10 Things To Include In A Social Media Policy – Part One
As a human resources professional, you know that you should have a policy to guide employees on social media usage in and about the workplace. But, just what exactly should be included in your social media policy?
Here’s a list of 5 key points to get you started: (refer to part two of this blog post for more tips)
1. Company attributes – Identify how employees should describe the company attributes and benefits so that they represent the brand in the best possible light, online.
2. Usage during work hours – Determine if the policy will ban social media usage during work hours. If you do ban usage, you’ll find employees will use their smart phones to catch up with their social media feeds throughout the day. However, if you don’t ban it, you’ll find more engaged employees overall.
3. Recruiter guidelines – Ensure the policy has outlined guidelines that are broad enough to help recruiters fully engage with various constituencies to help them turn cold connections into receptive potential candidates. Allow sufficient time for them to check in, create or share interesting content, and of course respond to developments in their contacts’ lives.
4. Employee postings – Create guidelines that encourage happy employees to promote existing, authorized job openings on their own social media profiles. Research shows that even 3 or 4 times removed contacts are better candidates than someone with no connection to an employee.
5. Online presence – Document exactly how recruiters must maintain their online presence. Failing to maintain a presence can be more detrimental than never getting started in the first place.
For more tips and information about what to include in your social media policy, read part two of this blog post.
