Recruiting from the Water Cooler

The HR news that we’d hire for the week ending December 14, 2012:

There’s no doubt that the era of social media has made waves in nearly every element of HR. But it’s arguably had the most impact when it comes to recruiting. A new online program stirring conversation in the HR community is Facebook’s Social Jobs App. This week on TLNT, five HR experts debated the effect—if any—the app will have on recruiting. Opinions were mixed.

While most experts agreed that the app won’t have a negative impact on recruiting, a few argued that good candidates are already honed in to job postings on company websites and social networks, so the Facebook app will have little impact. “What is posted on Facebook today was likely on CareerBuilder or LinkedIn yesterday,” said one recruiter. “It’s more unfocused recruiting in hopes the great people come to you, [but] the great ones need to be hunted.”


This week, TLNT also featured New Year’s Resolutions for hiring in 2013. There were just two of them:

  1. In 2013, don’t hire people who are looking for work; only hire people who are looking to work for and with you, and who you want to work with.
  2. Always be looking for your next employee. Seeking employees who truly share your vision and passion for your company will make better hires in the long-run. Interviewing potential job candidates every week will help sharpen your interview skills and ensure you have a deep bench of new recruits so you never have to hire out of desperation.

Harvard Business Review made a similar argument this week in favor of only hiring candidates who know and care about your company: so quit posting openings on job boards. Use the social networking tools you already have to list any job availabilities. The best candidates should already be following your company on Twitter or Facebook. Good recruits will be familiar with what you do and share your passion for it—not just apply for open positions via Monster because they need a job.

Besides, the best candidates often aren’t explicitly job hunting. They’re already happily working elsewhere and likely wouldn’t even see a job posting on a recruiting website. Limiting your job postings purely to your own social networks could mean that you receive significantly fewer job applicants, but your pool will be so much better that it won’t matter.



Once you actually do find somebody to hire, the hard part is over, right? Not so much. HR managers need to make sure they’re accurately describing their work environments from the get go. The Wall Street Journal reported on a study this week that found that only 51 percent of new hires reported feeling very confident that they’d made the right decision upon accepting a new job.

The survey polled 2,300 recently-hired workers. Their main complaints centered on being sold unrealistic pictures of their jobs during the hiring process, relating to everything from job hours to turnover rates to team structures. Misleading job candidates comes with a high price. New hires who reported disappointment with their jobs said they were not engaged with their new employers and tended to be actively looking for new positions.

Want to impress your applicants with your HR knowledge? Register for free email updates or take a look at last week’s Water Cooler post.


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