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On Wednesday, I had the pleasure to attend #SocialHRCamp at the Google offices in Kendall Square.  The un-conference was a great collection of people, conversations and ideas on how to better utilize and leverage social in the HR and recruiting function.

I really enjoyed all the great conversations, presentations and breakout sessions throughout the day and it got me thinking about talent acquisition and I’ve come up with a few takeaways that I had from the day:

HR (and recruiting) needs to take cues from and work better with Marketing: Whether it’s looking at developing a social strategy or thinking how best to utilize communities for HR, there’s a lot to learn from your Marketing department.  This includes creating more compelling message, engaging with prospects on different channels, measuring conversions with the right metrics in the recruitment funnel or implementing an overall branding strategy.

And just as important, the need to create a relationship between Marketing and HR.  Many of your customers can be great candidates for your organization.  The better you can work with marketing to tap into existing communities, create more consistent branding and by improving overall processes, the more successful your recruiting can be.

A Focused Approach to Social: There are a number of valuable social platforms that can be used in your social recruiting strategy.  Facebook, Twitter, LinkedIn, Google+, Pinterest, Instagram and a number of others can all be a valuable part of your recruitment marketing strategy.  However, as you are thinking about developing a social strategy, don’t think you need to do all these social channels to be successful.

I encourage you to look at each channel and determine what the best channels for you to engage with the talent you are targeting.  This will most undoubtedly differ for every organization.  Focus on being successful and great on these social platforms first (and measure it) before moving on to others.  It’s better to be great on one channel than be mediocre on many.

There is no one solution:  While the conference focused on the impact social can have on all aspects of HR (and I believe if done right it’s worth the time and effort), one of the big takeaways I had was that social will only be a part of a successful recruiting strategy.  How big a part will depend on the organization.

With the increasing complexity of recruiting talent, you will need to try a number of different initiatives to be able to recruit all the talent you need to in order to be successful.  Putting all your eggs in one basket, whether it’s social, job boards, LinkedIn or something else, is a strategy that is not a lasting one.  That’s why it’s important to try new things and consistently measure the success of all your initiatives with recruitment metrics.

This was just some of the takeaways I had from this year’s Social HR Camp in Boston.  I would like to thank all the great people I spoke with and met at this year’s conferencing including @levyrecruits @MeghanMBiro @leanneclc @JonDipietro @BrentSkinner @MiraGreenland @YouTernMark @AftonFunk @HeatherJury @StevenDuque @JeffreyTMoore @TomBolt @RecruiterMoe @SocialSalima @troolsocial @ChrisRussell @JeffWaldmanHR @Steph_Montreuil

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Did You Know?
increase in the adoption of talent communities over the past year¹
Higher - likelihood of a best-in-class org to invest in new tech for engaging top talent compared to their peers²

SmashFly CEO Mike Hennessy shares our vision for recruitment marketing and the use of software for building pipelines of quality talent.