Social sourcing: ensuring communication between HRIS and social networks

The influence of social networks on HRIS

Social networks are so successful because, from the outset, they have stood out for their fluid design and accessible use. They allowed exchanges between the different users. The companies managing these social networks have understood how to analyze the exchanges and communications between users in order to take advantage of them.

HRIS software publishers have drawn a great deal of inspiration from social networks. They, too, offer a user-friendly, easy-to-use interface for rapid adoption. The chosen interface is generally close to that of social networks and can be used on any type of support: computer, tablet, smartphone, etc. Users can take ownership of the tools immediately.

Professional social networks

Professional social networks bring together communities whose members are linked by their skills or past positions, rather than by their tastes or passions. The networks of members are built as the meetings progress.

These networks provide an inexhaustible pool of international talent. The use of big data to better target profiles of potential interest to the company makes social networks a formidable sourcing tool. Once the profiles have been selected, it is easy to get in touch with the interested parties. The relationship is more easily created and can then be consolidated after hiring. As a general rule, employees recruited in this way make excellent ambassadors for the company.

Similarly, employees have access to professional social networks and can represent the company. They are often the first contact between a potential candidate and his or her future employer. In addition, co-option allows for secure recruitment. It is nevertheless advisable for the company to set up a charter for employee conduct and communication. The latter will be able to publish freely on social networks, within the limits of a certain framework set by human resources.

Social sourcing, a bridge between HRIS and social networks

By using social networks, human resources can develop the employer brand and promote the company’s image to potential employees.

The analysis of the data and the multi-criteria selection allows the selection of the most sought-after profiles by the company. Technical and business skills, but also ” soft skills “, are taken into account to identify the talents that will support the company’s future development.

Social sourcing bridges the gap between HRIS and social networks, profoundly changing recruitment by considerably extending a company’s reach and visibility to candidates. It’s an essential step in identifying and attracting new generations.