Social media this, social media that. It’s the buzz, they say. But long since discarded as a passing fad many recruiters remain reluctant to adopt what is fast becoming the must-have tool for today’s staffing kit.
So why are recruiters – curious beasts by nature – so reticent when it comes to engaging social media? Here’s a follow up to my piece last month on why ‘Only recruiters with a social media strategy will survive’.
Having returned recently from the Social Media World Forum, I am aghast by the number of seemingly late adopters to a business concept that I had previously assumed was now etching on the common conscious. But I was wrong. For the first time in technological history I am, it would appear, at the top of the wave; riding with a minority of recruitment-types who view social media as not just useful, but imperative.
Even the public sector – comically backward in coming forward – have social media advisors. What’s going on?
The social conundrum
Most recruiters know they need to be doing something in social media but are unsure what it is. Twitter is the emerging trend right now and more and more recruiters are seeing the benefits of joining this stream. LinkedIn continues to prove its worth as much as a place to find talent as for its original purpose, to make business connections. Facebook, of course, remains that place where it’s cool to be seen and there are now credible ROI case studies. And there are many other social media channels. So with so many places to ‘hang out’, where does a social-virgin start?
Andy Headworth of social and process recruitment experts, Sirona Consulting, advises the staffing industry on the virtues of a social media strategy. He is equally determined to guide recruiters through what appears to many to be a time-sapping suction pump of intangibility.
“Many recruitment companies that I speak to are still in the dark ages when it comes to social recruiting, which I find amazing! They have tools at their disposal, such as LinkedIn, Twitter and blogs. These channels can be used not only to connect and engage with potential candidates and clients, but its openness allows for identification and sourcing of these people, too. There is absolutely no excuse for a recruiter not be using social media, as all the consultants should be getting involved and building their own communities on the relevant social media sites for their sector. Recruitment companies that continue to ignore these channels will find the future enormously challenging.”
Why is social media good for recruiters?
Crikey, where do I start? There are probably ten separate articles to be written on this, so here’s a summary:
- Build your network and connect with colleagues: it’s all about building communities these days. Social media provides a quick and easy way to do this.
- Inform your candidates about new job openings: more and more jobseekers looking for marketing jobs are adopting social media as a place to find new vacancies. Brag about the jobs you’ve got and show your clients why you’re worth the fee.
- Market your products or services: if you’ve something to shout about, shout. Social media is free PR. Get it right and you’ll be a winner.
- Answer and ask questions: social media relies on altruistic endeavours, where one good turn deserves another. If you want information, you’ll get it.
- Ask for or provide feedback: market research is now called ‘crowd sourcing’. If you want to test some ideas, social media provides the required transparency.
- Provide customer service and support: service on demand – that’s the way of today’s society. Your customers/clients want immediate response. Social media is instant.
- Thought-leadership and opinion-sharing: promote both personal and commercial brands by showing your industry how knowledgeable you really are. People buy people, right? LinkedIn is a superb platform to engage with peers and accentuate your USP to potential clients.
- Posting news and events from your company or industry: yes, you can do this via your website but how far will that message go? Direct mail campaign? Very 2008.
- Post interesting resources: social media will thank you for this and return the favour by the truckload. Monetising benevolence is a challenge – so slowly, slowly catchy-monkey…
- Post company blog articles or links to your favourite blogs: blogging – what to make of it? It’s right for some, not quite so for others. But if you like to write and your company will support you doing so, social media provides all the platforms you could possibly need to drive home your amazing thoughts.
And the beauty of all of this is, it’s free.
What am I missing out on if I don’t do social media?
Don’t just take Andy’s and my word for it, listen to these guys who took time out to visit the Social Media World Forum. Some are early adopters, others seasoned pros. In either case, they’re on the wave all marketing recruiters need to be surfing. Word-up, social media’s the gig.
If you’re a recruiter and want to learn more about how social media is already impacting your industry and what you need to do to stay ahead of your competitors, I implore you to attend the 2010 Social Media in Recruitment Conference on 22nd April.
Are you ready for the social challenge? I think you’d better be.
Learn more about Andy Headworth’s social recruitment thoughts by following his blog, Sirona Says.
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Are you using social media as part of your recruitment strategy? Would you like to learn more about this emerging phenomenon? Comments welcomed below.
Simon Lewis | Editor | Only Marketing Jobs
