Well the debate is well and truly up and running now. You can’t open Twitter these days without seeing the full range of opinion…”everyone must implement social recruiting now”,” social recruiting is a dangerous fad”,” social recruiting doesn’t exist”, “lets just call it recruiting”, “ get your recruiters off twitter and back on the phone”, “get your recruiters off the phone and on Twitter”, “Job boards are dead”, “job boards aren’t dead” etc etc etc.
Now while this debate can be interesting it is just that, debate and speculation. It is also debate that deals almost exclusively in generalisations and exists in an echo chamber that still hasn’t reached the mainstream although it is edging ever closer.
I’m bored with it and I’m not playing anymore
So what am I focusing on?
Well you only have to look at the utterly astonishing rate of social media adoption across diverse demographics to see that we are living through a communication and networking revolution, if you want to debate that then I’m sorry I’m not listening just have another look at the figures. The real question for me is how this revolution is actually being felt in the parts of recruitment space it has reached. I’m not interested in generalised debate based on people’s own self interest, alleged guru status or guess work, I’m interested in what is actually happening.
That’s why I’ve been collecting case studies on this blog. I’ve recently identified another four strategic social recruiting examples that I will write up at some point and have some emerging work coming through from my own clients. As well as looking at the actual social strategies these progressive companies have successfully (and yes they are successful) adopted, my major fascination is how they were actually implemented within the context of that company’s individual organisation and culture. Despite what the Twitter generalisation merchants would have you believe, my experience of working with hundreds of companies over the years has told me that each one operates in a unique way. So there are actually two different things going on here and two different areas in which to learn from those companies that are already up and running with social recruitment. Firstly what are they doing that works and secondly how did they get to do it within their company in the first place.
You might be the most networked knowledgeable Twitter user in the world but you aren’t going to get anywhere strategically if your company is still banning access to Twitter. There are going to be a number of strategic stages of development to get through before you can be another Microsoft or Best Buy. Moreover you might never get there but you might get somewhere else just as interesting
Although every company is different I believe that modeling those that are successful in this space in detail will give those that haven’t figured things out yet a series of potential maps that might just get them further on their inevitable social journey. In fact, with some help from some very clever people, I’ve already started this modeling process
So that’s what I’m focusing on and I’m already very excited by what I’m seeing. If you are interested in working with me then take a look at the MetaShift site and let’s talk because in the end talking is what this is all about