The end of the nineties was the time when erectile pills were introduced to the public. Cialis was chosen as the most powerful and unique medication. You can find Cialis - https://buyuk2015.com/ almost in every drugstore today but there are also some other similar drugs. For example, people often buy Priligy in Ireland. This medication is famous for its mild side effects and additional therapeutic influence. Priligy is also used as an effective means of treating premature ejaculation. You can order this drug to solve two problems at once and enhance your stamina.
Sirona Consulting
Sirona Consulting

Are you just doing social or are you being social in your social recruiting?

posted on 21 Jan 13
comments 3
by Andy Headworth
read more

 

Social-strategy
One of the biggest frustrations to me as a parent is when I am trying to get hold of one of my daughters on their mobile, and it rings out……. continuously. Eventually when I get hold of them they tell me why they didn't answer - their mobiles were on silent!! Sound familiar?

When that happens, what do you feel like at the time? Frustrated, annoyed and probably after trying for the third time you give up (and maybe send the carrier pigeon instead!)

Now compare this to social media in recruitment - maybe even at your company. Having different social media profiles set up - Twitter, Facebook, LinkedIn, Google+ etc - just because you 'have to', taking no responsibility (and no actions) for them is akin to the mobile phone above. This time it will be candidates trying to reach you - your lifeblood by the way - via tweets, messages, Facebook page etc. How are they going to feel when they don't get a response? They could have been your next placementl!

I find it very frustrating when recruiters (both recruitment agencies and corporates) are playing lip service, or worse ignoring, the great part that social media can play in recruitment. Just by 'ticking the box' by having a Twitter account, LinkedIn Company Page, Facebook Page or a Google+ page set up and live just doesn't cut it any more. You have to actually use them!

To have a chance of making social media work in your recruitment strategy/process you need to integrate it properly, train the employees, give them the right tools to use and importantly, embed it in your company culture. 

You need to be social, not just do social.

Using social media for recruitment should not be based on an 'order' from management, it has to be thought through and understood how social will benefit the recruitment team. Being social and bringing it into your organisation is no easy challenge, and just by simply telling your consultants/recruiters to share, post, like and comment on different social media sites is a recipe for failure, because they are not being social they are just doing social. Big difference.

Remember managing candidate expectations during the recruitment process? Remember all that training? Well, social is no different. Putting those social icons on your website, is telling people you do social. Wouldn't it be great for your candidates if you were actually being social and engaging with them as well?

Contactus2We work with recruitment agencies and corporates to help them integrate social media into their existing recruitment strategy and recruitment processes. If you require guidance, advice or social recruiting training, get in touch today.

NEW for 2013 - Social Media Content For Recruiter Workshops - using the power of social media content to help reduce your advertising costs, build your digital brand and create new methods of candidate attraction. For more information and to take advantage of the Earlybird discount code SIR131, go to the booking page here.

X3_rssIf you like reading this blog, then click on the orange RSS icon here and get the latest Sirona Says posts delivered to your RSS reader or your inbox the moment they come out.

Andy Headworth
I work with companies to help them improve their recruitment strategies, recruitment processes, candidate attraction, employer branding and recruitment content marketing strategy. I am also an international speaker, with a growing schedule for 2015. My second book, Social Media Recruitment - How to Successfully Integrate Social Media into Recruitment Strategy, is published on 3rd May 2015. To get a 25% discount for pre-ordering my book use code SMRAD25 when ordering via publishers site here https://www.koganpage.com/SMR | | Follow Andy on Twitter | Connect with Andy on LinkedIn  | Connect with Andy on Google+  | Send Andy an email
  • /stephenturnock StephenTurnock

    Andy you always find great images !

    Sounds familiar: Get a requirement, advertise/post, find, wait for CV, send CV. Hope! It’s very much broadcast isn’t it and many of those transactional recruiters just ‘doing’ social in a smoke and mirrors kind of way are the ones still broadcasting in that transactional only ‘ no one is home / mute mode’ and they don’t know where the social and engagement part fits in with that model they grew up with. Many recruiters don’t’ get the engagement part nor sharing content for that matter. They just want to find someone available now and send a CV [no pipeline].

    And some recruiters will say, wait up!, recruitment is indeed social and has always been social. And I say yes it has and is, always… so what are you waiting for?

    Kodak, Blockbuster, Comet, Jessops, HMV.. what did they wait for?

  • /sironaconsult Andy Headworth

    Thanks Stephen :)

    True, recruitment has always been social, but how many have actually realised that? (Unfortunately not many)

  • /6p019b006683e9970c plus.google.com/100993124242440204468

    Great article Andy, there’s too much ‘talking at each other’ going on with social networks, and not enough ‘talking to each other’. Much as I believe in social recruiting, I think dialogue is often missing in a way it wouldn’t be when interacting face to face or even on the phone. Excellent points :)

<script type='text/javascript' src='https://sironaconsulting.com/site/wp-content/plugins/disqus-comment-sys