Human Resources Social Media Strategy

HR changes quickly. It has to be open. It has to communicate. The organization becomes a member of the community. HR has to become the member of the community. HR cannot focus on the right communities without the HR Social Media Strategy. The online communication from HR increases the online-brand value for the online recruitment. It can positively impact the sales volumes and satisfaction of clients.

The modern society is about communication of opportunities. The company has to communicate all challenges, which had been overcome. The organization has to build a positive image. The HR Social Media Strategy is a key element in the success.

What is HR Social Media Strategy?

The HR Social Media Strategy defines the goals of the online presence. The HR Department cannot start sending messages to the online community without clear goals given.

The strategy defines the target audience, the messages and tools used to build the dedicated online community around Human Resources. The strategy sets the priorities to be reach and defines resources to be used.

It is crucial to set the correct social media communication calendar, as HR knows, what should be promoted in the messages to the online community. It can be different from the internal communication of HR, but it has to be aligned with the HR Strategy and the corporate culture.

The HR practices are a part of the corporate culture. Human Resources has to attract people, who like the corporate culture of the organization. They can be the best recruitment pool for the organization. The company has to identify the best tools to be used to build the online community of company fans. The online presence is not just about the HR blog. The presence is broader today. The company has to decide about using Facebook, Twitter and other online media to attract people to become fans.

Why build the online community?

The world changes quickly. The competitive advantage is not built through hidden and confidential HR practices. The competitive advantage is publicly announced. It has to be developed, as it is not easy to copy it. The best practice can be straightforward, but it has to be enabled by the corporate culture.

The war for talents is tough today. The company has to advertise its job opportunities for the best talented people on the job market. It cannot actively announce the job vacancies without making the audience ready to receive it. HR has to be strong enough to announce the plans about new job opportunities. The best people can apply for a job on their own.

The online community is critical for meeting the challenging goals of Human Resources in the organization. The pool of experts and talents is limited today. The company has to catch them. They are not usually attracted by the single job vacancy. They are attracted by the overall company approach to the Human Resources Management.

Determining the online target audience

It is the hardest part of the HR Social Media Strategy. How to catch the right audience online? HR has to ask people during the job interviews, how they are present on the Internet. HR has to study the habits of employees. Employees can tell a lot about Facebook, Twitter and LinkedIn. They can be identified as powerful sources of members of the online community.

Building the online community is not about being at first page of search results in Google. The online community is about two-way communication with members of the community. The topics can be entirely different from the search results. HR has to identify them.