Six months ago, we discussed the utilization of company blogs for recruiting. What surprises me is the hesitance that some organizations still have to jump on the band wagon. Those slow to adapt certainly bring up valid points, such as the potential negative impact, employee selection, and/or maintaining some sense of control. However, isn't the whole point to allow freedom of speech? To gain true insight into the organization - its authentic self? To entice others to come work for the company? To have a point a view? Granted, I am sure the company I work for would not appreciate me ranting and raving about some particular internal issue online. Honestly though, I would never do that. The simple fact that I was given the opportunity to represent my company blog ensures that I take my actions seriously. It says a lot about my company to allow this freedom. And therefore, I take great pride in blogging. I am respectful, judicious, rational and always passionate (okay, maybe a little over the top at times).

Let's take this a step further. Have you ever considered the positive impact blogging could have on your organization? In this continued war for talent, think of your blog as your outlet, your outreach, to find top talent (which, as we know, are those gainfully employed). It allows you the opportunity to strike up engaging dialog with others that get inspired by your words. You may even find folks lining up at your doorstep for work. It happens. However, if you are not marketing your employer brand through a company blog, it will take you three times longer to get there.

The New York Times recently featured an article, Blogging's a Low-Cost, High Return Marketing Tool, where Aliza Sherman Risdahl, author of “The Everything Blogging Book,” says

As a consultant, blogging clearly helps you get hired. If you are selling a product, you have to be much more creative because people don’t want to read a commercial.

It's understandable that we all need direction and focus to ensure a blog's success. The old adage "practice makes perfect" certainly applies here. The more you allow employees to get out and market your HR organization, the more likely you are to find others just like them, stammering for an opportunity to work for your company. Look at Honeywell. They are strategic in their efforts to hire the best potential candidates. A recent Workforce article focused on Honeywell's initiatives to create a blog targeted to young job candidates. Kevin Gill, Director of Global Staffing for Honeywell, says

To reach candidates with different backgrounds, Honeywell has enlisted people from IT, human resources and the supply chain to write three weekly entries on topics they choose. The idea is for content to lean toward ideas about career development instead of dry talk about benefits. To keep content fresh, three people will blog for three months, then relinquish their duties to new bloggers. All writers are volunteers who are recent recruits to Honeywell and hold graduate degrees.

Now that's what I am talking about. I realize it may be difficult for all organizations to simply push their fears aside. However, there are more great examples of company blogs than bad. Bottom line: when you use blogging to your advantage, you reap recruiting rewards.