So you think you are utilising Social Media for your recruitment efforts. Well to a degree you probably are. You have a Twitter account, you search LinkedIn when you can, and you are about to jump in to Facebook to see if you have any new fans, and maybe just maybe you have plans for a video of some sort promoting your wonderful work environment.

This is great, you have started. but is that really everything? The term that we use is Social Recruiting, for most people it covers the facets of engaging and interacting with talent communities and hopefully they will find us interesting enough to apply for a job and accept an offer, cheap recruitment right? The employee starts and you move on to the next line of engagement and try to do it all over again. Your Social Recruiting efforts for that position is now complete.

WRONG

That poor employee that you as a business worked so hard to befriend, listen and talk to, share information with and get them interested enough in your business is now left to the masses of employees and corporate structure that you as a business encompass. Ok, so you don’t have to be a huge company, but the communication methods and styles that you implemented to get them here, where are they now? Does this new employee feel as loved as they did when they didn’t work for you?

Probably not. You have put more value on someone that is not in your business then someone who is already there. A little bit of chicken before the egg argument but I’m sure you get my drift.

Social Recruiting, should and does extend in to your business. It may be just the use of Social Media tools and not called Social Recruiting, but it is vital that the engagement and consistency of communication continues.

If you are going to head in to the Social Recruiting world, be sure that your internal communication methods are consistent with what you portray externally, the last thing you want is to find that same employee you just hired all over again.