Organizations can leverage their social network, which stems from its own workforce, in order to optimize its performance. Benefits can be seen in the organizational structure, in product innovation, production improvement, or individual employee performance.
Social networks can also “help an organization leverage the entire workforce to market new products, find new sales leads, or find top performers by using existing social networks such as LinkedIn and Facebook.” This according to Yves Lermusi, founder of reference check company Checkster.
Lermusi focuses on leveraging social networks during the hiring process, as employee selection can greatly benefit from the existing workforce network.
Social media then becomes a perfect venue from which to gather collective information on individuals, while tapping into existing employee networks and getting first degree references.
Employee selection can be dramatically impacted this new approach, through which employees are empowered to provide referrals for open positions in the company.
Social media then becomes a perfect venue from which to gather collective information on individuals, while tapping into existing employee networks and getting first degree references.
The so called “Reference Check 2.0” processes advocated by Lermusi allow organizations to reduce the length of the hiring process while gathering more references per candidate. All this because it provides the recruiter or hiring manager with a tool that taps into the candidate’s social networks to connect with potential references.
These processes are also associated with the benefits of real time and true confidentiality, which result in an accurate way to rely on the “wisdom of the crowd.”
Tags: employee selection hiring process HR human resources reference check reference check 2.0 social networks
