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socialrecruiting RSS feed Tag: socialrecruiting

Are You Ready for the Changes Coming to Social Media?

by
Jody Ordioni
Apr 16, 2014, 5:17 am ET

Screen Shot 2014-04-13 at 6.16.22 PMMaybe it’s spring cleaning. Virtually every major social network is changing its interface or functionality.

Twitter Becomes More Like Facebook keep reading…

Informal Survey: 1 In 10 IT Recruiting Inquiries Do Not Suck

by
Paul DeBettignies
Apr 15, 2014, 12:39 am ET

MinneBar 9Frankly I could have written this anytime the past two years, but I was hoping that as more of our industry talks about best practices in using social media and best ways to promote “employer brands” or “recruiter brands,” that things would get better.

I was wrong.

Really, really wrong. keep reading…

Moving from Transactions to Engagement — 4 Recruiting Trends

by
Kevin Wheeler
Mar 27, 2014, 5:09 am ET

Screen Shot 2014-03-13 at 3.08.18 PMRecruiting is finally moving away from transactional thinking and beginning to understand how to better connect and engage with relevant candidates. We are not there yet, and I may be too optimistic, but many recruiters are making the transition to engage candidates and improve their experience and are therefore making more hires, increasing candidate satisfaction, and bringing in people who become productive faster and stay longer. An exemplar here is Google that has dropped many of its previous job requirements and adopted ones based on data and results.

We are moving slowly through the hype of technology into the deeper waters of understanding candidate psychology and motivation.  Over the next five years I expect to see much less focus on tools and technology, and much more use of them to really engage candidates and improve the experience they have in finding the right use of their skills.

Here are the four trends I see unfolding. They will not all be competed in 2014 but they will certainly be well underway in many organizations.  I’d love your comments and feedback.

Engagement/Experience 2.0 keep reading…

7 Questions and Answers About Recruiting With Social Media

by
Sean Pomeroy
Mar 12, 2014, 5:18 am ET

Screen Shot 2014-03-03 at 2.12.30 PMEveryone is incorporating social media into their recruiting practices, but every recruiter has had that moment — the moment when you feel like the kid in class, raising your hand to ask a question that you feel like everyone knows the answer to already.

This should help:  keep reading…

6 Classic Rules of Engagement for Engaging Passive Candidates via Social Media

by
Carl Kutsmode and Vince Milne
Mar 10, 2014, 5:42 am ET

Round up the usual suspects. - Claude Rains, Casablanca, 1942

Movie buffs will recognize this classic line from the closing scene in the film Casablanca when the police captain issues an order and saves the hero, played by Humphrey Bogart, from arrest.  The quote also accurately and, in our view, unfortunately, describes a common recruitment scenario. Organizations often will dip into the same pool of “usual” candidates, time and time again, rather than make the effort to engage highly desirable passive candidates.

It’s not that recruiters don’t want to engage the passive candidates that, by some estimates comprise 75 percent of the workforce … it’s that they often really don’t know how OR don’t have the time. By definition, highly desirable passive candidates aren’t interested in switching jobs, so getting them interested in your organization and eventually building an interactive relationship via social media with your recruiters is challenging, to say the least.

While there are literally hundreds of social networking tools available, using them to craft a solid strategy to precisely pinpoint and truly engage passive candidates requires persistence, patience, and an understanding of six classic rules of engagement, described in more detail below:   keep reading…

Never Underestimate the Power Of Social Media

by
John Zappe
Mar 4, 2014, 5:56 am ET

Not Kelly BlazekBeing Kelly Blazek has got to be so hard these days. When other Kelly Blazeks have to change their LinkedIn profiles to say they aren’t that Kelly Blazek, you just know things must be nasty for the Kelly who is that Kelly.

The Kelly who is that Kelly and the self-proclaimed “House Mother” of the Cleveland Job Bank became the target of international scorn after her nasty response to a 26-year-old marketing communications hopeful went viral. Besides denying Diana Mekota access to the popular local job bank, Blazek fired off a drippingly sarcastic email calling her “a total stranger who has nothing to offer me.” keep reading…

Engineers Say Facebook is Dying and Won’t Last the Decade

by
John Zappe
Feb 21, 2014, 5:43 am ET

Facebook death chartHere’s something you never heard at a recruiting conference: check your best candidate’s blood type before making an offer.

(You were expecting we’d start with the Facebook death thing? That’s what we call a teaser. Patience. It’s coming.)

If it’s B negative, you’ve got a pessimist on your hands. They might be the exactly right person for a job in disaster planning or safety officer; not so much for sales, unless fear of the failure they expect keeps them motivated.

How about an O? In the U.S., blood banks give those donors the top-tier treatment. In Japan, where this blood typing thing is totally out of control, Os are considered curious, generous, sociable, if a bit stubborn and flighty. keep reading…

Social Recruiting: Too Important for Interns

by
Jody Ordioni
Feb 4, 2014, 12:33 am ET

At ah HR event earlier this month, I advised organizations on adding more social media to their 2014 talent acquisition efforts. Since then, I’ve heard from many organizations who told me, “We’ve assigned our intern to handle that.”

That’s a mistake. Here’s why. keep reading…

Who’s Responsible for Social Recruiting?

by
Victor Alberts
Jan 23, 2014, 6:09 am ET

Screen Shot 2014-01-14 at 11.06.48 AMCandidates today connect, communicate, and proactively do their homework as they interact with future employers through social media. Their first impression of your brand often takes place through your social media presence. They expect responsiveness, a person behind the brand voice, and the ability to ask questions, learn about job openings, and feel you out before they commit to clicking “apply.” The value of social recruiting is not in question. How to implement your social strategy is. keep reading…

Why Google+ Is the Recruiter’s Hidden Advantage

by
Erin Bazinet
Dec 17, 2013, 5:25 am ET

Google-Plus-LogoMost likely you’re already using LinkedIn, Facebook, and Twitter, but what many recruiters don’t know is that Google+ is starting to make an impact. It is the second-largest social network and has more than a billion users. While this network has had a quiet emergence, savvy recruiters will find that Google+ offers some major advantages and the opportunity to get one step ahead.

How to Use Google+ for Recruitment keep reading…

Employers In Conservative Locales More Likely to Disciminate Based on Social Media Profiles

by
John Zappe
Nov 27, 2013, 9:05 am ET

Social media bias findingEmployers who background their job applicants on social media are more likely to discriminate against Muslims, an effect that is even more pronounced in conservative states and localities.

The study by Carnegie Mellon University researchers involved thousands of fictitious resumes and dummied-up Facebook profiles to portray candidates as either Muslim or Christian. A second part of the experiment involved candidates whose profiles indicated they were either straight or gay.

Muslim candidates, the researchers found, received far fewer interview invitations in states and locales considered conservative than did their otherwise identical Christian counterparts. No similar effect was noted in the comparison of gay and straight candidates. keep reading…

People Are Patenting Social Media Recruiting

by
Todd Raphael
Nov 19, 2013, 5:03 pm ET

BeyondcomLogo_HPThis recruiting-with-social-media bit has become popular enough that some companies are trying — in some cases successfully — to patent it.

Beyond.com is one.

In the summer of 2012, it acquired the assets of a company that was struggling called JobFox. JobFox was one of the early matching companiesJobFox was later sold to Doostang. Confusing, I know, but in short, JobFox sold its assets to Beyond.com, and its domain name to Doostang.

Anyhow, Beyond.com acquired three patents and three pending patents. One of those pending patents was just awarded, for what Beyond.com says is “the invention of a technology that allows for social recruiting, the process of sourcing or recruiting job candidates through the use of social platforms.” You may have seen an intriguing press release this week about it and thought, “huh? Did Beyond just patent social media recruiting?”  keep reading…

As U.S. Teachers Near Retirement, Education Department Steps Up Recruiting Campaign

by
Todd Raphael
Nov 15, 2013, 7:20 pm ET

Screen Shot 2013-11-15 at 2.08.46 PMYou can tell by the Twitter account of the Education Secretary in the United States that the education department is preparing for half the teachers in the United States to hit retirement age over the next 10 years.

Arne Duncan has stepped up his tweets about the potential approaching shortage of educators. The recruitment marketing campaign looks to be taking many forms, including: keep reading…

A San Diego Consultancy Pulled This Site Together for a Couple Hundred Bucks

by
Todd Raphael
Nov 7, 2013, 5:14 am ET

Screen Shot 2013-11-06 at 3.11.18 PMCumming may have only 255 employees, but its new website looks like one built for a company a bit bigger, all for a budget of a couple hundred bucks. You’ll be disappointed if you want slick career-site pizzazz, but not if you’re happy with fairly clear messages, a simple look, and some symbolic art of a tree with fingerprints.

Scott Weaver, who manages the four-person talent acquisition team, walked into the marketing department about a year ago with some concerns. keep reading…

‘Damning’ Report Says Facebook Marketing Doesn’t Work

by
John Zappe
Oct 29, 2013, 2:51 pm ET

facebookDescribed as “damning,” “scathing,” and “brutal,” a Forrester report says Facebook is all but useless as a marketing tool, bluntly declaring “Facebook is failing marketers.”

“Don’t dedicate a paid ad budget for Facebook,” advises Forrester. “Marketers tell us Facebook ads generate less business value than display ads on other sites. It’s time to make decisions based on facts, not on faith or fascination. You’re just buying display ads!”

In a blog post addressed to Facebook CEO Mark Zuckerberg, the author of the report says,”While lots of marketers spend lots of money on Facebook today, relatively few find success … Facebook ads were less valuable than any other marketing tactic (marketers)  could use on your site.” keep reading…

More on What Recruiters Tweet, Read, and Retweet

by
Todd Raphael
Oct 24, 2013, 6:08 am ET

Screen Shot 2013-10-21 at 10.47.47 AMLast quarter, we took a look at what recruiters are reading and sharing on social media.

Let’s do it again.

Again, Leadtail used about half in house and about half agency recruiters. This time around, it examined 557 U.S. recruiters active on Twitter between June 1 and August 31, 2013. These recruiters totaled 173,903 tweets and 106,343 shared links. keep reading…

Dice’s Open Web Shines A Light On All IT Talent

by
John Zappe
Oct 21, 2013, 6:45 am ET

Open Web profileDice unveiled a new interface for recruiters this morning that streamlines the way candidate profiles are presented, adds some extra bits of data about them, and, in a handy pulldown, provides a variety of ways of contacting the candidate.

Ordinarily the announcement of a new user presentation wouldn’t merit a mention. Here, it’s that “extra bit of data” that makes today’s launch different. From now on, Dice is integrating it’s Open Web data aggregation service with candidate profiles from wherever sourced.

To put that another way, recruiters using Open Web to find IT candidates have the world to search. Open Web searches some 50 sites where IT talent hangs out, presenting those who fit the specs, whether or not they’re a Dice member. Click into the candidate summary and what you get is a dossier, assembled from the candidate’s online postings and contributions. If they happen to have a resume on Dice, you’ll see that, too.

I first wrote about Open Web in January as it was launching. Then, the search was limited to the 1 million resumes on Dice. Now, Open Web finds everyone who participates on sites like Facebook, GitHub, Gravatar, StackOverflow, and others.

As recruiter Tim Sackett put it: keep reading…

Social Media Recruiting Fatigue

by
Paul DeBettignies
Oct 16, 2013, 6:45 am ET

Social media recruiting has been core to what I do for years. It ranks second to the phone as my most important tool.

I know how many folks visit my blog every day. I pay attention to Twitter follows/unfollows. I have a Twitter list with 3,000+ Minnesota IT pros paying attention to it on a semi regular basis. I rank on the first page of Google for all the keywords important to me. I am running a set of Facebook ads next week and have an idea for some simple videos for my startups.

I am not tired of recruiting or social media … I am tired of the commentary. keep reading…

Beyond the Keyword and Past the Social Media Referral to Find Purple Squirrels

by
John Zappe
Oct 7, 2013, 6:45 am ET
Rob Dromgoole

Rob Dromgoole

Rob Dromgoole had a search worthy of a SourceCon Challenge.

One of the teams at Pacific Northwest National Laboratory where Dromgoole’s director of recruiting needed a nuclear engineer, experienced with fuels, who was a U.S. citizen with a security clearance and spoke fluent Japanese. Be nice if he was a physicist, better still if he knew something about the Fukushima nuclear power plant.

The req came in not long after a tsunami incapacitated the Fukushima plant, causing a meltdown. The Nuclear Regulatory Commission was a lab partner and together they were developing plans on how to respond to the disaster and, not coincidentally, what to do here in the U.S. should something similar occur. keep reading…

Now Tweet This (#Tweet, #Twitter, #roundup)

by
John Zappe
Oct 4, 2013, 4:02 am ET

I just had my 1,000th conversation about Twitter at a recruiting (#recruiting)  conference (#conference) and it went the way of 990 of them. Just like this:

“We’ve been doing social media (#social media, #networking, #social) for a long time (#time). We have a Facebook page. We’re on LinkedIn. We have a blog and we post all our jobs on Twitter.”

Twitter (#lovetotweet) has taken its place as one of the triple crowns of recruiting (#recruiting, #triplecrown,#racing): Facebook, LinkedIn, Twitter.

No wonder Twitter is ready to IPO (#TwitterIPO).

Pushing all your jobs out on a Twitter feed is not social media (#spoilsport, #tiltingatwindmills, #whocares, #toomuchworktodoanythingelse). But pushing out all your jobs to your Facebook page (#Facebook, #page, #pushing, #pushyknowitall) isn’t much better.

Twitter is a broadcast medium (#broadcast, #TV, #medium, #spiritworld) that gets treated as if there was only one channel (#channel, #toomuchworktodoanythingelse). And those hashtags (#hashtags). Have you ever searched a hashtag (#hashtag, #search, #ever)? Nearly useless (#useless, #whocares).

And now, it’s not just me (#me). keep reading…