Wed, Oct 17, 2012
Social media is a trend that’s not going to disappear, so it’s important for companies to understand it and deal with it, says Jim Stroud, director of sourcing and strategy for the Bernard Hodes Group. That includes creating both social recruiting strategies as well as sound social media policies.
“A lot of companies are still not quite getting it,” he told us at the Society for Human Resource Management’s 2012 conference in Atlanta. “They have a lot of questions.”
“One big concern is some of the legal ramifications around social media: If I allow my employees to Facebook or tweet at the office, how liable am I? Am I going to lose a lot of company information?”
The antidote to that anxiety is training, Stroud says. Companies need to take the time to train their employees on what’s acceptable and what’s not when it comes to social media use.
Every company also needs to have a social media policy in place — and many of them still don’t, says Stroud. “I think they’re waiting for the first big lawsuit to spur them on,” but it would be better for them to learn from other companies’ mistakes and be proactive themselves.
“The bottom line is you have to do something. You cannot ignore it. You can’t stick your head in the sand. You can’t be worried and just apprehensive and hoping it will go away because it’s not,” Stroud explained.
Still, while social media is huge, it’s not going to replace traditional recruiting tactics for human resources professionals, says Stroud. It’s just another component of the recruiting process; another way of networking and connecting with people you might not have met otherwise.
“There will always be a need for that human contact. No machine can ever replace that.”