• Keith Halperin

    Thanks, Dr. Sullivan. Employee branding is to recruiting what marketing is to sales. Who has time or money to investigate these slow, indirect, passive approaches to getting quality butts in chairs quickly and within budget- which IS the definition of recruiting (IMHO). My question using these additional sites: what useful candidates would you find there that you wouldn’t find more quickly, directly, and actively elsewhere, and how much time and money are you prepared to spend check them out at the expense of the more proven and reliable ones? Why not find out what few methods (like ER Programs) work best for your firm and concentrating your resources on those, instead of wasting valuable resources, indiscriminately jumping around like a flea in a frying pan after every new buzz word or website?



  • Jordan Clark

    @Keith the same benefit of a Facebook/LinkedIn business page, it may be there and it may be spiffy but it doesn’t mean people really give two sh***s whats on there or really ever look at it.

    The ever increasing “gotta be the spiffiest” or “first to use this or that” reminds me of sports teams, where you see the kid got their parents to buy them the fanciest looking gear out there, top of the line, and they still sucked, they just looked good doing it! lol

  • Pingback: Should You Use Pinterest to Showcase Your Portfolio? - MediaJobsDaily()

  • Keith Halperin

    Thanks, Jordan. Fundamentally, much more of a problem than sourcing is to establish reasonable expectations from hiring managers as to who they can realistically hire, and also to fix bloated, creaking, dysfunctional hiring processes based on the greed, arrogance, fear, and ignorance/incompetence (GAFI) of the people who think they know how to hire.



  • Jordan Clark

    @Keith: Amen, I think you just described H&S!

  • http://www.linkedin.com/in/michaelvangel Michael Vangel

    Thank you, Dr. Sullivan, for sharing. The determination to continually innovate is something that many recruiters feel is too risky. It’s too bad. They are missing out.

    Early adopters reap significantly greater rewards by accepting and appropriately managing this risk. You could say it is what separates the “good” from the “great”. My friend, Steve Ehrlich @99GR81 is fond of quoting Wayne Gretsky about greatness. He’s not the only one. In 2007, Steve Jobs said, “There’s an old Wayne Gretzky quote that I love. ‘I skate to where the puck is going to be, not where it has been’.” To me that’s the difference between good and great.

    Through continual innovation we can more effectively recruit where the candidates are going to be rather than only focusing our recruitment strategies upon where they have been. For those of you who are risk-averse to trying anything new, that’s okay. You make it easier for us to have continued first-mover recruitment advantage through risk-managed innovation. Here is a link to a few companies that have used innovation to make their recruiting great http://www.ere.net/2012/02/07/2012-ere-recruiting-excellence-award-finalists/

  • http://www.talenttalks.com Kelly Blokdijk, SPHR

    Anytime yet another new sm site comes along or gains buzz as the *it* item, I tend to have the same reaction / question that Keith posted. How / why is this new tool a better location to find talent than those that are far more established and traditionally used for that purpose?

    These days most people use multiple sm sites and have accounts with the mainstream tools, so I find it hard to believe that any one of them is superior to all others related to recruiting. When I see someone claiming that better candidates are here or there, it makes no sense to me, knowing that the same ones are probably in both or all.

    It seems that everyone is trying to use every site as a one stop shop for *everything* rather than allowing some natural differentiation to remain. I don’t think it is about fear of innovation or new gadgets as much as fatigue with already too many choices, too little time and minimal tangible value.

    Trying to cram so many functionality expectations into every sm venue just seems to dilute the core purpose and creates a anything goes Craigslist effect.

    ~KB @TalentTalks

  • Jordan Clark

    @Kelly: at one time or another there was someone saying the same thing about the greats like Apple, Google, Microsoft, Monster, Careerbuilder, Verizon, AT&T, ect.

    Like Micheal said at one point or another the first to use a new venue normally goes 1 of two ways, richer or poorer for it, its all about managing the risk, companies will always flash the “latest and greatest” to draw attention, but like Micheal said, managing the risk and going with the right choice when it counts is what seperates the pack(unfortunately with the HR world it is often a time warp compared to the rest of the world and takes sometimes decades to turn over, but if you still remember the days of “resume” only, mailing and calling recruiters when “Job boards” were the board with flyers all over it on the college campus, things do change.) With out new competition the market stagnates, and the buyer pays the price, just look at the Airlines.

  • Keith Halperin

    Hmmm. It’s a lot easier to see what everybody else is doing and when it works, claim you’ve been in favor of it all along. (That’s a good definition of “early adopter”.) Also, how often are substantially new ideas (as opposed to minor, incremental ones) from ordinary recruiting staff encouraged, let alone adopted?
    Come to think of it, when is the last time you heard a major company implement a radically new recruiting practice?


  • Jordan Clark

    @Keith: http://www.internetinc.com/job-board/
    “The first job board was a nonprofit organization launched in August 1992, by Bill Warren and was called the Online Career Center (OCC). OCC was sold to TMP Worldwide (now Monster Worldwide) in December 1995 when OCC
    was renamed Monster.com. Bill Warren also co-founded another very early job board called E-Span which was started in his basement as “Adnet”.”

    So I would put 1995-96 give or take as one acceptable “last time you heard a major company implement a radically new recruiting practice” As TMP one of the worlds largest recruting firms to take that first plunge. . . .

    I’m sure you could find others, but thats the one that stands out as most notable to me!

  • http://www.talenttalks.com Kelly Blokdijk, SPHR

    @Jordon – my comment wasn’t meant to imply that I don’t appreciate, value and use new tools, technology, and expect continuous evolution, etc. – quite the contrary actually!

    I often find myself in an early adopter, researcher, experimenter, evangelist, brand ambassador / enthusiast role. I completely embrace change and love learning new things!

    That was the case when I was the first person at the company I worked at (way back then) to post a job on monster when it was fairly new.

    Same goes for LinkedIn, for 100s of my connections, I was their 1st connection and I convinced several people to set up profiles (at least half a dozen years ago) that probably otherwise would not have done so.

    Most people I know in real life still think Twitter is stupid and Google+ is pointless, but I’ve been a fan using them for a while and find them beneficial.

    The points I was trying to make is that 1) there is a fatigue factor with all of these *new* sm tools and 2) I don’t believe that each one needs to have a recruiting angle. Fine if that happens too or there’s a particular target niche where that approach makes sense.

    You mentioned airlines… I don’t need United to operate a train and bus service, car rental, hotel, movie theater, clothing line and restaurant chain in addition to an airline. Likewise, I don’t come ERE to get chocolate chip cookie recipes or fashion ideas.

    When I see references to Pinterest (& others) being a recruiting tool, that’s the impression I get. Maybe it can be used beyond pictures of purple pumps, talking pets, inspirational quotes, Kim Kardashian’s plans for her 3rd dream wedding, but (IMHO) it may not be the most logical (or ROI worthy) place to search, source and screen talent…

    ~KB @TalentTalks

  • Claire Faulconbridge

    @Kelly Hi Kelly, just wanted to add about Pinterest. I agree that there is a fatigue factor for new SM tools, and that each one doesn’t need to have a recruiting angle. However, Pinterest has a huge amount of potential for internal recruiters or those working from an RPO perspective.

    The potential exists in the ability to create a very transparent window into your culture as an employer, working conditions and what a new employee could expect if they joined you. A couple of companies do this very well, mostly in the States so far, and I’d recommend looking at Hershey, Pizza Hut or Aon for great examples. So whilst I doubt it’s abilities as a tool for searching, sourcing or screening, I do perceive a high value in its ability to add to your employer branding.

  • Keith Halperin

    @ Jordan. OCC- Ah yes, I remember it well, that and CareerMosaic…So, 16-17 years of incremental technical advances being touted as revolutionary. Sounds about right. Lots of money for the well-heeled recruiting snake-oil sellers. BTW, I wonder if statistics show that recruiting (Cost-, Speed-, Quality/Hire, etc.) has improved substantially during this time?

    @Claire: “…a very transparent window into your culture as an employer” Are there companies operating under the premise that potential applicants should trust anything that a company says about itself about itself that can’t be verified independently? Evidently there are. As Barnum said: “There’s a sucker born every minute.”



  • Claire Faulconbridge

    @Keith – I agree that companies can certainly skew the view they portray – as they can do with any social media for that matter. There are some companies that enable employees to post matter themselves to Pinterest, but it is not for me to comment on the ethics of companies. I simply wanted to refer to one way Pinterest has been used as a part of the recruitment toolbox – as was the thread of this article.

  • Keith Halperin

    @ Claire: Certainly. A tool is a neutral item: a hammer can help build a house or to bash in someone’s head. However, as the wise person at the plant nursery told me: “We should use our minds and tools to help focus, not ficus.”


  • Pingback: HR Blogposts der Woche 20/2012 | HR Software Blog()

  • Pingback: 5 Best Recruitment Marketing Articles of the Week 5.12.12 to 5.18.12 « SmashFly Recruitment Marketing Technology Blog()

  • http://www.shaker.com Mike Temkin

    Great insights from Dr. Sullivan. Many reasons for using these newly-emerging sites of which one vital advantage is to get away from the clutter of similar messages on sites which do not enhance your overall image corporate image as a prospective employer. Another important advantage is the implied endorsement your company will receive by being associated with the other individual and corporate participants on the sites. One other new general social media site we are watching at Shaker for possible usage for recruitment/employer brand messaging is Diaspora (http://diasporaproject.org). Additionally, niche skill-set sites such as Academia.edu, researchgate.net and epernicus.com as well as others for other fields are crucial sites for generating a serious, pragmatic dialogue with prospective company-followers and candidates for employment.

  • Pingback: Handleiding: Recruitment via Pinterest | Recruiting Roundtable Nederland()

  • Pingback: What to Consider Before Jumping on the Pinterest Bandwagon - ERE.net()

  • Pingback: Powerful Recruiting Approaches for Startup Firms - ERE.net()

  • Pingback: It’s Not LinkedIn Who’d Be Burnt By a Facebook Job Board - ERE.net()

  • Pingback: Use Prospect Research and Failure Analysis to Learn Why Recruiting Underperforms - ERE.net()

  • Pingback: Growing Trends in Social Recruiting | TargetRecruit Solutions Blog()

  • Pingback: Pvtsupport.com()

  • Pingback: deutschland-im-mittelalter.de()

  • Pingback: blogu.lu()

  • Pingback: furnitures online()