Social Media

Social Media + Email = Greater Levels of Marketing Success » In recruiters’ rush to take advantage of the social media phenomenon, the power of email may have been overlooked…. Read more

Recruitment & Social Media » The world is a buzz with social media sites as an emerging alternatives to the big job boards. For example, LinkedIn has over 40 million… Read more

The social web offers a huge opportunity for companies to find referrals and uncover talent. According to comScore, 61% of all Internet users have at least one profile on a social network; and DEI Worldwide reports 60% of people are likely to use social media to pass along information.

Real world example-After 10 years with AT&T Chris Hoyt (aka The RecruiterGuy) decided to make a move to Pepsico /Frito-Lay. If you have not read Chris’ blog (www.therecruiterguy.com), you will understand how much of a rock star this recruiter is. Jim Schnyder recognized that Pepsico / Frito-Lay someone with Chris’ accomplishments, knowledge, passion, and enthusiasm he has for recruiting.

With no true search power, Facebook can be a recruiters biggest time waster if not used properly. After you decide if Facebook is even relevent to your search you need to know where and how you can search to see results. Ad sourcing is one way.

Managing the recruiting process is tough; especially when everyone is breathing down your neck to use social tools. This is ok, but if you don’t properly manage the process you will see no significant return and fail miserably. Here is the second piece to recruiting with Facebook event and lists.

A lot of recruiters say that they recruit on Facebook, but I’ve never really seen any strong results from most of those recruiters. Facebook events are a great way to incorporate your Facebook profile with recruiting and sharing your company’s recruitment message.

I post today with a little curiosity surrounding Twitter. To be honest the site is horrible. It’s boring, lacks interactive features and is frankly everything (In design) opposite of what is preached as hip and cool today. Regardless, in a sad attempt to be cool, here are 2 new features being released.

LinkedIn is constantly changing and it’s our job to help bring that to you. Readjusting your profile to better fit your needs seems like something that should’ve been integrated 6 years ago, but the truth is it wasn’t. It is now and this may have an effect of the Jobseeker as well as the recruiter

Establish a scorecard to send to your customers to rank the performance of your Recruitment Team. Measuring between 5-10 factors is ideal. My email address is included at the conclusion of this post. Feel free to email me for examples of how this template can be constructed

Web 2.0 is on its way out so its not so much about what you name something, but the Brand you build behind it and driving traffic to it with Social Media. Google only brings me about 4% of my traffic. I DELIVER THE REST. I’ve often joked that with the power of Social Media

As a recruiter we communicate our need to either the individuals or the masses. Either way, and regardless of our style of communication, we issue to those individuals a “call to action.” We ask them to check out a posting online or to head to X to get more information. Sometimes we simply send them to our own LinkedIn profile or a Facebook Fan page

Sometimes, I’m asked why I give away all of my ‘how I do it’ information. I’m asked whether this gives others the ability to compete directly with me. Frankly, I don’t worry about competition. I worry that there aren’t enough people executing effectively for companies.

Should Recruiters label themselves Social Media Experts? Is this a real thing or is it a ploy to look more intelligent to your clients? Clearly there is a defined line between the two. It’s clear a recruiter is a recruiter and a social media expert, well…they deal with social media and it’s role relating to business…or is it. The Antipimp rants on it here.

Sourcing is Sui Generis: I submit that as discipline what sourcers do is in a class alone, undefined by any other. Sourcing encompasses all that is finding talent in their native habitat and while it may be an aspect of recruiting they are not one and the same. As technology evolves, so does the role of sourcers and nature of our job. We are peripatetic because in our search for talent…