As we all know, and I’ve said many times before, social media is not only affecting, but transforming, every single aspect of our lives. With smart phones a daily part of nearly everyone in our countries existence, the transformation is nearly complete. There’s no reason a field such as Human Resources, shouldn’t be utilizing all of these sites to our utmost professional advantage. Half of the application is already filled out!
But don’t take my word for it, take Twitter’s, who has seen a 182% increase in mobile users, according to twitter.com. With over 1 billion tweets( also from twitter.com) sent a week , it’s not even arguable that social media isn’t being used by the masses anymore. Facebook has a staggering 845 million active users globally* and LinkedIn claims to have 77 million, with a growing number of fortune 500 companies choosing to use LinkedIn for recruiting purposes. The numbers are there; It’s silly not to use all of this information being provided to us by potential talent, at-will, to our advantage as recruiters.
Another benefit of social recruiting, is the ability to see how people present and brand themselves. Depending on the position at hand, the ability to market yourself, as not only employable, but likable, can be detrimental. If someone has chosen to create a public, internet persona, why not take a look at it, and see if it’s one whose personality and interests aligns with your companies.
Because of all this HR departments are taking notice of the transformation in a number of ways. 40% of HR departments, have social media policies in place, according to a survey by SHRM. There’s also been an entire new position created for more forward thinking companies, known as a “social recruiter,” which is someone who uses the wealth of social media websites and information available, to seek out, and vet out prospective talent. Considering the fact that as recently as 2010, according to Garner, less than 25% of companies had a social media policy, I think it’s a safe assumption that we’ll be seeing more “social recruiters” in the future.
Whether you like it or not, social is affecting the way you work as an HR pro. You might as well use it to your advantage as a recruiter. With only 40% of companies instituting a formal social media policy, it’s also time for HR departments to step up to the plate. It’s our responsibility to manage the intricate personal and social issues that arise in a workplace, the virtual world is no different. Create a social media policy that is ethical and reasonable for employees and the company, and put it in place, it’s time. Fortunately, social media isn’t just about rules and regulations, it’s also a place where we can meet potential employees first, and get to know them. If nothing else, think of how much easier your paperwork will be if all of the information is right there on the screen for you! Have a wonderful weekend everyone.