There is little doubt that most organizations have a sincere desire to connect with their target talent markets. They spend millions (perhaps billions) of dollars a year analyzing their potential candidates.
- How can we attract the right talent?
- How do we connect with our ideal candidates?
Social Media, for all its wonders, is not the “have all, end all” of candidate interaction. In fact, if we were discussing this over coffee, you would find out quickly that I much prefer the balanced approach. Embark on the path of learning the tools, but control the amount of time invested. Build into it, don’t just decide one morning that it’s the only approach.
Before you jump at me with a sharp “Twitter changed my life!” lashing – let me clarify a bit more.
Social Media is an amazing place to be. You can meet all kinds of great people, very quickly target and connect with like-minded individuals… and perhaps even discover new avenues for your journey that you had yet to uncover. Unfortunately, and fortunately, it’s not the only way that a person can go about doing this. My opinion, and this is only my opinion, is that a balance must be established.
Candidates are people who have wants, needs and desires. They are attracted to and they interact in the communities of interest to them. Social Media creates an opportunity for us to connect with them on a different level… in a place that they choose.
According to a recent study performed by CareerBuilder and Inavero, “The average job candidate spends more than five hours on social media sites each week; however, only one in five organizations indicated utilizing social networking as part of their recruiting strategy.”
Baby Steps Into Social Media
There are thousands of posts on what to do and what not to do if you want to get involved in recruiting within social media. It’s actually quite overwhelming if you consider the huge amount of information.
With that said, the study clearly indicates that many organizations are holding back. Perhaps it’s due to overall understanding, a perceived lack of ROI… there are many arguments for and against getting involved.
The bottom line, however, is that Facebook, Twitter, LinkedIn and the many other community driven sites are here. They are growing and they are catching on faster and faster by the day. You don’t have to change your recruiting approach over night… but, I sure wouldn’t want to be the guy/gal who wakes up in five years to realize that one vital piece of the established recruiting approach had been entirely ignored.
So, get started… even if that means baby steps. My advice, for what it’s worth, is the following:
- LinkedIn – Set up your account with a complete profile. Join some groups and occasionally jump in the conversation. Perhaps create a survey based on what your candidates want, need and desire. Be a presence.
- Twitter – Find a picture you like, create a 160 character bio and set up your Twitter account. Don’t worry about it being confusing at first… it will be that way for a while. Check out my free video tutorial I created for SHRM on getting started and perhaps pick up a copy of Twitterville.
- Facebook – Picture, bio, likes/dislikes in bio format. Join some groups… interact. If you are feeling really adventurous, go post a job using their social ad system. On the bottom of your profile, you will see a little link that says “advertising”. I personally recommend doing an “impressions” campaign… it’s cheap and you will get your feet wet with very little expense.
I love blogging and I think it’s a great tool… but, the time commitment is a bit much for some people. For the time being, just work at understanding how the above tools can impact your recruiting efforts. If you want to start playing around with blogging, check out RecruitingBlogs.com – try your hand at sharing your knowledge. Be creative, think like your target candidates… see where you get. Later, you can add other tools to the mix and really start building out a comprehensive targeting strategy.
Step 1 is to begin the process. Whatever your organization decides to do, it’s a great opportunity for you to improve your skill set (yes, these tools are appearing on resumes now) and to discover what all the buzz is about. Besides, we’d love to see you out there!
If you would like to connect with me out on one of the above mentioned sites, here are links for you to connect:
The bottom line is just get started. Try it… Twitter doesn’t bite 😉
For those of you already involved in the realm, what baby steps would you recommend? Any must-dos for those who have yet to take the leap into the world of social media?
For those who have yet to get started… I’m curious to know what has held you back? Perceived complexity, time, clear ROI? I’m interested.
Photo Credit, stargazr441