If I Were Running A Company…Concepts

Written by Tracy

Laurie Ruettimann wrote two posts on recruiters creating and using apps to find candidates. She has been on record that recruiters should not use social media and search people to find any red flags. I agree that recruiters look at candidates at face value and missing on the whole candidate, and I agree with her that some recruiters do abuse social media and they give a bad name to the good recruiters out there who are using their resources properly.

Personally, vendors trying to advance HR with new technology and methods  to find talent and I do not mind recruiters using apps like Pinterest, Instagram, or Waze to find talent. In both cases, try to act naturally like flawed human beings, not sales weasels.

For HR vendors, we want to know more about yourself and/or the company, why you created the product, and what problems does it solve. I do not mind people comparing to their products, but companies should never compare themselves to others. An example is “Tinder for Jobs.” That, to me, sounds lazy and that your workplace culture is a mess. Why not say, “this is a concept we got from Tinder and we think it can translate into recruiting.” There, you give credit to the source and why this part might be crucial to recruiting. Vendors must present themselves as workplace experts and how to improve the process. Try to market yourself, a few have heard of, does not benefit your company in the long run.

For recruiters, you have tons of free resources to use as well as have social media tracking tools to keep up with interested individuals. Now, please be yourself. I want to see open positions in my feed, but I want you to also talk about what’s going on with current events like the Super Bowl, Ferguson, awards shows, or something else instead of auto-tweeting an article about what has been said already. This is why I rarely tweet on recruiting because it’s the same stuff that you will see from other recruiters; the differences is the field they’re recruiting and the personality. Be who you are in social media should be the primary part of your strategy, and being a recruiter should be secondary, then people will come to you not as a recruiter, but as a person.

What’s great about the open internet (except for hackers invading your privacy) is there’s ideas thrown around and people can take those ideas and test it out. Recruiters want vendors to build products that help them recruit. Vendors are trying to find new ideas to make the process easy. Both sides are trying to make this work. In those conversations, both sides need to find what works.

Remember that no idea is stupid. What is stupid is how your approach detracts customers or vendors.

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