Back
before the Internet, information was power. Knowledge and
information was hoarded and dispersed in small quantities in the early days
through oral storytelling and much later Benjamin Franklin and the use of the
printing press. I think back to 2006 before the Internet and social media was
king. Information and knowledge was hoarded not shared especially in
HR and Recruiting. I spent hours piece milling and researching
recruiting tools and sources to hire, source, and engage on. Forums
and chat rooms like ERE and HR
Talk were places I frequented asking questions, establishing
relationships, and learning about the industry. Trying to break into
this industry was tough and best practices and sourcing secrets were not shared
as they provided a competitive advantage certainly not on a blog, webinar,
white paper, or free online resource. All that is no more with the Share Economy.
How to Leverage Talent Pipelines with Influence
With
technology and accessibility of mobile, the Internet for individuals at work,
life, and school the knowledge model has been flipped on its head. The
share economy now drives influence, power, and success starting with the
Internet and now moving toward the world of social media. Companies can
leverage the share economy and the talent pipeline through building talent
networks and growing their employer brand.
Long Term ROI with Relationship Marketing in Recruitment Strategies
With
the share economy, he or she who has the biggest network wins and provides the
greatest value to your community or sphere of influence. The Share
Economy drives candidates, employee engagement, talent
networks and more importantly relationships for the long
term. That’s what makes the Share Economy so
important. It’s a long-term play that helps build influence,
relationships, and drive the industry or your area of expertise through information,
news, and great conversation. It’s a long-term recruitment strategy play
that requires focus, patience, and experience to make it happen.
What
are some ways you are using the Share Economy to build relationships in HR,
Recruiting, or engaging job seekers to build your employment
brand? I’d love for you to weigh in the comments.
Jessica Miller-Merrell, SPHR is a workplace and technology
strategist specializing in social media. She’s an author who writes
at Blogging4Jobs. You can follow her on Twitter @blogging4jobs.
