Social media has changed the ways HR professionals used to recruit new employees. Gone are the days when they had to publish an advertisement in newspaper or classified websites. Then they had to wait for people to call or send the resume.
With the advancement in social media platforms, especially LinkedIn, they can easily find the right candidates by sharing an update about the vacancy.
According to LinkedIn Workforce Report, more than 20k organizations in the US alone use LinkedIn for recruitment. Further, more than 3 million jobs are posted every month on LinkedIn by the organizations in the region.
There are several more ways these platforms provide that make things easier for HR. For example, they can connect with people and know their job profile. If they think that the targeted person might be interested in changing job or start a new one, all they need is to ping that person.
People keep their social media profiles updated with their background about school, college and certifications. HR pros can easily evaluate that and contact the person.
- Effective collaboration with employees
Creating closed groups on social media has become a trend for enterprises today. These groups allow people in the organization to share their feedback about workplace, their work, etc. Since, most of the people use social media via smartphones, it becomes convenient for them to respond.
HR can take monthly or weekly feedback from employees to learn about the experiences of employees and their collaboration with other teams in the organization. For improving performance, employees can be asked to rate the performance of other teams, or suggestions to improve work processes.
For employees who work remotely, HR can carry out the best collaborative practices and engage them with organizational activities. Hence, social media has expanded the office workplace and is helping human resources to improve sense of connectivity.
- Social learning
The term ‘social learning’ isn’t a new thing. People have always been learning from others at the workplace. It’s just that social media is transforming it. The enterprise social apps are accelerating the way an employee connect with seniors or experts in the organization.
It is not easy for seniors in the organization to meet every individual. But by conducting face-to-face learning programs on social media, they can communicate with every employee and help them learn new things and tactics.
- Easier to get HR advice
To find solutions to HR related problems, people had to consult with experienced HR pros or study textbooks. But that has changed today. Anyone can share his/her queries on social media and ask people for suggestions.
HR pros connect with a lot of people on LinkedIn to know about people and hire them. Hence, the posts about queries reach easily to experienced HR executives. They can comment or message the response and help the individuals.
Further, there are people on social media who have experienced the same problems. They too can respond and sort the things out.
- Faster sharing of organizational updates
Organizations keep on updating their company policy, code of conduct, or any other information that might be relevant to employees. There can be changes in the board of directors or managers. The company might witness merger or acquisition. HR can use social media to convey the message to employees or share it with general public.
They can also use it to clarify any misunderstanding or misconception about the company or its policies. If the company wins an award or certification, HR can share the news in no time and engage everyone.
Vaibhav Shah, founder & CEO of Techuz InfoWeb - leading web development company in India and USA, says through social media channels, we attract new talent and share regular updates about the company and new jobs. We think about employee retention and ensuring that our employees are able to embrace and engage with everything we offer.
- Training employees online
Generally, organizations use halls and rooms in the company to train their employees or conduct examinations for any certifications or other purposes. Today, social media has changed that scenario.
Employees can be trained on their workstations using live videos and webinars on social media platforms. Trainers and examiners can keep track of them from anywhere and educate them without any hassle.
HR executives today are conducting online interviews using social media to save time and resources. With so much to do in so little time, social media has emerged out as a boon for human resources department.
Wrapping up:
Social media is an effective medium for organizations to achieve their HR goals. They can easily reach targeted audiences not only for recruitment processes but also for engaging with employees. These platforms help HR to build relationships and share organizational stories.
Know of more ways that help companies achieve HR goals using social media? Feel free to let us know via the comments section below.
Human Resource Software is trending in market.
Many organizations are getting it implemented for easing the process of human resource operations.
With the help of this software organizations can optimize these tasks and reduce manual work.360Quadrants has analyzed the companies offering the best Human Resource Software.
This analysis will help businesses select the software that best suits their requirements.
The analysis has been based on critical parameters taken from the company’s product offerings and business strategies.
360Quadrants also helps businesses by providing critical insights derived from conducting a SWOT analysis.COMPETITIVE LEADERSHIP MAPPING TERMINOLOGY:Vendor evaluations are based on two broad categories: product offering and business strategy.
This time, it’s the turn of the union Prospect, who in a survey reported in HR Magazine, say two thirds of its EU worker members are considering leaving the UK because of Brexit.The full impact of Brexit on labour supply remains to be seen – but add to that unemployment at a record low and a rapidly diminishing pool of talent, and it’s clear that organisations cannot afford to be complacent when it comes to hiring.
There are of course numerous factors that influence how successful or otherwise a business is likely to be when it comes to attracting the best and brightest people – a strong employer brand and competitive salary to name just two.
But one thing that is guaranteed to turn candidates off is a slow, unwieldly and badly managed recruitment process.So how can organisations ensure their processes are both smooth and speedy and that they don’t miss out on good people in a tight and competitive market?1.
Streamline the approval processA critical vacancy arises but before you can get it out there, it has to go through numerous internal approvals.
Internal governance is, of course, important.
It helps to ‘sell’ the business and the role as a complete proposition and encourages candidates to engage with you right from the start.
They are usually stored as digital data and is stored in the payroll system database within the company.Faster RecruitmentAutomated recruitment has been made possible through the automation of HR processes, which comes with an Application Tracking Software (ATS).
After the company advertises a vacancy on the internet, the applicants are able to send their resumes at the click of a button.
Since most of the documents involved for both the human resource department and the payroll department are the same, they require the same database for future referenceThe database includes employee information, wages and other personal details of the employee.
This makes it easier for the employees to access their information and also provide security so that no other third person can tamper with the given information.If you could authorize the employees themselves to update and view their details, it could reduce the data entry and administration efforts by up to 80%.Disadvantages of HR SoftwareLack of synergy:While maintaining a small business, it is important to maintain a certain level of synergy within the different organizations and along with other companies.
This level of synergy is expected for both the human resource department and the payroll systems.Each department has its own set of rules and protocols that the employees are comfortable with.Combining different levels of rules and protocols while integrating different areas can be confusing for the employees and can decrease the productivity of that certain branch.High cost:Integrating different branches may save you a lot of money in the long term, but it can be highly expensive when used for short terms.
This can also lead to a failure in delivering the results as expected by the company.Privacy BreachA major disadvantage of automating HR processes is the increased risk of privacy breaches.
Zapio Technology offers the best #HRsoftware that can help each aspect of your HR department to function more smoothly.
There are many benefits of implementing HR software in your workplace, and check out our new blog for more: https://zapiotech.com/blog/benefits-of-a-perfect-hr-and-payroll-software-in-dubai/
Industry analyst firm Everest Group has positioned ADP as a Leader in its Recruitment Process Outsourcing (RPO) in North America PEAK Matrix® 2020 Assessment.
Recognizing ADP’s strong North American delivery footprint and overall market and client impact, this designation underscores ADP’s commitment to driving innovation in human capital management (HCM).Everest Group uses its objective, data-driven PEAK Matrix framework to assess the market success and overall delivery capability of RPO service providers, classifying them into three categories: Leaders, Major Contenders and Aspirants.
The outcome is determined based on two main criteria: Market Impact, which includes market adoption, portfolio mix and value delivered; and Vision and Capability, which considers vision and strategy, scope of services offered, innovation and investments, and delivery footprint.“ADP RPO is one of the biggest and strongest players in the North American RPO market,” notes Arkadev Basak, vice president, Everest Group.
“Its expertise in catering to buyers of all sizes across industries and its continued investments in technology and analytics – including its proprietary compensation explorer tool – have helped position it as a Leader on Everest Group’s RPO in North America PEAK Matrix® Assessment 2020.”“We are honored to once again be recognized as a Leader in RPO by Everest Group,” said Tina Tromiczak, senior vice president at ADP.
“We are committed to providing our clients with the services and support they need to navigate the changing labor market and find and retain the right talent.
From specialized recruitment offerings and consulting services, to AI-powered chatbots and predictive analytics capabilities to aid in candidate search, we combine the power of technology and data with deep expertise to deliver an impactful client experience.”To access Everest Group’s RPO in North America PEAK Matrix 2020 Assessment covering ADP RPO’s services, please visit here.ADP RPO is the Recruitment Process Outsourcing arm of ADP, a leading global technology company providing HCM solutions.
