One of the chapters in a social media in recruitment report I have been commissioned to write, looks at what part HR play in social media recruitment. I recently asked the question in the excellent LinkedIn Group, The HR Professionals Network, and got a very interesting answer from Isabelle Hung , a strategic talent acquisition & engagement specialist, that I would like to explore with you – I know you will have an opinion on it!
The question I phrased was: What is the role of HR in companies where social media is used as part of their recruitment?
What role do think HR should play? Is it legal policing (ensuring social media searches are documented in the recruitment process)? Is it employee protection (guideline etc)? Is it to use SM to ensure the best talent is recruited? What do you think?
Isabelle's answer surprised me, but got me thinking…..
Interesting debate and one for discussion. Recruitment and Resourcing are now two separate roles, which also opens the debate of is Resourcing more a marketing function than HR and therefore should it be reported in the customer contact data? The more policy there is the less employees are likely to engage at work? Is social media a comms tool, which supports candidate engagement and therefore eventually applications? HR and Resourcing are two different departments.
So, what do you think?
- Should recruitment and HR be separate? (Yes in my opinion)
- Should you then split recruitment and resourcing? (Uhmmm…)
- Then should you align resourcing to marketing rather than HR? (I am a no on this one!)
- Will too much social media policy (restrictions) inhibit engagement? (IMO – definitely)
Isabelle certainly takes a different stance on this – do you agree?
This makes for the start of an interesting discussion…..
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