Are you having trouble attracting and retaining talent? If so, have you considered your social media presence as part of the issue? People post about your company on Twitter, Facebook, LinkedIn and Glass Door and all over the world of social media. Do you Google/Bing/Yahoo your own company and see what people are saying? Do you search your own name to see what people are saying about you as an employer? Have you searched for pictures of your work and worksite that show your company in a bad light? Within the SIG membership, we have many of “the best places to work” in the USA, so we know good employer brands well. Can you imagine if you work in sourcing for Dish Network and the top searches about your company are about how you are the meanest employer in the United States? How about if you work for Radio Shack and the complaints are mostly about middle and upper-level management and the lack of a consistent turnaround plan? While these reviews may not be focused on sourcing management, a potential employee might make an incorrect inference based on what they see on social media. I have a few suggestions you might consider:
- Get employee testimonials about why they love their job or their organization. Post videos on your site with personal stories about their career paths and opportunities they have been given.
- When writing a job description, make sure you describe the type of person you are looking for in terms that people want to hear like “passion,” “excitement,” “continually seeking knowledge,” etc. Yes…and I do mean about Sourcing jobs. We are really in an incredible field that can be impacted by politics, wars, terrorists, weather, innovation, taxes, etc. So yes, we can describe the people we are looking for with great marketing terms.
- Get your happy employees to post on Glass Door. With a gentle suggestion many people are happy to share positive experiences, so even if you are in a company with a bad name, at least sourcing and procurement can have a good reputation.
Most importantly, make sure your HR organization knows how critical it is to have a positive “employment brand,” and push them to work with marketing to ensure that your social presence as an employer is sending the right message!