Recruitment Social Media ROI

ROI has been defined in certain social media circles as:

  • Return on Investment
  • Risk of Ignoring

While both of these are right on, most companies and “experts” are having difficulty trying to identify exactly how to measure the ROI of social media.  My response is that it depends on each company, business, person and industry.

Potential metrics to consider based upon each particular social media site:

  • Number of followers
  • Number of fans
  • Number of retweets
  • Number of group members
  • Number of direct messages
  • Number of mentions
  • Number of hashtags (#) – are you trending
  • Comment activity on blogs

In social media, this is more subjective than not.  For example, number of followers or number of fans does not mean that they necessarily read everything you put forward.  Maybe a person chooses to follow you and then moves on.  Maybe a “bot” follows you, doesn’t mean that account is a targeted account.  Quality is key and it is difficult to maintain and track.

For recruiting, the ability to track how and were applicants came from by tracking how/where they clicked a particular link.

In order for social media to really be effective in recruiting, it is all about the people.  Is your recruiting team active?  Are the recruiters driving conversation?  Are recruiters attracting and finding talent?  These are areas that each recruiter may track in the ATS system but also to determine what sites are used by those in that particular job field.

From the book Groundswell, use the POST method (People, Objectives, Strategy, Technology).  By following these areas, each company/person may best define ROI based upon the demographics of their job audience.

How are you setting up metrics in social media?  Are you setting up metrics?

A First Impression Faux Pas

There are countless first impressions each and every day for all of us.  Meeting with a new customer, meeting a new coworker, bumping into a parent at your child’s school, attending a networking event.  But what if your first impression is recollecting a name from a lawsuit you read in the paper?

The Huffington Post reported on August 2nd that Trina Thompson has sued Monroe College for $70,000 to reimburse her tuition because she has been unable to find a job.


Two points here.

First, to stay on track regarding first impressions, how will this impact her current job search?  With so many recruiters conducting Google searches on candidates, is this something you want popping up most likely at the top of your results?  This is not what I could call a positive branding moment for an individual.

Second, so you get a degree and this entitles you to a job?  Nowhere does it say what she has done to position herself for a job (internships, study abroad, part-time jobs, etc.). Entitlement is not the case in the world and, to state the obvious, this economy has made it more difficult for college graduates or seasoned workers to find new positions.

To me, untrained in the legal system, I can’t see how this will have any teeth with a judge or jury.  I don’t recall any colleges or universities providing a timeline as to when you would receive a job upon graduation.

This is truly a think before you act moment.