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Who should be part of the candidate recruitment experience?

Following on from my first guest post for Bill on Tuesday (yes, it’s Martin Couzins back again), today I want to look at what type of role will deliver the new candidate experiences that are emerging (or are being talked about).

I’m not a recruitment industry expert so be gentle on me – these are just some thoughts . . .

If you have attended a Tru event or the recent Social Media in Recruitment Conference you will be aware of the fact that in social recruitment channels content is king (Linkedin, Youtube, Twitter, Facebook etc).

But who is responsible for creating and managing this content and the relationships and connections that start to build around it? Well, from what I can see it is the marketing team. Or the comms team, or a mixture of both.

In a very few cases, it might be someone in an emerging role such as Matt Burney, resourcing and community executive at G4S or Mervyn Dinnen, community and content manager at Jobsite UK.

So as content and the engagement around it grows should responsibility for it be handed to marketing teams and community and content managers? Yes, but there is a greater opportunity here.

Check out these job responsibilities that I have taken from a random recruitment consultant job ad:

  1. Identifying new business opportunities, developing client relationships and managing a client database
  2. Developing a network of candidates and managing their aspirations and career search
  3. Managing your clients and candidates recruitment process from initial interview to offer stage
  4. Focussing on the importance of service delivery and client relationship management (CRM)

Looks to me as if anyone involved in the recruitment process who is charged with these kinds of responsibilities should also be an active player in social media channels. I’d say there is a bigger win in helping wider teams who liaise with clients and candidates to understand how to engage in social media.

As we grow engagement around content we need to ensure internal teams are just as engaged as clients and candidates. If we do not we could end up with a transactional type of engagement in one part of the business and a very different type of engagement in online social channels.

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