Designing your Social Media
Recruitment Strategy
Key themes your strategy should cover
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Transparency
Conversation
Wisdom of Crowds
Data is Key
Speed
Reuse
Rich User Experience
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A word of caution...
• The astute may feel many of the items on the
following slides are already incorporated into
their recruitment process.
• The trick is making it real. That is the hard
part.
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Transparency
• Letting prospective applicants understand
what it is like within your organisation
• Ensuring candidates are kept aware of their
progress
• Don’t sell what you don’t have
• Don’t “sugar coat” or “astro turf” your entry
into social media, keep it real, otherwise you
will be labelled a Sock Puppet
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http://en.wikipedia.org/wiki/Internet_sock_puppet
Conversation
• Candidates are human, so treat them that way
• Interviews should be conversations, not
interrogations, even panel interviews
• Remember there are no smart companies only
smart conversations
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Wisdom of Crowds
• Use the web to find good quality people
• Don’t use the web as the only source of
background checking
• Use referral networks to find candidates
• Allow non-employees to comment on your
recruitment process
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Data is Key
• Data might be key, but controlling what is said
is not the best solution
• Use technology to find the best candidate
• Mine your talent management system to
uncover “rock star” talent inside and outside
your organisation
• Protect the privacy of candidates, but that
does not mean ignoring them
• Use your data for good
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Speed
• The best candidates move quickly, and so
should you
• Corporate delays will cause you to end up with
second rate hires
• Your Internet site should be quick and easy
• Your process should be quick and easy
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Reuse
• If you say you will keep the resume on file for
future roles, make sure you use them
• Use your networks to find new candidates
• Don’t forget your internal employees, they can
find candidates and are also potential
candidates
• Leverage the marketing team to enhance your
employer brand
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Rich User Experience
• The experience of every candidate needs to
excel, regardless of if they are hired
• Ensure your internet activities are rich and
inviting
• The interview process should be enjoyable
• Don’t drop the ball with the on-boarding/
induction process
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