A while ago I posted a blog,… “7 things to consider when building your Social Media Recruitment Strategy (SMRS)” That post is what to do once you’ve decided to engage in a SMRS. This post is what to consider before you plan your SMRS.
While Social media tools and technologies are seemingly free or cheaper, it does require a lot of patience and commitment to make the implementation worthwhile.
Assessing your Existing Resources and capabilities
- Financial – is there a budget for SMRS?
- Personnel – do you have a dedicated resource, with the right Skills? (An effective SMRS will require approximately 15- 20 hours a week).
- Time – is your organization dedicated to getting a SMRS started and completed in time?
- Partners – Is Legal, Marketing and IT going to support the build?
- Technologies – A look at the technologies and tools, including but not limited to ATS, RSS, plugins, widgets, applications and softwares, that will make your strategy seamless will be ideal at this stage. A review of your own resources SM habits will assist you to decide on the technologies and tools that can be most applicable.
- Embracing a social media strategy requires a shift in mindset. In the past, recruiters were solely associated with their organization. Today, social networks require organizations to associate themselves with their people. For recruiters, this means demonstrating thought leadership on behalf of the organization, building trust and creating personal connections with members of a targeted community.
What are your Successes & Failures? How will you define success in your strategy? (i.e. reducing hiring costs, attracting quality candidates, better employee engagements, higher staff retention, improved employer reputation, increased open communications, better corporate transparency etc.)
How do we measure Failure as well?
What are your Metrics & Deliverables? Some of these ROIs may include the number of visitors to your website, number of clicks in Social Media, number of jobs viewed, number of applications made, volume of hires based on visits/clicks/applications etc.
You may also measure the depth of conversations and degree of engagements you are having with candidates on Social Media eg Twitter & Facebook.
Having a large and active community is always a plus. It is vital to be able to measure these indices throughout your Social Recruiting process and to be flexible enough to engage based on the direct the conversations are going.
Remember,…. Social Media Recruiting Is still evolving and your strategy will evolve with it.
Until next time, Richard