It’s a common misnomer that social media is solely a function of their company’s marketing or communications department. While marketing is likely the group that holds the keys to a company’s social media accounts, to think that they’re the only ones who could benefit from social intelligence would be a mistake.
Here at Sysomos we truly believe that any part of a company can benefit from social intelligence, especially if you know exactly what you’re looking for.
So, how do departments across your organization see the benefits of listening and learning from the social media space? We’re going to explore this in a series of posts.
Today we’re going to start with your HR department.
Finding the right talent
Finding candidates to fill roles in your company can sometimes be challenging and time-consuming, but it doesn’t always have to be that way when the right people are under your nose… if you know how to find them.
Social intelligence can help you narrow down your field of candidates. Start by thinking about what someone who would fit the role would be talking about in social media.
For example, if the open position that you’re looking to fill is that of a community manager, you may want to look for people who are talking about community management in social. Make a list of community management related words and phrases and start searching for the people talking the most about it.
Even if remote working isn’t right for your company right now, social intelligence can also help you find local candidates. All you would need to do is narrow your search for these people to a specific region. Our Sysomos software will let you monitor for people all the way down to a city level, making finding a local candidate even easier to find through social media.
Use Authority Score to find the cream of the crop
Next, they can narrow down those people that talk about community management to find people with a high authority score on the subject. However, the highest ranking authorities on the subject may have that score because they already have a job they love doing that. That’s not a reason to not pursue them as a hire, but it may make them a bit harder to recruit. But you don’t always have to go after the people with the highest authority score, you can also search for those with a medium level score. This means that they probably know what they’re talking about and that people listen to what they have to say, but their role may not be the most visible and they may be open to learning about new opportunities to further their career.
An authority score allows you to see a person’s influence on a specific social channel. People with a higher authority score are usually more engaged on that channel and are also more likely to be engaged by others. You can run a search on a subject, such as our community management example, and then look for the people with the highest authority score on the subject to flush out great candidates. Not only can you view your candidates authority score, but it might also be interesting to also take a look at what the authority score of their followers is. Are they already being listened to by people with authority? That may make them more intriguing.
Once you’ve narrowed down a few good candidates, social intelligence can help you to further narrow down that list. Listening to the people on your list for what they talk about through social media and even how they talk can be a great indicator for if that person would seem like a good culture fit within your organization.
In just a few easy steps your HR department can utilize social intelligence to help find great candidates for your organization without having to wade through giant piles of resumes.
Keep watching our blog as we update this series with ways that other departments in your company can utilize social intelligence to do better work and make their jobs easier.
Would you like to know more about how to get the right social intelligence to the right people in your organization? Contact us and we can help.