Daemon Within

What’s the point?

Posted on 11. Jan, 2012 by in Employer Branding

Goal Setting…..Step 1 of the 12 Steps to finding staff in the Social Web

As HRD or Hiring Manager, you’re likely hearing about the proliferation of online social communities or ‘tribes’. But you’re not sure how to tap into these groups, to help your organisation’s talent and hiring needs.

Plus, you may be thinking your current strategies for finding people, and managing your organisation’s employer brand, is a little dated; not as punchy as it used to be; even tired.

Where do you start?

Before you get the ball rolling in the social stratosphere, think about what you’re aiming to achieve.

What’s the point?

A good idea during the process of goal setting is to define the desired outcomes of your goals. This way, you’re able to see and manage tangible results (and in time, you’ll need to set success metrics for your activity….I’ll post that up soon, as part of this series).

Here are some thought starters, in the B2E world:

Goal:

Outcome:
Better quality of hires
  • Improved retention rates
  • Better people engagement
  • Increased productivity
  • Positive hit to the bottom line
Reduce the cost of hiring
  • Decrease cost to the business
  • Improved internal and stakeholder reputation
  • Improved profitability of HR & hiring function
Decrease time to fill
  • Higher  acceptance of offer rates
  • Improved business continuity
  • ‘Fish where the fish are’
Stop reactive or ‘stress’ hiring
  • Reduce attrition due to poor hiring decisions
  • Improve effectiveness of the hiring team/function
  • A better experience with your organisation for candidates
Build market respect for the business as an employer
  • Turn negative brand perception into positive brand reputation
  • User generated content provides transparency and ‘real’ insight
  • Sharing of valuable content – including thought leadership – improves candidate engagement and provides the impetus for ongoing communications
  • Increase market visibility of employer
Improve the desirability of the organisation as an employer
  • Build a candidate pipeline or ‘tribe’: communities of people with specific skill sets, keen to join your organisation now or in the future
  • Better engagement and loyalty of existing workforce
  • Competitive advantage: hire the industry’s best

 

Once you’ve defined the ‘why’ of social media, the idea of taking it on for hiring and employer reputation management will be a lot clearer, and more achievable.

Give it a go! And let me know if you think I’ve missed anything.

 

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