• Keith Halperin

    Thanks Jody. Could you elaborate on how these changes will improve how recruiters affordably and quickly put quality butts in chairs?

    Keep Blogging,


  • http://www.brandemix.com Jody Ordioni

    Thanks Keith – the simple answer to your question is that for recruiters already using social media as a tool in their toolkit, it’s important to note that the lines of differentiation from community to community will continue to blur. To paraphrase a saying familiar to some: “Strategy eats social for lunch,” and once you know who you’re targeting, the changes above might mean implementing more efficient ways to build your brand across fewer platforms. Time = $$$. Always be branding!

  • Keith Halperin

    Thanks, Jody.
    1) I’m still waiting for someone willing to show us how to use SM (besides LI, which is basically a huge, imperfect resume bank) to affordably and quickly put quality butts in chairs, as opposed to building “relationships” with people who after 3, 6, 12 or more months might or might not be interested in something our company has.

    2) Instead of spending money on branding and trying to passively convince/attract candidates that your company is better than it actually is, why not spend the money to actively source/recruit exactly the people your company CAN reasonably expect to get (http://www.ere.net/2013/02/15/recruiting-supermodels-and-a-tool-to-help-you-do-it/)?

    You and I are always going back and forth about these: you think “this” and I think “that”. Can you come up with any neutral, objective (and hopefully-peer-reviewed) studies which show:
    1)SMR (by itself) significantly reduces time to-, cost of-, or improves quality of- hire in a measurable, *ROI-justifiable way?

    2)EB (by itself) significantly improves quality of hire in a measurable, *ROI-justifiable way?

    I’d like to think I’m not too old to admit I’m wrong when faced with fact-driven evidence…



    *There are things which clearly work, but cost more than they benfit.