Medpedia

I love this blog post from Alan at Human Capital Institute titled Social Medical Will Not Make Up for a Poor Recruiting Strategy.  Social media (simply a tool) also can't and won't make up for a poor marketing, outreach, communication, engagement, or any other strategy.

The post does recommend that you identify the following for creating an effective recruiting strategy.

• What – what is the ultimate goal? For example: hire 8 accounting staff
• Why – Is there a skills gap that needs filling? Is the company expanding and in need of more staff? Why is this important to the organization?
• Who – Who does this involve? The hiring manager, the recruiter, and the desired candidates (define experience, compensation range, etc.).
• Where – Where will these new hires work (corporate office, telecommuting)? Where do desired candidates exist? (cities, colleges, competitors, etc.)
• When – What time constraints are there for this hiring project? When will these hires be completed?
• How – What are the cost/personnel restraints? What methods are most likely to attract the talent needed (e.g. should we create a talent community via social media to attract these candidates? Are there existing professional communities, blogs, Facebook groups we can exploit?

 And, no strategy is complete without understanding the risks!