Reading regular updates on corporate engagement and investment into social media suggests that it is becoming a critical piece of corporate recruiting strategies. The influence of social recruiting and media on university recruiting continues to evolve. Many traditional campus recruiting models are being challenged by new paradigms in means of communication. Our team has been in the process of evolving our social recruiting strategies for university recruiting, and when asked to contribute to the NACE Blog, I thought it would be appropriate to develop a series of blogs designed to share more about my personal journey into social recruiting.
Let me start the series by sharing a personal perspective. I hate to confess this, but I learned recruiting in a small office back in the day when recruiting was done by putting an advertisement in a local paper and that was pretty much our only strategy. We opened the envelopes of those who applied and proceeded to review them, and put them into two piles—qualified and not-qualified. I still remember counting the months and years of experience on each of the qualified resumes with a red pen for review by the hiring manager and the EEO officer. We thought 150 applicants was a lot.
Over the years, I recruited during the introduction of the Internet and job boards. I still am close with some recruiters who were in the chat room of the original OCC, which became Monster. We went from 150 applicants per job posting to thousands. They came in from all over the world. Technical recruiting exploded, but it was still contained in the confines of job boards and postings. Throughout this whole period, some things remained constant in university recruiting—posting positions, career fairs, on-campus interviews, meeting professors, and student group meetings. Technology advanced a greater ease in posting as we didn’t have to mail a flyer anymore, but still nothing dramatic happened.
Fast forward to now…every student has a smart phone and/or a tablet. Career services staff leverage social media to keep students informed and even trained. There are apps like Twitter, LinkedIn, Pinterest, Facebook, Snapchat, Instagram, and Vine that allow individuals to communicate instantly and to large numbers of people. My head whirls sometimes just thinking about it all. Should I be mashing something so I can “mashup?” If I am on Twitter, am I twittering or tweeting, and why am I putting a hashtag in front of everything? Do I have to write in complete sentences? Who are these people and why do they want to connect with me?
Our team met just over a year ago to review the changing landscape on campuses and within our business. We reviewed our resources, outreach, tools, and historical metrics. We discussed our challenges and opportunities. We then started to realize that we needed to embrace a remote, social recruiting strategy. We started down that path and are still moving in that direction. Over the coming months I am going to discuss the transition from traditional campus recruiting to embracing this “brave new world.” I will be discussing processes, lessons learned, and best practices.
In true social media fashion, I encourage you to share your stories with me as well. We can mashup together, and I hope you will continue to follow me down my #journey. I will also be presenting at #NACE14 on this topic in more detail.
Everyone Is a Recruiter, best practices on establishing a social recruiting approach that takes into account both internal and external tools and audiences, will be presented by Christopher Carlson and Courtenay Verret, Talent Acquisition Program Associate, American Red Cross.