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As many Human Resource professionals use social media to find qualified candidates who have a scrupulous professional integrity, and many encourage their employees to expand their contacts via social networks; diminishing the myth that, using the internet during working hours will affect their business; rather online interactions will promote their business.
Nowadays, It is important for companies to come up with new approaches and new thinking which will help them to increase their business dealings and increase their revenue. Another worth full aspect of social media is that companies can share their information with a wide audience; which has a long-term benefit because these relationships will attract people to do business with them in the long run. This even applies to customer service.
Social media will become an expedient tool for HR professionals when proper systems are used to measure the results of using it. Many see tremendous potential in social media tools for sharing real-time ideas and solutions with co-workers. Having perennial relationships with good quality people will result in stronger relationships which will, in turn, position their business in a way where others will pay attention to what they have to offer.
HR professionals use tools like Twitter Tab to keep up with the industry changes and news and also to collect information and articles for their job and related certifications. They also do blogging to inform about the concepts, practices, and methodologies of their business. The concept “thinking out of the box” applies when it comes to HR and social media. They now realize the need for rewarding this kind of thinking.
Companies are also trying to create a Hr tool which will analyze not just a job candidate’s LinkedIn profile, Twitter feed, and Facebook postings, but also their activity on speciality sites specific to their professions, such as the open-source community forums. By reviewing many posts of the candidate, any HR professional can easily come to know about Strength and weaknesses of a candidate because they post everything without thinking about a particular job.
Few other tools also can be developed both a mobile-optimized career site and a smartphone app to pull together all the information about the company’s recruiting efforts into one easy-for-Millennials-to-access place. Prospective employees could visit the mobile app to search and apply for jobs, join a talent community, receive job alerts, and get an insider’s view of what it is like to work for the organization.
This approach to recruitment is creating a new technical world order where job applicants are found and evaluated by their merits and contributions, rather than by how well they sell themselves in an interview.
With the advent of social media, HR professionals are now reviewing the corporate values. The only thing that is for certain is social media can dramatically castrate expectations. So it is beneficial for all industries and businesses or to anyone who has not yet embraced it; to grow with this new technologies and see how it can incorporate into their workplace through efficacious strategies.
The consumerization of HR
There are many organizations where employees not only demand to bring their own devices to work but also want to use these mobile devices to change the way they work with peers, communicate with their manager and even interact with the HR department. Employees are requesting to view new job postings on their tablets, learn and collaborate with peers on their smartphones, and provide feedback on a team member’s performance with the click of a button.
According to a Microsoft survey of 9,000 workers across 32 countries, 31 percent would be willing to spend their money on a new social tool if it made them more efficient at work. This last finding is quite interesting as it shows the extent to which Millennial employees, who will make up 50% of the 2020 workplace, see the business value of using technology on the job.
Gamification
In the business context, Gamification is taking the essence of games—attributes like puzzles, play, transparency, design and competition—and applying them to a range of real-world processes inside an organization, from new hire onboarding to learning & development, and health & wellness. Video game players are known for being singularly focused while at play. So naturally, companies have begun to ask how they can harness that same level of engagement and apply it to critical problem-solving, onboarding new hires or developing new leaders.
Performance evaluation
The annual performance review is dead now companies are leveraging the wisdom of the crowds and discovering that by leveraging social recognition data managers can continuously collect information on employee performance. This result is an on-going dialogue rather than a once a year review.
Learning Will Be Social and Happen Anywhere & Anytime
Many companies created the Social Learning Camp profiling companies re-imaging learning. They boiled down to one realization: social learning is not new; in fact, we have always learned from one another in the workplace. Only now that social media has revolutionized how we communicate in our personal lives, organizations are bringing “social” inside the enterprise and adopting tools to make it far easier to find experts, collaborate with peers and learn both from and with colleagues.
Thus seeing so many benefits of social media in HR organizations should use it to develop five critical skills for leaders: negotiation, communication, time management, change management and problem-solving.
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