Twitter’s value proposition for HR (PART 2) - EmployeeConnect HRIS
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Twitter’s value proposition for HR (PART 2)

To read Part One, CLICK HERE.

In part two of a two-part series, Ari Kopoulos outlines whether Twitter holds any value for HR.

This editorial is first published in Human Capital Magazine Issue 9.8, EXPERT INSIGHT: TECHNOLOGY.

In part one we looked at how Twitter’s unique functionality facilitates a new way to build relationships in the form of real time conversations. It’s a tool that provides two-way access to the collective stream of knowledge, wisdom and consciousness, empowering humans to engage as sources of truth and creativity.

Most organisations, and in particular their Marketing departments, have quickly realised Twitter’s value as a way of building thought leadership, extending the brand and maintaining customer engagement, through conversations. The key things here are the words ‘conversation’ and ‘customer’. In many ways your employee can also be considered your customer worthy of conversation.

Using Twitter to build relationships that identify, attract and screen candidates is an obvious choice. Progressive organisations, and in particular recruiters, regularly tweet job alerts, with appropriate hashtags and headlines to ensure it will be amplified through re-tweeting. But a word of warning: any tweet seen promoting or selling a service without engagement will fly into the void. Remember, it’s all about conversations; once that is established, the proposition has value.

If you assume that the best candidates are currently employed, Twitter gives you a way to connect. You follow, they follow, start a conversation, share and engage. In this regard, Twitter taps into the passive jobseeker market, effectively making you a headhunter. Naturally, Twitter won’t necessarily replace your current recruitment process, but it can serve as a cost-effective channel and that vital first step in getting in touch with your new employees.

Perhaps the greatest value of Twitter lies in learning and development. It’s unique in that it can deliver sustained, discrete chunks of information, via your network, that can be absorbed in a relatively short time. In fact, research shows that tacit knowledge requires interaction. Twitter connections provide that environment for dialogue, understanding and context. Furthermore, the next generation of employees will intuitively use Twitter to accomplish their work, often without consciously thinking about it.

As such, a Twitter timeline of hashtags, lists and saved searches can represent a source of skills, competencies and knowledge required to progress one’s career. Consider the value of instant response to questions and queries on any subject. It’s a passive channel delivering organic learning. Employees can also use Twitter to keep track of news and industry trends by following thought leaders, specific topics or even conferences. Think of it as mentors delivering nuggets of wisdom, thoughts and solutions to problems. Why have a mentor when you can have a mentor for the day, topic, or conversation? Furthermore, creativity and innovation occur when people, often from different disciplines, connect and approach issues from multiple perspectives.

As leaders you may have reservations in unleashing Twitter as a source of learning and recruitment; however, when you consider it facilitates engagement in a relevant, timely, interactive and personal manner, Twitter represents a unique opportunity to extend the value proposition of your HR strategy.

Like any new technology, a successful outcome requires planning, policy and – in some cases – a shift from the traditional command and control mindset. Think of Twitter as an opportunity to truly connect with information and people in a way that is natural and conducive towards productivity.

About the author Ari Kopoulos is the national sales & marketing manager at EmployeeConnect. For further information visit www.employeeconnect.com

Ari Kopoulos
ari@employeeconnect.com

CEO at EmployeeConnect