Social Recruiting Weekly Roundup: #1

In order to keep track of interesting posts on and about Social Recruiting from around the world, I have started a weekly roundup – ideally on a Friday, that will gather together a few articles of substance. I will try and make this regular.

First off, quite enjoyed the piece by Chris Muktar, founder at on Digital Recruiting, where he explores innovations and how companies adapt (or not) to the new ideas around and about media and in this case online recruitment / social media.

He argued that in reality, nobody knows anything. You cannot know what will happen next with new ideas; what will surely work.

He tried to present a very honest and pointed evaluation about the general perception related to adopting new trends:

It seems once again that people aren’t sure what to do. Is it Twitter, Facebook or LinkedIn we should be advertising on? How effective are these channels? The message again seems to be that nobody really knows anything, and people just want to be seen to be doing something, regardless of whether it works or not.

My guess is that we will be identifying better ways to track and measure the success rates of the use of Social Media in Recruiting.

While the main aim is to attract talent quicker and smarter and usually at lower costs, we should also appreciate the conversational aspects – an area that will continue to promote and enlighten candidates and audience at large, on employer branding and reputation – again at seemingly lesser costs.

According to reports by the Association of Recruitment Consultancies Conference, social media networking is set to partially replace traditional recruitment methods in the near future according to a recent meeting of recruitment agencies and end clients,

At the event, Stephanie Lee, Sourcing Specialist for European Staffing for Intel Corp UK explained that Intel had a reputation for only employing ‘geeks’ and in order to rectify this image, had developed a ‘social media vision’.

Recruiters also learnt that the use of social media was spreading to other major organisations such as the Royal Bank of Scotland, which has a particular image problem at the moment for potential top flight candidates. Mark Bainbridge, Head of Recruitment Marketing at the bank, explained that it planned a forthcoming social media ‘hub’ through which candidates would flow from other social media platforms

It is likely that by the end 0f 2010, more companies will have figured out a way to integrate social media as a sourcing strategy, and we will be able to better track metrics and analytical data.