I love this blog post from Alan at Human Capital Institute titled Social Medical Will Not Make Up for a Poor Recruiting Strategy. Social media (simply a tool) also can't and won't make up for a poor marketing, outreach, communication, engagement, or any other strategy.
The post does recommend that you identify the following for creating an effective recruiting strategy.
- What – what is the ultimate goal? For example: hire 8 accounting staff
- Why – Is there a skills gap that needs filling? Is the company expanding and in need of more staff? Why is this important to the organization?
- Who – Who does this involve? The hiring manager, the recruiter, and the desired candidates (define experience, compensation range, etc.).
- Where – Where will these new hires work (corporate office, telecommuting)? Where do desired candidates exist? (cities, colleges, competitors, etc.)
- When – What time constraints are there for this hiring project? When will these hires be completed?
- How – What are the cost/personnel restraints? What methods are most likely to attract the talent needed (e.g. should we create a talent community via social media to attract these candidates? Are there existing professional communities, blogs, Facebook groups we can exploit?
And, no strategy is complete without understanding the risks!
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