SUBSCRIBE: Newsletter

Human Resources

Toggle

Article

Three reasons why HR loves social media

Sabrina Jaksa, head of HR for APAC at Hootsuite, shares some tips with Akankasha Dewan on what firms in Singapore’s public sector can do to up their recruitment game in this social media era.

If there is one thing organisations need to know it is that social media has transcended beyond the confines of being a marketing tool.

Indeed, we are seeing a shift in talent leaders and practitioners leveraging on social media to improve communication and employee satisfaction, increase efficiency, and most importantly, create strong employer branding for talent acquisition.

In Asia, the search for talent is competitive as HR practitioners across both private and public sectors often wade in the same talent pool.

With a high level of active social media penetration, leveraging social media for talent acquisition is low cost, efficient and enables recruiters to cast a wider net.

In Asia, the search for talent is competitive as HR practitioners across both private and public sectors often wade in the same talent pool.

While organisations from the private sector are relatively quicker to the game at embracing social for talent recruitment, public sector organisations should look at how they can also reap the benefits of social hiring, and be on top of the recruitment game.

ALSO READ:
Why HR is still struggling with social media
Judging candidates by their social media profiles

Here are some social media ammunition tactics that HR practitioners and recruiters within the public sector can easily equip themselves with to fight the war on talent.

Go where your talent is

With Singapore having the highest smartphone penetration rate in the world (85%), recruiters need to know that potential job seekers can be easily reached out to via smartphones and other mobile devices.

Social media is the digital word-of-mouth, and recruiters need to jump-start their mobile recruitment strategy by amplifying job opportunities on their social channels as it gives organisations an opportunity to establish contact with job seekers immediately.

Employers can also deliver personalised messages that are likely to be unnoticed by job seekers under normal circumstances.

As such, it is important for company websites to be mobile-optimised. Remember, the easier it is for candidates to search and apply, the more applicants your company will be able to screen.

Social media is the digital word-of-mouth, and recruiters need to jump-start their mobile recruitment strategy by amplifying job opportunities on their social channels as it gives organisations an opportunity to establish contact with job seekers immediately.

Know what your talent wants

Another perk of leveraging social media for recruitment is that recruiters can use social monitoring tools to listen to ongoing social conversations. This helps recruiters to understand what these individuals are interested in.

By keeping a look out on trending subject matters and discovering what these individuals are interested in, recruiters are able to yield a much larger and targeted pool of potential candidates.

They can even proactively reach out to those who are not actively looking for jobs.

For example, the Australian Government has encouraged the appropriate use of social media by Australian Public Service (APS) agencies for recruitment.

Social media guidelines are also developed for APS agencies to better control the content and engage with the talents. By doing so, employers can reach out to potential candidates and move the conversation forward without substantial costs.

Show your talent who you are

In order to recruit top talent, there is also a need to establish a strong corporate brand identity and culture, particularly organisations within the public sector, as they tend to often be perceived as distant and strict.

By keeping a look out on trending subject matters and discovering what these individuals are interested in, recruiters are able to yield a much larger and targeted pool of potential candidates.

Social media engagement is a good way to bring down these barriers as it enables organisations to portray their brand persona and culture, and attract and engage prospective employees.

A good example is the Singapore Civil Defence Force (SCDF) which has been praised for its social media practices with its consistent, authentic and even light-hearted engagement on Facebook and Twitter.

Its viral humorous exchange with popular troll site SGAG last year resulted in the SCDF shedding its corporate image.

This helps to bridge the common gap between the public sector and the public, and is a good first step to draw talent to the organisation.

Image: Provided



Human Resources Online is heading to Bangkok with the Accelerate HR conference on November 26-27.
HR leaders from Agoda, DKSH, Fonterra, FWD, Kasikornbank, Minor Food, Nissan Motor and more have already confirmed to speak.
Early-bird tickets are still available.

Read More News

Trending

Leave a Reply

You must be logged in to post a comment.