The Social Media Recruiting Mistakes You’re Making Right Now
And what you can do about it
These are all real messages, posted on Twitter by real hiring managers. You’re probably thinking, “Hmm, it’s about time we had a no-social-media policy.”
Don’t do that! You need your managers online to help you build your recruitment brand. And your managers need guidance, not duct tape over their mouths. As bad as oversharing might be, these three social media recruiting mistakes are much more common – and in the long run, a lot worse for your online brand.
Mistake #1: Spelling out everything you can’t do.
Recruiters sometimes panic when it comes to social media, so they try to compensate with strict communication control: The only acceptable posting topics are new jobs and sandwich specials. Don’t talk about actual people. All tweets must be approved by corporate. This will kill your social media recruiting fast.
What to do instead: Define solid social media principles.
The word “principles” is important, says Amanda Hite, CEO of Talent Revolution. “Principles are things we live by,” she says. Not the things we can’t do.
Here are a few examples from Hite of principles to share with your hiring managers:
- Use good judgment. Just as your behavior offline can positively or negatively impact your career, the same applies online. It’s just easier to find, and it’s permanent.
- Be authentic. Social media is only a tool to use to build relationships. It’s important to come across as authentic, to humanize your brand and to be yourself.
- Sharing proprietary and confidential information will get you in trouble.
Mistake #2: Making your managers use social media as an advertising channel.
Sell, sell, sell! And both your customers and your potential applicants will drop you like a lint-covered lollipop. ”Broadcasting messages or promotions is viewed as spam in the social web and will get you voted off the island,” Hite says.
What to do instead: Build relationships.
The most leverage your managers will get from using social media for recruiting is by getting referrals and maintaining relationships with potential prospects. It’s about relationships, not advertising. We won’t lie. This takes time. But it works.
Look at it from your future hires’ point of view. They don’t want the hard sell – they want to peek inside your company. They want to get to know your hiring managers and discover that they’re cool people who are excited about their jobs. Plus, remember that superstars know superstars. The more your managers build their professional networks, the more effective they’ll be at communicating openings and getting good referrals.
Mistake #3: Wait – and wait – for your audience to come to you.
You know the D-list celebrities who hang around any patch of red carpet they can find, hoping someone will ask for their autograph? Don’t be them. If you’re just launching your social media recruiting efforts, fans won’t be knocking at your door. You have to knock at theirs.
What to do instead: Go where the community is and tune into their conversations.
Are you recruiting passionate bartenders? Go to forums and groups where bartenders hang out online. Join the conversation. Share your mango martini recipe. That’s the only way you’re going to build your own fan base and attract great people to your company.
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[...] This post was mentioned on Twitter by SelectMinds, Michael O'Dell. Michael O'Dell said: What #socailrecruiting mistakes are you making? http://ow.ly/21k1H #socialmedia #recruitment [...]