Comments on: Understanding the Available Social Media Recruiting Strategies — Leveraging Your Employees’ Time (Part 1 of 2)

By: Understanding the Available Social Media Recruiting Strategies (Part 1) «

Understanding the Available Social Media Recruiting Strategies (Part 1) « — Wed, 23 Dec 2009 21:48:55 +0000

[...] Original post here [...]

By: Understanding the Available Social Media Recruiting Strategies — Leveraging Your Employees’ Time | socialreferral

Mon, 21 Dec 2009 13:24:13 +0000

[...] Distributed social media strategy — a strategy that provides organizational guidelines on social media usage, but that permits units/groups within the organization to plan, develop, and execute initiatives without oversight. Full article: http://www.ere.net/2009/11/16/understanding-the-available-social-media-recruiting-strategies-leverag... [...]

By: The Athenian Arts

The Athenian Arts — Sun, 20 Dec 2009 10:38:27 +0000

The Athenian Arts…

…an interesting post over at . …..

By: MyOnlineCareerCoach » Blog Archive » Use Social Media to Make Every Employee a Recruiter

Wed, 09 Dec 2009 18:28:52 +0000

[...] you should do is listen to the advice from two recent posts by John Sullivan on ERE.net. The author tells companies to stop worrying about how to [...]

By: Lesa Caskey

Lesa Caskey — Thu, 03 Dec 2009 00:38:05 +0000

This is an excellent explanation of, blue print for and argument in support of the use of a coherent social media strategy for companies that will benefit every aspect of their business, including HR. I think similar arguments can be (and are) made for all areas of business strategy.
We as outsiders always have the advantage of standing outside and declaring how things ought to be in order to be the most successful and we have little compassion for those companies who do not immediately see the value of our wisdom.
I appreciate John’s insights and thorough exploration of the topic and think that all companies who take his advice should send him a consulting fee (honestly!).
For those companies who are grappling with the how’s and why’s of it all, let’s collectively support their journey as we would a colleague trying to figure out if they want to push on up the corporate ladder or make a break for it on their own. Everyone and every company takes their own unique route and we are all better off for it. For if they didn’t, who would lead us toward the next great thing?
Thanks, as always, to John for great information.

By: Has Anyone Seen Cachinko? « Beauford’s Weblog

Has Anyone Seen Cachinko? « Beauford’s Weblog — Mon, 30 Nov 2009 15:32:20 +0000

[...] Dr. Sullivan states in his most recent post on the ERE, (http://www.ere.net/2009/11/16/understanding-the-available-social-media-recruiting-strategies-leverag...) it has been well established for many years that the number one “desired” source of hires for [...]

By: Omowale Casselle

Omowale Casselle — Mon, 30 Nov 2009 08:59:15 +0000

Great article. It really highlights the need for all employees to take ownership of recruiting the best candidates for the organization. If HR professionals expertly manage the process, it will become self-fulfilling as more employees get excited about the impact they have in the ongoing success of the organization.

By: Entice Labs – The Labs » Blog Archive » Build a Militia OR Hire a Trained Army?

Mon, 23 Nov 2009 19:34:40 +0000

[...] Read the Full Article Here. [...]

By: Understanding the Available Social Media Recruiting Strategies – Leveraging Your Employees’ Time (Part 2 of 2) : ERE.net

Mon, 23 Nov 2009 11:02:01 +0000

[...] Last week I introduced this series by stating that a majority of social recruiting initiatives currently in progress in organizations around the world would fail primarily because they relied solely on the limited resources of the recruiting function to establish visibility online, engage an audience, and service that audience throughout a multi-stage conversion cycle. [...]

By: Alan Lovitz

Alan Lovitz — Wed, 18 Nov 2009 16:01:46 +0000

I also respect Dr. Sullivan’s thoughts and recommendations. As for his comments about Social Media Recruiting – he is on the money! I come at it from a bit of a different perspective, as I work for a recruitment communications company which provides the HR/Recruiting function with recruitment solutions.

I have had many discussions focused on how HR can leverage the social networks to enhance their recruiting efforts, but unfortunately, the typical response is that they’re putting a company profile page up on Facebook. There seems to be great resistance, in many companies, to do more either due to limited bandwith (time) or the so-called ‘controversial” nature of social networking. Eventually, they will get to where they need to be, but for the majority of companies I believe it will take a long time… until the vendor-supplied technology makes it easy to implement.

By: Ross Clennett

Ross Clennett — Mon, 16 Nov 2009 23:27:00 +0000

I would say 10% is optimistic, Howard. I am in Australia so I can only speak from my own experience in this country but reading about, and then taking action on, leading edge recruitment strategies would occur in less than 5% of our largest 1000 enterprises. More like 1%-2% in smaller organisations.

By: Howard Adamsky

Howard Adamsky — Mon, 16 Nov 2009 21:24:58 +0000

I love to read John’s stuff. It is in my opinion, usually very good, usually correct and usually eye opening. My problem is not with John content but the business community as a whole in this country. (Forgive me for being a jingoist but I am most concerned with this country.)

How many company’s will read, consider, learn and implement even 20% of his thoughts and ideas. Whats your guess? 10%? 15%? How many adopters will then follow through, develop metrics, make adjustments and create new best of breed practices? Whats your guess? 10%, at very very very best is my guess. Very sad state of affairs.