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Recruiting with Topsy.com Search Engine

Topsy is a new kind of search engine, with a new way of looking at the Internet. Topsy doesn’t think the Internet is a collection of documents. Or even a web of documents. Topsy sees the Internet as a stream of conversations that is powered by Twitter. I deep dive into it’s search capabilities in video here.

I was introduced to Topsy.com a short while ago and felt that sharing it with everyone would help to spread the word about another very good real time recruiting tool. Topsy is unique in that it sees the Internet as a “stream of conversations.” Unlike traditional search engines that search the web as a “collection” of documents, Topsy.com is driven by tweets feeding off of Twitter in real-time. Recruiting is not the main purpose of Topsy, but of course there are all kinds of interesting way to use it for this.

The tool is certainly not perfect and it has its flaws (for the use of recruiters) because it was not designed for recruiters. The key feature for me is its unique real time search ability and the fact that it archives trackbacks. This is significant when researching as it will allow you see the originating tweet to connect with the tweep that you might be interested in as a candidate. With that it will also archive that conversation for later mining.

Topsy will also support search in multiple languages including doublebyte. The most popular languages to date are English, German, Japanese and Portuguese.

Take a look at my thoughts and demo below. There is also a cheat sheat of search commands unique to Topsy below.

Topsy’s unique set of search commands

Topsy boasts a unique set of search parameters in regards to real time search. Though it does not accept full Boolean logic (which is a flaw for recruiters) it does accept basic search parameters that I’ve detailed below. I’ve also detailed these searches within the video for you as well.

Basic Search

term1 term2 term3 (implicit AND between terms)

Exact match

“ryan leary” would return a match for the exact phrase “ryan leary”

And the following ‘advanced syntax’:

From Search

from:<twitter username> – e.g. ‘from:ryanleary recruiting’

Using this search query will limit your results to links about
‘recruiting’ that were posted by the twitter account ‘ryanleary’.

Site / Xray search

site:<domain> – e.g. ’site:techcrunch.com Topsy’

Using this search query will limit your results to links on the TechCrunch site that are about Topsy.

site:<sudomain.domain> – e.g. ’site:eu.techcrunch.com twitter‘

Using this search query will limit your results to links on the EU version of the TechCrunch site that include the term ‘twitter’.

site:<domain/firstpath> – e.g. ’site:wired.com/gadgets twitter’

Using this search query will limit your results to links that are within the gadgets section of the wired.com site and include the term ‘twitter’.

Real time recruiting with Topsy takes a little while to get used to. But it’s a great tool for in depth sourcing of real time tweets and other information. Candidates are using status updates for more of their communication, so this should provide more information about people as time goes on. Let me know how you find the tool for recruiting and sourcing, and let me know if you know of other tools for sourcing in the real time stream of conversations that is the Internet today.

Free Keyword Niche Finder from Wordstream

It’s new (Released this morning 12/16/09) and a part of a bigger project, but Wordstream’s Free Keyword Niche Finder looks to be a promising tool that is 100% free to use. Recruiters can and should take advantage of this tool to help intensify their information gathering during and after the discovery phase of the search.

Hot off the presses and released just this morning, Wordstream Free Keyword Niche Finder might prove to be one of the best free tools on the market. The theory behind the tool is pretty basic but the results it returns can provide some serious return, saving you hours of research.

Entering the set of keywords you want to research and running them through the process, which is a simple click of the button you will be returned a list of keyword grouping. Each bucket of keywords is assigned a heading. As you click these heading you are shown all of the keywords, phrases and grouping relating to that particular group ordered by frequency. This includes synonyms and common variations as well.

You can see from the screen shot below how the tool is taking the search for a software architect and clustering the results on the left while displaying the detailed keywords/phrases on the right. the results I’ve been getting have been solid. Since the tool however was not built specifically for recruiter I will mention that the more intircate the search based on Job Titles or family you may see results that look odd to you. That’s ok though. Given that the the designed for SEO and PPC campaign development you will have to think like a marketer would in developing his/her online marketing campaign.

What’s going on inside the tool is that it is basically doing the work of a typical keyword suggestion tool. The key differentiator here is that the tool is actually taking the process one step further clustering similar keyword groups together for you. Now in reality this tool was built to enhance the search marketing success for PPC and SEO campaigns, but through searching the relevant keyword families for you requisitions you’ll have the opportunity to continuously build a living list of organized and clustered keyword families directly related to your searches.

You now have the ability to email yourself the entire list. This is important because other keyword tools such as Google and Wordtracker only allow you to download the first 50 or so. Wordstream is free and according to Larry Kim will remain free service to potential one day clients. I’ve used this tool behind the scenes and have had some very nice results. I’d recommend taking a look at it to see if it will work for you as well.

Conveniently, (seen above) you can enter your email to have the groupings mailed to you as a CSV file. Another bonus: Both tools are fast—faster even than some basic keyword tools and certainly way faster than grouping keywords by hand.

Recruiting with Twit-Vids

Video is compelling to users and if used properly could be a great addition to you recruitment plan. Thoughtfully leveraging video in your properly built twitter stream can result in big return. In fact Twitter itself is considering adding video in relatime tweet fashion.

What is e-sourcing? That is the question. Ok, enough of the cheesy stuff. But seriously what is it? To me, it’s leveraging technology to identify talent within this crazy sphere we call the web. You can learn more about what Boolean Black Belt thinks about it here in depth.

Continuing the series on Twitter, I wanted to share my thoughts on mashing video with Twitter.

According to TFTS : Twitter’s founders are looking at implementing real-time video tweeting in a bid to push the Twitter medium forward as the most prominent social networking application just when it’s been suggested that the service is running the risk of stagnating rather than acting to develop and push for fresh features in order to keep up with the times.

How to make this work for recruiters:

Thoughtfully leveraging your video:

How you create and distribute your video really affects the success of your campaign. Here are a few certainly not all of the strong Do’s and Do not’s for you to consider.

Do Not!

Do not act stupid and/or use profanity
Do not talk down to the user and make them feel useless
Do not be super professional and use a TV studio for recording
Do not be superficial and wordy (You give 30 secs. to a resume. They give your video 10 if it’s bad)
Do not assume every video has to be the same. You have to infuse your personality (personally) and the company’s culture.

Do be genuine and infuse your own personality
Do be concise and give strong juicy details
Do focus on the traits you would use to build your search. Ie. Talk about leadership and what the succession plan is within the organization. (depending on the role and level)
Do have a plan for distribution. Be sure you are building your corporate twitter account properly and that you are leveraging your employees networks to distribute, distribute, distribute.

Properly building your Twitter Stream

I’ll be posting shortly on how to properly construct and manage your twitter stream to show effective returns as well as demos of my favorite Twitter video tools.

Get updated here to be the first to read it when it’s posted.

Here are my top 3 Twitter Video tools I like to use.

Vidly

Vidly is a pretty decent app in that it allows you to record or upload your video quickly. You can upload from your computer, a url or your mobile. The app offers full twitter capability as well including Retweets. The video size is solid excepting video in length of 20 minutes or 1gb in size.

If your recruiting video is that large, you lost the prospects of finding someone to fill the job anyway. The interface is clean, which to me is a big peice of the puzzle and the ability to record via webcam though not super high tech in it’s ability moves very fast and gave me no trouble throughout my useage.

TwitVid

This may be my favorite to date. I’ve been using the app for a short while now and I’ve found it to be the choice of many celebrities if you are into that type of thing. It’s really simple to use, quick and unassuming. But Twitvid is more than just a way to add and share video via Twitter.

Twitvid offers a strong tracking package. As a recruiter or corporate recruiting organization Twitvid allows you to measure your return via it’s tracking and video analytics. The cool thing about this is that posters can now track their video as across the Twitsphere tracking views and the top people linking to your video.

The cool thing is that the layout mimics that of Twitter. It’s pretty cool and addicting. Check it out.

TwitLens

Ok, so with twitlens you have the option to upload both pics and video. The interface is a little cheesy for me, but I do like the fact that it’s a secure login as opposed to using your Twitter login as the only means of security.

The idea is the same and the functions are certainly strong. The other pretty cool integration here is that it took the tagging idea from Facebook allowing you to tag others as you please. (probably not super tasteful for recruiters but it works)

Sourcing with Ixquick Search

An Ixquick result is awarded one star for every search engine that chooses it as one of the ten best results for your search. So a five star result means that five search engines agreed on the result. This is significant because search engines choose results in different ways, and…

Ixquick – pronounced It’s Quick…

Quick search that can help minimize noise when searching resumes is essential. I’ve been using Ixquick for a little while now and it’s been helpful. It’s fairly unique and seems to return results sets that are tight and targeted and searches across 12 search engines with one search. The search itself is amended to be complaint against each engine and queried.

The website touts itself as being the world’s most powerful search engine employing the most advanced meta-search technology. Well, I can’t vouch for that but I can say that it’s been pretty rewarding for me.

Ixquick offers you’re the ability to search as you normally would leverage Boolean search or you can you the power search builder. Ixquick pairs your search result with a star rating.

It’s not ranking, but rather a note to signify every search engine that returns that particular result within the first ten results. For example if your results have 5 stars, than your result was ranked in the first 10 results across 5 search engines.

Pros and Cons:

Three key things that make Ixquick and good tool to me:

Power Search and Expert Search: Ixquick is smart enough to understand your search and translate to the search engines it is spidering. This is important because not every search engine will accept the same syntax for your search strings.
It truly Global with the capability to search in 18 different languages. This is important to me since Kenexa is a global company. Our recruiters have the opportunity to leverage another effective tool without having to learn the variations from each search engine. See the full list of supported languages here. In addition to the language ability Ixquick is pretty impressive with it’s international phone directory and the ability to search your results across the web to locate possible profiles and/or locations this person(s) may be active in.
The advance refinement offering of Ixquick is another bright spot. Quickly refine and eliminate your unwanted results. These results will not show up in your search again until you reset that particular search. This has been pretty rewarding especially as you run variations of your search. You have the opportunity to see only new results. This feature is voluntary, so you must activate this.

What I’m not keen on: (more petty than anything else)

The search refinements are not real time meaning you have to hit search again after you refine your search. Not terrible but a few more clicks x 8 hours equals a lot of more clicks.
Navigating the site can be a little difficult. Small text navigation design.

That’s really the crux of it all. Check out a brief run through here and then give it shot and let me know your thoughts.

http://us2.ixquick.com/eng/

My Top 3 Tweetdeck Integrations for Recruiters

Fast moving development win over many users and creates a successful app. Tweetdeck has taken that approach and has since won over the vast majority of the Twitter market. It’s quick, convenient and serves a real purpose. It’s an organization tool that helps recruiters better manage their time on social media. Check out my top 3 integrations.

Tweetdeck has been on the move and has kept hip to the needs of its fans. “Fan’s” in my case are recruiters, but even if you are not a recruiter you can appreciate the developments that the Tweetdeck team continues to make. There are 3 new changes in the last few months that I find to be a big deal and worth mentioning here.

LinkedIn Integration

Sure LinkedIn has finally seen some of the light that has been shining and has mimicked the Twitter style updates to your LinkedIn network, but even more notable is the full integration of LinkedIn into your Tweetdeck dashboard. You can now dedicate one of your Tweetdeck columns to your LinkedIn feed. Tack and stay in touch with your LinkedIn connections on Tweetdeck.

Why is this important? Unless you are superman, there is seriously no way you are managing any sort of meaningful relationship with your LinkedIn connections. Mass emailing doesn’t cut it, and I’d argue it only weakens as semblance of a relationship you once had. This integration into Tweetdeck allows you follow and connect with your connections helping to create the connections you thought you once had.

Twitter Lists

With the newest addition to Twitter being Twitter lists which I talk about and demo here, Tweetdeck was quick to take this integration on. You have the opportunity to from within Tweetdeck, create, add and manage your Twitter lists, sort and follow from within a designated column and follow targeted conversations.

Geo-targeted Tweets

This may be one of my favorite integrations yet. Certainly it offers many possibilities for recruiters but even with that, it’s just really cool to see where your tweeps are tweeting from.

Here’s a quick video breaking down the newest features. It’s not an original video, but why recreate the wheel? I’m interested to learn your thoughts and views on the newest integrations.

Searching Bing with the Hasfeed: command

It’s sleek and offers some great search options but is it the real deal for recruiters? Take a look at some of my favorite search capabilities of Bing in this search engine review series. Review 1: Hasfeed: command.

Continuing the video series on leveraging search engines to search and recruit, I wanted to talk about a few unique features to Bing that set it apart. First off, for those who do know Bing is the newest Microsoft office search engine. Since its inception in May 2009 Bing has grown steadily but still has a long way to go in the search market.

Some notable additions to the search engine is its ability to include listings of search directories as you enter your query. Take a look at the short video below describing the “Hasfeed:” command to search resumes that are anchored to specified links.

Bing: hasfeed:

Recruiting with LinkedIn: Accepting Bulk Invitations

Constant changes to the UI within LinkedIn seem to cause confusion amongst users. One such option that is still available but has moved is: Bulk accepting initiations. Though this feature was moved a long while back, it was important to share this with readers as not everyone is aware of this feature.

Continuing the series on basic but often asked questions on sourcing with LinkedIn, I wanted to share a quick video on how to bulk accepted invitations. As LinkedIn continues to better it’s search interface they continue to work with the redesign of features and product placement.

Though this feature changed a long while ago, I felt that I should record a brief tutorial depicting how to Bulk accept invitations as this has been a standard question the last few months.

Refresh your memory below with the short video below:

Searching with Kosmix part II

Kosmix is a guide to the Web. The site (www.kosmix.com) lets users explore the Web by topic, presenting a dashboard of relevent videos, photos, news, commentary, opinion, communities and links to related topics. Kosmix’s categorization engine organizes the Internet into magazine-style topic pages, enabling people to navigate the Web…

Kosmix part II – Search or Browse?

Since the initial review of Kosmix, a lot has changed. The search interface has grown, the search parameters have grown and the way the results are returned to you has grown. In short, Kosmix is a startup founded by Venky Harinarayan and his business partner Anand Rajaraman back in 2005. Before Kosmix , Anand and Venky created Junglee the world’s first ecommerce search engine that was ultimately acquired by Amazon.com to the tune of $250 million.

The search is built to provide an experience that allows the user to browse the web for information helping them to learn a specific topic. Searching with Google or a traditional search engine, according to Kosmix provides answers to questions and links to pages that you already know exist. Kosmix claims to be different providing search results that allow you to explore topics of interest and information that is surrounding your search that you may not be aware of. This is accomplished through deep queries that categorize your search in an effort to learn and interpret what you are searching.

The short video review looks at Kosmix from a sourcing and recruiting perspective. The tool was not developed for recruiters but I think it could be useful to add in the mix. (no pun intended)

Sendouts crushes the Recruiting Makeover

Recruiting Makeover is the hottest new contest to hit the recruiting and staffing industry! And the idea is catching on fast with local businesses. The goal is to find the one lucky company who will get the call to makeover their business!

Is it advertising, or is it generosity? Who cares? It’s downright cool and with the ability to win a $50,000 recruitment makeover you should take a serious look at what Recruitingmakeover.com has put together. Have you heard of it?

Recently I spoke with the sponsor of the recruiting makeover Jonathan Herrick, VP of sales at Sendouts regarding the contest. “This contest will change the face of a business that would otherwise not have the ability to leverage such great technology.”

Sendouts.com is a leader of online recruiting software for third party staffing and recruiting firms, leveraging web 2.0 technologies to help maximize 3^rd party e-sourcing efforts. “Today’s recruiter has got to be smarter. Recruit smarter. Source smarter. Work smarter.” Sendouts is a fascinating set of tools that couple the ability to source, manage recruitment campaigns and automate workflows allowing the recruiter to eliminate the tedious tasks enabling you to market open opportunities to potential candidates.

The contest launched back in April of 2009 and the winner was decided in June. The contest itself was massive success with over 300 entrants from around the globe. In the end, Juno Search Group was chosen as the inaugural winner of the 2009 Recruitingmakeover. Juno Search Group is a boutique executive search firm that specializes in the financial areas.

“You can’t imagine our disbelief and excitement about winning the Recruiting Makeover,” said Dailey. “These new resources will allow Juno and our people to grow and achieve ultimate success.”Jonathan is a firm believer in dedication and referred to Juno Search Group as “team centric and driven to succeed.”

So what will the team at Juno receive that’s worth $50K? The new Juno Search Group site has been released. Take a look at it here:

If you are interested in participating in Next year’s recruiting makeover – visit –Recruitingmakeover.com

Of course to make this project a success involved a team effort totaling 6 sponsors and a donated $50K in services and product. Juno has and is receiving technology solutions from Broadlook, Buzz Recruiter, Careerbuilder.com, Good as gold training, TFI Resources and Sheila Greco Associates. From search to ATS, to Training and recruitment strategy JUNO Group has received what could be a company changing gift, affording them the opportunity to compete with much larger and more resourceful firms.

A briefing on all supporting sponsors

About Broadlook

Broadlook Technologies is the leader in the development of innovative software and services that empower HR Professionals to leverage the Internet for the identification and acquisition of passive candidate and competitive intelligence necessary to grow revenues and improve productivity. For more about Broadlook, visit their website at www.broadlook.com.

About BuzzRecruiter

There are plenty of web design agencies out there! Some are even good. But where can recruiters find a design agency that both understands recruiting as well as professional web design, and has the one-on-one recruiter care promise to bring it all together? Visit BuzzRecruiter.com.

About CareerBuilder.com

CareerBuilder is the global leader in human capital solutions, helping companies target and attract their most important asset – their people. Its online career site, CareerBuilder.com, is the largest in the U.S. with more than 23 million unique visitors, 1 million jobs and 31 million resumes. CareerBuilder works with the world’s top employers, providing resources for everything from employment branding and data analysis to talent acquisition. More than 9,000 Web sites, including 140 newspapers and broadband portals such as MSN and AOL, feature CareerBuilder’s proprietary job search technology on their career sites. Owned by Gannett Co., Inc. (NYSE:GCI), Tribune Company, The McClatchy Company (NYSE:MNI) and Microsoft Corp. (Nasdaq: MSFT), CareerBuilder and its subsidiaries operate in the U.S., Europe, Canada and Asia. For more information, visit www.careerbuilder.com

Good as Gold Training

Good as Gold Training was established in 1993 and provides comprehensive, cutting-edge training solutions that you can count on to catapult you forward, showing you exactly how to achieve and maintain the higher levels of professional success and financial freedom that you’ve always wanted, and that you undoubtedly deserve. Leading this highly professional team is Barbara Bruno, CPC, CTS, the CEO of Good as Gold Training, who has devoted her life to increasing the sales, profits and incomes of the individuals she trains. For more information, please visit www.goodasgoldtraining.com.

TFI Resources

TFI Resources is a multi-state payroll service providing a full range of services to recruiters in the temporary, contract and permanent placement industry by providing employer of record service, payroll funding and payroll processing. Many independent recruiters utilize TFI to expand their business to include temporary and contract placements while mid-size and large staffing firms use TFI to serve as employer of record for temporary and contract placements in states where they are not registered or licensed to do business. For more information, visit www.tfiresources.com.

Twitter is not as smart as Google: @BizStone

The new agreement allows Twitter users to automatically broadcast their tweets to a message board on LinkedIn. And LinkedIn users will be able to have their status updates sent directly to their Twitter feed.

“We do not recruit G.P.A’s at Twitter” courtesy @BizStone

Dropping out of college and attaining less than average – self described as terrible high school grades, he conceptualized, developed and sold Blogger to Google which he says that he would not have been hired into. Blogger started as a side project for name…., as did Twitter. So what is it about his ideas that are so centric to today’s technology based society?

I’m not quite sure it’s that difficult. Biz figured it out without a college degree and states it beautifully in this video. “Twitter is not a Fad.” And I think it’s safe to say neither is he.

This interesting piece is in conjunction with the marriage between LinkedIn and Twitter. You can now swap spit better known as status updates between LinkedIn and Twitter. A few things come to mind for me here. Is LinkedIn really the place I want to share my Twitter updates? Maybe, but I guess that just depends on how transparent I want to be to the world. @BizStone says: “More and more, people are finding that the persona they create for themselves on the Web is part of their resume in many ways,” This is true, but I’m not too sure I am 100% comfortable with the idea just yet.

I’m still contemplating in my head if LinkedIn has “gotten it” or if they are just a little scared that Twitter has taken some of their daily UV’s. After all Twitter is engaging, real time and creates live connections…

I agree with Biz here. Twitter is not a fad. What about you?

Read the full article and see the video here: @BizStone breaks it down

Keeping it to 140 characters creates concise and thought provoking insights

That’s what Dr. Monica Rankin Professor of History at UT Dallas says and it’s why she brought Twitter into her classroom. What? Twitter in the classroom? Hey parents, did you pay $28 K this semester for you kid to play online?

140 characters? Are you twalking about Twitter?

That’s what Dr. Monica Rankin Professor of History at UT Dallas says and it’s why she brought Twitter into her classroom. With her classroom overloaded with 90 students per session, her challenge is reaching the students and giving them the opportunity to voice their opinions. Sure she could keep it traditional and lecture them like we were lectured, but why not think outside the box?

Dr. Rankin has moved on what the majority of the world’s largest corporations are afraid of; Social Media.

“Times have changed” “There goes the neighborhood” “now what?” – Sound familiar? Sure they do, because you’ve either heard those quotes your entire life or you’ve used them. Times have changed, and something more significant than your neighborhood is moving on. You are playing witness to what I refer to as the generational shift.

What is the generational shift?

A short while ago I wrote an article talking about what I refer to as the 4 C’s. The 4 C’s refer to a theory of community and collaboration. It’s the foundation of Gen Y; sharing and contributing to conversations and communicating their needs. This shift from a recently rescinded Gen X is proving to be the most simplistic yet advance generation this world has ever seen. Millennial’s (Gen Y) want it all and will stop at nothing to get it. This shift we are witnessing involves flexibility and a “shared power” approach, with young execs demanding respect.

Education is no exception. Our learning spaces are different. Our teachers are different. Our Students are different. The world’s most elite universities now offer distance and online learning opportunities. With the advent of technology and social media gaining wide spread acceptance it only makes sense that Dr. Rankin teachers her history class with Twitter as the vehicle for communication.

The question I ask to recruiters: If Gen Y is learning this way, shouldn’t we recruit this way?

Take a look at this quick video examining the idea and her use of Twitter in the Classroom.

Posting and Recieving jobs with TweetJobs.net

In the recent past I posted a conversation that I had with Bill Fischer of Twitterjobsearch along with short video detailing small portions of the service I felt would be useful to recruiters. Recently another application has emerged and I had the pleasure of speaking with one of the creators to learn about what it is that makes them just a little different.

With the recruitment market evolving at the speed of technology, the idea for Tweetjobs was a no brainer for founder Richard Sutcliffe a recruitment veteran along with James Mayer, both based in the UK. Speaking to James he explained that the service is currently available only in the UK market but that the company is moving to release in the US, Middles East, Australia and New Zealand in short time.

According to James there are two key areas that the pair saw that was not being addressed by current Twitter recruiting based services. The first area needing improvement that the duo saw was that job seekers were not receiving relevant tweets or notifications in regards to their intended job search. The second being that the jobseeker when receiving the tweets was not receiving viable information often outdated and irrelevant information.

James explains that when you are limited to just 140 characters, the information you broadcast has to be succinct and clear, holding only the most relevant information to the job seeker. Tweetjobs was developed to wok smart, allowing the system to understand what jobseekers are targeting based on their initial input to the Tweetjobs system, capturing specific industry and candidate geographic information.

To address the second issue of generating this information in real-time, James tells us that software aims to grab key information like job titles, skills and location providing the jobseeker with an accurate URL to apply or learn more about the opportunity at hand in real time in conjunction with the actual job posting.

It’s still in it’s infancy but according to James the group has already begun pilots working with a number of organizations within the financial and education markets within the UK. They are going very well and the results are solid, he says.

Tweetjobs will inevitably face competition as the company grows with the likes of Twitterjobsearch and US based Tweetmyjobs, both viable and formidable opponents.

Getting to know Twitter Lists

“The idea is to allow people to curate lists of Twitter accounts. For example, you could create a list of the funniest Twitter accounts of all time, athletes, local businesses, friends, or any compilation that makes sense.” @nk on the Twitter blog

“Twitter Lists are in beta, but could prove to be promising for recruiters”

Fast moving Twitter has made another move and I like it. “Lists” has not officially gone public yet as the product is still beta but as a recruiter I’m all over it. Is it the best thing since slice brad, probably not. But keep in mind, it wasn’t developed for recruiters. It was however developed to allow people to cultivate and mange lists of followers and those they follow into groups.

By default the lists are made public for anyone searching to find and the lists that you create can be found from your profile. Coming full circle it’s fairly simple to see how a recruiter will enjoy this new feature. Find a some good people, peruse their lists and connect, hopefully finding relevant and meaningful list and great content. (I’m not too naïve. I know that doesn’t happen often, at least without some work.)

I’m not going to break it down step by step as to how and why this is good for recruiters, but I did recently write about leveraging Twellow to follow and break into groups if you are interested. Testing the tool out myself, I came across some lists that @CincyRecruiter has built. Take a look at how it works. (video below the screen shots)

You can see form the screen shot below that the service is still in beta, bu tnotice that you can see the lists you were attached too from other twitter followers.

Here is a grouping of lists that I’ve been attached to fro others that have created their own lists. It’s certainly true in this example but I would guess it may work out to be the same story for other lists that they would be “named” thus grouped by vertical or industry. This wouldn’t always be the case but a good assumption to go on.

Using a @CincyRecruiter’s list as an example you can see that you now have the ability view her other lists that may be of relevance and you can join or engage with the list from you options above (Top red arrow).

In the end, it’s not earth shattering economic news, but it surely can play a crucial part in mazimizing your return recruitng on LinkedIn. I like what I see so dar, but being in beta I’m sure we will see some updates rather quickly.

Here is a video demo of lists.

Gen 2010 – The breakdown

It’s a matter of understanding your audience. This is nothing earth shattering but it’s an important breakdown of what you are looking at when dealing with the Generational divide. Oh wait, this is important if you are an employer looking to significantly increase the value prop of your talent within your organization. Generations explained…

Gen2010 – I had no better name for the title and I though it was pretty catchy. This won’t be another one of those 3 page posts breaking down the different generations and why one is better than another. What this will be though is a clear and concise outline of what each generation perceives their value to be.

Speaking with co-worker today I realized that not everyone is hip to the gen’s and what they mean. I was kind of taken back since this is our business right? Just in case you don’t know the difference here is a quick reference guide I put together some time ago for a training that I decided to rehash.

It’s short and sweet and yes that is the PC guy——->

6 Aspects of a Social Media Recruiting Strategy Every Company Should Know

It seems like 20 years already, but it’s still the buzz word around recruiting, and it’s almost as if you are a the odd man out if you ar ea recruiter and not taking advantage. There are conference around the term “social” now and corporate strategies being dedicated to it. What’s yours?

Six aspects of a social media recruiting strategy every company should know

The best way to use social media to build communities and utilize relationships is to create your brand, identify the networks used by your target audience and get involved. LinkedIn has become the de facto standard for business users, while networks such as Facebook and Twitter are seen as consumer services. However, both offer opportunities to build the talent pipeline and raise awareness of a company’s employment brand.

The key to success with social networking is to understand that each tool is used for a different demographic and job family. Companies need to ensure they have a consistent brand across the various networks they participate in, yet still ensure their contribution to the community is relevant. With thousands of professionals joining social networks each day, organizations should know the following when thinking about their social media strategy:

Social media has a low cost of entry

Organizations that use Web 2.0 technologies can choose from a host of low-cost, high impact options to build their brand and connect with candidates online. Starting a blog or creating a Facebook page is simple, requires minimal resources to startup or maintain, and helps an organization build a talent pipeline by establishing company-specific groups and committees.

Building brand equity is driven by social behaviors

Embracing a social media strategy requires a shift in mindset. In the past, recruiters were solely associated with their organization. Today, social networks require organizations to associate themselves with their people. For recruiters, this means demonstrating thought leadership on behalf of the organization, building trust and creating personal connections with members of a targeted community.

“The Four C’s”: Communication, Collaboration, Conversation and Community

Socialnetworks foster communities where people tend togather around a common goal or shared interest andinteract regularly. Join the conversation, but rememberthat as a member of the community, you need to doa fair share of listening. Engage in conversations with communitymembers, share ideas and actively participate. Recruiters shouldbe transparent about their connection to the employment brandbecause creating an authentic brand is one of the most crucial piecesto online success.Recruiters on LinkedIn should also have a complete profile thatincludes their photo, career history and recommendations frompeers, colleagues and candidates.

Candidates want to know that therecruiter can be trusted in guiding their career to the next step,and as the recruiter becomes active in the community, it encouragescandidates to accept further recruitment invitations.While joining communities and participating in groups is valuableto connecting with candidates, creating a group can also help recruiters reach a relevant and defined audience. As a group owner, organizations can take advantage of access to group members andtheir contact information.

Perhaps they’re interested in candidates with a certain set of skills or experience at a particular employer— by creating their own group, companies can develop relationships with people who are likely to fit their recruiting needs.

Different networks appeal to different demographics

Part of a successful recruiting strategy is utilizing thenetworks that are relevant to your target audience. Forexample, organizations looking to hire recent collegegraduates may want to focus more heavily on Facebook,while organizations seeking a pharmacokineticsscientist may have better results using LinkedIn. You need to knowwhere your target market hangs out, establish a profile and facilitateconversations.

Social networking can provide a greater depth of information about candidates and granular insight into target companies

On social networks like LinkedIn and Facebook, users create profiles that include their contact information, employment history, hobbies, association memberships and network connections. This enables recruiters to conduct more targeted searches when looking for a candidate.

When recruiters utilize the power of LinkedIn and tools like Capital IQ, an innovative data aggregator, they are able to creatively develop a targeted approach that results in a more authentic dialogue. Understanding who the “movers and shakers” are in a target company, who has received recent promotions, and, even more importantly, the inner makeup of the company’s demographics, will undoubtedly result in a robust strategy to attract top talent.

Targeted searches reduce cycle time

Once companies have created or joined a collaborative community, they’ll be able to gain rapid access to a community of people with the right skills and qualifications. Traditionally, recruiters don’t start the recruiting process until a requisition opens. With social networking, recruiters utilize scalable relationships to quickly meet business demands—creating transparent and proactive recruiting efforts.

There’s no denying the current cultural shift happening in recruiting. Web 2.0 is having a serious impact on the business world, and progressive organizations that admire creativity and forward-thinking top talent need to utilize their recruiting teams wisely.