that your list is also the difference between HR and Recruiters at least in the UK.
BUT I see the role of Community Manager within a Recruitment Consultancy or HR as a very new and different role and one that is new and needed - I see it in terms of the "publishing perspective" because for me ( a publishing background) running an effective Social Recruiting Strategy is about many of the skill that exist in the publishing world; It is
- Database Management ( a crude term but a Talent Pool/Puddle or a Facebook or Linkedin Group) is a database of names/information
- Editorial - what brings a group "alive" is content - user generated, "U" generated or aggregated without content you have a "filling cabinet of contacts".
- Engagement - we constantly hear this term but it is true - content alone is not engagement. This maybe is the new element that social brings and makes it so different and challenging. It is the hands on "light touch" element that makes the community feel respected, appreciated, informed etc. It is what recruitingblogs get and do so well.
- Re-Distribution - you want usual to both sustain and grow your community so the networking, sharing and redistribution of learning and content builds and keeps the community "refreshed".
- Management - any community needs to be managed - the community manager.
A long waffle but to me these attributes I have seen before in the publishing world BUT not in one person - we had editors, journalists, circulation managers, marketing etc and with the old world pricing model this was sustainable. But today in the e-economy of social publishing one person has to do all this.
So if you are a Recruitment Consultancy or an In-House embarking on a social recruiting strategy you will need a Community Manager - and they won't get sacked for missing one target!!.