More forward-thinking HR leaders making the connection between having a solid social media strategy and finding top talent.
Digital Revolution Disrupts HR
Technology, including social, gamification, cloud, mobile, big data and consumer applications, is transforming how people carry out their work—and how HR supports them in that effort.
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Mobile Strategy – Job-Search Apps
According to a study of Fortune 500 companies conducted by CareerBuilder, 39% of the US population uses tablet devices. A recent survey conducted by Glassdoor.com even found that 43 percent of job candidates’ research their prospective employer and read the job description on their mobile device just 15 minutes prior to their interviews. And yet, only 20 percent of Fortune 500 companies have a mobile-optimized career site.
The rest of the 80% of companies are missing the fact that tablet and smartphone users expect to see job listings and information in a visual way, one that reflects the visual approach they bring to their personal lives on the Web.
According to Jeanne Meister, Partner at Future Workplace, and co-author of The 2020 Workplace book, because of the increased competition for highly qualified candidates, talent acquisition leaders are looking at not just a mobile optimized or rendered career site but they are adding new mobile tools, techniques and strategies to their current candidate engagement cycle including SMS, mobile apply, social media, mobile retargeting, and mobile messaging. Companies like AT&T are using mobile messaging, particularly SMS text messaging to enhance candidate communication during the application process and encourage them to finish their application or their asynchronous video interview.
A number of recruiting and employment branding technologies are offering mobile applications including mobile apply, employee engagement tools and messaging. I do see an increased demand for mobile employee communication platforms especially with Facebook@Work. Flexible work schedules are increasingly common as more employees are working from home. Add in the increased focus on employee retention and employers are looking for ways to increase candidate touch points, leading to more candidate conversions which makes the decision to go mobile easy.
Organizations need to keep pace with the way prospective employees live their lives, and being able to access a mobile app in the job search process.
Learning Will Be Social and Happen Anywhere & Anytime
In my book The 2020 Workplace, an entire chapter was devoted to how and why companies are adopting social learning. I then created the Social Learning Boot Camp profiling companies re-imaging learning.. All that research boiled down to one realization: social learning is not new; in fact, we have always learned from one another in the workplace. Only now that social media has revolutionized how we communicate in our personal lives, organizations are bringing “social” inside the enterprise and adopting tools such as Yammer, Adobe Connect and Google Hangouts to make it far easier to find experts, collaborate with peers and learn both from and with colleagues.
The consulting firm Accenture (disclosure: my former employer), which has over 260,000 employees in more than 120 countries, has gone so far as to add gamification to its social collaboration platform. Like other firms adopting gamification, Accenture studied what motivates people to compete while gaming, and then harnessed those principles to spur collaboration and enhance peer-to-peer networking, to solve client programs.
As yourself: are you thinking of social learning as another delivery mode rather than a new way of working and communicating.
Social Media & Collaboration
Instead of relying on solutions dictated from the top of the organization, organizations will be populated with knowledge workers who harness social media to create solutions in conjunction with each other, thereby radically disrupting organizational structures, hierarchy, and job titles.
Online influence – Capture Your Organizational Klout
Klout, which calls itself “the SAT score for business professionals,” measures each user’s online “influence.” A Klout score is a statistical score from 1-100, which ranks you on variables such as: how many people you reach through social media; how much they trust you; and on what topics you are perceived a thought leader.
To date, most users have focused on building and measuring their individual Klout hoping this will help in landing them a new job or promotion. For employees, these data points can mean the difference between a raise, a promotion or staying in the same job. For employer, the ability to assess individual employee expertise at scale can enable companies to take a more strategic approach to what needs to be outsourced and what can be managed internally, based upon the identification of a company’s collective expertise.
Jeanne Meister is Partner, Future Workplace, co-author of The 2020 Workplace book. You can follow Jeanne on Twitter, connect with her on Linkedin, learn more about the Social Learning Boot Camp and sign up here to receive the latest Future Workplace newsletter here.