A few weeks ago, Ed Moran and I conducted a webinar, hosted by Monster.com (disclosure: Monster.com is a client of Beeline Labs), about Social Talent Acquisition. Unfortunatelly, and as is often the case with webinars, we were not able to get to all the rich questions that came from the audience. This is the reason for this post. If you have any comments about our points of view, we would love to hear them.
Q: How would you recommend using social networks to recruit high volumes of candidates, like call center roles?
Social Media allows you to change the nature of the relationship you have with potential candidates from a transactional and episodic relationship to an ongoing relationship. In that vein you really need to shift your thinking from staffing a big call center once to setting up ongoing relationships with a large number of people who are motivated by “wow-ing” the customer. The next time you need to staff up a call center, those people will act as an army of volunteer recruiters for you. That could involve setting up a community for people to network with one another, or engage with them on someone else’s platform if that is where they already hang out.
Q: With all the choices of social networking, the difficulty is not only managing the social network but knowing it is working – especially when as a Recruiter we are looking to fill a position by 30 to 45 days. How can we approach social networking knowing it is working?
First off, chances are that if you have a successful social environment, whether a community or a network, you will not be “managing” it. Most successful social environments are run by the users and members, even when they are sponsored by companies.
Social recruiting and talent acquisition is NOT about recruiting in social media – it’s about leveraging the social for which humans have been hardwired for tens on thousands of years as part of the talent acquisition process. If you recruit in social media you may have some success, but the biggest benefits will come from turning the process into a social process – one which can expand beyond online communities and social networks. Turning the process into a social process means finding others, who’s job it is not to recruit, to help you find the right talent for the opportunity you are trying to fill.
Q: can you give more specific feedback on how a company would start posting/using social networks to recruit employees?
We answered part of this question in the previous answers, but the key here is to start establishing meaningful relationships with people who potentially could help you find the right talent in the future. It could be that those people already hang out on social networks like LinkedIn or FaceBook, or maybe in more specialized communities like the ones sponsored by Monster.com’s Affinity Lab communities. It could also be that they do not have a place to hang out yet in which case you may have an opportunity to host them on your platform.
Q: How do you recommend developing social network policies, especially for employees? We need to create some type of framework so users know what is allowed and what is not allowed.
Telling your people how to behave online or in social media should not be all that different from telling them how to behave on the phone, email, or in face-to-face situations. Another factor to consider before putting out intimidating or restrictive social media policies is that most customers purchase your products and services based on TRUST – and how can you expect your customers to trust you if you cannot trust your employees.
When putting together corporate social media policies, it is a good thing to understand what others have done and also to include those employees who are active in social media in the process of crafting the policy.
Q: Which social network would you suggest for solely recruiting for a non-profit company?
Again, maybe it would be better to look at this problem from a different angle. What is the non-profit about? Is it like Love 146, which fights against child trafficking, or is it like Mensa, an organization for highly intellectual people? People with a passion for those different causes will not likely hang together and so there is not one place where you will find them.
When trying to engage in social media you need to find the tribes and where they hang out. You also need to be human-centric to a fault, and not wear your company or organization-centric (in this case non-profit) hat.
Q: Working for a real estate company, it’s hard to provide incentives in terms of reciprocity. Any advice on how to appeal on a national level for the recruitment of sales agents?
While not claiming to be real estate experts you should be able to find reciprocity everywhere. Think of the last party you went to and the conversations you had with people – if you remember them, then those conversations were reciprocal – based on value going both ways. If you don’t remember them, then it was probably a conversation that either did not interest you (non-reciprocal from your point of view) or with a people who could not stop talking about themselves.
Q: How did Fiskars communicate out of the scrapbooking community?
We interviewed the CMO of Fiskars who explained the program in detail here.