News Letter - Recruiting with Social Media


Number 23

Backup Daily!

Today’s world is fraught with the disconnect virus, but it is funny how all the social media engines tout "connect with".  Social media is not a connecting process - it is a disconnecting process

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Yes, I know I am at odds here with all the social media junkies, but I just have to say what I see ten times a day, seven days a week.  As a well known proverb states:  "If you try to chase two rabbits you will catch none.  If you chase one rabbit you will catch one rabbit."  In today's instant world some recruiters are chasing not just two rabbits but thousands!

There just isn't enough time in a lifetime to join, link, tweet, like, search job boards or go to "must go" seminars.  With all of the hype and distractions, one skill for good recruiting has changed dramatically - the ability to focus and keep a narrow objective. Every day there are dozens of new methods, new applications, or new tools tempting the recruiter with claims like "find hundreds of candidates in seconds".  It is the forbidden fruit in the Garden of Eden that makes everyone think that recruiting is easy and anyone can do it.  We all know that is not true.

For a third party recruiter and more so for a direct hire recruiter, the ability to grow a database of qualified candidates and nurture that database is still the biggest key to successful recruiting.  It is not surfing the internet to fill a position in 48 hours but finding and nurturing your relationship with passive candidates who will fill the positions six months or two years from now. 

"A recruiter needs to be one person contacting 1000's, NOT one of a 1000 recruiters contacting one person.  This is social media's ugly side."

With all of that being said, as a recruiting vendor trying to provide value to our customer base, we have to keep up with this social media tsunami and so we spend time making notes of the helpful and the ridiculous. Below are our most current findings with some commentary from me.  It is up to you to determine the useful versus not, but my commentary may help you decide.

A lot of people think Facebook is worth billions. The IPO values say so.  I happen to think it is just another AOL.  In the meantime if you feel you need to have a Facebook page as a recruiter, here is a new feature that can be helpful.  With just a few clicks you can post your jobs straight to your Facebook page, Twitter, Outlook RSS feeds, etc.  We covered this before with HootSuite and TwitterFeed.

We have talked a lot about not just having a web page but having a good web paged that is ranked well in Google.  Here is an interesting tool that might be worth looking into.

More and more new social media gadgets hit the market every day. The social media phenomena for recruiting are like a cattle stampede - the cattle have to keep running or get trampled and left behind.  In the end they are no better off than when recruiting using social media started.  A good recruiter will still be a good recruiter even though he/she just has a different obstacle course (social media) to go through.  I'm not sure if social media has contributed to the overall creation of a more productive, smarter society by building better businesses that have better team talent then before social media recruiting.  But what the heck, you’re in a stampede!

I like this article because it points out the dangers for job seekers using social media to find a job because the hiring source is using social media not as a hiring source but as a screening source.  EEO regulations don't extend to public information shared on your Facebook page.  But there is one more negative that every job seeker should know and you, the recruiter, should share it with them.  Social Media can make an applicant's background stale and over exposed and then the applicant begins to look like those most wanted posters you see in the post office.

What makes a “better than great" recruiter? Finding the "better than great" applicants! Begin with the applicant's background.  What makes them so great? How does he/she compare to the others in the talent pool?  Does this person deserve merit as an individual contributor, team player, leader or all three? If managing a team, is he/she great at assembling a successful team and a great leader or is it a combination of both?  Getting the right answers to these questions is what makes a makes a “better than great" recruiter.  You have several sources for these answers.

This helps explain why recruiting software vendors like myself put so much emphasis on parsing resumes and what we do with them after they are parsed.

I’m not saying social recruiting doesn’t work or that it doesn’t make sense.  What I am saying is the headlines floating around are laughable at times.  In addition we still see anti-social recruiting attempts at social recruiting. This is an intelligent article with tons of facts to help a recruiter. I believe I am the side of anti-social recruiting.

Final Thoughts on Social Media for Recruiters

Ying - I just love it when someone stands up to the hype of social media.  To me, as I said above, social media is like a cattle stampede. The cattle can't stop or they will be crushed so they must run and when finished nothing has been gained.

Yang - I think social networking leaves executive search in a stronger position because I can just see top executives coming to search firms and saying this: “Find me someone that a 1000 other people cannot find in the social networking media.  Find me the greater than great!”

BlackDog Recruiting Software Inc. 3017 Elevado Ct. Loveland, Colorado, 80538
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