You will often find me on Facebook, Twitter and LinkedIn….at the same time. I love social networking and the opportunity to connect with business and personal contacts. So, when I came across this article in HR Executive magazine, http://www.hreonline.com/HRE/story.jsp?storyId=532780565&query=PersonalandSocialRecruiting, I was excited to see how people are using social recruiting to enhance their candidate pool and quality hires and curious to see what might be lurking beneath the surface of these uncharted waters.
I wasn’t surprised to see that 73% of HR professionals polled are using social networks for recruiting. With that said, I think it is important to note that there are several ways to use social media and there are impacts that might be overlooked in our fast-paced recruiting world. As with any new technology, it is difficult to understand all the consequences. Below are a few things to consider when implementing social recruiting at your organization.
Tracking Talent As I was reading this article, I couldn’t help but notice that the contact points with candidates are getting more difficult to track. How, for example, do I document a chat with a prospective employee on LinkedIn or Facebook? If asked, can an HR recruiter demonstrate every touch point they had and a lack of bias against other candidates who don’t have Facebook or LinkedIn profiles? A company policy for social recruiting and a way to document contacts can go a long way to keeping your company out of the deep end of the recruiting waters. Some customers are turning to ECM to help them capture this information, but there is still reason for concern.
Dangerous DataThe good news? There is a lot of good information out there that will help you get to know your candidates before they ever interview or even apply. The bad news? There is a lot of information out there that will allow you to know your candidates before they interview or apply. HR can’t ask about religious affiliations, children, age or other protected information, but one trip to Facebook could tell me all of that and more. How will your organization prove that candidate selection was not based on information gathered through social media that an HR recruiter or hiring manager would not normally be able to ask for or access?
Building company brand is critical and social media provides the perfect medium for introducing your company to potential candidates and their network. You want to attract the right talent and help them get to know your company and what you are about before they ever apply. Just be sure that your attempts to get to know them doesn’t lead you into the candidate pool without a life preserver.