• Michael Goldberg

    Without a second thought, you use social media to find the people, but the phone goes a long way to someone because you are taking the time to personally make the call to say that you are interested.

    Experts like Bill Boorman, Craig Fisher, and Chris Hoyt will tell you that the established relationship is the most important aspect between the Recruiter and the Company. We are the sales people of the company. Do sales people in your organization hide behind email? NO! The pick up the phone to make the introductory call.

    When I speak to groups of people who are in search, I tell let them know how wonderful social media is for identifying potential opportunities, but I always tell them not to ask if they have opportunities or ask for a job through social media. They pick up the telephone, get around the gatekeeper (if needed), and then ask for informational-related interviews.

  • Alex de Soto

    One of the best things a recruiter can do on the social media is to establish a reputation as a “trust agent.” To learn more about this concept, I suggest that recruiters pick up a copy of “Trust Agents: Using the Web to Build Influence, Improve Reputation, and Earn Trust.” By Chris Brogan and Julien Smith. It’s available on Amazon in print and for the Kindle.

  • http://www.johnstonsearch.com/about.php Brian Kevin Johnston

    Irina- Thanks so much for the great article…

    I LOVE Social Networking/Recruiting, But we have a lazy society and “sweat equity” (work) WINS in the “new economy/Hyper-measurement” (Talent does NOT)

    Based on resume/education and I believe someone is over 35, I call/mobile first, email, Im, Text.. (in that order)

    If I guess they are under 35, I Text, IM, Email, Mobile, Land-line” (in that order)

    One size does not fit all…

    When we stop serving ourselves, and start serving others (regardless of outcome)/there needs/there preferred means of communication, only then will your road be met with sustained success.

    Make it a great day…

    Brian-

  • http://whyhire.me Andy Church

    As someone that has been engaging audiences over the web since 1997, I can give you a marketers perspective. An online brand and the use of social media is a new ingredient or component one can add to the job search marketing mix. Its an opportunity to demonstrate you are engaged in your craft, show initiative, passion and leadership. Networking, calling and email will still be age old methods. Online branding and social media simply change the game. Much like how the Macintosh did in 1984 and the job board did in 1998.

  • Stephanie McDonald

    Yes. Yes. Yes.

    I want to crawl inside your brain and hang around for awhile Irina. Got room for me? Is that creepy? LOL

  • Brenda Le

    Another great article this week! Thanks for writing. To quote Brian above, “One size does not fit all”……as recruiters, we need to know every angle and learn every new social tool out there, and also know when/how to use it. I have been busy trying to update my skills on the social media front and to quote Stephanie, “I want to crawl inside your brain and hang around for awhile Irina. Got room for me? Is that creepy? LOL” No, it’s not creepy Stephanie!

    Follow me on twitter: http://twitter.com/Le_Brenda
    Invite me to Linkedin: http://www.linkedin.com/myprofile?trk=hb_side_pro

  • http://www.braingainrecruiting.com/ Irina Shamaeva

    Thanks to all for great comments so far.

    For those who are interested in “crawling inside my brain and hanging around”:
    I am available for custom tours, let’s talk. :)

    Thanks,
    Irina Shamaeva,
    Partner, Brain Gain Recruiting
    Office (510) 233-9493 PDT
    http://www.linkedin.com/in/irinashamaeva
    http://twitter.com/braingain

  • April Quinn

    Irina, another great article!

    Brian, I think there definitely has to be a balance there. I know that I, well under 35 would not view a text positively.

    For many there are still very well defined boundaries between what is acceptable socially and professionally. A text might be appropriate to notify a candidate you’ve already spoken to that you will be a few minutes tardy to a lunch meeting, but using it as a means to initiate contact seems inappropriate and lacking professionalism. In my opinion, texting should be reserved for those you know well and already have a relationship with.

  • Stephanie McDonald

    April, good point.

    From the candidate side, please don’t cancel interviews or turn down jobs via text. That got so prevalent that I stopped giving my cell phone number out for a while. But that’s another topic, isn’t it.

  • http://www.johnstonsearch.com/about.php Brian Kevin Johnston

    Great information and feedback….

    Bottom line: You must differentiate yourself, your brand, and your company.

    Fact: If you do the same things the way everyone else is doing things, you will get average results…

    If I had a “dream job” for you April initiated by a text… You then proceeded to review my linkedin, youtube, twitter, and facebook accounts (and was impressed), I have to wonder what your next move would be?

    Thanks so much for the comments, I do appreciate it..

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

  • April Quinn

    Brian, that’s a very good question, but I wonder if it would be that strait forward. If a text was able to include enough information to convince me there might be a serious opportunity on the line of course I would check out other sources to gather enough information to make an informed choice. It seems this would be more a question of the opportunity being immediately disqualified due to the texts’ very nature. First, is it really possible to include enough information to convince a person you have never been in contact with that the opportunity is legit? Second, will they even open something from an unknown sender?

    It’s a hard question to answer theoretically, but assuming I don’t have your number programmed in my phone, aren’t familiar with your name, and nothing in your text rings a bell, I honestly believe I would view the message as spam and automatically delete it.

    However, I suppose this isn’t a huge problem if you go on to the other means of reaching out once you don’t receive a response. After all, many have texts blocked from their phone (if they don’t have a plan that includes it) and to my knowledge the sender isn’t given any notification that their text wasn’t accepted. I have tested this a few times with friends who have all texts blocked and I receive the same “check mark” as usual.

    Very interesting discussion. Thank you for introducing the topic!

  • http://www.johnstonsearch.com/about.php Brian Kevin Johnston

    April- Great reply… In the world of twitter, I have “split tested” this will really good copy/content in text albiet very short.. and the result were/are better than I thought they would be… (Making the assumption that I have done all my upfront research/homework on the candidate)

    If I knew you were a match (and did not respond), I would “tickle” you out a day or so, and contact you directly… (As any good sales pro would do)

    Best to you Annie/ERE!

    Brian-

  • http://www.getautosearch.com Sarah Lucas

    As a researcher I have found the key to using social media is finding a relevant name as quickly as possible and then getting on the phone and engaging in conversation. Social media does not take the place of creating a relationship but it can provide a way to find passive names quickly.

    Its easy to get lost in the sea of social media so I use AutoSearch to organize and consolidate my research on the web.

    If you are have a proactive recruiting philosophy and want to use social media in your recruiting practices I recommend checking this tool out. http://www.getautosearch.com

    Sarah

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