Social HR has been promoted by vendors and HRIS analysts for some time now, but many companies are still fighting against integrating social HR into the workplace. One major concern is that it will distract employees and employees will abuse it, no matter what platform is introduced. Many employers are also unsure of exactly how to integrate and optimize social media use throughout various stages of the employee lifecycle.
While employee abuse of social media is difficult to address, the truth is that employees will communicate in social ways whether it is made simple and accessible or not. Allowing employees to easily communicate with one another and putting controls in place may be a better option than simply “disallowing” employees to access social media and possibly stunting your workplace growth because of it. As for integrating social media into different stages, there are many ways to do just that.
Starting Out Social
At the beginning stage of the employee relationship, it is relatively obvious that social HR can be helpful. Being able to view a “snapshot” of an employee candidate’s achievements, skills, and personality using a LinkedIn profile or even a Facebook profile makes it easier to get a rounded view of an employee than simply meeting with an employee one time and reviewing a resume. By managing the social conversation and perception of your company, you may also work to attract the right candidates.
When new employees are hired, utilizing social media resources also makes it easier to import their information and begin the onboarding process. New employees can use social forums to ask questions about the new job and then begin to learn at a faster pace. Current employees can also use boards to offer advice to recently onboarded employees.
Social Learning and Development
Social learning lets employees create a public face that gives them a pride point within the organization, allowing them to showcase their own expertise and interests. From there, employees can engage in exercises that promote learning, collaborate with coaches to obtain the information that they need to move forward, and develop relationships with peers. Integrating social learning tools into the workplace can help to solidify an employee’s position within the organization, improve engagement, and speed the development process.
Continued Engagement and Satisfaction
While the merits of social learning have been well established, employers are beginning to see the value in using social HR to retain employees by fostering engagement and continued satisfaction. Social media can be used to give recognition in a very public way that no other medium can deliver on the same scale. Since analytics are built into many social HR programs, employers can review the data to determine the actual return on investment when using social for improving retention.
Using Social for Exit Interviews
In many workplaces, exit interviews are used to glean information that can be used to improve employee retention and satisfaction. There are many advantages to using social HR to conduct exit interviews from a distance, when the employee feels ready. Retired employees or employees that have moved onto another job often feel less anxious when the interview is not conducted in person and may be more inclined to share honest information that can be helpful for future retention.
Learn more about Social HR
Get access to additional information and articles on Social HR including, best practices, the evolution of employee access, and more with these posts below: