Every decade brings a new buzzword with itself. This one brings – “Social Media”…
Early-users has definitely started calling it ALA “Dot Com Bubble” of internet. We have to remember that it merely serves as a “Tool” and not as an entire “Strategy” with a stand-alone usage.
Well, with this post I would like to highlight a big “Don’t” in Recruitment as far as social media goes. Social media does give a large visibility on internet with it’s advance tools and technology. However,
just merely using them does not mean that a Recruiter 1.0 (I call it Inbox version) upgrades to Recruiter 2.0 (Social Media). What do I mean?
– Let me explain….
A Recruiter 1.0 is one who gets a job requirement, post it to various job boards, newspapers etc and waits for his inbox to deliver goods. It’s a classical case of recruiter who “Post and Pray” to get good
resumes and fill in the requirement. Now suddenly this Recruiter 1.0 hears good things about Social Media craze and decides to use it to have a competitive advantage. So what does he do? He creates a log-in in Twitter / Facebook / Linkedin. Without putting too much thought-process – he starts bombarding them with loads of their requirements. He now thinks that he has become Recruiter 2.0 as he is leveraging latest recruitment technology. Take a stop now – Is he really adding any value to recruitment process? Is this a new version of Post and Pray Recruiter who previously used to depend on job board and this one depends on Social Media??
What is missing? – CANDIDATE ENGAGEMENT…..
The biggest advantage with social media is that it gives you a tremendous opportunity to touch-base a huge target audience – directly /indirectly. However – your success depends on how you engage your audience, increase your following and then use them as your network to spread message about open requirements.
OK – let me demonstrate my point.
|Post and Pray Recruiter
||A Real Recruiter 2.0
Interestingly – Social Media is still a very new channel in recruitment. There is no limit to how you can use them. It has a huge power in attracting right people; however it needs a little sensitivity to negate adverse effect. (Well, that’s a different topic)
In all – you need to decide whether you are a “Post and Pray” recruiter OR a Recruiter who is ready to explore new ways to engage people in Social Media. Do not use Social Media like your candidate database – it is definitely an ART to identify a section of your target audience and engage them. I would also advice organizations who are using twitter/FB accounts for PR/Sales activities. Don’t publish what you want people to see – Publish what people wants are interested in. It’s a gold-mine which give returns in longer term – don’t use it like database; it will backfire you…
Happy Socializing!!!! (Through Social Media).