We do a lot of technology strategy work with our clients. While I know a ton has been going on with social and professional networking over the past many years, we have been recommending that our staffing clients experiment with social media. Remember the My Space craze? Case and point - things were too new, too dynamic and the recruiting ROI too risky and unproven....that is, until now.
With the shift in the economy being felt, talent on the move (or getting ready to move) and the rapid adoption of social media by the masses - it is time for staffing companies to move out of social media experimentation mode and spring into action. While the ROI of social recruiting might not be massive, it has been demonstrated.
Of course, LinkedIn, Facebook and Twitter are at the core. I really appreciated this quote in a recent Deloitte inspired article "Social media provides a platform for interaction and building relationships between employers and potential employees, which if done correctly could distinguish a company from its competitors." Here at The Code Works, we're always looking for ways to help our staffing companies leverage technology to accentuate their differentiators and I see this opportunity for staffing firms.
It's August 20th, so you have time to complete these key steps before 2011.
- Figure out how you clients and candidates use social media today - where do they hang out online? how do they use mobile devices? Which networks do they use and why?
- Review your market and operational differentiators and determine how social media can help you be more successful
- With point #1 and 2 in mind, develop your social media goals and objectives for both candidates and clients (1-2 year view)
- Develop your road map (your plan) which lays out the steps your staffing organization will need to take to achieve those goals