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I ran a webinar for the lovely Bullhorn Reach team  recently (thanks Vinda!) –  topic: Social Recruiting; Debunking 7  Myths and Misconceptions (you can watch it here…  but not yet, read this first!)

I promised to follow up with some blogs.  The first “Everyone is a candidatewas well read [I hope?] and explored  the myth of everyone being a candidate and the fact that the average Jo or  Joanne, whilst they may be shaking their booty on the dance floor, may not want  to dance with a recruiter.

The next myth:

Social Media is free and easy 

This myth assumes that anyone can do  it.  If this is the case, why are there  so many recruiters (and recruitment directors for that matter) complaining that  they are getting zero value from it – or perhaps they are unable to measure its  impact on their bottom line.  I’ve been  to so many meetings where the client is on Twitter (for example) – they are tweeting  like there’s a prize for volume (normally about jobs) but in the same breath  complain that they are seeing little return.

Time  is not free 

Yes, I yawn at this statement too, but  how many recruitment managers are 1. measuring time that their staff are  spending on social recruiting 2. actually allowing specific time to be spent on  it?  Do you / your staff know how much  time you should spend on social media tasks?   I bet you have a phone system that if interrogated could tell you how  many phone calls you made and how long you were on the phone for?  You know how many interviews you need to  conduct to get a placement. Why not the same for social media activities?

How  are you measuring your success? 

Do you measure output from social?  (Tick a box in your CRM, look at follower /  community sizes / see how many of your shares are read / retweeted? Are you  respecting the time your business spends on social recruiting by allowing time  and measuring output?

Are  you social recruiting or simply bleating?

If social recruiting was free and easy,  this is what I’d see:   Profiles and content designed to attract  and engage – when in fact I see poor profiles, job-crazed content, assumptions  that everyone is a candidate (see  previous post)

Monkeys  don’t do strategy! 

If social recruiting is free and easy,  then a monkey can do it.  I’m not into  anthropology, but I know recruitment, and my time in this world demonstrates  that being effective at anything demands thought, time and STRATEGY! (And  monkeys don’t do strategic social media tasks – although I have seen a video  recently of a monkey riding a Segway… so things may be changing!)

I know that the recruitment process on  paper is simple – it really is! But communicating and engaging with people is a  sophisticated skill.  It’s something that  recruitment leaders spend lots of $£€ training their recruiters to master  (listening, questioning, engaging).  Part  of the reason that agency recruiters exist is that they are better equipped to  help clients engage with candidates (and vice versa).  Social media has obviously made this easier,  but it has also complicated the process (so many channels, so little time!)

So,  some thoughts on how to make the job of Social Media “Easier” (it’ll never be  free)

  • Share more of what you DO and  READ
  • Stop talking about yourself  (jobs, company news, memememe!)
  • Use systems like Bullhorn Reach  (shameless plug!), Klout, Tweetgrader to measure success?
  • Shut about the job for 5  minutes and talk / listen - Stop training your clients to recruit! (Advertising = recruiting? Ask for help rather than post jobs! (Try this in LinkedIn groups!))
  • Show your staff how to best use  these tools and then expect and demand a positive result.
  • Attract passives: does your  profile actually invite passives or are you too busy assuming that everyone  wants to dance with you?

Social recruiting is not free and  easy.  Talking and engaging is a skill  which we value massively, but many people (and most monkeys) are not born with  these skills and they need help to understand relevance and ideal outcomes.

Do you make clear what you expect from  social media and social recruiting?  How  do you measure the success of these tasks? And what do you actually measure?

(Read the other blogs in the series here.)

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