Social HR is identified as the practice of using social media platforms for HR functions. Social HR has been mostly used for recruitment, but has also shown to be helpful in boosting employee engagement, working on employee development, and facilitating internal discussions.
Social HR for Recruitment
By 2020, about 50 percent of the work force will be made up of millennials. Millennials have generally made it clear that social recruitment is expected of top performing companies. The expectation is not just true of millennials anymore either, as able-bodied workers of all ages are now occupying a greater percentage of online presence than ever before. Applicants not only expect to apply for a job with a company through an online source, they expect to get a feel for the company’s personality through an online display.
Corporate social media presence and the employee candidates’ ability to apply for any company at any time via mobile apps, rather than companies seeking out candidates, have begun to change the way that recruitment works. Job listing is not dead, however on the contrary, it is just as feasible to quickly pull a vast pool of candidates that may have already been considering applying to work for the company.
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Social Learning and Development
Social learning allows employees to train and learn anytime, anywhere, which also enables companies to progress employees through training steps and programs at a faster rate. As employees complete training steps, HRIS systems are able to track and log the new qualifications with the rest of the employee information. This can be even more helpful when HR systems are set up to alert managers that employees are qualified to fill open positions.
Gamification of Training
Many companies have not only begun to see the merit in facilitating training online, but changed training into a gaming format that allows social collaboration or competition. Gamifying training helps to better engage employees, as employees are actively participating in “scoring” instead of simply watching or listening to lectures. Actually, studies have found that employees are better able to use the skills and recall the information that was presented in this fashion. It is important for companies to carefully craft gamified training to make sure that the skills and lessons are the main focus of the “game” in order for the programs to be successful.
Social Collaboration for Projects
Gamification and social collaboration have shown to be just as effective for real-world projects as they are for training. When a team of employees can conveniently access a project file from remote locations, it can help to boost productivity exponentially rather than having employees present in one place at one time. Adding a gamification element makes projects seem easier and more fun, so employees are much more likely to be interested and actively engaged.
Social Check-Ins Instead of Performance Reviews
Many companies have hung up the annual performance review in favor of required weekly or monthly social check-ins. Having access to continuous real-time data and feedback from customers and peers helps managers continuously stay up-to-date on employees’ performance, including progress or problems. Using this information, managers can send employees frequent messages regarding performance, both as required and as needed to address performance needs or to recognize a job well done.
Authored by: Dave Rietsema