They call it “social media” but I’m unclear when it transitioned from social to just that annoying thing we call media. Social implies that we talk, we converse and we build a relationship – not that we blast and budget to force a conversation. Across the board, we’ve started treating these social mediums like a TV ad – 30 seconds of promotion to inspire instead of playing the long game and developing a real relationship.
Bad tactics drive bad results. Which means we’re left with a really low candidate response rate, even while the job market is booming. What used to work when social media was still a “new thing” doesn’t work any more. It’s time for a serious change but most simply don’t know where to start. They know they should be using social media for recruiting but the how? Not so obvious.
It’s simply reprehensible that anyone thinks they can get away with tweeting a job with a bunch of hashtags and calling it “social recruiting” in this day and age, yet it’s still happening. A lot. Proof.
That’s why I’ve invited Katrina Collier to join me for the next RecruitingLive. She is a social recruiting specialist and keynote speaker who understands the right strategies for making social recruiting work. With her creativity and low threshold for BS, she’s going to demystify the perceived complexities of making social media perform in a recruiting context and teach all of us how to drive better social recruiting experiences and improve candidate response rates.
Bring your questions, comments and ideas. That’s what RecruitingLive is all about. Our agenda is driven by your questions, comments and curiosities.
See you there…
By Katrina Kibben
RecruitingDaily contributing writer and editor. I am a storyteller. A tactical problem solver. A curious mind. A data nerd. With that unique filter, I work to craft messages that strategically improve the perceptions and experiences of our clients, the people they employ and the candidates they wish to attract. I methodically review and collect research and insights to offer solution-based recommendations that meet the one-off, and not so one-off, recruiting and employer branding problems of today's global employers.