While doing research for the series on social media platforms (Twitter, Facebook, LinkedIn), I came across this must-read article by attorney Lester Rosen, president of Employment Screening Resources. The title alone makes it worth a stop: The Rush to Source Candidates from Internet and Social Networking Sites – Let’s Slow Down and Think About This for a Minute. Rosen writes about some potential legal issues that may be associated with social media recruiting–and though there’s not a lot of detail, he points out some topics worth considering.
Beyond the legalities, however, there are several practical aspects of social media recruiting that may deserve more time for thought.
- First . . . a social media strategy only communicates and amplifies what you have to offer. If the corporate site is lame, luring people there will not net positive results. If job descriptions are uninformative and application processes are overcomplicated, promoting jobs and attracting applicants will not pay off (or at least not well enough). So if social media is not part of a comprehensive strategy, it probably won’t be worth its investment.
- Second, if a broad-spectrum approach to social media recruiting doesn’t fit your company’s needs, there’s no reason to pursue it. Looking mainly for highly experienced specialists? Forget about Facebook. Seeking highly creative, innovative personnel? They’ve moved on to more exotic arenas (boutique boards, niche sites, affinity groups, etc.) Most companies have a mix of needs, but the key consideration here is to identify targets and objectives before jumping into an aggressive social media strategy.
- Third–it’s been said often, and by experts, that social media presence is more than just putting Follow Me and Find Us badges on the website. It doesn’t work without a well-tuned approach and knowledgeable management. And it doesn’t work fast! So a half-hearted effort will likely cost money without producing results.
- A fourth thing to consider: Executive branding expert Meg Guiseppi says baby boomer executives are afraid of LinkedIn and social media. If one of those scaredy-cats is just the man or woman your company needs, they may not be visible online at LinkedIn or anywhere else. Takeaway? It will take old-fashioned, offline fundamentals to track them down.
And finally–just in time for this post–Recruiting Trends is offering a free webcast titled Sourcing Backlash: Integrating Traditional Approaches with Leading Edge Technologies. The agenda includes pros and cons of emerging technologies; phone techniques that complement social media; low-tech/low-cost tactics for increasing passive candidate flow; and much more!
(Thanks to hansol for sharing the original “Whoa” sign.)
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