• 14 Jul 08
  

  Michael Marlatt

  exceler8ion socialmediarecruiting socialmedia

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    ← Quick  Tip for Sourcing Talent on Social Networks

     

    Shannon  interview on Bill Vick’s XtremeRecruiting.com →

     

    Social Recruiting: corporate adoption of social media for recruiting and  retention

     

    February 18th, 2008 | Web  2.0, Recruiting, Career Site 2.0, Talent Sourcing, social recruiting, Social Media, Employer Brand, Blogs,  Job  Search 2.0, Recruitment Advertising, Candidate experience, Interactive Recruitment Marketing

     

     

    Is corporate HR and their executive team receptive to social  media?

     

    A commenter recently asked:

     

     

    Curious of your thoughts regarding how receptive HR is in including  social media strategy as part of their marketing and media mix. I think  for many of us it is a no-brainer, and I believe Executives are beginning to  understand the power of social media and the habits of their target, but from  your experience, are you finding HR Execs receptive and willing to allocate  appropriate portions of their budgets for this?

     

    Julie O’Reilly
    Marcom Village

     

    What do you  think when you hear “do you have a social media strategy?” Do you think about  making media buys to run banners on sites like facebook and LinkedIn; or maybe  placing employment messaging within other publisher’s podcasts? In recent years  the number of sites where you can place ads and the forms these ads are offered  in have increased. The introduction of these options for interactive recruitment  advertising is exciting and the possibilities are growing by leaps and bounds.  But, this is advertising - which doesn’t happen to be the core compentancy of  social sites and mediums. These sites are forums where millions upon millions of  potential candidates are connecting with one another, participating in active  conversations, and changing the very definition of thought leadership. The  potential for social media to completely disrupt how companies find and  build relationships with candidates is powerful, if they can be  convinced to learn how to harness that potential.

     

    I have spent the last eighteen months speaking with corporate HR  leaders at some of the largest organizations in America on this very topic -  urging then to adopt social computing in their recruiting and retention efforts.  It is just in the last month that I have seen corporate HR realize that they  have to begin “thinking” about adding social media to their recruiting and  retention efforts. But when I discuss crafting a social media strategy, I am not  talking about using these sites for advertising, I am talking about efforts such  as:

     

     
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       Publishing employee-generated content that  shows the real soul of   the  company and tells the stories that make the company what it is. 

       
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       Using  photo, video, audio sharing sites to help those stories come   to life. 

       
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       Using  RSS to distribute this content outside of the corporate   career site. 

       
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       Having  real FAQs sections where candidates can ask questions, get   real answers, and have this exchange be  indexed and searchable for others. 

       
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       Evolve  the definition of “relationship marketing” to include   building and cultivating your candidate  community on your career site through   real  two-way exchange of information. 

       
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       Encourage recruiters, hiring managers (all  employees really) to   seek  out potential hires and build relationships within online   communities. 

     

    What is the “right” strategy for one company is not necessarily  right for the other. The key is to allow your employees to express their stories  in the way that is RIGHT for them, thereby authentically and quite literally  showing candidates who your company is and what it might be like to work  there.
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      Publishing employee-generated content that shows the real soul of  the company and tells the stories that make the company what it is.

       
    •  

      Using photo, video, audio sharing sites to help those stories come  to life.

       
    •  

      Using RSS to distribute this content outside of the corporate  career site.

       
    •  

      Having real FAQs sections where candidates can ask questions, get  real answers, and have this exchange be indexed and searchable for others.

       
    •  

      Evolve the definition of “relationship marketing” to include  building and cultivating your candidate community on your career site through  real two-way exchange of information.

       
    •  

      Encourage recruiters, hiring managers (all employees really) to  seek out potential hires and build relationships within online  communities.

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