I received an interesting call the other day, it was someone looking for a Social Media Recruiting Strategy. There was a need, budget and a willing partner, sounds good right?
We engaged in a dialogue around recruitment within the organization and it quickly became apparent to me that Social Media Recruiting Strategy (SMRS) was not going to be the “Silver Bullet” that was going to make all their talent Acquisition problems go away, yes, it was certainly going to help, but there were a few other things that needed to be worked out first.
This post is not to bore you with the recruitment practices within your organization but more of a “take Heed” that of course you should have a SMRS in place to attract candidates that you have not seen before, but you really need to understand how this SMRS is going to fit into your recruitment process.
SMRS is an “enabler” to an effective Talent Acquisition process, not the be all and end all solution.
I wrote a blog “Is my organization ready for a Social Media Recruitment Strategy?” , that outlines considerations before embarking on this journey into Social Media Recruiting. Have a read and if you’re confident, let me know and we can move forward.
The talent acquisition models have not changed since the early days of recruiting (find the best talent for the role), what has changed are the mediums, process and tools that make the practice much more effective.
Until next time,