ideas from Jeffery Giesener CEO ShoppeSimple
It’s no surprise that enterprise wide use of Social and Mobile technologies continues to grow rapidly. In fact, CIO Magazine reported what many business professionals already know:
“32 percent of organizations are now supporting social networking sites, and 28 percent of enterprise IT decision-makers are using collaboration platforms for Social and Mobile functionality.” *
Google Recruiters See It Differently
Click here to see what Google is doing…
Last year, Google Inc. hired about 7,000 people after receiving some two million résumés. Google has “hundreds” of recruiters who actually read every one of the resumes they received, says Todd Carlisle, the technology firm’s director of staffing. **
But Dr. Carlisle reads résumés in an unusual way: bottom up from a social aspect.
“Candidates’ early work experience, hobbies, extracurricular activities or nonprofit involvement—such as painting houses to pay for college or touring with a punk rock band through Europe—often provide social insight into how well an applicant would fit into the company culture”, indicates Dr. Carlisle. “It’s the social aspect that is the first sample of work product we have from the candidate.”
The Social Sourcing Dilemma
Even as Social and Mobile grows throughout an organization, I witness far too many Sourcing professionals content to wait for Social technologies and their collaborative advancements to just come to them. I also hear Sourcing Execs say they are just keeping their heads above water doing their current job functions without adding Social Sourcing to their Talent Acquisition mix.
Taking this Social reactive approach is not a game changer for you, your Team or organization. It perhaps will also hurt your personal career too as your top Execs begin to “get it” and realize the Social Sourcing is the wave of the future.
To improve the potential for Social innovation within your Human Capital organization and put your Recruiting team on a winning track, I offer these ideas to help you get Social Sourcing started in your organization:
1. Begin where you want to wind up. All too often there’s a lack of understanding of Social that leads to a “put on your blinders” approach where companies rely on Applicant Tracking Systems (ATS) partners to deliver their Social Recruiting infrastructure. It is worth your Recruiting Team’s time to map out your Social recruiting goals. You may also want to seek out an outside Thought Leader to help you save valuable time and money too.
2. Listen to your employees’ and Job Candidates’ social conversations. Investing time listening sharpens your Social recruiting knife and hones your company’s Social Voice. Don’t sell, don’t preach…simply Share. Give your internal and external constituents the opportunity to collaborate with you and your employees and the result will be what Social is all about; having conversations across all Social and Mobile networks. This will lead you to more effective recruiting.
3. Buying advertising on Social Media (Facebook, LinkedIn and Twitter) is not being Social. Social Media is unlike the advertising of the past where you simply paid your money, bought a job post and got a result. Today with Social Networks it just doesn’t work that way. Your Social candidate is not interested in being pitched either. Nor are they interested in being “advertised at”.
They are interested in being connected to your organization in a new way under their terms and in the Social spaces they choose. Your job posts and content must find them, wherever they are online or through mobile. Don’t assume your best Passive and Active targets will find you. Your posts must be relevant, timely and worthy of conversation. Bottom line: when you do this you’ll get more qualified applicants and referrals from your employees.
4. Why build or invent IT inside? The more I meet with HR pros the more I hear they can’t do a thing with Social or Mobile because their IT queues are overbooked with higher priority projects.
I hope not. This is why 3rd-party SaaS options have become such a viable alternative to building internally. They now enable you to plug in very cost effective solutions that work well in less than 30 days. Some of these solutions can even be implemented without any internal IT assistance allowing you to avoid the IT log jam entirely! I recommend checking them out right away.
5. Just Do It! No excuses — No Delays there is no reason to wait. Just start. Just learn and begin competing for the very best job candidates in Social Time.
- Wall Street Journal