The beauty of a connected, networked world is the ability to form relationships around the world at internet-speed. The global corporation wants to embrace social networks: the investment, both in money and time is small, and the potential rewards are high and quick. But organizations that do successfully implement a global candidate network strategy understand one crucial element- that it’s not about them.
More specifically, the best global recruitment plan is built around the candidate. This is commonly understood in any domestic talent acquisition goals, but somehow forgotten when applied beyond your home country’s borders. Understanding culture, language, laws, and practices are important, but just a start. Beginning a (work)life long relationship is the goal, and using social networks can help get you there.
Today’s webcast featured a terrific trio of presenters: Alan Whitford from Abtech Parternship and Recruiter Community Europe, and Jason Ugland and Helene Agerstig from Sun Microsystems. Jason shared how he has sourced global candidates at Sun and Alan talked about the strategy behind finding candidates globally on social networks.
A highlight for me from the webcast was the Q&A- we had an outstanding number of questions from the audience that we didn’t have time to address, so I’ll attempt to do so here. (Forgive me if I paraphrase the question and don’t use a direct quote- I can’t resist my editorial voice and think I am using it judiciously to get to the heart of the question.)
Question from Andrew: What are your thoughts on personal vs. professional profiles on social sites? Answer from Amy:I used Twitter to gather responses to this question, and it varied. Some people suggested that your employer should dictate to you whether to use professional or personal. Others recommended that you use professional to avoid possibly giving offense through your own voice. The truth is that if you use your name in any context, you’re probably going to be visible to any one curious enough to search for you.
Question from Ruth: What advice can you give an American using social networks? I am worried that what passes for friendliness in the US might look presumptuous or “overly familiar”- but I don’t want to come across like I’m from the 19th Century, either! Answer from Alan: Advice for Americans (being one) is actually the same as elsewhere. Be polite and civil. Ask permission to engage in the conversation. Be sure that your request has enough information for the invitee to make a reasonably informed decision. Look at how other in the group or in that person’s profile are engaging with them. And, offer something in return – how you might help them in future. Ask people to archive your request (a specific method on LinkedIn) rather than ignore or reject it if they are into interested – and explain that this helps you maintain your LinkedIn relevancy profile. Too many rejections and you have to go back to Customer Service to request your Invitation block to be removed (I noticed this was one of the other questions)
Question from Too Many to List: What is the best site to use in <insert any country here>? Answer from Amy: I like this resource, although if you use your favorite search engine you’ll probably come up with a lot of results. Social Networking Websites And Who Uses Them
Question from Sean: When a recruiter uses social sites to build a network, who “owns” the network if they leave their position? Employer or recruiter? How would candidates respond to being “owned?” Answer from Amy: This is a very hot topic right now, one that I haven’t heard fully addressed. What do you think the answer should be?
Question from Tajuanna: Will social sites continue to dominate the recruitment process? Or will more traditional methods of sourcing- like job boards- make a play back into the limelight? Answer from Alan: Social networks are not dominating the recruitment process – media coverage of SN is :-). The old adage, ‘horses for courses’ still applies. You should take a blended approach to sourcing, using CV databases, job boards, internal referral programmes, external sourcers, your personal network, even print for some types of localised jobs, as well as the social and business networks. Think of SN as just another tool in your kit box.
P.S. I hope you appreciate how many social sites I linked to in this post along.