Tuesday Sep 16, 2014

People Shopping: Social HR and Recruiting

social media for recruiting“We have an opening.  I’d better start looking for somebody.” If those words ever ran through your head, you confirmed you’re already behind the 8-ball when it comes to social HR and social recruiting.

Today, you should ALWAYS be scouting and courting talent. It’s a perpetual process, and because it is, social is at the forefront of it. Social is the means for pretty much everything involved; referral, discovery, connecting, research, vetting, selling the virtues of the employer, reading recommendations, answering questions, gauging cultural fit, etc.

Just as transformative social technologies are being used for marketing, so too can those same powers be turned on recruitment. We’re talking about targeting, amplification, listening, moderation & engagement, and social data analysis. These are the things that will keep a flow of quality choices in the hiring funnel.

Of course, a solid argument can be made that if you’re in recruiting, you’re in marketing. Spherion Staffing’s study says 47% of Millennials think an employer’s online rep matters as much as the job itself. The truly qualified have more than enough choices, and they don’t want to be embarrassed to say whom they work for. The worst circumstance, of course, is that your competition has been connected to and engaging with all the real winners for months.

The sooner you determine the skillset you’re most in need of, target the online locales most frequented by such workers, and start monitoring the signals their activity is sending, the sooner you can connect and engage in relevant ways…whether the person is currently actively looking for a job change or not. And while you’re at it, do that with visual content that’s mobile optimized. Only 20% of F500 companies even have a mobile-optimized career site. Bad plan.

To get social HR and social recruiting right, you not only need the tech infrastructure and strategy, you need HR staffers that “get it” and are social themselves. The number of HR jobs requiring social skills is up 43% year to year. But a CIPD Resourcing and Talent Planning survey shows over a third of HR respondents said that while they do use social, they aren’t really sure how to maximize it.

Now that puts you in a pickle. Who in HR is going to teach employees how to help recruiting efforts via social contact referrals? Who’s going to lead the drive to implement social for internal communication and collaboration? Who’s listening across social and the web to what’s being said about the company by employees and non-employees alike? Who’s being consistently active on the professional communities, forums and groups where quality prospects can be found?

And those are just the basics. Social can have profound implications in HR in areas beyond recruitment and hiring such as employee reviews, goal setting & tracking, and training/certification. But just as the often-difficult revolution we’ve seen take place in marketing called for team members in that department to rise to the occasion and assume new disciplines and broader responsibilities, so too must HR firmly plant their feet and execute its role in fostering the social-enabled enterprise.

@mikestiles @oraclesocial
Photo: Alexander Wallnfer, freeimages.com

Tuesday Nov 27, 2012

Social HCM: Is Your Team Listening?

Word BalloonsDoes integrating Social HCM into your enterprise make sense? Consider Sam and Christina.

Sam is a new hire at a big company. On the job 3 weeks, a question has come up on how to properly file an expense report to get reimbursed. It was covered in the onboarding session, but shockingly enough, Sam didn’t memorize or write down every word of the session. The answer is probably in a handout, in a stack of handouts 2 inches thick. It also might be on the employee web site…somewhere.

Christina is a new hire at a different big company. She has the same question. She logs into her company’s social network, goes to the “new hires” group, asks her question and gets an answer in seconds.

Christina says, “Cool!” Sam says, “Grrrr.” It’s safe to say the qualified talent your company wants is accustomed to using social platforms to communicate and get quick answers. As such, Christina is comfortable at her new company, whereas Sam is wondering what he’s gotten himself into.

Companies that cling to talent communication and management systems that don’t speak to talent’s needs or expectations put themselves at risk. Right from the recruiting stage, prospects can determine if a company has embraced the communications tools of the 21st century. If they don’t see it, alarm bells go off. With great talent more in demand than ever, enterprises should reconsider making “this is the way we do it, you adapt to us” their mantra.

Other blogs have clearly outlined that apart from meeting top recruits’ expectations, Social HCM benefits the organization itself in terms of efficiency, talent performance & measurement.

Jobvite shows 64% of companies hired using social. 89% of job seekers are using social in their search. Social can give employers access to relevant communities of prospects and advance the brand. Nucleus Research found general hiring software can provide over 1,000% ROI by reducing churn and improving screening. Social talent acquisition should perform at least as well.

Learning & Development:
Employees, learning from the company or from peers, can be kept on top of the latest needed skillsets and engage in self-paced training so as to advance within the company.

Performance Management:
Just as gamers are egged on by levels and achievements, talent can reach for workplace kudos, be they shout-outs from peers & managers or formally established milestones. Plus employee reviews become consistent and fair as managers have access to the cumulative feedback social offers.

Workflow and Collaboration:
With workforces dispersing in terms of physical location, social provides a platform that helps eliminate drawbacks that would have brought just 10 years ago. Finding and connecting with just the right colleague to get the most relevant info at any given time has never been more possible…or expected.

While yes, marketing has taken the social lead inside the enterprise, HCM (with the word “human” right there in its name) is the obvious locale for the next big integration of social in business. The technology is there. At Oracle, Fusion HCM apps are deeply embedded with Social HCM…just one example of systems taking social across the enterprise.

Christina’s company is communicating with her in ways she’s used to. Sam’s company may as well be trying to talk to him using signal flags.

Photo via stock.xchng


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