As recruiting leaders, you are most likely involved in somewhat regular conversations about social and its role in recruiting. Those conversations may revolve around Facebook pages, job feeds, vendors and tapping into your employees’ social networks. The convos might also include measuring success, ROI and ensuring that proper processes and procedures are in place. But, are any of you talking about recruiter competency in the social space?
At the end of the day, you can roll out all sorts of platforms, guidelines and training, but if your recruiters aren’t competent in the execution, it could all be for naught.
3 KEYS TO BEING A SOCIALLY COMPETENT Recruiter
Knowledge, interest and time. KIT. Do your recruiters have the necessary tools in their “kit” to be socially competent?
Knowledge
Have you recruiters properly set up their social profiles? Do they really know how to use the different platforms? Can they create compelling messages to job seekers that encourage an action or response? Have you provided the in-depth, necessary training to enable your recruiters to be successful? Is there more that you can do to educate your recruiters — experienced and novice — to be more proficient?
Interest
Are your recruiters even interested in using social tools to source, brand and engage? Or, is another item on the to-do list that ends up overwhelming your team?
Time
Do your recruiters have the time it takes to dedicate to social? Can they commit to daily social sourcing? Do they have a few hours a week to spend cultivating a social presence?
Knowledge without interest or time is a dead-end street. Knowledge and interest without carving out time is a set up waiting to fail.
CONNECT WITH YOUR RECRUITERS
I would encourage you to connect with your recruiters … the people who are expected to carry out much of your social recruiting strategies.
- Ask them to rank their knowledge of social recruiting: would they consider themselves a novice, moderate or expert?
- What about their interest level: are they passionate or luke-warm at best?
- And, how much time do they have to dedicate to the efforts: none, maybe two hours or an opportunity every day?
What are your thoughts about this idea of recruiter competency? Does the K.I.T. concept resonate with you? Please share your comments below.
