Two years ago we spoke about the rapid rise in the number of requests we received for training Human Resources personnel.
Today, it is evident that the embracing of Twitter as a channel of communication for those in the HR sector continues at pace.
In refreshing our view of HR use on Twitter we've uncovered some interesting statistics that support the view that, whilst HR staff are more familiar with the platform, many are still missing critical opportunities for exposure.
In the 30 day period we reviewed in June the use of HR related hashtags averaged just under 1,000 tweets a day (958 to be precise). In the UK these are the popular tags of #hr, #cipd, #leadership and a variety of other commonly used terms. However, we excluded the #jobs hashtag purely on the basis it is so widely used that it is often difficult to break it down into any meaningful facts.
Statistics alone are of little value though if they're not tied to usage facts or the continuing, and somewhat worrying, trend that around half of all HR related tweets still continue to be made without any use of hashtags whatsoever.
We're able to track these by monitoring the words being used with the body of the tweets, but in many instances the tweeter could be gaining much greater exposure through more category specific use of hashtags that we know are the common saved searches or target search terms used by those in the sector.
When promoting vacancies, many SME employed HR staff fail to tag their tweets with any form of local identification - a known way of getting a higher profile for your vacancy in your immediate geographical area. If you're in Glasgow, why aren't you tagging that vacancy with #glasgow or #scotland?
Furthermore, if it's a sales position in your medium sized organisation in the Southeast of England, and all you do is tag it with #jobs - what chance is there of your tweet being lost in the vast array of other posts using the same tweet? Very high indeed.
It should be noted that the HR sector still performs admirably in its proactive and well versed use of Twitter in comparison to most others, but it is evident that internal HR departments still haven't got a full grasp on the true value of well researched, well placed and well used tags and content.
If we were to use the old examinations grading system we concluded it would be a "B-" that we'd attribute to this particular sector. Above average, nothing to really worry about, but could do much better.