So you’re a recruiter, a hiring manager, or an HR professional tasked with IT recruiting responsibilities. Maybe your recruiting projects are mostly software developers, and they’re complicated affairs that consume your time and attention. You’re not a writer. You don’t even have time to read your email, or blogs, tweets, rants, and reviews online, much less write a blog. Then why should you add blogging to your IT recruiting strategy?
Social Media is an IT Recruiting Tool
Experienced recruiters, those who have been in IT recruiting for more than 10 years, and those in executive search and other niche recruiting areas, know that communication is key in recruiting. And they are expert communicators. Phone calls and emails are part of every IT recruiter’s toolkit, with written communications such as job descriptions, work orders, candidate summaries and presentations following closely. Those communication skills are extremely important in the recruiting process, and now more than ever with social media rising to the top.
Social media is the direction that IT recruiting is taking, and blogging is a part of social media. It’s a golden opportunity to control and polish the information that candidates find, to talk about openings, and promote the company culture, especially if you recruit in niche areas such as IT or executive search.
But How Am I Supposed to Blog if I’m Already Working at Capacity?
Blogging for recruiting doesn’t have to be a huge, time-sucking project, even for IT recruiting, but it should be a consistent activity to be successful. Set aside two hours each week to write and post your blog, schedule it or make an appointment out of your day for it, and then keep that commitment. Or delegate it to an assistant with some oversight.
A few things to prepare before you start:
- Pay attention to your voice and tone. Tailor your blog writing style to the work environment and company culture. If you are involved with executive search, your blog tone should be professional and a little serious, although senior level IT executives will appreciate something interesting and fun as much as any other type of candidate. A blog about jobs and working in the financial industry will need a different tone than a blog for jobs and candidates in a creative industry. And don’t forget about your audience. Communication to college students and new college grads requires a different style than a blog for mid-career professionals or when doing executive search.
- Figure out why you will blog before you start. So, you’re not doing IT recruiting? Are you instead trying to attract sales and marketing interns to fill your company’s 100 intern spots each year? Do you want to help build your employer brand or improve candidate experience? Your blog’s focus would be different with each of these objectives. Consider drafting a written blog proposal or plan to refer to as you start to write, including a production and publishing schedule, a list of topics, and an objectives statement.
- Don’t jump in and bite off more than you can chew. Especially if your audience is senior level IT management and executives, respect readers’ time and don’t complicate things. Do some research, some planning, and then start small with a reasonable schedule and publishing plan. Look at other recruiting blogs to see what the hot topics or controversies are and how others are attracting readers, and add to the conversation.
- Remember to get their attention. Use attention-grabbing titles, add information of value to your readers with every blog, and write with an interesting, engaging tone and style so every reader comes away planning to read your next post.
What Are You Waiting For?
Do you have reservations about blogging? Are you afraid or just blocked? If you want to write a blog, you’ve got to sit down and write to make it happen. If you really don’t want to do it yourself but feel there’s a big need for it, ask top performing employees, hiring managers, and human resources staff to guest blog so you don’t have to feel that it’s all on your shoulders. Niche staffing areas such as IT recruiting, specialty engineering recruiting, and executive search may especially benefit from guest bloggers filling some spots. And don’t forget that social media is…SOCIAL! You can include videos, photos, surveys, podcasts, mini-trainings, presentations, and infographics to attract, entertain, and engage your main audience – your company’s future employees.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.