Does "Social Media" useful for a better HR Manager?

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 How does "Social Media" useful for a better HRM?

Introduction

Five years ago, no one could have imagined that social media would play such an important role in the corporate world. The growing importance of social media and digitalization driven by globalization has changed the nature of competition. In the competitive environment, innovation becomes evident, and companies began to transform their HR capabilities and functions in that direction. 

It is generally accepted that competitive advantage largely depends on the efficient and effective use of human resources. Thanks to communication technologies, social media evolved into the most preferred way to reach highly qualified human resources. Although companies have been active in social media networks for a long time, they are beginning to use this medium for HRM purposes.

According to the HR trends survey (2013) conducted by BLR's HR Advisor, HRM uses social media for a surprising number of their activities.


Image source: What is Social HR? - The new rule of talent acquisition - HackerEarth Blog

The benefits of social media for HRM.

Social media can be useful for a better HR manager in several ways. Here are some of the ways,

Talent Acquisition

Social media can be a powerful tool for finding and attracting top talent. Platforms like LinkedIn, Facebook, and Twitter allow HR managers to post job openings, share company culture and values, and connect with potential candidates directly. 

According to the Reputation Management Study 2018 survey conducted by Mrinetwork Experts in Global Search, regarding the importance of social media presence, nearly half of the candidates believe their social media presence is important or very important to potential employers. While the level of importance varies from dust to dust, it has been observed that most job seekers are aware of the impact their activities on social media can have on the hiring process.


Employer Branding 

Social media is an effective tool for building and promoting an employer's brand through a platform for HR managers to showcase their company culture and values to potential candidates, by sharing photos, videos, and stories that highlight the positive aspect of working at the company. HR managers can attract candidates who share those values.

Employee Engagement

Social media can be used to engage with employees and build a sense of community within the organization. HR managers can use platforms like Yammer, Slack, or Facebook workplace to share company news, celebrate employee achievements, and foster communication between teams. It can also be used to conduct employee surveys and gather feedback, which can help improve employee engagement and satisfaction.

Learning and development

Social media can also be a useful tool for employee training and development. HR managers can curate and share relevant content on platforms like LinkedIn Learning or Udemy and encourage employees to participate in online training programs. And also, it can be used to share training materials, provide online training sessions, and connect employees with mentors and coaches.

Employee advocacy

Finally, social media can be a powerful tool for employee advocacy. HR managers can encourage employees to share positive news about the company on their personal social media accounts, which can help to attract new customers, partners, and employees.

Monitoring and Feedback

HR managers can use social media to monitor employee activities and gather feedback on company policies and practices. This can help HR managers identify areas for improvement and address employee concerns.

According to the above HR Trends survey 2013. In addition to the abovementioned positive outcomes, HRM can use social media for their other activities too.


Limitations when using social media for HRM. 

Social media can a valuable tool for HR managers, but it also has its limitations.   

Lack of privacy

Social media is a public platform, and any information shared on these platforms is visible to a large audience. This lack of privacy can make it difficult for organizations to use social media for confidential HRM tasks, such as performance evaluation and disciplinary actions.

Bias and discrimination

Social media can perpetuate biases and discriminatory practices, as recruiters and hiring managers may be influenced by factors such as race, gender, and age when reviewing candidate profiles. This can result in a lack of diversity in the workplace and potential legal issues for the organization.

Inaccuracy of Information

Social media profiles may not provide a complete or accurate picture of a candidate or employee. Individuals may curate their profiles to present a certain image or may include inaccurate information. Which can lead to incorrect decisions by HR professionals.

Time-Consuming

Managing social media profiles and conducting searches for potential candidates can be a time-consuming task, especially for organizations with HR resources.

Legal Issues

Using social media for HRM can also pose legal issues related to privacy, discrimination, and data protection. Organizations need to be aware of these potential legal risks and ensure that their practices are compliant with relevant laws and regulations.

Lack of standardization

There are no standardized guidelines for using social media for recruitment, which can lead to inconsistency and confirmation in the hiring process.

Negative impact on employer brand

Inappropriate use of social media for recruitment can damage an employer's brand and reputation, particularly if candidates feel that their privacy has been violated or they have been discriminated against.

Potential Risks 

Those who introduce a digital culture into an organization can have a negative impact on the organization too.

"Employers typically worry that social media is a productivity killer, but social media doesn’t reduce productivity nearly as much as it kills employee retention. Employees using social media for work are more often exposed to other job opportunities and have higher profiles among recruiters, making them potential targets for poaching."


How to overcome these potential risks.

HR managers should have to introduce social media guidelines and the company's social media policy which are aligned with organizational role goals and objectives to mitigate these potential risks. Social media guidelines as a set of recommendations for how a company's employees should represent themselves and the company on their personal social media accounts.

HR managers should train their employees to think of social media guidelines as an employee handbook for social media best practices.   

When introducing social media guidelines and the company's social media policy, HR managers should consider the following.
  • Official accounts
  • Disclosure and transparency
  • Privacy
  • Cyber Safety
  • Harassment
  • Inclusivity
  • Legal considerations
  • Do's and Don't
  • Helpful recourses
  • Contact information and data
Make sure, your guidelines and policies are always updated.

Conclusion: 

While social media can be a useful tool for HRM, organizations need to carefully consider its limitations and potential risks before implementing social media practices into their HR strategy.



Reference.

Bizzi, L. (2017) “Employees Who Use Social Media for Work Are More Engaged — but Also More Likely to Leave Their Jobs,” Employee Retention [Preprint].

Elad, B. (2022) Social Media At Workplace Statistics, 25+ Mind-Boggling Social Media At Workplace Statistics 2022. Enterprise Apps Today. Available at: https://www.enterpriseappstoday.com/stats/social-media-at-workplace-statistics.html (Accessed: April 2, 2023). 

How do HR Professionals Use social media? (no date) EMPLOYER BRANDING. Undercover Recruiter. Available at: https://theundercoverrecruiter.com/hr-use-social-media-2014/ (Accessed: April 2, 2023).

McLachlan, S. (2022) “How to Create Effective Social Media Guidelines for Your Business,” Social media guidelines. blog.hootsuite.com, 30 November. Available at: https://blog.hootsuite.com/social-media-guidelines/ (Accessed: April 2, 2023).

Pedroncelli, P. (2018) The Importance of social media for HR, The Importance Of Social Media For HR. Jobcast Team. Available at: https://www.jobcast.net/the-importance-of-social-media-for-hr/ (Accessed: April 2, 2023).

THE IMPACT OF SOCIAL MEDIA IN HR (no date) INSIGHTS BY PROPAY PARTNERS. www.propaypartners.com. Available at: https://www.propaypartners.com/resource-centre/insights/the-impact-of-social-media-in-hr (Accessed: April 2, 2023).

“The Importance Of Social Media In HR” (2021). BW People, 30 July. Available at: https://bwpeople.businessworld.in/article/The-Importance-Of-Social-Media-In-HR/30-07-2021-398689/ (Accessed: April 2, 2023).

Turner, A. (no date) Make social media work as an employee communication tool in four simple steps, Technology and Innovation Employee Communications. www.rewardgateway.com. Available at: https://www.rewardgateway.com/blog/make-social-media-work-employee-communication-tool-4-simple-steps/ (Accessed: April 2, 2023).




Positive thinker & Team player.

Comments

  1. M.Kamal PriyashanthaApril 2, 2023 at 9:56 PM

    Hi Tharanga,
    Social media can have both positive and negative effects on Human Resource Management (HRM). Recruitment: Social media platforms such as LinkedIn, Twitter and Facebook have become popular tools for recruiters to find and attract potential candidates. Employee Engagement: Social media can be a powerful tool to engage employees and build a sense of community within the organization. Employer Branding: Social media can have a significant impact on an organization's employer brand. Training and Development: Social media can be a useful tool to provide training and development opportunities to employees. However, it is important to ensure that the information shared is accurate and relevant to employees' needs.Well done.

    ReplyDelete
    Replies
    1. Tharanga WanigasundaraApril 20, 2023 at 9:50 AM

      I really appreciate you taking the time to share your comment.

      Delete
  2. PiumaliApril 4, 2023 at 10:58 AM

    Social media can be a useful tool for organization's human resource management, and organizations can make some progress through social media practices. Although social media practices were less common in the past, it have become more accessible today. But before implementing social media company should consider its limitations and potential risks.because there is more to it than we think therefore It should be considered carefully. Well done tharanga.

    ReplyDelete
  3. Tharanga JayasundaraApril 5, 2023 at 4:43 AM

    We are all quite aware of the advantages of social networking, and social media as a digital platform has had a huge impact on how we engage in and sustain discourse with friends, family, and coworkers. This was particularly noticeable during the COVID-19 pandemic emergency. With the rise of social media, we now have a democratic platform where everyone can voice their opinions and have a fair chance of being heard. Examples of these platforms are Facebook, Twitter, Instagram, and others. People can communicate their life events, opinions on issues of political or social importance, and feelings through social media because of the way it is set up. The two-way, immediate communication that this medium offers in comparison to other traditional media channels like television, print, and radio is its defining feature. Good work !

    ReplyDelete
  4. Iresha UdariApril 6, 2023 at 10:31 PM

    Social media indeed is a powerful tool for HRM that enables companies to reach a wider pool for candidates and even build a strong employer brand. Further it is easier for communication purposes and collaboration with employees that lead to improved productivity and engagement. Interesting article.

    ReplyDelete
    Replies
    1. Tharanga WanigasundaraApril 20, 2023 at 9:51 AM

      I really appreciate you taking the time to share your comment.

      Delete
  5. George BertusApril 8, 2023 at 2:59 AM

    Social media can reduce the time taken to find and sort potential candidates for a certain job role. it could also help HR in training and educating existing staff. On the down side popularity on social media can give HR a wrong impression on a certain person. Good Article

    ReplyDelete
    Replies
    1. Tharanga WanigasundaraApril 20, 2023 at 9:51 AM

      I really appreciate you taking the time to share your comment.

      Delete
  6. Asanka DevagiriApril 10, 2023 at 8:06 PM

    Good post, It is necessary for HRM people to engage with social media as this will improve connectivity with employees, it will help to convey organizational policies and programs and for better employee engagement. same time social media drives employees to share their knowledge with others and this will improve innovative thinking among employees.

    ReplyDelete
  7. W.J. Chrishan Fernando.April 19, 2023 at 10:27 AM

    This article highlights the benefits of using social media for HRM, such as talent acquisition, employer branding, employee engagement, learning and development, and employee advocacy. However, it also acknowledges the limitations of social media, such as lack of privacy, bias and discrimination, inaccuracy of information, time consumption, legal issues, lack of standardization, and negative impact on the employer brand. The article suggests that HR managers can overcome these potential risks by introducing social media guidelines and training employees on social media usage. Overall, it provides valuable insights into how social media can be utilized for better HRM. well done..!!

    ReplyDelete
    Replies
    1. Tharanga WanigasundaraApril 20, 2023 at 9:52 AM

      I really appreciate you taking the time to share your comment.

      Delete

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