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How To Lose The War For Talent

How To Lose War For Talent Social technology provides the opportunity to engage with candidates on a personal level, reduce cost per hire and reduce the time taken to fill positions. I refer to this in my blog.

We are in a War for Talent, have been for many years and will be for many more to come. A new technology called "Social Media" came along and smart companies figured out a way to use this as a competitive advantage in the war. If you are not using social to win the war for talent, then what are you doing to get ahead? You need to step up your game and get other people ready to use social.

Below are the 7 signs that people are not ready for social technologies in HR and recruiting for your organisation:

7. HR Pros spend more time thinking about a social media policy than creating a social media strategy. Whenever the term "social media" is used in the workplace, the HR Police show up. HR Police are experts in social media technology because their children are on Facebook. In the same way they control their children at home, they also want to control colleagues at work. HR Police believe evil things will happen when "the company" promotes social media. Memo to the HR Police: Social media for HR and recruiting is NOT Facebook. Nobody in the office cares if you are on Facebook except your staff who will “friend” you for a promotion.

6. Senior HR people think social media for HR and recruiting is done by simply inserting Facebook, Twitter and LinkedIn plug-ins on the company career page. Yeah...thats it mate, put buttons on the career website, or better yet, distribute "Now Hiring" ads at all Wal-Mart parking lots.

5. Your organisation’s number one HR priority is to improve engagement (as it should be). Your HR department sees no correlation between social media and engagement. Most of your employees follow the company’s Facebook and Twitter pages which are being used by a clueless brand marketer to talk about your products - your employees already know about your products. Rather than talking about company-centric business products, use these sites to engage your employees. People want to be engaged in your brand but first start with your employees. Engage employees, then consumers.

4. Your boss just added you on Facebook. Thats right; your boss deleted his AOL account for a Facebook account - wow!  Gutsy move Mr Risk Taker. Welcome past the year 2007.

3. You have more connections on LinkedIn than all of your executive committee. No big deal, except if passive job candidates want to learn more about your company’s leaders, the first place they look is LinkedIn. The boring biographies on the company website are not enough and candidates now want more. They are at the centre of the social media equation and the good ones are following people who work at your company.

2. The number two priority in your organization is to improve diversity. Trouble is, you have no plans to build a diverse talent community with social media...Big miss! Stop going to diversity job fairs and start building diverse talent communities online with social media. Find diverse talent online and connect with them. Turn those connections into relationships.

1. There is no CEO or executive push to use social media for recruitment and HR. As with anything, its all about senior leader buy-in. Your job is to get them to buy-in. If your CEO must tell HR to use social media, that should tell you something.

Summary

Many HR pros are looking for a company or someone to tell them the best practice for using social media technologies for HR and recruiting. Problem is there is no best practice or company to follow. The best way to use social media for HR and recruiting is to use experiments. Create a career handle on Twitter. Build a talent community with a LinkedIn group. Use LinkedIn for recruiting. Start a blog. Even better, get your CEO to start a blog. Todays winner in social media is tomorrows loser. This means you have to put time, energy and focus into social to do it right. Using social media for HR and recruiting must be customised to the organisation and hand-crafted for its unique staffing issues. The HR pro that keeps waiting for someone to hold their hand through this transformation will not be competitive in the market. You will lose the war for talent.