I'm amazed that a thought leadership piece for the Human Resources (HR) department and diagram, has nothing on the importance of social for the HR department.
We could add to that the the changing ownership of "brand" but let's park that for now.
Marketing has totally changed, nobody looks at adverts anymore, GDPR has impacted on the email market and if like me, I block all unsolicited emails, same with cold calls. A number of Marketers have said to us that "nothing works in marketing anymore".
If you look at websites they are all the same. Just a platform for people to broadcast their marketing message. We are the best. We are number one.
The only thing that companies have that differentiate themselves is it's people. The people are an accumulation of all the their experiences, which makes them unique. What has that got to do with HR?
The trick for HR departments is to empower their employees to talk (in the employees voice, not some robotic corporate voice) about the company, it's products, services and of course, the people.
This will have a transformational impact on the business, increasing revenue, providing competitive advantage. It will also mean that marketing can reduce their spend on PPC, advertising, SEO, as you will be the only show in town. We don't spend any money on those things, but I'm saying reduce, as I don't want to be too radical.
So What Does this Mean for HR?
It will transform your current talent process from push to pull. People will be queuing up to work at your company. No need to post job ads on Twitter anymore and hope. People will be queuing round the block to join the company.
This is transformational for most companies, means that can be (at last) the employer of choice. Saving the company significant money.
Internal social will also have a transformational impact on the HR department and the overall employee experience. From supporting returners to enabling new starters to contribute faster. This can have a massive impact to employee welfare and (in sales) there is a clear business case.
Which is why I'm kind of bothered that this thought leadership article does not mention it.
“The biggest value addition which today’s business world has understood is to manage the internal talent pool, increase productivity and build the employer brand while being cost-efficient and supporting the business with good employee based strategies; to creating a culture that is attractive to prospective employees. The key idea is that by carefully managing and investing in people, companies can enhance the value they generate and this core task is driven via HR,” Rajesh Pundir, managing partner, Executive Access, said.