Does your organization have Social Media (Recruitment) Policy?

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). 

If you really want to get to be a star, supply legal with a “Terms of Use” document as well.  The terms of use is a simple document that you will post on all your social media pages to insure against malicious slander (there is good slander), language and irrelevant content.  We’ll save this discussion for another time.

 I’ll be back,



About richardmatthews

Richard has been part of the Canadian Recruiting landscape since 2000 and is the founder of ION Groups which includes the RNG and HRNG on-line communities for recruiting and HR professionals. He is known as a thought leader and expert in Social and Professional Networking, Social Media and the evolution of Web 3.0 and is a featured speaker on these subjects at conferences and industry events. Richard is a Partner at Granite Consulting and is focused on building and delivering Social Media Recruitment Strategies to Granite Consulting Clients. ION Groups' connects "Like Minded Individuals", using our peer driven content, social networking and an on-line collaboration approach.
This entry was posted in Uncategorized and tagged , , . Bookmark the permalink.

One Response to Does your organization have Social Media (Recruitment) Policy?

  1. Good Post Richard. I would recommend checking out: Auditing Social Media: A Governance and Risk Guide by Peter R. Scott and J. Mike Jacka for detailed information on Social Media Policy Risk and Audits. Also, here is a link to a public database of Real Social Media Policies:

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s