Monday, October 26, 2009

An Online Date with HR

With the advent of social networking websites, HR has been blessed with an opportunity to come up with cost effective means of attracting, engaging & retaining talent. The phenomenon can prove to be a solution across sub functions of HR.

Some possible examples:

Recruitment: These websites prove to be an effective talent search tool. These not only provide with an applicant base but also allow for background verification. Fortunately or unfortunately, they also provide a window into the personal preferences and interests of the potential candidates. Hence, this helps not only in reaching hidden talent but also finding a better match as there is a better understanding of the tendencies of potential candidates. These result in a better Source Value Index Score (%New Hires/ % of recruitment budget allocated to the source).

Employer Branding: These websites can be used as a tool for effective branding. Depending on the target audience/ potential talent pool, an organization can publicize its differentiated EVP with the help of online campaigns. Word of mouth publicity on such forums also helps as these comments are generally viewed by people other than those directly targeted. Hence influencing the behavior of more than intended. As a disadvantage, one small mistake can also lead to negative publicity amongst the target audience.

On boarding & Induction: These websites provide as a platform for creating communities which could be aimed at encouraging discussions regarding the organization, culture, management, opportunities, career ladders, formal & informal norms etc. Establishing & maintaining online mentor mentee relationships not only breaks the ice but also makes it easier for the mentor to be available for all queries as per his convenience.

Learning & Development: Social Networking Websites can be used as a stage to create learning groups, discussion groups etc. This can effectively facilitate formal as well as informal discussions on the subject. Such forums can facilitate sharing of personal experiences. Also, it becomes easier of leadership team to participate regularly as they can respond to queries at their own pace. These forums can also be used to generate a positive buzz about new and upcoming learning initiatives of the company and hence encourage greater participation.

Employee Engagement: could be encouraged by creating social employee groups and activity discussion forums where all employees can participate and give their respective views on initiatives, suggestions, ideas etc. Hence ensuring all opinions are valued. Also, it allows employees across cities and countries to share to keep in touch over burning and non burning issues.

Sigining off with: "The value of a social network is defined not only by who's on it, but by who's excluded,” by Paul Saffo, a Silicon Valley forecaster

1 comment:

  1. Like the way u try to apply all the learned concepts and relate it back to hr principles. This shows ur passion for hr. Good luck.

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