Online interaction platforms are already an inseparable part of our daily lives. However, organizations do not always take advantage of this feature correctly. Social networks and HR can walk together in different strategies for the company’s benefit.
In this article, we will share with you the reasons that make these virtual spaces conducive to HR performance. In addition, we will show you how you can use social media and what precautions you need to take. Read on and check out our tips.
Why Should HR Pay Attention To Social Media?
If your organization is already on social networks, HR needs to pay attention to the content produced and shared with the public. After all, they are full showcases of the employer brand, in which it is possible to share the corporate culture, internal achievements, and the benefits of working for the company.
On the other hand, if there is no concern with the image transmitted on the networks, it is possible that the hard work of people management will not bear the expected results. This is because what is thought and proposed is not being publicized or used with the right strategy.
When To Use Social Media In HR?
At different times, social networks and HR can work together. Here are some ways to leverage these platforms to benefit human capital management.
Promote Company Culture
One of the ways to properly appropriate social networks is to use them to promote organizational culture. We know that strengthening this aspect in the company is a process, often slow, that requires intense work to spread the institution’s purpose, vision, and values to everyone who works in it.
Considering that most professionals are active in spaces such as LinkedIn, Facebook, Instagram, and others, it is possible to take the opportunity to create a more consistent dialogue with them in a light and personal way. Thus, they will assimilate the ideas more organically, generating an alignment with what the management wants.
Tell About Achievements And Actions Taken
Social networks in HR can also be an instrument of employee engagement and motivation. Sharing day-to-day corporate actions and achievements in publications will generate a feeling of belonging and appreciation in professionals.
Imagine seeing your work designed on the company’s official platform? This certainly provides contentment for the team members. In addition, it motivates others to improve their performance to gain that same prominence.
For customers, partners, and other professionals who follow the organization’s networks, this post is a way to show the intense work carried out and the people behind the process.
Issue Social Proof Through Collaborators
One of the great benefits of uniting social networks and HR is optimizing talent attraction. This is because the public knows the employer brand better and wants to be part of the company. This process is strengthened by the actions we have already mentioned, such as the dissemination of culture and the sharing of achievements.
But there is still another exciting activity that you can bet on. This disseminates social proof through employees, such as testimonials of satisfaction in working for the company. This is one of the best persuasion strategies, which can intensify the desire of the best talent in the market to join your organization.
Promote Open Positions
Are you already investing in online recruitment? Most companies have adopted this path to accelerate and optimize talent selection. But to further increase the chances of hiring suitable candidates in less time, you can use social media to promote open positions.
Think about it: professionals who follow the organization’s profile on social media are very likely to admire the company and share the same values. This means they have something of great value in recruiting and cultural fit.
Get To Know Candidates Better In Recruitment
Another way to use social networks in HR is to know better the candidates participating in the recruitment. As people actively share their lives on networks, these spaces are great observation tools.
In networks like LinkedIn, it is possible to have a broader view of the professional’s trajectory and even find recommendations about him. On platforms like Facebook and Instagram, HR can better analyze the behavior and ideas shared by each one on a day-to-day basis.
