Building a Social Media Recruiting Strategy - Full Time!

Geek Girl

-Inordinately dedicated to and involved with technology

-Passionately intrigued by knowledge

Each and every day I feel fortunate to have the opportunity to build a social recruiting strategy for Deluxe Corporation. From the beginning of this journey I had intended to blog our progress but immediately got caught in a whirlwind of exciting work, therefore I will start now. Looking over my shoulder, I am completely astounded that I have been with Deluxe for seven months, it’s gone so fast. When we began our social recruiting strategy we adopted the adage, “it’s better to beg forgiveness than ask permission,” and with this, it’s pretty much been a full-force dive into the pool!

I always welcome comments, suggestions and advice; and my goal is to help share both our success and failure in this new territory of social recruiting. I am an introvert at heart and although you probably won’t “get that” if you meet me in person, I am verypassionate and endlessly curious.

My official title at Deluxe Corporation is Talent Community Manager. In a nutshell, I create and evangelize the social media recruiting strategy. In many ways, the role requires me to be an integrated marketer (coordinating the elements of the promotional mix — advertising, public relations, marketing and sales promotion—to produce a customer focused message and enhance the Deluxe brand).

When I was hired there were only two or three individuals nation-wide with the same title. Since then, I have continually received questions from people who are beginning their journey in the same type of role. Through blogging, I hope to share the road map I am working from, as well as my ideas for accomplishing the goals we have set for Deluxe’s social recruiting.

Big goals we have in mind:

  • Cut the word “candidate” from our vocabulary. They are customers and we need to begin treating them that way!
  • Concentrate on becoming a recruiting organization. Every employee at Deluxe should consider themselves a recruiter.
  • Promote the “New Deluxe” – the company is in transformation and a large part of my role is to help others understand our new brand.
  • Build solid emotional connections with our customers.

If you are lucky enough to have a role dedicated to creating a Talent Community, then my best piece of advice is to think outside the box and make innovation a top priority. It’s also about establishing relationships and responding to the unique needs of each customer. In all, I believe making the decision about where you work is equivalent to other major life decisions like buying a new car, getting married or purchasing a house.

Innovative projects our team is working on:

In the new social media recruiting world, there isn’t just one tool to accomplish goals, there are many and you will likely use several (Facebook, Twitter, LinkedIn or a blog) that each require different means of action to reach an audience; and with these new tools we can now connect with our audience in a way that they want to be reached!

Please check us out at and

Stacy Van Meter

Views: 377

Comment by Ken Jeffers on August 22, 2010 at 9:03am
Hi Stacy -

I love your work! Great use of social media ... the culture and hiring videos are fantastic.

I'd love to see a follow-up post about how you measure the reach and success of your social recruiting efforts. How do you attract "customers" to your Facebook, Twitter and Blog content? I don't think Facebook Like and Twitter follower metrics are very useful and would love your opinion.

Great work, Stacy.

Comment by Rajan Chandi on August 23, 2010 at 4:49am
Nice Article Stacy. I believe one must not forget their own 'employees' as part of the 'Social Recruiting' strategy. Have you plans to leverage their social networks for attracting talent?
Comment by Gerry Crispin on August 23, 2010 at 10:22am
Excellent. There is a path through the forest and someone has to cut the trees to make it. It is obvious you enjoy the work.
Comment by Marvin Smith on August 23, 2010 at 1:22pm
As a fan, I am pleased that you have chosen to share your journey with us. In just a short time, you have become an important part of the talent community conversation. It is great to see the innovation and success that you enjoy with Deluxe; keep up the great work.
Comment by Stacy Van Meter on August 23, 2010 at 3:55pm
Thank you guys for your comments - they mean a lot to me! Ken - yes, working the metrics end of the equation and blogging about outcomes is a must do. Marvin I look forward to seeing you in Seattle. Gerry I am going to try hard to make it to the next CareerXroads. Rajan, I am working close with onboarding to ensure we engage new employees upstream to better leverage their social networks.
Comment by Sylvia Dahlby on August 23, 2010 at 8:14pm
Loved this article, especially the comment about treating candidates as CUSTOMERS. However, as "an integrated marketer... coordinating the elements of the promotional mix" the title "building social media recruiting strategy" is incorrect - rather you are fitting social media & applying innovative programs into the overall recruiting strategy, which is the correct way of thinking about it.
Comment by Ara Vallaster on August 24, 2010 at 1:26pm
Like the fact that you talk about a "recruting culture" that is such a critical distinction. Also appreciate the emphasis on bulding emotional connections. Mostly about the people right?
Comment by Sally Raade on August 24, 2010 at 11:18pm
Great post! We should all treat people like customers- everyone is important for us to succeed. Customer Service is not so common any more. Those who provide customer service will thrive.
Comment by Adam on August 27, 2010 at 5:18pm
I love it! We've been working towards the goal of getting people more involved with Video (I note that you have 2 ideas surrounding video) for a while now. Check out the video we produced for our employers page....
Comment by C. B. Stalling!! on August 28, 2010 at 9:35am
I not sure if I am ready for viedo yet but looks like some are...


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