This is a Social Recruiting Roadmap Presentation I gave at a conference recently. There's no single answer for the roadmap that's right for you. Of course, you should get inspired by what smart folks like the people at Intuit are doing, but there's no single answer - the roadmap you build has to meet YOUR organization's social recruiting needs!
When you're building your roadmap for social recruiting, don't get caught up in the tools and channels. Your thinking shouldn't be "oh, I need to be on Pinterest and Twitter", it should be "how do I get compelling, engaging content to the people I need to reach?". Here's the basic message from the presentation:
- First, know what a roadmap is. It's not just a rollout plan for features! You also need to consider your markets (ie who you want to reach - and you'll have more than one market), events and rhythms in your industry and your organization, and your "architecture", or the technical and financial constraints and available tools you have. If you want a copy of the example spreadsheet in the slide, just ask - I'm happy to send
- A cocktail napkin is the finest roadmapping tool of all
- Get a really solid assessment of your current state and what you need to achieve (you could do a SWOT in this process if you want).
- KNOW THY CRITICAL ROLES! The guts of your social media approach should be driven by the types of people you want to reach....and this can vary hugely by role. For example, if you're hiring Ruby on Rails developers, you're going to be doing totally different things than if you're hiring Baristas. 80% of your social recruiting effort should be to effectively filling critical roles. Note "critical roles" are NOT your senior leaders, they are the functional categories that make up the core of what your organization does
- Focus your strategy on how to reach the HUMAN BEINGS who you hire for these roles. In social media, different types of human beings are in different places doing different things....knowing where YOURS are, and what they are doing will make knowing how to reach them much easier
- That leaves 20% of your effort to build your "baseline" - all those things you do that work for every role you hire. That's your careers site, FB presence, and the content you're getting out about your organization as a whole. It should complement what you do for critical roles
- Remember that the perfect is the enemy of the good
- Draw a picture of what you're planning - the bottom line is your baseline, and on top of that are the strategies you're doing for critical roles/functions.
- Evolve, adapt, add value
- Design, test, measure, monitor, adapt, repeat!
Take a look at the presentation here. It's built in Prezi, which isn't like Slideshare or Powerpoint - just use the left and right arrow keys to move through the animated presentation. And let me know what you think!