Social Media Basics for Human Resources


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There’s a lot of talk these days about social media and how organizations need to be involved.

On the HR side, there are many facets. Obviously there are many topics – legal issues and employee usage considerations, among others.

This paper talks more to employer branding and recruiting through social media.

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Social Media Basics for Human Resources

  1. 1. Social Media Basics for Human Resources by Jenni Hilton, Talent
  2. 2. Social Media Basics for Human ResourcesThere’s a lot of talk these days about social media and how organizations need to beinvolved.On the HR side, there are many facets. Obviously there are many topics – legal issues andemployee usage considerations, among others.This post talks more to employer branding and recruiting through social media.Corporate Brand Presence Does your company currently have social media accounts set up in other functions like marketing? If so, you should work together and create an online recruiting brand strategy that includes the corporate web site, blog (if you have one) and social accounts. The voice from the company needs to be consistent across all messaging – through marketing, customer service, HR, legal, IT, etc.What Social Networks Are Relevant?What industry are you in and where do your potential employees “live” online? Researchshows that LinkedIn is still recommended the most due to the business focus of the site.What about Twitter and Facebook? Are there industry forums or message boards wherepeople go to share information with their peers? Ask your employees – especially new ones.Corporate Web Site As Central HubYour corporate web site should be the central hub of all of your online efforts. All of youronline activities should point back to your site, whether it is to a blog post, landing page orspecific page within the site (like careers).As you add social accounts, be sure to include them on your home page. Make it easy forcontacts to find you in every way possible.Do You Have a Blog?
  3. 3. If you have a blog, then you should also have a link to it on your home page. Your blog givesyou content in which to communicate through social accounts to drive traffic back to the website. It also keeps the web site fresh and relevant for search engines and makes yourorganization stand out by showing up in industry keyword searches.Social Media HandlesClaim your company identity on social networks if you have not already done so. Namechkallows you to check for brand user name identity at multiple social networking andbookmarking sites.LinkedIn Company Page and Talent PipelineFor starters, your organization should have a LinkedIn company page with employees listedas well as the products/services offering.You can post company status updates and list job openings at your company. Here is a greatroundup of tips for recruiting on LinkedIn.Talent Pipeline was also recently announced for recruiters on LinkedIn.Twitter – Listen, Monitor, EngageTwitter is a great micro-blogging tool to communicate to customers, prospective employees,fellow human resources professionals and more.Go to Twitter Search, Kurrently or Social Mention and search your company name, industrykeywords, competitors and find out what people are talking about.Setting up a Twitter account is easy – finding and following relevant industry folks is theharder part. Check Twitter directories like Twellow to find people in specific industries or withspecific interests.See if there is an industry chat by searching or this community chat list and besure to listen in and/or participate during the chat. Not sure about a Hashtag? Read morehere.Facebook for Recruiting?Recruiting applications are popping up to help corporate recruiters reach prospectiveemployees on Facebook, where they hang out with their friends. Social recruiting is a growingstrategy for employers, especially ones are hiring college graduates and young professionals.
  4. 4. Apps like Jobvite, Monster’s BeKnown and BranchOut are offering ways to connect jobseekers and recruiters through Facebook.Social as Part of Overall StrategySocial media should be used as an extension of your current recruiting (and marketing)strategy. It is simply another channel in which to engage with your prospective employees,current employees and business customers.Incorporating social into an overall HR strategy will ensure that your corporate brandcommunicates one distinct voice both on and offline.About Talent provides Human Resource and Corporate Recruiting Professionals withthe metrics and data needed to benchmark their recruiting operations and improve theirtalent acquisition performance.