Social HRM tools

In the field of personnel management use of social networks is at earlier stage, however, to 2013 most large vendors of HRM added social tools to the platforms. Especially actively social tools are involved in management systems for talents (talent management systems, TMS). Nevertheless, before universal use of social technologies in HR it is still far.

Use of different social networks in HRM to practice for 2012

CedarCrestone, 2012

* Transfer of blocks consistently from left to right: used strategically today – are used at the strategic level, allowed for individual use only today – only for individual use, not allowed – use is not provided, strategic use with 12 months – is planned use within 12 months, evaluating use – is estimated a possibility of use, no plans – use is not planned

According to the market research HRM from^[1] for 2012, among the polled companies used LinkedIn network of 38%, were going to use in the next year – another 10%. Facebook was used by 28%, were going to involve 10% of respondents, for Twitter this proportion made 21% and 8% respectively. Since 2011 use of LinkedIn grew by 11%, Facebook – for 4%, Twitter – for 3%.

By CedarCrestone estimates, adaptation of social tools in the companies practically doubled since 2010 – the indicator increased from 13% to 27%. Also current trend is development of own corporate social networks.

Penetration of social technologies in different HR areas 2012-2013

CedarCrestone, 2012

As it appears from the table is higher, as of 2012 the most often social networks were used by HR specialists in the field of recruitment (such application was noted by 13% of participants of a research), then training and employee development (7%) and HR management (7%) follow. In the field of recruitment the highest indicator of use of social networks is reached, it is expected, in the field of hiring of personnel – 49% and also hiring of top managers – 16%.

Use of social tools in HR processes can be as follows, for example: Recruiters can use social networks for professionals like LinkedIn and the branded social media as for active, and passive personnel recruitment. * Corporate solutions can be also used for communication with candidates.

• In the area training and employee developments it is possible to use communities on social networks tied to certain trainings and events of this sort. Social networks can become the platform for communication of employees before training, in its process and also later. Also social networks can be used for generation and storage of the user content involved in learning process. Tags, tabs, the ratings of instructors and so forth can be used.
• For directly HR of management social profiles of employees can provide the additional information.
• In the field of increase in efficiency of employees and management of achievement of goals social communities can be used and also the large role is played by search of experts on social networks, team interaction in these networks.

Examples of this sort it is possible to give great variety as there is no such HR area where social tools cannot be used. Researchers of CedarCrestone analyzed influence of social HR tools on revenue of the companies and came to absolutely unexpected conclusions: in the companies which use social media growth of revenue averages 34% in comparison with the 8th growth of % at those companies which do not involve them. Revenue in terms of one employee is 24% more at the first companies.

The attention of mega-vendors to this segment of the market of HRM testifies to the huge potential of social HR solutions: in 2012 some of them were puzzled with acquisition of specialized developers in this area. It is enough to remember the announced transactions on purchase Oracle of the company SelectMinds and IBM the company Kenexa. At the same time such large players as Cornerstone OnDemand, SumTotal Systems and a startup of Ovation Technologies added new social features in own solutions. This trend will accrue in 2013 and further.

Meanwhile in Russia, on expert evaluations of respondents of TAdviser of representatives of system integrators, on social networks not less than a half of HR of managers work already. According to the research center of the Superjob.ru portal, social networks use 19% of the domestic companies for search of employees.

However, not all integrators agreed in assessment of perspectives of this direction on the Russian market, and large projects on implementation of social HRM at all were cited as an example by none of them. But the IT companies actively master such tools, however, without giving estimates to potential user demand for similar solutions. Even more interesting trend is use of corporate social networks: mean a set of the services united in the portal constructed by the principle of social network, providing accurately designated benefits for business by them.

Notes