The following post is another in the #NoFearHR series between Mike VanDervort and me discussing human resources, social media, and professional life.
Hey Mike,
I loved your last #NoFearHR post about the critical role data plays in any social media strategy (or any meaningful strategy for that matter.) I'm back from a fantastic week away and realized that one of my downfalls about the use of data played out every day last week...I never thought about it! I think many of our colleagues take this same approach when they consider using data in their professional lives, particularly when it comes to something so new, and constantly evolving as social media. Tracking turnover is one thing, but being able to discuss the impact of your facebook metrics is an entirely different conversation around the Board Room table.
What Are We Afraid Of?
Here's what I think is really going on here Mike...if we dig into the numbers and are afraid they will prove our efforts are not living up to expectations then we'll look like a failure. The reality of course is that the metrics are like a compass, they help us stay on course, they are not judge and executioner. But when HR falls into the age old trap of playing it safe versus taking risks that will result in real progress, we end up fearing the data.
Where Are You HR?
What do you think Mike? Is HR simply too afraid to really push the data; or, have we found comfort in the traditional reporting that somehow seems to give us plenty of excuses to avoid accountability?
photo credit
My perspective on recruitment has changed dramatically over the last few years. For those paying attention...ahem, that excludes many leaders I know...they've radically changed not only their thinking about recruitment, but their spending as well.
Let's be real for a minute, if you're talking about the changes that have come about because of social media but you're still buying ad space in the Sunday paper, waiting for the monthly niche journal to publish, or believe your brand is so strong applicants should be grateful to work for you, then you're missing the boat. Many leaders acknowledge that social media is growing, but haven't even explored how to use the tools themselves. How is that possible?
Social Media Recruiting
As I continue to learn s l o w l y about the power of social media in my professional practice, I'm putting my company's money where my mouth is => we're shifting our focus, our energy and our spend to where the world is going, not where it's been. Here's a brief summary of the key components of our evolving strategy:
- facebook page for HR: Includes links to our jobs, benefits, recruiters, our RN Residency program, has posts that provide tools for job seekers, information about housing (did someone say the beach?), information on restaurants, theatres, museums, and where to go for happy hour
- twitter: branded account for the HR team but each recruiter has an active account as well, consistently use the same hashtag (#achjobs) for job related posts and all traffic is driven to the HR facebook page, not the company website
- foursquare: all locations have been claimed across the organization and instead of a "special" we're using tips to drive traffic back to the HR facebook page
- Linkedin: beyond just a free company page, we're developing our careers page that will soon have additional video testimonials from employees in addition to several highlighted job postings and company video updates
- Talent Communities: this is our next BIG endeavor that will reverse the way we recruit from the centuries old approach of posting a job and hoping someone qualified applies, to a more proactive system of building relationships with potential candidates and then selecting from that community when positions become available...much more to follow on this...
- Oh yes, and we have the obligatory company job page as part of our company website (If this is the only place you're on the web as part of your recruitment strategy it's time to turn the lights off and call it a day)
Metrics Matter
Making sure this strategy adds value, or any strategy for that matter, is a cornerstone of our approach. Tracking specifically the ads we run, and the follow through at the candidate level all the way to the end of the recruitment cycle is essential. In future posts I'll share our successes, particularly as our Talent Community initiatives get traction this winter.
How About You
Are you an HR leader that is still hiding under your desk scared to death of social media? Now that I think about it, you probably should be. You see, the world is moving fast, trying new approaches, and sharing more than ever. We're learning every day to try and keep up, but it isn't easy. That level of transparency is foreign to old-school HR folks, and will probably be the reason they don't get the respect they deserve. Give social a try...I'll help!
I'd love to hear from you.
No Excuses.
pics courtesy of living-authentically and glowimages
Here's what I think is really going on here Mike...if we dig into the numbers and are afraid they will prove our efforts are not living up to expectations then we'll look like a failure. The reality of course is that the metrics are like a compass, they help us stay on course, they are not judge and executioner. But when HR falls into the age old trap of playing it safe versus taking risks that will result in real progress, we end up fearing the data.
