• http://www.matchpointcareers.com Paul Basile

    This is full of adult wisdom, I like it a lot. I anything, I think it is polite and understating the content-free nature of most social media. It’s a fad with huge gains for people who know how to leverage fads. It also feels a lot like the 1990s when anyone who doubted the rocketing valuations of new .com businesses was considered a luddite.

    I use social media a lot, my business requires it and I embrace that enthusiastically. I like social media personally. That’s not the same as I see it’s potential to help solve our serious problems and move the world forward. It might even be the opposite.

    Social media is a force for chatting and for reaching to the fringes of one’s contacts. Beyond that, the jury is out.

  • http://sggh.net Ronald Katz

    Way to go Howard! I am in your demographic, I love social media, I tweet, and I blog. But I, too, am a capitalist and I need to see results. We need to get people focused on results if we are going to get out of this national and business cycle malaise. You can tweet til the cows come home (I use that expression intentionally to show how old I am. ps, no one really knows when they come home anymore) but you’d better be making something of value and generating revenue too. Once you figure out how to best use social media as part of that strategy, then you are on your way.

  • Chris Marker

    Howard, you focused in on the very thought process I’ve been dealing with; as has been echoed, I am a capitalist as well, the reason for successes being that time management and using the right tools in the determined time is king. I had a business partner ask me if I was using RSS feeds for recruiting – while interesting, I’ve just not seen the true process that brings results. I’ve tweeted multiple times, and got 1 person from India. Any matricies that you may be privy to that will enhance the capitalistic mindset/usage of these tools is greatly appreciated! Production must be had for the interviews and hires to transpire, which equals dollars in the bank. Case closed. Thanks for the adult-level wisdom, as has been mentioned. Someone has to bring some levity and user-based FACT to the table!

  • http://www.inboundrecruiter.com Brian Kevin Johnston

    Thanks Howard.. I use a tool Hubspot to “filter” my key words. I schedule social media on the calandar, and I only play in the pools (niches) I work in, and I bring my suntan lotion (protection), so I don’t get burned. I have been asked to blog/speak/present with subject matter experts in our industry, many of which on on this site, mainly because the “leverage” social media bring to the table. As far as Recruiting, I am on the 1st page of google for all my key words “organically”, and a day does not go by that I don’t get a qualified “unsolicited” resume in my inbox… Thanks again, for the thoughtful post! BEST TO ALL…

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  • Howard Adamsky

    Ronald, I was never really sure of when the cows came home either. Sounds a bit messy.

  • Sandra McCartt

    What a delightfully sane article in the face of all the wild eyed proclamations of social media as the silver bullet and final solution to all things recruiting. It is time, I think, to take a breath,take a step back and evaluate. I am starting to hear voices of reason in the sea of hype. Yours is one of the finest.

    Social media has perhaps at least provided a means for many who have been only marginally successful in recruiting to develop a new career path.

  • Sandra McCartt

    Oh, and the cows come home late evening, being some of the first capitalists they figure out pretty quickly where they get fed and where the water is located. The exact time varies depending on how hungry and thirsty they are. :)

  • Howard Adamsky

    “Social media has perhaps at least provided a means for many who have been only marginally successful in recruiting to develop a new career path.”

    Sandra, that is brilliant. I have never even considered that as a possibility. If recruiters who do not understand the game see social media as the total solution, this is a serious problem.

    To me, you are a recruiter when you can pick up the phone, cold call a candidate and discuss a job you need to fill.

  • Sandra McCartt

    It is simply my observation that social media is easy, any kid over 8 can become an sm guru in a matter of a few weeks. Effective recruiting is not easy nor can it be based on instant gratification which seems to be the siren song of all the vendors of technology in the recruiting sector.

    Perhaps like all the innovations we have seen in recruiting, social media will come of age. I had one of those nutty dreams the other night. I dreamed I had just closed my iPad and there were all these little people trying to get out . I opened it back up and there they were on Twitter. I woke up laughing about all the little people who live in my iPad.

  • Ken Schmitt

    Excellent article! The role of social media is important in the recruiting business because it is where the people are these days. And these people are potential candidates. I have had great success using social media in my business. Not only has LinkedIn brought countless people to the table, but it has allowed me to provide relevant market and industry information through articles and discussions. Hiring a social media manager has helped my company grow and continue to have a notable presence in the social media world.

    I do not, however, believe it is the answer to all recruiting. Face to face, networking, phone calls both warm and cold and good old fashion leg work are essential to a successful recruiting firm. However, using the latest and greatest effectively can definitely enhance those skills as well.

    Thanks for a great article.
    Ken C. Schmitt

  • Howard Adamsky

    Ken, you are so right. A great tool is just that and nothing more. A great tool is not a total solution.

    Recruiting is far more complex then meets the eye -far more subtle in its ways and requirements. Legwork in conjuncition with research and talking with people to whom you are NOT connected is still a major part of the deal.

  • Howard Adamsky

    “content-free nature of most social media”


  • http://www.techtrak.com Maureen Sharib

    “…you are a recruiter when you can pick up the phone, cold call a candidate and discuss a job you need to fill.”

    I was struck by one of the Sourcecon morning speakers yesterday talking about how she had transformed PNC Financial Services Group’s reliance on third party recruiters from 50% of all positions filled to 1%.

    Jillian Snavley did it by assembling a team of sourcers who are expected to make 35-50 outbound calls a day to, what sounded like to me, people they find on social media.

    Imagine that. Pick up the phone and talk to people.

    I ”spect Jillian would like your article as much as I did!

  • Keith Halperin

    @ Sandra: As always your comments are “straight ahead,” clear, and relevant. The secret of “the latest new thing” is to get just enough knowledge to teach the moneyed folks looking for a quick easy fix to their recruiting problems to shell out enough of their company’s money to get you some of it before something newer comes along.

    @ Maureen: It looks like Jillian has shown what you and other world-class sourcers have been saying for years; the use of effective up-front sourcing can greatly minimize the need for expensive agency searches. It doesn’t sound like Jillian’s team are (or her needs require) folks like you and the others. So, hopefully she isn’t paying more than $11/hr for each sourcer….I heard about a guy whose company will do 2-3 searches at a time with board-scraping and (I think) phone/internet sourcing for $200/week or less



  • http://www.RecruiterGuy.com Bill Humbert


    Great article!

    As I was watching my Washington Redskins lose to Philadelphia yesterday, it struck me that if they simply performed the football fundamentals well, they probably would have beaten Philadelphia.

    The same is true of recruiting. I agree that social media is a sourcing tool that may be effective in attracting some candidates. However, as far as I am concerned, nothing works best all of the time. Find a set of tools that you may follow the fundamentals of each well to become more effective. Then go win some ballgames (darn mixed metaphors!).

  • http://www.bullhornreach.com Kristin Zajac

    Thank you for this article Howard, you raise many good points. There is certainly a long way to go in fully understanding the ROI of using social media for recruiting, and there’s no doubt that it can rarely (if ever) stand alone versus traditional methods. However, I would argue that recruiters using social media to promote their open jobs is not true social recruiting. True social recruiting is peer-to-peer: when employees get involved and post job openings to their networks. Recruiters’ social media connections are mostly potential candidates, so when they use social media it’s more of a salesperson:prospect communication. When employees get involved, the conversation becomes authentic. We’ve seen this type of success with one of the pilots of our product, Bullhorn Reach Referrals, with thousands of job views, 50 referrals, and 3 hires through one company’s employee referral program in just a couple of short months. Once you extend the social media measurement to employee referrals, the ROI starts to reveal itself quickly.

  • Neal Grabarkewitz

    As always a breath of fresh airs. You again prove to be my favorite contributer.

  • http://www.designsontalent.com/ Linda Brenner

    Could not agree with you more, Howard. 15 to 1 – the number of times I see social media distracting recruiters vs. leading to a hire. And I’m not including LinkedIn here. Are you at OnRec right now? We need more of your ilk in the house! I’m a lone wolf here!

  • Richard William

    “I think everyone knows, if you use social media extensively, you have to accept you get bad as well as good,” Hunt told journalists. “And sometimes bad is wholly unacceptable.”