I want to start this post by stating that this is not a rant, nor is it a criticism of internet radio show #HRHappyHour or career community Brazen Careerist’s recently announced Social Recruiting bootcamp.It is however, these two events that have triggered my thinking.

I was listening in to Steve Boese’s excellent guests Susan Strayer and Ryan Healey, and the topic was Social Recruiting. The reason for the show was that Susan, Steve and a host of other people I like and respect, will be running an on-line training seminar called “Social Recruiting Bootcamp.” It is well worth looking in to if you are interested in exploring social.

Hearing what Susan,Ryan and Steve had to say, it struck me that all the conversation was around employment branding and talent attraction. Some great examples like Strayer’s work with Marriot, using a social game for global talent attraction, and sourcing hourly workers. It’s a great story that you should look up.
The show concluded pretty much in the same vein. Great content, but really all about attraction, and that got me thinking. Talent attraction is an important part of the recruitment process, particularly given the competition for talent, but it is only the first part. Once the potential candidates come in, there’s a whole lot more to it.

Thinking about the conferences and events I’ve been to this year, the story has been much the same. The lines between marketing, branding and recruiting have become blurred, social does that, and it’s a good thing. What I’m not hearing a lot of conversation about is how social changes the rest of the process. I know people are doing it, and it might be less sexy to talk about the practical stuff, but it is a massive part of the recruiting process that determines success or failure.

The good thing about the work I did with Oracle and Hard Rock was that we looked at how we could integrate social in to the full recruitment process. Things like what communications could be sent out via social. How to deal with the volume of response, in particular the rejections. coordinating interviews and communications  on-line. How social changes the recruiters and sourcers role. Theres plenty to think about, integrate and share. These are the practical points that need to be shared. How integrating social has changed things, what has gone well and what hasn’t.

The result of there being not much conversation on integrating social in to all of the recruiting process, this is where problems occur, where the implications of implementation are over looked. The conversation needs to move on from being mostly about branding and attraction.

On my part, I’m going to run a track at #truSanFran on the 26′th – 27′th October titled social impacts, to look at these issues, and talk about the practical stuff, so important for the eventual success of any implementation. What do you think? What are the areas of recruitment process, and social integration you would like to know more about?


The #HRHappyHour Show

Susan Strayer

Brazen Careerist: Social Recruiting Bootcamp - November 7′th – 18′th

Buy Tickets For #TruSanFran