When it comes to Social Media and Recruiting…Don’t Overthink It…Just Do It!

Kelly Dingee Kelly Dingee, Social Media, Social Media and Talent, Social Recruiting

We were over at a friend’s house Saturday night, playing a nifty board game called Logo.  It was Men vs. Women and all of us are, shall we say, hyper competitive.  It was on…and some of the clues to guessing the Logos of various brands were so insanely obvious it was ridiculous.  But after an hour, we were all over thinking our answers, mainly because some of the questions were incredibly easy and some of them were at the least challenging if not completely foreign to us.

And that bogged the game down, at least for a bit.  We all started over-analyzing and reconsidering our answers.  My teammate and I started looking at each other and instead of trusting out gut, debated out options.  It was the beginning of the end.

Right now I’ve just begun a spring tour visiting local HR groups and discussing recruiting on Social Media.  My perspective is slightly different now that I’ve spent the last 18 months entrenched in finding people for our clients at Staffing Advisors, and I truly enjoy chatting about all the possibilities Social Media holds for us as recruiting professionals for locating high quality candidates.

But I realized that a lot of what has prevented many, and I do mean many, HR and recruiting professionals from grabbing a seat at the Social Media table is overthinking what to do at the table.  What kind of profile do I post? Do I use my account or make a corporate account? Do I post a picture? What kind of picture? Should I look at pictures? Can I hide them? What do I talk about? Who do I talk to? When do I do it? Who should I connect to? Should I use tools? What is authentic engagement? Who’s listening to me? Can they find me? Am I hurting or helping my employer? And on and on and on.

All of this hamstrings the process.  If you look at the people who have been doing this for years, since 2008 or earlier, it’s been a leap of faith.  They have created profiles and constantly retweaked to make them the workhorses they are now.  You’ll find a rhythm to the pattern and job postings that are attractive to your followers.  You need to realize there are periods of failure and success.

I had someone write to me on Google+ last week that she  “would question the credibility and competence of any HR or recruiting professional who isn’t currently or hasn’t been using LinkedIn all along in their talent mining efforts.”  Ouch. I don’t know if I agree, I hope every discussion I have with HR and recruiting professionals who aren’t currently using Linkedin or Facebook or the flavor of the month to find talent helps them to take the critical step forward and participate.  Instead of hemming and hawing themselves into a corner of inaction.  There’s room for everyone at this table.