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At ADP, Recruiters Are Training Recruiters — and Salespeople — in Social Media

by
Todd Raphael
May 15, 2012, 7:00 am ET

Business-to-business blue-chip ADP is trying to spread the word on social media to potential employees that it’s about more than just payroll. As part of that, it’s making sure recruiters are up to speed on how to use social-media sites, how not to use them, and why.

Lisa Sherr, senior director, global staffing marketing & analytics, talks with me about this training of “brand ambassadors,” “coaches,” and “certified social media experts” in the audio below. She covers:

  • Why this was started in the first place
  • Basic vs. advanced use of social media
  • The use of recruiters to train ADP employees in other departments in social media
  • Whether the training is tactical (e.g. how to use Twitter) or strategic (making and carrying out a plan)

It’s about nine minutes, below.

This article is provided for informational purposes only and is not intended to offer specific legal advice. You should consult your legal counsel regarding any threatened or pending litigation.

  1. Keith Halperin

    Thanks, Todd. I commend ADP for its policy in training its recruiters and sourcers in basically marketing, as I gather there isn’t enough work to keep them all actively busy finding and putting quality butts in chairs on time and within budget, or perhaps ADP has so much money that it can afford to hire substantial numbers of recruiters and sourcers to specifically do these non-recruiting, “brand-ambassador” activities.

    Cheers,

    Keith

  2. Ken Schmitt

    Personally, I think training in any area is a benefit to a company and its employees. What may seem obvious or easy to figure out to some, may not be to others. In addition, in order to ensure consistency and competency across the board in a company, appropriate training and experience is necessary. As the owner of a boutique executive career coaching and recruiting firm, I have learned first hand that many employees have felt a lack in job satisfaction or a feeling of “doing a good job” simply because they never received the proper training associated with their tasks. Some have had years of experience in a given field but are new to the newest social media platforms, yet are expected to use them. Receiving extra training is never a waste of time.
    Ken Schmitt
    http://www.turningpointsearch.net

  3. Keith Halperin

    @ Ken: With respect, I disagree. Not all training is equally valuable. My rule of thumb: it’s worth training your recruiting staff in skills which can’t be readily no-sourced (eliminated) through-sourced (automated) or out-sourced (sent away) that you’d pay someone $50 or more/hr to do. To the extent that the above-mentioned training is recruiting and not marketing))-related, it is specific to sourcing, which can be readily outsourced at $6.25/hr or less. (If there are $50/hr or more world-class Social Network Sourcing specialists, I haven’t heard of them. There may be a near-future market for them, though…) IMHO, worthwhile recruiter training would be in high-touch, high value-add activities like advising and mentoring hiring managers, improving and streamlining hiring procedures, acting as on-demand Recruiting Project Manager liaisons between remote recruiting/sourcing resources and the client, and CLOSING.

    Thanks,

    Keith

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