What Value Do Organizations Truly Receive from Having a Presence on Social Media?

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It is a question I am surprised is still brought up, particularly by HR professionals. Considering how candidate behaviours have evolved alongside online technologies, social media has become intrinsic to how candidates explore, identify and express interest (or not) in companies.


Antiquated Mindsets Remain
Yet, the question arose again during a recent presentation to a group of HR argentina phone number list professionals. The person asking simply did not see the value in creating and maintaining a presence on the likes of Facebook, LinkedIn or Twitter. Their view was that since candidates would go to their company’s career site to find out about the company and apply for jobs, the extra work just didn’t seem to have any reasonable return for the time invested. The implication was that they saw little need to take the plunge.

There remains a lingering mindset amongst the HR and business leaders that I speak to that recruiting with social media is nothing more than a new job board. Although positions can be posted on social media sites such as LinkedIn, Twitter, Facebook, this is still “post and pray.”. If you don’t have an underlying strategy to market and manage your brand, leverage your employee’s referrals, you’re only scratching the surface.

However, whether or not an organization takes the social media plunge is secondary to what even the dissenters have begun to discern—whether we are on social media and managing our presence or not, we are all on social media.