"Modern times" was the name of the film classic by Charlie Chaplin in the mid-30s of the last century. At that time, the modern age referred to the industrialization of the world of work, today digitization plays this role. That's what it does Company nervous. But why?
Many corporate executives think that if they do not act now, show how modern and open-minded they are to the new media, they will not lure new, interesting newcomers on board - really? Or should be the first consideration before sometimes hectic social media activity: Does that (already) to us?
Company as a mirror of social development
What happens in a company is a reflection of social developments, a mirror of self-understanding in each other, even in hierarchies, and the self-consciousness of the actors.
There are already changes here, which are often still more or less hidden, but are increasingly torpedoing the character of classical power structures through countless individual events.
Little sympathy for dusty corporate cultures
This can be seen in the young, self-confident high potentials that companies are now having to promote (and not the other way round).
Young people who see themselves as well the way of independence in creative networks and co-working spaces. And they have little sympathy for dusty corporate structures.
High potentials first ask about company culture
Not infrequently, high potentials already ask questions similar to these to the staff decision directly in the interview:
- How well-maintained and lively is your intranet?
- And how well are you connected to the outside?
- How open are you to portray your company in the social media?
- How strong is the company against shitstorms, which can shake a company if it is not well prepared.
- Can the company deal with the immediacy of new media?
- Or perhaps it even runs an embarrassing self-staging (for example, if undercover employees of a company are active as supposed customers in chats and forums)
This brings us to the question: What influence do social and interactive media have on companies in general and especially on the selection of applicants in companies?
Do not jump blindly on the wrong train
Not every new tool or tool for personnel development and thus also organization of the organization fits every company. The solution can not be that companies now "blindly" think they have to jump on this bandwagon:
All others are already driving, at least it looks so. Beware, it could also be the wrong train. Nothing is more of a destructive impression that a company and its protagonists are not authentic than an image that a company invades, but which is not based on a solid and unthinkable foundation.
We have to - but are we ready for it?
For companies, the question can only be asked "we can not get around it" - but what follows are the following questions:
- Are we ready for it?
- Can we deal with the people we have recruited in this way at all?
- Or would we have to think about something else, about our corporate culture?
Recruitment ways that cause damage
Many companies are often hectic, over-hasty: we have to be modern, eg with recruiting via social media, but unfortunately this is often a single step, which is not strategically underpinned; then the effect does not only fade, it can even cause damage in the worst case:
The company is getting people into the house it is not yet prepared for, meaning its demands for transparency, etc. It may not, on the other hand, properly classify the information circulating on the web, attach meaning to things that have none or the other way around. But of course it is always different.
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