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Social HR

Definition of Social HR

The practice of using social media to conduct HR functions is known as social HR. HR specialists perform these tasks via social media platforms such as LinkedIn, Facebook, and Twitter.  The purpose of utilizing social media in HR is to enhance recruitment, employee engagement, productivity and overall business value.

Major advantages of social media for HR

  • Enhances employer brand reinforcement
  • Promotes events by showcasing company activities  
  • Benefits team communication by sharing ideas within the organization
  • Efficient background checks for enhanced recruitment

How can HR use social media?

Social media platforms are used by HR experts to make their employees feel more connected to one another. This is especially beneficial for businesses with multiple divisions or a big number of remote employees.

Employee engagement:

Setting a task for your workforce to join in; or posting something interesting on social media, are both excellent strategies to increase employee engagement. According to McKinsey, social media platforms could boost productivity by up to 25% by replacing emails with social media discussions. Recognition is one such approach to increase employee involvement on social media.

Employe Recognition & Retention:

Many employees are disconnected with their employers because they do not receive feedback or acknowledgement for a good performance. Managers and supervisors may use social media to make recognition an easy, simplified, and archivable job.  

The use of social media for HR functions provides a place for employees to appreciate one another. When employees feel valued, they are less likely to leave the organization, thereby increasing retention rate.  

Social Recruitment:

The role of social HR in recruitment mostly includes:  

  • Making use of LinkedIn/Facebook to find suitable applicants.  
  • Tweeting links to opening positions with relevant and branded hashtags.  
  • Posting images of current employees on the company's Instagram account with a statement inviting others to join your team  
  • Adding résumés to recruiting pool.

Talent Communities:

Establish talent communities to connect and grow job searchers while also sharing information about your company's culture. These can become real communities rather than just socially generated lists of names when applied wisely.

Employer Branding:

HR specialists develop branded pages and send messages to target demographic as well as potential applicants. This allows them to recruit passive job candidates while also enhancing your brand's image among your audience. Some of the activities may including posting stories. images, and videos of the workforce to promote the employer brand. Showcasing creative activities and recruitment events in the workspace are among the other examples. If you provide any other benefits to you employees (for example, pets are permitted, availability of cafeteria, in-house yoga sessions are available, etc.) may also enhance employer branding.  

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Social HR

Definition of Social HR

The practice of using social media to conduct HR functions is known as social HR. HR specialists perform these tasks via social media platforms such as LinkedIn, Facebook, and Twitter.  The purpose of utilizing social media in HR is to enhance recruitment, employee engagement, productivity and overall business value.

Major advantages of social media for HR

  • Enhances employer brand reinforcement
  • Promotes events by showcasing company activities  
  • Benefits team communication by sharing ideas within the organization
  • Efficient background checks for enhanced recruitment

How can HR use social media?

Social media platforms are used by HR experts to make their employees feel more connected to one another. This is especially beneficial for businesses with multiple divisions or a big number of remote employees.

Employee engagement:

Setting a task for your workforce to join in; or posting something interesting on social media, are both excellent strategies to increase employee engagement. According to McKinsey, social media platforms could boost productivity by up to 25% by replacing emails with social media discussions. Recognition is one such approach to increase employee involvement on social media.

Employe Recognition & Retention:

Many employees are disconnected with their employers because they do not receive feedback or acknowledgement for a good performance. Managers and supervisors may use social media to make recognition an easy, simplified, and archivable job.  

The use of social media for HR functions provides a place for employees to appreciate one another. When employees feel valued, they are less likely to leave the organization, thereby increasing retention rate.  

Social Recruitment:

The role of social HR in recruitment mostly includes:  

  • Making use of LinkedIn/Facebook to find suitable applicants.  
  • Tweeting links to opening positions with relevant and branded hashtags.  
  • Posting images of current employees on the company's Instagram account with a statement inviting others to join your team  
  • Adding résumés to recruiting pool.

Talent Communities:

Establish talent communities to connect and grow job searchers while also sharing information about your company's culture. These can become real communities rather than just socially generated lists of names when applied wisely.

Employer Branding:

HR specialists develop branded pages and send messages to target demographic as well as potential applicants. This allows them to recruit passive job candidates while also enhancing your brand's image among your audience. Some of the activities may including posting stories. images, and videos of the workforce to promote the employer brand. Showcasing creative activities and recruitment events in the workspace are among the other examples. If you provide any other benefits to you employees (for example, pets are permitted, availability of cafeteria, in-house yoga sessions are available, etc.) may also enhance employer branding.  

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