The Making of a Social Enterprise – 2 | DCR Workforce Blog

The Making of a Social Enterprise – 2

Anyone who is managing a business today knows that a failed talent strategy could easily translate to business failure. Faced with challenges like stiff competition, falling margins, talent shortages and completely uncertain economic conditions at the local as well as global level, it is imperative for companies to seek out strategies which help them to meet their business targets.

We have all heard the cliché “our workers are our greatest asset”.  When most of us hear it, we at times ask ourselves why better care is not taken of that valuable asset.  But I digress…  Often, the ability to find the right talent is what differentiates successes from failures. To succeed with one’s talent strategy companies vie with each other to be recognized as ‘the Best Company to Work for’.  Staffing agencies representing these companies see the variations in the way candidates respond. So, the race is on to present the face of a business so that candidates will choose it over many others who are working equally hard to woo them.

There is no faster way to spread information to an interested audience than social media. Recruitment efforts using social media are the accepted way to go, and most organizations today are adopting their systems and processes to incorporate social recruiting. But, it is important to make sure that these attempts are integrated with the organization’s business objectives and work culture. When engaging with candidates with a view to bringing them on board, staffing firms and organizations will have to employ methodologies which produce consistent results and get them the right candidates.

When you do it right, you will see the right results. According to, LinkedIn secured the top slot at 93% while Facebook stood at 66% and Twitter came at a close 54% for referral traffic in 2012. Social recruiting has been has adopted by 92% of all companies! Forty-two percent of them reported improvements in candidate quality while twenty percent said that it takes less time to hire using social recruiting. Twenty-nine percent of job seekers use social media as the primary job hunt tool!

Let’s look at the flip side of these numbers:  If nearly every company (92%) is using social recruiting, and the survey included a large respondent base, then we must assume it is credible.  Yet 58% did not report improvements in candidate quality, and 80% did not see a reduction in time taken to source candidates! Clearly, successful companies know something that everyone else doesn’t!

Some tips to remember when establishing social recruitment efforts:

  • Target relevant groups with which to share information pertaining to your company. Creating secure, by-invitation groups protects the privacy of participants and maintains the group interaction at the chosen professional level, while creating an ideal atmosphere for information sharing and collaboration between internal teams and external partners.
  • Remember that social recruitment can only be supplementary, and continue to maintain the existing channels, suitably modifying them to incorporate your social recruitment plans.
  • Pick a social technology which serves your needs best, or has built-in features which meet your business needs. y. Make it easy for your staff to use social media.  Identify a few internal champions who understand the use of the technology and get them to encourage its adoption amongst the rest.
  • Share notes among the internal teams to see what worked best (and what did not) and build your own approach to your social strategy and its adoption. You may choose to start small, and scale up to expand the program to more users, departments, communities or any other criteria for differentiation.
  • Challenge your staffing suppliers to creatively use social media to lower recruitment costs without sacrificing a rigorous screening and evaluation of each candidate.  There is no point in saving money when recruiting at the cost of a higher risk profile that can cost you far more down the road in legal fees and fines!
  • Track the results using metrics, and make sure that the metrics are interpreted correctly and actually deliver necessary insights into how your campaign is progressing.
  • One final point – and this might be the most important one of all.  Earlier, I mentioned the importance of “walking the talk” when claiming that employees are your greatest asset.  This applies not only to employees, but anyone who is assigned to conduct work for you.  Consider the experiences of agency contractors, independent contractors, or teams providing project services.  These individuals have less to lose when openly sharing work experiences and discussing you as an employer.   The people who were disappointed in you will use every social network possible to tell the world, and their voices will be, louder than yours. In any case, the naysayers always carry the day as most people will either believe them or stay safe by staying away.

As the world turns more and more to socializing online rather than face-to-face, companies are finding that investing in social media efforts effectively curtails costs of recruiting once the right kind of investment into building one’s social media presence is made. We are past the tipping point where you could elect a strategy based on the idea that social media is a passing fad.  So, what is your social strategy going to be?

The content on this blog is for informational purposes only and cannot be construed as specific legal advice or as a substitute for competent legal advice. They reflect the opinions of DCR Workforce and may not reflect the opinions of any individual attorney. Do contact an attorney for advice specific to your issue or problem.
Lalita is a people/project manager with extensive experience in operations, HCM and training and development across industries like banking, education, business consulting, BPO and information technology. She believes in a dynamic approach to life and learning as change is the only constant.