Social media and the workforce
Social media is changing everyday life and while people are using the strategy to find employment, most companies aren’t fully taking advantage of a formal social media strategy. According to the latest report Emerging Workforce Study by SFN Group, most companies aren’t on the social media bandwagon. Out of the companies surveyed, less than 25 percent have a formal strategy in place and only 33 percent say they’ve had success.
"In the old talent attraction model, companies showed scant concern for the job seeker experience, enjoyed relative anonymity in terms of the true nature of their corporate culture and work environment, and rarely marketed themselves as a place to work," said Roy Krause, CEO of SFN Group, Inc. in the press release. "The online revolution has changed all that, fueling the need for companies to build relevant social media strategies into their workforce planning efforts."
The study found many companies continue to apply conventional thinking to attracting, cultivating and retaining workers — a strategy that may fall short in today's digital world.
According to the study, only four percent of HR executives use social networking to recruit. “For many, attracting workers remains a sterile, one-size-fits-all approach, regardless of an onslaught of social media that now offers boundless opportunities to target specific candidate groups and tap into markets which might otherwise have been inaccessible.”
The study found that for 75 percent of workers, their job means more than just making money. Eighty eight percent want to think of new and creative ways to do things, with most workers naming growth potential as the top reason to stay beyond pay and benefits. One of the most effective venues to engage workers is social media, yet of the 44 percent of businesses using it, only 20 percent use it to motivate existing employees.
Less than 20 percent of companies leverage social media to retain employees and only 23 percent of HR executives said they are concerned about retention. Krause concluded, "The new rules of attracting, cultivating and retaining talent center on intangibles, such as respect, clarity of mission, career growth and employer brand values. Social media represents an ideal delivery option and stands to be a game changer in the ability to compete successfully."
Photo courtesy of indiwarm
Microsoft: Building a secure foundation to drive NASCAR
Microsoft is a key partner of The National Association for Stock Car Auto Racing (NASCAR) and together they are driving ahead to create an inclusive and immersive new fan experience (FX).
These long-term partners have not only navigated the challenges posed by the COVID-19 pandemic with the use of Microsoft Teams and Microsoft 365, but are now looking to a future packed with virtual events to enhance the FX, well beyond NASCAR’S famous Daytona racetrack.
“Together, we've created a secure environment that's allowed for collaboration, but the future is all about the fans”, said Melinda Cook, General Manager for Microsoft South USA Commercial Business, who cited a culture of transparency, passion, adaptiveness, and a growth mindset as to why this alignment is so successful.”
“We've partnered to create a fluid, immersive experience for the users that is supported by a secure foundation with Microsoft in the background. We are focused on empowering and enabling customers and businesses, like NASCAR, to reach their full potential. We do this with our cloud platform which provides data insights and security.”
“Our cloud environment allows NASCAR to move forward with their digital transformation journey while we are in the background,” said Cook who highlights that Microsoft is helping NASCAR
- Empower employees productivity and collaboration
- Improve fan engagement and experience
- Improve environment security and IT productivity
- Improve racing operations
Microsoft Teams, which is part of the Microsoft 365 suite, enabled employees to work remotely, while staying productive, during the pandemic. “This allowed people to provide the same level of productivity with the use of video conference and instant messaging to collaborate on documents. Increased automation also allows the pit crews, IT, and the business to focus on safety, racing operations, and on the fan experience,” said Cook.
“We have started to innovate to create a more inclusive fanbase, this includes using Xbox to give people the experience of being a virtual racer or even leveraging some of the tools in Microsoft Teams to have a virtual ride along experience.”
“These environments are how we create a more inclusive and immersive experience for the fans. We're working on a virtual fan wall which allows people from new locations to participate in these events,” said Cook, who pointed out Microsoft was also helping bring legacy experiences alive from NASCAR’s archives.
“At Microsoft we can take it one level further by letting fans know what it's like to see the pit crew experience, the data and all the behind-the-scenes action. We will continue to improve automation with machine learning and artificial intelligence, from marketing to IT operations to finance to racing operations,” said Cook.
Christine Stoffel-Moffett, Vice President of Enterprise Technology at NASCAR, said: “Microsoft is one of our key partners. They have been instrumental in helping the NASCAR enterprise technology team re-architect our Microsoft systems to ensure an advanced level of security across our environment, contribute to our business outcomes, and focus on fan experience.”