Priority Personnel Blog

Why HR Professionals Need to Participate in Social Media

May 3rd, 2011

Still on the fence about using social media?  Consider these statistics from the recent Cone Business in Social Media Study:

  • 93 percent of Americans believe that a company should have a presence on social media sites.
  • 85 percent believe that these companies should use social media to interact with consumers.
  • 60 percent of Americans regularly interact with companies on social media sites.

The truth is, social media can help expand your business network, enhance your career, recruit employees and more.

According to HR expert Susan M. Heathfield, Guide, HR professionals need to participate in social media for career success – and she should know.  She is a management and organization development consultant who specializes in human resources issues and in management development to create forward-thinking workplaces.  Susan is also a professional facilitator, speaker, trainer and writer.

Heathfield’s article “10 Reasons Social Media Should Rock Your World” details the rationale behind making social media time investment mandatory for every HR professional:

  1. Stay in touch with colleagues and friends. Social media makes it easier than ever to re-connect with former colleagues, classmates, teachers and other professional contacts.
  2. Make it easy for others to find you. Maintain both individual and company profiles to make it simple and convenient for customers, employees and candidates to reach you.
  3. Find potential job candidates. For example, you can e-mail social media contacts with job requirements and ask them for referrals.
  4. Investigate potential career opportunities. If you’re interested in finding a new job, social media sites like LinkedIn can be invaluable in your search.  You can use the site to network, garner recommendations and learn about new job openings.
  5. Establish your online brand. You can use social media to promote your career progress by establishing an online presence that defines who you are professionally and what you want to be known for accomplishing.
  6. Join groups that share your professional interests. As a group member you can give and get information about recommended reading, industry trade shows or other professional meetings/events.
  7. Develop social connections. Sites like Facebook are rapidly gaining mature professional members.  Unlike LinkedIn, Facebook is ideally suited to having fun and developing social contacts over time.  A word of caution:  carefully manage your Privacy Settings and critically examine content – before you post or upload – to make sure it’s compatible with your professional image.
  8. Provide a space in which users of your products/services can interact with you. Use social media to expand your customers’ opportunities to discuss their wants and needs – with you or with other customers.
  9. Build community around your products or services. The people who are the “face” of your company should leverage social media opportunities to build relationships with consumers.  Forums and blogs on your company website (and within your HR Intranet), as well as fan pages, can help you build this sense of community.
  10. Finally your company, in addition to individual employees, should establish a company presence on major social media sites to stay in step with the changing interests and needs of consumers.  The Internet has opened up worldwide communication.  Why not use its social media components to make you and your company more successful?

Priority Personnel – Leveraging Social Media for Recruiting Success

Priority Personnel leverages social media to locate the talented, experienced and hard-working individuals you need.  Contact us today to learn more about our staffing and recruiting services for San Marcos, Texas employers.

Best Wishes for a Prosperous New Year

December 30th, 2010

As we look ahead to the promise of a new year, we also hope that 2011 presents a lot more opportunities for us to work together. 

From all of us at Priority Personnel, we’d like to wish you a happy, healthy and successful year ahead.

Five Traits to Help Identify Mentors in Your Organization

July 6th, 2010

An effective mentoring program provides a wide range of business benefits:

  • Facilitated onboarding.  Mentoring speeds up the process of bringing on new hires as well as redeploying existing employees into new lines of work.
  • Increased employee satisfaction and retention.  Research has shown that employees who participate in mentoring programs have higher job satisfaction and reduced turnover.
  • Improved employee productivity.  When employees are mentored, they can get answers to common problems quickly – without wasting time on rediscovering or re-inventing solutions.
  • Effective career growth / succession planning.  Mentoring programs help employees reach their full career potential, grooming them to fill key roles as part of an organization’s succession plan.
  • Knowledge management and retention.  Mentoring promotes effective knowledge sharing, to reduce the risk of losing critical skills and knowledge when employees leave.

Obviously, mentors can play an important role in ensuring your company’s continued success.  But while identifying a budding protégé may be straightforward, identifying a potential mentor can be more complex.  Whether that person is you, one of your managers, or an outside expert, a mentor should possess the following professional and personal attributes:

  1. Senior-level business experience.  To provide guidance, the expert should have several years experience working in senior corporate positions.  At a minimum, the expert should be a professional peer to the protégé.
  2. Interpersonal and political “know-how.”  The expert ought to be proficient in handling all sorts of complex interpersonal dynamics within the context of office politics.  To be an effective trainer, the expert must be able to help the protégé navigate the tricky political waters of his organization.
  3. Integrity and confidentiality.  Professional development involves discussing high-level, strategic, off-the-record information, as well as sensitive personal issues.  Honesty and discretion are essential when broaching these confidential topics.
  4. Organizational and personal insight.  The expert must have an in-depth understanding of the company’s objectives, needs and hierarchy.  Equally, he must also appreciate the protégé’s strengths, weaknesses and goals.  To achieve professional development goals, the trainer must align both the company’s and the protégé’s interests.
  5. Flexibility and ingenuity.  When egos, ambitions and agendas collide, sparks fly.  What works for an organization one day may be thrown out the window the next.  An expert trainer must be able to shift gears, develop solutions on the fly, throw out tactics that prove ineffective and come up with new ones – fast.  He must be comfortable dealing with uncertainty to navigate a corporate environment rife with change.

Need a promising protégé?  Looking for your next mentor? Contact us today.  As San Marcos’ leading staffing firm, Priority Personnel can provide the talented individuals your organization needs.