Whereas sales and marketing departments are constantly strapped for time and trying to make deadlines, the human resources (HR) department is tasked with fostering the leadership and culture of the organization as a whole. It’s because of this that HR should be armed with the biggest decision makers and the strongest working strategies possible. But the rapid proliferation of such things as social media, cloud computing and unified communications has thrown some HR teams for a loop.
As the world becomes increasingly saturated with digital technologies and new-aged working models, those HR teams who still abide by age-old tactics will inevitably fall off the grid. If you feel like your department is on its last leg, consider the many social business tools and strategies at your disposal. As a recent Intec infographic shows, social business helps support every stage of the HR ecosystem: attracting, on-boarding, sharing, engaging and fostering. Here’s how your team can get started:
Attracting: Companies that take “people-focused” business approaches can see up to 26 percent more revenue per employee; however, you can’t enjoy the ROI of an amazing staff until you first gain access to and attract the most qualified candidates. To find prospects with serious potential—people you can see sticking around longer than just a year or two—reevaluate your current recruiting methods:
Ask yourself if the candidate has an attitude and work ethic that can be further developed and improved.
Be sure to match the right candidate to the right position; someone cannot be developed into the best talent possible if he or she was placed in the wrong position to start. It’s HR’s job to do this right the first time.
Use emerging business tools like LinkedIn—which 97 percent of staffing professionals currently leverage— and Twitter as well as social media management platforms like HootSuite and Monitter to accurately track who is interested in your brand and how you can pique their interests.
On-boarding: Once you reel in some shining new hires, it’s time to maximize their productivity as quickly as possible. New hires can be easily forgotten and remain stagnant without the right strategies in place, but social business tools have proven to accelerate new hire time-to-value by 30 percent. To see a spike in your company’s on-boarding process:
Create a comprehensive playbook including everything new hires will need to know. This can include your company’s core offerings, internal processes and best practices, and samples materials. Invoke your company’s key stakeholders to help develop this document from the ground up and make it easily accessible at all times using Dropbox or another cloud-based program.
Rethink the way you go about on-boarding. It should be considered an ongoing journey rather than a checklist of tasks and procedures.
If you don’t already, enable new hires to use their personal smart devices for work. This way, they won’t have to struggle with adopting a new corporate device on top of all of the new standard practices and procedures.
Attracting and on-boarding may be among the most crucial steps in the recruitment process, but part two of this series covers how social business strengthens the long-term relationship companies hold with their new hires. Keep reading on for more, or keep the conversation going in the comments section below!