Comments on: Using Social Networks to Communicate and Engage: The Future of Your Talent Acquisition Strategy http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Social Networking: Make Room for the Introverts | Corporate Eye http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-17725 Social Networking: Make Room for the Introverts | Corporate Eye Fri, 11 Dec 2009 09:02:30 +0000 http://www.ere.net/?p=10023#comment-17725 [...] Burns makes an important distinction between “social media” (a collection of tools) and “social networking” (the application of [...] [...] Burns makes an important distinction between “social media” (a collection of tools) and “social networking” (the application of [...]

]]> By: Using Social Networks to Communicate and Engage: The Future of Your Talent Acquisition Strategy « Marianne Steen http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-17069 Using Social Networks to Communicate and Engage: The Future of Your Talent Acquisition Strategy « Marianne Steen Thu, 19 Nov 2009 20:34:30 +0000 http://www.ere.net/?p=10023#comment-17069 [...] Læs mere i dette indlæg på ere.net Using Social Networks to Communicate and Engage: The Future of Your Talent Acquisition Strategy [...] [...] Læs mere i dette indlæg på ere.net Using Social Networks to Communicate and Engage: The Future of Your Talent Acquisition Strategy [...]

]]> By: Social Media and HR | HRAce.in http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-17007 Social Media and HR | HRAce.in Wed, 18 Nov 2009 11:45:57 +0000 http://www.ere.net/?p=10023#comment-17007 [...] Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just resistance to inevitable change.                                Susan Burns on ERE.net [...] [...] Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just resistance to inevitable change.                                Susan Burns on ERE.net [...]

]]> By: MyOnlineCareerCoach » Blog Archive » Social Media and HR http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-16868 MyOnlineCareerCoach » Blog Archive » Social Media and HR Sat, 14 Nov 2009 02:17:04 +0000 http://www.ere.net/?p=10023#comment-16868 [...] It’s been a progression over time for me and at times, it does feel overwhelming. And I know that I am not alone. If you are hesitant, know that you are not alone. Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just’resistance to inevitable change.””””””””””””””””Susan Burns‘on ERE.net [...] [...] It’s been a progression over time for me and at times, it does feel overwhelming. And I know that I am not alone. If you are hesitant, know that you are not alone. Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just’resistance to inevitable change.””””””””””””””””Susan Burns‘on ERE.net [...]

]]> By: HRAce » Social Media and HR http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-16859 HRAce » Social Media and HR Fri, 13 Nov 2009 18:56:13 +0000 http://www.ere.net/?p=10023#comment-16859 [...] Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just resistance to inevitable change.                                Susan Burns on ERE.net [...] [...] Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just resistance to inevitable change.                                Susan Burns on ERE.net [...]

]]> By: HRM Today - Blog Archive » Social Media and HR http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-16136 HRM Today - Blog Archive » Social Media and HR Wed, 21 Oct 2009 22:06:04 +0000 http://www.ere.net/?p=10023#comment-16136 [...] It’s been a progression over time for me and at times, it does feel overwhelming. And I know that I am not alone. If you are hesitant, know that you are not alone. Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just resistance to inevitable change.                                Susan Burns on ERE.net [...] [...] It’s been a progression over time for me and at times, it does feel overwhelming. And I know that I am not alone. If you are hesitant, know that you are not alone. Many are feeling overwhelmed by what’s happening, the pace of change, and the fears about transparency. In most cases you don’t need to be and shouldn’t be everywhere. And, you may even decide to be nowhere, but make sure that’s a conscious decision and not just resistance to inevitable change.                                Susan Burns on ERE.net [...]

]]> By: Sarah White http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15436 Sarah White Mon, 28 Sep 2009 16:15:30 +0000 http://www.ere.net/?p=10023#comment-15436 Susan, I completely agree that there is a misunderstanding of many people the difference between social media and social networking. If companies want to recruit via the tools - they have to do more than just push jobs to them! Look forward to the session at Social Recruiting conference! Susan,

I completely agree that there is a misunderstanding of many people the difference between social media and social networking. If companies want to recruit via the tools – they have to do more than just push jobs to them!

Look forward to the session at Social Recruiting conference!

]]> By: Ajay Jetti http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15431 Ajay Jetti Mon, 28 Sep 2009 14:35:28 +0000 http://www.ere.net/?p=10023#comment-15431 Yes, it is strange that people don't really see the potential that social networking has got, esp. in recruiting business. Yes, it is strange that people don’t really see the potential that social networking has got, esp. in recruiting business.

]]> By: Sylvia Dahlby http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15419 Sylvia Dahlby Sun, 27 Sep 2009 01:57:21 +0000 http://www.ere.net/?p=10023#comment-15419 Interesting thread on a hot topic. Last wk there were two articles of interest circulating on the twitter-sphere: Discriminatory Twist in Networking Sites Puts Recruiters in Peril http://www.workforce.com/section/06/feature/26/68/67/ and the counter-argument... Recruiting via Social Networks = Discriminatory Hiring Practices. Oh Really? http://www.fistfuloftalent.com/ Reminds me of the government agencies & employers wrestling with the definition of an applicant for EEO compliance in the earlier stages of internet recruiting. But cutting through all the hype: Social media is still media. Therefore all the same rules apply; use of any media whether you're selling cars or posting employment opportunities is still about finding the appropriate media mix for your overall strategy. Interesting thread on a hot topic. Last wk there were two articles of interest circulating on the twitter-sphere:

Discriminatory Twist in Networking Sites Puts Recruiters in Peril http://www.workforce.com/section/06/feature/26/68/67/

and the counter-argument… Recruiting via Social Networks = Discriminatory Hiring Practices. Oh Really?
http://www.fistfuloftalent.com/

Reminds me of the government agencies & employers wrestling with the definition of an applicant for EEO compliance in the earlier stages of internet recruiting.

But cutting through all the hype: Social media is still media. Therefore all the same rules apply; use of any media whether you’re selling cars or posting employment opportunities is still about finding the appropriate media mix for your overall strategy.

]]> By: Susan Burns http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15418 Susan Burns Sun, 27 Sep 2009 01:38:15 +0000 http://www.ere.net/?p=10023#comment-15418 Thank you all for your comments and interest in this article. I hope you'll be as enthusiastic about the entire article coming out in the October Journal. I'm also working on the write-up for my session at the Social Recruiting Summit and hope your considering attending. The session will continue to build off of many of the thoughts in the article. Brian - congrats for diving in, having fun with it and getting results. Sounds like your enjoying navigating the social world. Dave - I wholeheartedly agree with you about the social component. For companies to execute on social networking effectively it needs to not only be operationalized into the recruiting process but building relationships needs to be part of the company's talent philosophy. Many still see it as a transaction. Marguerite - Yes, it may not be appropriate for every company. Knowing your market and your competition, whether in your industry or not, is key. For some companies its less important than others but is it just a matter of time before its the norm. If we think back to the reaction / response to corporate career sites and the Internet in general, many of the same decision had to be made (early or late adopters) and hurdles had to be crossed. For many, its understanding the landscape, the risk and the ROI. Thanks Sarah - I'll take a look at your company. Does the tool also facilitate communications or is it focused more on lead generation? Bob - thanks for the link. Love Seth Godin and look forward to reading his post. Cheers to great talent and new connections! Susan Thank you all for your comments and interest in this article. I hope you’ll be as enthusiastic about the entire article coming out in the October Journal. I’m also working on the write-up for my session at the Social Recruiting Summit and hope your considering attending. The session will continue to build off of many of the thoughts in the article.

Brian – congrats for diving in, having fun with it and getting results. Sounds like your enjoying navigating the social world.

Dave – I wholeheartedly agree with you about the social component. For companies to execute on social networking effectively it needs to not only be operationalized into the recruiting process but building relationships needs to be part of the company’s talent philosophy. Many still see it as a transaction.

Marguerite – Yes, it may not be appropriate for every company. Knowing your market and your competition, whether in your industry or not, is key. For some companies its less important than others but is it just a matter of time before its the norm. If we think back to the reaction / response to corporate career sites and the Internet in general, many of the same decision had to be made (early or late adopters) and hurdles had to be crossed. For many, its understanding the landscape, the risk and the ROI.

Thanks Sarah – I’ll take a look at your company. Does the tool also facilitate communications or is it focused more on lead generation?

Bob – thanks for the link. Love Seth Godin and look forward to reading his post.

Cheers to great talent and new connections!
Susan

]]> By: Bob Corlett http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15415 Bob Corlett Fri, 25 Sep 2009 21:46:16 +0000 http://www.ere.net/?p=10023#comment-15415 Susan, Great distinction between "socializing job posts" or social networking - and actually building a community. It brings to mind Seth Godin's recent post about "renting" your audience from someone else or building your own. http://sethgodin.typepad.com/seths_blog/2009/09/the-platform-vs-the-eyeballs.html Susan,
Great distinction between “socializing job posts” or social networking – and actually building a community. It brings to mind Seth Godin’s recent post about “renting” your audience from someone else or building your own. http://sethgodin.typepad.com/seths_blog/2009/09/the-platform-vs-the-eyeballs.html

]]> By: Sarah Lucas http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15414 Sarah Lucas Fri, 25 Sep 2009 20:13:01 +0000 http://www.ere.net/?p=10023#comment-15414 Susan, Thank you for your article. I work for a company called AutoSearch. AutoSearch (www.getautosearch.com) is a web-based recruiting tool that searches numerous professional and social networking sites simultaneously for names of people to recruit. We've automated the search string process so that the amount of time spent finding the information you want on social media sites is cut drastically. At AutoSearch we have been aligning ourselves with progressive minded corporations looking to use social media in their recruitment practices. Our business demand clearly supports your thoughts regarding the future of social media in talent acquisition. Sarah Susan,

Thank you for your article. I work for a company called AutoSearch. AutoSearch (www.getautosearch.com) is a web-based recruiting tool that searches numerous professional and social networking sites simultaneously for names of people to recruit. We’ve automated the search string process so that the amount of time spent finding the information you want on social media sites is cut drastically.

At AutoSearch we have been aligning ourselves with progressive minded corporations looking to use social media in their recruitment practices.

Our business demand clearly supports your thoughts regarding the future of social media in talent acquisition.

Sarah

]]> By: Marguerite Granat http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15410 Marguerite Granat Fri, 25 Sep 2009 16:22:04 +0000 http://www.ere.net/?p=10023#comment-15410 Susan,your point is well made that social media/networking is here to stay. You are right that a company needs a strategy that will drive the tactics that will support the ultimate goal. What you are saying also is that if an organization chooses to not participate it will be detrimental to its survival. Knowing the target market in this case the candidate marketplace, segmenting that market, creating the right employment brand, and choosing the right channels for each segment is going to ensure the success of the social media strategy. Sustainability is also critical because as you mentioned, social networking is ongoing and requires a lot of time/effort. When the strategy is right and the methods match, the organization will reap long term rewards and a strong brand that reflects authentically the mission/goals of the organization. Susan,your point is well made that social media/networking is here to stay. You are right that a company needs a strategy that will drive the tactics that will support the ultimate goal. What you are saying also is that if an organization chooses to not participate it will be detrimental to its survival. Knowing the target market in this case the candidate marketplace, segmenting that market, creating the right employment brand, and choosing the right channels for each segment is going to ensure the success of the social media strategy. Sustainability is also critical because as you mentioned, social networking is ongoing and requires a lot of time/effort. When the strategy is right and the methods match, the organization will reap long term rewards and a strong brand that reflects authentically the mission/goals of the organization.

]]> By: Caroline Slomski http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15409 Caroline Slomski Fri, 25 Sep 2009 15:52:51 +0000 http://www.ere.net/?p=10023#comment-15409 A great article, Susan. Thank you for pointing out that "when you use social media there is an expectation for networking." Too many companies are settling on a social networking "strategy" that involves hiring a third-party to automatically push job postings out to sites like Twitter. Employing social media is not for every company. And it's not going to work for every position, either. Companies need to wake up and stop trying to fool themselves into thinking that have gone "social" in their recruitment just because they have their jobs wrapped to Twitter. You can't just stick your feet in the water. You either dive in or sit on the side. That's not to say that you need to dedicate hours every day to these networking channels, but you certainly can't get away with hiring someone else to do the work for you. You're right on point with this being a brand reputation issue. I am sure we'll see a big result of this in years to come if companies don't figure it out quickly. A great article, Susan. Thank you for pointing out that “when you use social media there is an expectation for networking.” Too many companies are settling on a social networking “strategy” that involves hiring a third-party to automatically push job postings out to sites like Twitter. Employing social media is not for every company. And it’s not going to work for every position, either. Companies need to wake up and stop trying to fool themselves into thinking that have gone “social” in their recruitment just because they have their jobs wrapped to Twitter.

You can’t just stick your feet in the water. You either dive in or sit on the side. That’s not to say that you need to dedicate hours every day to these networking channels, but you certainly can’t get away with hiring someone else to do the work for you. You’re right on point with this being a brand reputation issue. I am sure we’ll see a big result of this in years to come if companies don’t figure it out quickly.

]]> By: Dave Pollock http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15406 Dave Pollock Fri, 25 Sep 2009 14:41:17 +0000 http://www.ere.net/?p=10023#comment-15406 Susan - Good stuff, but Brian alludes to an important point that is, in my opinion, an almost completely ignored part of these recruiting tools. You still need the SOCIAL part of what is laughingly mis-identified as "social" networking. Electronic communication is about as non-social a methodology as there is. There isn't a scintilla of "social" in writing and reading all by yourself. Literacy skills notwithstanding, this is the embodiment of quantity versus quality. Add up your tweets lately? Now that that's off my chest, finding the “best” candidate is a volume and distribution issue guided by industry-involved thinkers with good gut feelings, a reasonably efficient filtering and recording mechanism, and a penchant for action. Automated, mass electronic communication fits this model perfectly. But "social", it ain't. Susan – Good stuff, but Brian alludes to an important point that is, in my opinion, an almost completely ignored part of these recruiting tools. You still need the SOCIAL part of what is laughingly mis-identified as “social” networking. Electronic communication is about as non-social a methodology as there is. There isn’t a scintilla of “social” in writing and reading all by yourself. Literacy skills notwithstanding, this is the embodiment of quantity versus quality. Add up your tweets lately?

Now that that’s off my chest, finding the “best” candidate is a volume and distribution issue guided by industry-involved thinkers with good gut feelings, a reasonably efficient filtering and recording mechanism, and a penchant for action. Automated, mass electronic communication fits this model perfectly. But “social”, it ain’t.

]]> By: Brian Kevin Johnston http://www.ere.net/2009/09/25/using-social-networks-to-communicate-and-engage-the-future-of-your-talent-acquisition-strategy/comment-page-1/#comment-15403 Brian Kevin Johnston Fri, 25 Sep 2009 14:14:23 +0000 http://www.ere.net/?p=10023#comment-15403 Susan...I liked the article so much.... I bookmarked it on Delicious, Digg, and Twitter... I am 200+ hire 3rd party search recruiter (Track record of ONLY using tools that work), and have had to "painfully" adopt Web 2.0/3.0, twitter, youtube, facebook, blogging, etc. into my recruiting process (These are tools NOT guaranteed results/you MUST know how to recruit/sell/close/retain), and it WORKS and I LOVE it, and if you miss this boat, your sadly going to go away... Great article Susan, what a blessing to start my day! Best, Brian- http://www.johnstonsearch.com/about.php Susan…I liked the article so much…. I bookmarked it on Delicious, Digg, and Twitter…

I am 200+ hire 3rd party search recruiter (Track record of ONLY using tools that work), and have had to “painfully” adopt Web 2.0/3.0, twitter, youtube, facebook, blogging, etc. into my recruiting process (These are tools NOT guaranteed results/you MUST know how to recruit/sell/close/retain), and it WORKS and I LOVE it, and if you miss this boat, your sadly going to go away…

Great article Susan, what a blessing to start my day!

Best,
Brian-
http://www.johnstonsearch.com/about.php

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