Ah blogging.
We all love it, don't we? A forum where the exchange of great ideas, complaints, social commentary is alive. And then, we found the recruitment element in it, and we loved it all the more.
Companies like Microsoft were the pioneers of blogging for purpose of recruitment. 
Then, there came discussion regarding usability studies, to learn and perhaps optimize online readership to further develop and improve recruitment job boards and other online recruiting channels. (Yet another spin on our approach to passive candidates)
Then, there came discussion regarding usability studies, to learn and perhaps optimize online readership to further develop and improve recruitment job boards and other online recruiting channels. (Yet another spin on our approach to passive candidates)Great creative thought. Great questions and great strategies are abounding. Technical and non-technical companies are sinking their teeth into blogging as a potential recruitment marketing (and mining) tool.
Question is, are companies also making sure they have clear guidelines for what can and can't be said or done - with a blog? Even outside of recruiting, are companies thinking about the potential ramifications that blogging brings to company brand or code of ethics?
Case in point. I stumbled across a blog this weekend while doing my personal blog updating. "Queen of the Sky," a fellow Austinite and former employee of an airline, was fired after some inappropriate photos of her were posted in her personal blog. Grounds for dismissal were focused to the fact that she was in company uniform and within company property (aircraft) at the time. Granted, this issue is more about personal blogs and the Freedom of Speech debate...but this brings to mind an important point.
For companies that are now promoting the use of blogging to exchange professional information, to further market themselves for recruiting purposes and to give employees an opportunity to further broadcast all that is good and glorious about company "A" - there should be guidelines that clearly define what's acceptable, and what is not. (It might have helped poor Queen in her decision to "post" or "not post" her inappropriate pictures)
For both personal and professional use, it might be a good rule of thumb to address blogging and it's ramifications on company/employer brand. Even if you're not sending your recruiters out there to "recruit by blog"...it might be time to review the impact of blogging on our ability to paint a positive picture of our company workplaces.
By the way, to see some what guidelines could potentially look like, visit Jeremy Zawodny's site.
| 0 comments
|
flag
