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    2. Should HR managers post on LinkedIn?

    Should HR managers post on LinkedIn?

    Marko Rakic
    8 replies
    Hi folks, I think HR managers should be posting on LinkedIn about their company culture, values, and employee's benefits so they can acquire talents easier. Talent acquisition is one special form of sales :)

    Replies

    Gabe Moronta
    Visla
    Visla
    Absolutely, if the goal is to be transparent, HR plays as much a role in that as anyone. How HR is perceived or behaves says a lot about the company itself. Leaders should encourage it.
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    Cristina Imre
    Spot on, @marko_rakic2 . HR needs to get out of the transactional shell and more into branding the company others want to work for. Now, having so many diverse responsibilities that many times conflict with each other, like taking care of people vs tons of paperwork and bureaucracy can get in the way.
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    Philip Snyder
    Delphi — Digital Clone Studio
    Delphi — Digital Clone Studio
    I completely agree! This is an excellent way to attract top talent to your organization.
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    Shubham Tiwari
    Definitely, it's help company a lot
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    Jade Mackenzie
    Absolutely! Driving the employer brand should be a core part of any HR Leaders remit and a presence on LinkedIn is essential these days. There's so much power in showcasing your company culture and benefits via this channel - it's a huge talent pool after all.
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    Rakshitha Kamatam
    Yes its helps a company a lot
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    Michael Flux
    Yes, but* While I think transparency is great, you have to make sure that what is being posted, not only is interesting, but also sounds genuine. Every day I see a lot of posts from various HR people, and inevitably 98% of them fall into the category of "we at ABC, Inc support the current trend, we are for good things, and against bad things". When I see that, to me it screams that words are more important than work at that company. They could have used the opportunity to show the awesome things their teams are doing, or showcase some spectacular high performer within that organisation, but instead they went with empty platitudes and cliches. If you want to attract great performers to your company, focus on highlighting the people and teams they will be working with, and the types of interesting projects they may be working on as that is far more interesting to a potential candidate than generic corporate values.
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