Social sourcing: ensuring communication between HRIS and social networks

The influence of social networks on HRIS

If the social networks are so successful, it’s because they have stood out from the beginning by 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.

Publishers of HRISsolutions were largely inspired by social networks. They also offer a user-friendly interface and easy to use, allowing for quick 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

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

These networks provide an inexhaustible pool of talents at the international level. The use of the big data to target the profiles that may be of interest to the company make social networks a great 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. In general, employees recruited in this way make excellent company ambassadors.

Similarly, employees have access to professional social networks and can represent the company. They are often the first contact between a potential candidate and their future employer. In addition, co-option allows for secure recruitment. It is nevertheless desirable for the company to put in place a charter of conduct and communication employees. 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 networkshuman resources have the opportunity to develop the employer brand and to 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. The technical and professional skills, but also the ”
soft skills
These “soft skills” are taken into account in order to identify the talents that will support the company’s development in the future.

The social sourcing creates a bridge between HRIS and social networks and profoundly changes recruitment by considerably extending the reach and visibility of the company to the candidates. This is an essential step in identifying and attracting new generations.

Also read in our file “Valuing the use of an HRIS software in your company”:

• HRIS definition: what is an HR information system?
• Why implement an HRIS in your company?
• The different fields of application of an HR information system
• The HRIS: a tool at the heart of HR performance
• How to enhance your recruitment with an HRIS?
• Integration of new employees: how to optimize onboarding?
• Talent management: what does an HRIS tool actually do for you?
• The contribution of an HRIS in the management of employee training
• Compensation and payroll management: the benefits of HRISsoftware
• Absence management: HRIS software is there for you
• Social sourcing: ensuring communication between HRIS and social networks
• HRIS advantages: benefits for managers and employees