For those of you that missed the webinar by G&A Partners’ HR Advisors Christy Outler and Rebecca Regard, we have developed this post as a reference.
As for most of the world, America has seen a huge increase in social media interaction. We use Facebook to show friends and family pictures of our recent vacation or our kids’ recital, it’s become a medium for sharing, which also has become a concern of Human Resources as information is shared amongst coworkers and the public.
Recruiting? How on Earth can Linkedin, Facebook or Twitter be used for recruiting? Well, it allows an HR representative to get an overview of a candidate and possibly view their skills and education background prior to scheduling an actual interview.
In regards to the workplace, social media can blur the lines between coworkers and open
possibilities for harassment and discrimination. For instance, what happens if a coworker comments on another coworker’s bikini picture from her trip to the Bahamas? How do you go about dealing with that?
The answer lies within the company and how it handles harassment, discrimination or social media misuse. Another problem with social media is that your employees’ behavior online can impact the public view of your company.
It’s important to outline a social media policy so that your employees understand the boundaries of which they can’t trespass. Social media can do wonders for brand awareness but remember, an upset customer will tell 15 – 20 people of their bad customer experience.
Overall, social media can be a useful tool and in this day and age, it can bring in prospective customers. If not regulated correctly, it can have side effects, harming a brand and releasing negative publicity.