Tag Archive for implementing social recruiting

Test Practice Not Best Practice #SocialRecruiting #In

How do you get social recruiting right? I have read a lot of posts on the topic, heard a lot of presentations and had a whole host of conversations about what is best practice. The problem is that what works for one company, or one target audience will not necessarily work for the next one. There are plenty of people peddling the magic formula and showing the data that just proves that you have to do it “this way” to make it work.

One of the hardest things for people is getting started. There is so much talk of branding and the need to get it right, of the need for engagement and perfect posting, that it’s scary to get started. What I have learned is that there is no sure-fire route to success. You need to be prepared for lots of trial and error. Testing, being clear on what you want as an outcome, and being prepared to learn lots of lessons from heroic failures.

One myth I’m really not a fan of is that you should try a channel at a time. The most common recommended starting point is LinkedIn. the advice being get to know this arena well, get it working for you before you move on to the next channel,maybe Twitter or Facebook. My advice is to jump in to social. Go look at every channel. Make some connections. look at what other people are doing and ask for help. Once you start with your own accounts, you get a feel for how the channels work, and you can start introducing your recruiting accounts.

What works for me is getting the business on board with what you are doing. Your colleagues in the business are the best place to start when it comes to research, or for agency recruiters, your candidate base. Don’t try to second guess what channels or content will work best. Talk to everyone about the channels they use, groups, pages and places they frequent. They will guide you on content they are willing to share and contribute to, and will form your brand advocates. It really is about collaboration and experimentation. Being social with your own team, before bringing your outside audience.They will know what would work for them, and what will work for them will work for others.

When you have a list of ideas start trying them. Explore every possibility and understand that some of what you do is not going to work or give you the return you were expecting. It is going to be a question of test practice.” Do, review, then do again. Some will work, some won’t, but find out for yourself and work out the route that works best for you.




#ATCSource: Social Adoption – Some thoughts and advice

Pic Credits: Mike Butcher

Drawing to the close of day one at #ATCSource in Melbourne. It’s been a great day with lots of conversation going on. I still think the coffee breaks are the best learning bit (I’m a unconference guy), but the sessions from Jim Stroud and Michael Specht, and Glen Cathey and Martin Warren have opened the eyes to what is possible in recruiting.
The attendees remind me of those in London about 18 months ago. The questions and conflict around Facebook and personal/business space are much the same. There is a reticence to consider the channel, which surprises me given the well documented success of Paul Jacobs and Deloitte  in New Zealand. That said, it’s reluctance rather than refusal. there is clearly an open mind to adopt whatever is necessary to be succesful at hiring.
Much of the recruiting is in the technical, mining and construction areas. The candidates are hard to find, and tis creates a great opportunity for those who want to try something new and dare to be different.
It is easy to be a bit pretentious about the later adopters of any technology. My feeling is a bit different. Who were the wisest? The ones who made the mistakes or the ones who learnt from the mistakes?

My advice to the recruiters here in my session tomorrow is to be brave. You need to be prepared to make lots of mistakes and try things out. Adopt the Google principle of fail fast, fail often and fail quickly. Your wins will greatly outweigh your losses in the grand scheme of things.
Stop guessing if engineers might or might not be on twitter or Facebook. Glen Cathey summed this up when he said that he always trys the things he thinks won’t work first, so that he can discount them from a position of fact rather than a position of opinion. I like that!
At the moment, i’m sure the prospect of sourcing and social recruiting looks huge and scary. Break it down in to manageable chunks. start with what would help you right now. Perhaps one job, one search, one step. learn from that. Connect with people at the event and outside, they will love to help you learn. They might be local, they might be global, but that is what Skype was invented for. Get a win and then build from there, but expect failiure and be surprised by the success that comes your way!
We’ve talked a lot about tools today, and it has been quite transactional. tomorrow I hope we will get a bit more in to employer branding and other important topics.
It’s been interesting to hear what people want to do rather than what they have done. The appetite and need is here. I think that the attendees are going to get rather good at it.
My last advice, in all the talk of tools, remember that there is people in the process. Thats a big lesson you can take from lots of regions who might be a bit further along the adoption curve!