The rise of online platforms such as Facebook, Twitter, and Instagram has democratized our way of communication. People now have considerably better opportunities to freely and independently express their ideas, opinions, and beliefs. It wouldn't be an overstatement to say that social media has become a vital part of our everyday lives.

Today, it makes perfect sense for modern companies and businesses to have a social media presence in our interconnected world; since we spend a big part of our personal and professional lives online. With that, HR departments of businesses may communicate corporate policies and programs to employees and develop seamless connections with them by having a social media strategy. This improves employee engagement and establishes effective workplace team relations. Moreover, it may inspire employees to strive toward attaining business expansion and growth that corresponds with corporate objectives and vision.

Any organization's social media strategy should be open and transparent to establish healthy two-way communication between management and employees. Since it gives employees a platform to express their opinions and get their complaints addressed, in addition to promoting employee recognition and retention. Likely, it can assist in establishing close-knit online employee communities within the company that provides peer-to-peer appreciation and evaluation.

The HR manager will agree that one of the challenging problems they had was finding the appropriate people and matching them to the right role. As firms actively compete for skilled people in short timeframes, social media platforms might show to be successful talent acquisition tools. Traditional hiring practices, such as job advertisements in print media, are becoming obsolete. Social media provides a larger scale and more expanded reach, making talent acquisition a more cost-effective and time-efficient procedure.

Many people searching for employment, both active and passive are mainly millennials and members of Generation Z have an impressive online presence on websites such as LinkedIn.

Thus, using social media capabilities makes it easier for HR professionals to connect with prospective employees, browse their profiles, and narrow down their list of prospects for open positions.  As a result, the candidate onboarding has been made less stressful and laborious by using a social media recruiting policy that has been carefully designed and put into practice.

The unexpected worldwide spread of the COVID-19 pandemic has disturbed companies' routines, work practices, and operational procedures. With that, systems and business trends that were thought to be significant in the past are likely to become outdated.

The focus has to be placed on ongoing employee upskilling and reskilling as corporate organizations deal with the rising complexity of an unpredictable business ecosystem. By providing employees access to online training materials and study programs, social media can be a powerful instrument to promote self-learning among employees. Therefore, companies must recognize the value of social media in helping employees build operational resilience in the face of current workplace difficulties, close the skill gaps to increase productivity and competitiveness, or even boost staff morale and confidence.

In a nutshell, it cannot be stressed how important social media is to the modern corporate ecology. Social media is undoubtedly a human resource management trend affecting all facets of employee engagement, behavior, and interactions.