If the answer is YES,… here’s a little advice, don’t spend a lot of time and effort trying to change something that has gone through the hands of anything resembling, or with the words “legal” attached. Do the best you can working within those guidelines (restrictions) and good luck to you (he says with a hint of sarcasm). Unfortunately, most polices do not take into consideration that social media is the fastest and most effective way to promote a product, tool or service to a massive audience and the policies are designed around “worse case scenarios” when it comes to employee interaction.
If the answer is NO, we don’t have a policy, then this is the posting for you.
I was talking to some of the Social Media Recruitment (SMR) leaders and asked them about policies, developing policies and recommendations from “lessons learnt” when it comes to creating policies and the common answer was,.. “It’s easier to ask for forgiveness then it is for permission”.
What they’re suggesting is to build the majority of Social Media Recruitment Strategy under the radar. Once you’ve hit a point where there are media pages created, a strategy in place and you’re a month or so away from launching the SMRS, leverage your extensive networks and create the Social Media policy yourself, just be sure to make the policy “fit” into the model of your organization. From here take the policy to “legal” and ask them to take a quick look and see if anything is missing. “Legal” are people too and if you’ve done the bulk of the work, it’s easy for them to take a quick look, make sure the policy is consistent other organizational policies and give you the go ahead. If Legal wants to tear the policy apart and spend the next 6 months re-wording the policy with their own stamp and they have the support of corporate leadership,… find another job, that has to be a tough place to work and your creative brain would be utilized somewhere else (he says, half laughing).
I’ll be back,