Social recruiting is on the path towards becoming the next big thing in hiring. According to social recruiting solutions provider Gozaik, there are more than 500,000 job announcements posted to Twitter each month. When you break it down, that comes out to about 15 job tweeted every minute. And by the end of this year, Twitter expects that monthly job posting number to reach 2 million. But the question is, who is supposed to be in charge of these posts to social media? Marketing? HR? The hiring manager?
Well the answer is dependent upon how your company is structured. Factors such as company size, budget, social media guidelines, and each individual’s workload need to be considered. So before you decide where the responsibility of social recruiting will fall, take into account the following points.
Does HR (or the recruiter, or the hiring manager) have the capacity to handle it?
As we made our way through the Great Recession, HR departments (and affiliated positions) everywhere suffered great losses. What were once 5, 10, or 20-person teams shrunk to 1, 3, and 5 person teams. But this certainly didn’t mean workloads shrunk as well. Although companies have begun replenishing these positions, HR professionals are still trying to fit 24 hours of work into a 10-hour workday. So if your HR team (or recruiter, or hiring manager) feels they have capacity to add social media recruiting to their plate, then consider taking them up on the offer.
Does HR (or the recruiter, or the hiring manager) have social media recruiting experience?
Sure, they may have personal Facebook, Twitter, and LinkedIn accounts, but that doesn’t necessarily mean they have the know-how to effectively tackle social media recruiting. And without the use of keywords and hashtags, your recruiting efforts through social media may not pay off.
However, that doesn’t mean that only marketing is capable. It could take as little as a quick sit-down with a member of the marketing team, specifically social media marketing, to help HR understand how to effectively approach social media recruiting. Plus, there are thousands of blogs and webinars dedicated to that very topic to help anyone become a social media expert.
Should marketing just handle it?
Many marketing and/or communications departments have team members whose primary position is to handle the company’s social media accounts. So yes, it would make sense to have this person also handle social media recruiting, but do they really have the time for it?
As long as you have a few hours to dedicate, anyone can learn the best practices of social media recruiting. So rather than disparately asking marketing to handle it, try it yourself. That way, you are the one in direct contact with your connections and followers. This cuts out the middle man and can help you get that great new hire onboard even sooner.
Before you make a decision, take a deep breath and remember that you are going to fill that position. Whether it’s marketing helping you with social recruiting, or you tackling it yourself, it will get done, and it will be done right.