[PODCAST] HCM Social Media Strategies that Actually Work

HCM social media is not rocket science

This post might be a bit shorter …

… although we encourage you to listen to Ryan and William’s conversation (embedded above), which is also only about 4-5 minutes. The entire premise of the conversation is that social media is not that challenging, in all reality. We make it very challenging and overly-complicated it sometimes, but it doesn’t need to be — especially in the world of HCM and trying to sell or grow adjacent to that world.

 

A couple of easy quick hitters

Be where your prospects are:

There are some very active HCM and recruiting Facebook Groups. LinkedIn Groups have largely become article-sharing spam for many, but some gems remain. Broader LinkedIn is great depending on your network, and obviously great for researching people’s career arcs.

Twitter can be as great as an amplification platform.

Instagram is good for branding, but is someone necessarily going to buy HCM off an IG post? No. But Stories is a great place to showcase the internal culture.

Snapchat? The jury is still out on its role in HCM, but it can be used creatively.

Pinterest? Not really at all. Just go where the people are and be mindful of what else is working where they are.

Look at LinkedIn as a primary example. Dudes like Adam Karpiak share HR-related memes all day and get massive levels of engagement. It might not be the first strategy you considered, but that’s where people are and what people are responding to, so … think about it.

 

Don’t get distracted with shiny objects:

You don’t need some amazing video every day, or Oprah-level audio, or to be dancing around with AR/VR opportunities. You can try out these things and see how hard and lengthy the process of producing something of very high quality is, sure. But don’t get distracted, run your people in circles, and spend a lot of money.

It’s much more important to have consistent, quality content that people can find and that you can cycle into many different conversations.

 

Don’t just share links:

So many in the HCM space just share links — a blog, a long-form white paper, a webinar invite, etc. Eventually, this gets boring. The better “strategy” is to turn your asset into a question, such as “What’s the biggest challenge of onboarding right now?” and let some replies flow in. Engage with those replies. As you engage, you will have opportunities to share a white paper or webinar link. But if that’s all you blast out, people will tune you out. 

 

Look at what other people are doing:

Don’t straight up copy them, no, but see what works and what people respond to.

 

Beware of current moments:

Don’t spend a ton of sales-y stuff in the current #coronavirus moment, for example. People and companies are worried about budgets, payroll, layoffs, and making ends meet. They probably aren’t active buyers at this moment, unless you have a very remote-friendly opportunity for them. “Read the room,” if you will. 

Social doesn’t have to be rocket science. You got this.

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William Tincup

William is the President of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He’s written over 250 HR articles, spoken at over 350 HR & recruiting conferences and he’s conducted over 1300 HR podcasts & webinars. William prides himself on being easy to find on The Internets, Google him, and connect with him via TwitterFacebook, Instagram, LinkedIn, and YouTube.


William serves on the Board of Advisors for Hire Wells, Worksense, Wedge, Optimal, Rolebot, Gustav, Humantic, TechScreen, altru, Brazen, Engagedly, Echovate, VibeCatch, Continu, Happie, Work4, and SmartRecruiters. He’s an active mentor with ATK LABS (Israel) and Talent Tech Labs (New York City). He was previously an advisor to Hyphen (sold to Betterworks Q1 2020), Causecast (sold to America’s Charities Q3 2019), RolePoint (sold to Jobvite Q4 2018), PeopleMatter (sold to Snag Q2 2016), Good.co (sold to StepStone Q1 2016) Smarterer (sold to Pluralsight Q4 2014) and a board member of Talentegy (sold to Jobvite Q3 2020), Chequed (merged to create OutMatch Q3 2015).


William is a graduate of the University of Alabama of Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University. William holds six distinct certifications: “Trustee Management & Development” from United Way Blueprint for Board Service, “Leadership Development” from Leadership Fort Worth, “Certificate in Nonprofit Management” from The Mandel Center for Nonprofit Organizations, “Trustee Management & Development” from Business Volunteers Unlimited, “SHRM – SCP Certification (Senior Certified Professional)” from SHRM and, “Senior Professional in Human Resources (SPHR)” from the HR Certification Institute.




William is the President of RecruitingDaily. At the intersection of HR and technology, he’s a writer, speaker, advisor, consultant, investor, storyteller & teacher. He’s written over 250 HR articles, spoken at over 350 HR & recruiting conferences and he’s conducted over 1300 HR podcasts & webinars. William prides himself on being easy to find on The Internets, Google him, and connect with him via TwitterFacebook, Instagram, LinkedIn, and YouTube.

William serves on the Board of Advisors for Hire Wells, Worksense, Wedge, Optimal, Rolebot, Gustav, Humantic, TechScreen, altru, Brazen, Engagedly, Echovate, VibeCatch, Continu, Happie, Work4, and SmartRecruiters. He’s an active mentor with ATK LABS (Israel) and Talent Tech Labs (New York City). He was previously an advisor to Hyphen (sold to Betterworks Q1 2020), Causecast (sold to America’s Charities Q3 2019), RolePoint (sold to Jobvite Q4 2018), PeopleMatter (sold to Snag Q2 2016), Good.co (sold to StepStone Q1 2016) Smarterer (sold to Pluralsight Q4 2014) and a board member of Talentegy (sold to Jobvite Q3 2020), Chequed (merged to create OutMatch Q3 2015).

William is a graduate of the University of Alabama of Birmingham with a BA in Art History. He also earned an MA in American Indian Studies from the University of Arizona and an MBA from Case Western Reserve University. William holds six distinct certifications: “Trustee Management & Development” from United Way Blueprint for Board Service, “Leadership Development” from Leadership Fort Worth, “Certificate in Nonprofit Management” from The Mandel Center for Nonprofit Organizations, “Trustee Management & Development” from Business Volunteers Unlimited, “SHRM – SCP Certification (Senior Certified Professional)” from SHRM and, “Senior Professional in Human Resources (SPHR)” from the HR Certification Institute.

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