Social Recruiting what is it?

For several years now I have been watching the development of social media and its eventual impact on both the HR and Recruitment professions. I have attempted to define social recruiting, run presentations on the development of a strategy, and worked with several clients on creating a strategy.

If you attended some of my presentations in the last year you might have seen two basic diagrams that I have used to start getting the message across. The first designed to highlight the social media can be used through the full recruitment process. The second trying to map the process to the four C’s of social media. Neither really got the message across and all the time I have felt I was still missing something.

The haze is clearing.

Following the Altimeter Group’s release of their 18 Use Cases for Social CRM, I got to thinking again. While I am still not 100% happy with the result I thought I would release this revised model to the world.

Social Recruiting Model

A few of things stand out for me now. There are 18 use cases within this model, an accident more than intent, not each one is relevant for agency recruiters, but all are relevant for in-house recruiters. As with the Altimeter Group’s model each starts with a listening and reflection phase, this is intentional as listening is the first part of any social strategy. Each of the 18 use cases can deliver a return on investment to an organisation that implements them.

Next step is build out each of these use cases into more detail, I also suspect a couple will be killed and more will be added as I go along.

(If you read the Altimeter report you will see I have re-used a number of their ideas in the image which is one of the reasons the model is released under Creative Commons.)

6 thoughts on “Social Recruiting what is it?

  1. Jonathan, Yes it is but not as a formal practice. Let me explain, while recruiters and hiring managers will not always admit to it many immediately jump onto Facebook/LinkedIn to see who in their network might know the candidate.

  2. Hi Michael,

    Isn’t this a bit unfair? I can understand why they do it but it really seems a bit unfair because most people keep their business life separate from their social life.

    If people behaved socially like some of them do professionally, they would be such boring people no-one would want to keep company with them!

    On the other side, if people showed their ‘lighter’ moments openly on Facebook, they would be unemployed for some considerable time.

    Shouldn’t there be some division put in place so we can all have some time to relax and be slightly idiotic?

  3. Hi Michael,

    You wrote this post in 2010. Have you developed your thoughts further since? I’m enthusiastic HR marketing professional and an advocate of social recruiting. To me social recruiting is about creating value added relations with those people that either do not even know yet they will want to work for you one day or with those people that will become your employer brand’s and opportunities’ spokespeople. This “how to develop” social recruiting is super exciting to me and social media has provided us HR people a wonderful tool to use for this. What do you think about my “description”?

  4. Susanna I certainly have developed my thoughts further and a lot of the hype has not lived up to the expectations (does it ever!) but I think you are right social recruiting is about creating value added relations with those people that either work for you now or in the future.

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