In almost all workplaces there is a chain of command. You work as part of a team that can be siled from the rest of the organization. But what if you need to collaborate with other departments to fulfill recruiter roles?
Collaboration is the key not only to successful hiring, but to any role within HR. This basic type of verification, double-checking and touching is an important element not only of the process of change management and adoption, but also healthy communication in the workplace.
When Change Management Hurts Real Change
I recently spoke at HR Houston as part of a one day workshop on social media for human resources and recruitment. We had good conversations and dialogues throughout the day. One of the most important moments for me was the number of participants whose hands were tied to specific areas of change management or the opportunity to collaborate with other departments. In this particular workshop, a number of human resources managers have been extremely frustrated by the inability to collaborate or work with other departments such as public relations, marketing and communications, often responsible for social media and marketing activities.
The entrepreneur in me says to fail quickly, go ahead and apologize later. Some might call it a thug, but I see that practitioners in my class were frustrated. They had tried to work with someone and received the cold shoulder. They had tried to talk to the executive direction or even to argue the case with another department to no avail. So I asked the question, when should you become a thug?
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I am a fan of becoming a thug, but it was instructive to see that many of the participants in this workshop were not. They did not have the time or expertise and communicated with other departments in the past (such as marketing and social media) to other staff members who had Expertise, but no time to offer the basics of their specialty. It was not just something they had the bandwidth to learn or the energy to cope with the other internal departments.
How to make a successful thief at work
So, how can you succeed with or without collaboration with another department? Let's talk about the basics of becoming a thug.
When your area of expertise is sourcing and recruiting, it's not easy to take the time to learn about other areas that may be contributing to your success, such as social media. If we use community management (another way of saying social media) as an example, when you communicate with your primary marketing manager who manages social media to ask for help, what do you offer? you in return? It often takes finesse and quickly acquire knowledge.
If you can take the time, there is a plethora of free online courses that will give you an overview of the basics of social media. Here is a list of 10 good that you could probably blow in a few days. Once you have a basic understanding of how social networking works, you can be more specific, have the right questions to ask and even come up with some new tips when you ask the social media expert for time. of your company.
So instead of asking "can you give me a quick tutorial on how you manage our social media", you can contact something more specific, like "We have an open house and I'd love to see how you promote it on our social networks. "The first question is that you're asking your social media manager to teach you how the social works, the second is a time limit and you're more likely to get a "yes, of course!" – especially when you ask about something specific.If your social media manager is notified, he or she will be happy to show you how they market your doors open to hiring.
This is simple advice, but you may be surprised at the number of recruiters who focus on LinkedIn. Did you know that Twitter is a good place to interact with other recruiters, sourcers and influencers? Have you participated in a Twitter chat recently? Here is a simple how-to . And you can find me on Twitter here (accommodation and participation in discussions too!). Does your company have a social media policy? Did your boss ask you to create a Twitter account? If not, go ahead. Do it now, get results, and apologize later.
But before becoming a thug, it is essential that you focus on your research and that you have a foundation of understanding or information to support your rogue-ness. Personally, I like to focus on survey data like the use of social media by my new employees to help defend my position to add social media to my recruitment strategy and d & # 39; hiring. This is not a puzzle if you have planned your idea on a few masts, but you have the data and research to support a small lighthouse test.
I call this a beacon because you highlight a problem or area of opportunity. Your concentration on pre-work and research and your emphasis on a lighthouse help make your "little test" less laughable and more like a planned experience.
The bottom line: Going rogue does not mean risking your job. It means doing without asking for permission and having the results, good or bad. If you can not do your work through traditional channels, becoming a thug is the best way to find another point of access. And who knows? Your actions may cause your recruiting team to have some ownership on social media. They also show the departments with whom you want to collaborate that you do not expect the world from them because you have made your own efforts to understand the basics of what you are asking for.