Social Recruiting: History and Future
So far, social recruiting hasn’t really delivered on its promises. The constant drumbeat of evangelism (hurry up or you’ll miss the boat) turns out not to be true. There’s no boat and missing it doesn’t mean much.
We’re in the very early days.
When you compare the rate of adoption of social recruiting with that of first generation digital recruiting, it looks like we’re going 50% slower, maybe more. Linkedin is playing the role Monster played in the first wave. There is no CareerBuilder. (And, if you wanted to get a little clearer, the LinkedIn recruiting model is not significantly social.)
For some reason, we’re stuck in the early adopter phase. There’s a ton of arm waving. The facts and figures are either ridiculously self-serving (like the Jobvite surveys) or derived from trends in social recruiting as a whole. We’ve developed no standard for measuring ROI.
We’re stuck in the early adopter phase.
It’s not a permanent thing. But, it does look like the original notions of how to execute social recruiting bear rethinking.
Take a look through this presentation. I gave it last week at the amazing Social Recruiting Strategy Conference.
It’s not that Social Recruiting is dead. It’s that we haven’t figured out a way to deliver it to the uninitiated. That’s pretty normal for this stage of development.
We’re about to head into the second stage of social recruiting history. It will look like content recruiting. It will be able to handle applications from the job ad.
John Sumser is the founder, principal author and editor-in-chief of the HRExaminer Online Magazine. John explores the people, technology, ideas and careers of senior leaders in Human Resources and Human Capital. John is the also principal of Two Color Hat where he routinely advises Human Resources, Recruiting Departments and Talent Management teams with product analysis, market segmentation, positioning, strategy and branding guidance.