Just because you have a Facebook, Linkedin, Twitter, etc. account, don’t think you have a “Social Media Recruiting Strategy” (SMRS).
I was speaking with a recruitment leader the other day about SMRS and where their organization was. They said that they were just putting their SMRS into play,… I got excited to hear more so I asked for more. We talked about the Facebook company page, the team engagement and how they were going to post all their jobs there. I asked about what else they are going to put on this new page,… (blank stare, crickets in the background),… “nothing, we have a lot of jobs”. Now, the fact that they had even taken this step, puts them ahead of most organizations, but let’s confuses this “awareness” with SMRS.
Firstly (and to be discussed in detail in a future post), rule number 1 about content,… make it a mix of Jobs, Company information and user driven content.
But the main point I want to get across is,… social media awareness and Social Media Recruiting Strategy are not the same thing. I think it’s great that organizations are starting to realize the power and speed to which social media can get the “message” out, but please don’t think that because you have a “company page” on one (or even all) the social media channels that you have a SMRS. SMRS is quite a complex map that should be in place to position your organization as an employer of choice and identify, attract, nurture and build Talent Pipelines. An SMRS should be about a plan, a goal, and expectation and an ROI on your organizations involvement in Social media.
I’m not saying that starting with a “Facebook Company Page” is not a good start, but it’s just a start. Take the time, make the investment (intellectual and human resource) to create a SMRS that will deliver on your organizations Talent Acquisition goals.
Keep pushing forward,