• Keith Halperin

    Thanks, Will. For those who heavily advocate the use of FB and Twitter for recruiting, I propose the following experiment:
    Starting today, you have 20-30 reqs. of various types. Within 30 days you need to have 1 hire/week on average, and by the end of 4 months you need 17 hires. Finally, you can use only FB and Twitter to source and recruit. Your clock starts NOW:

    Folks, would YOU volunteer for this? I sure as hell wouldn’t….

    Cheers,

    Keith

  • http://twitter.com/willstaney Will Staney

    Hi, Keith. No one would sign up for that. I could have written an entire novel if I dove into all possible social and online channels for a full multi-channel recruiting strategy. I think maybe you missed the point of my article. Surely you don’t assume that I think recruiters should use ONLY Facebook and Twitter for recruiting? The point I tried to convey in this article is that when a recruiter is actively building their network on social sites and nourishing targeting communities as part of a long term strategy it can REALLY help for short term needs. I’ve been successful with hiring with social because I have, over really a relatively short period of time (3-4 years) networked on social and took a targeted approach towards engagement and looking for indicators on social media that help me interact with candidates in a fast, more personal and human way….and it works.

  • Keith Halperin

    Thanks, Will. You’ve hit the nail on the head- “long term strategy”. Who has time or bandwidth for long-term strategy? It’s not the vast majority of the places my colleagues and I typically work. We’re either drinking from a fire hose or wondering when we’ll be laid off. I’d LOVE to have a contract where I get paid $95 or more/hr to locate and build relationships with people who MIGHT be interested in applying to the company 6, 12, or 18 months down the road, but my clients are looking for me to *fill current positions. Furthermore, as a jobseeker, I’m not looking to develop a “relationship with a recruiter and a company- I want a “hookup” i.e., a job NOW.

    Cheers,

    Keith

    *Plus, what’s the likelihood the candidate, the hiring manger, or I’ll be around then? We live increasingly in a “I’ll be gone, you’ll be gone, so let’s do the deal”
    world…

  • http://twitter.com/willstaney Will Staney

    Thanks Keith. I definitely understand that side of things and the pressures of filling roles quickly and what I’m saying is eventually you can get to a point where you have a brand of your own that helps you do just that…fill jobs more quickly. Will it happen tomorrow? No. But over time, building your networks on several channels and not putting all your eggs in the Linkedin basket is not something that will just help you fill positions for that client you happen to be working with at that moment or that employer you are working for that year but where ever you are in your career in the future. It’s really not a large time investment (20-30min a day at most) to make sure you are building your own personal brand through social media throughout your career.

    Will

  • Toby Rice

    I like the twitter example. I think it’s a good example of social recruiting done right. But as a candidate I would not want recruiters contacting me on Facebook, full stop. Separating personal space from professional space is very important to me and facebook is personal space. Photos of Friday nights drinking with the labs or a comment from a old flame at high school is not the first impression I want to make to a recruiter and so I would try hard to keep people away from my ‘personal space’. LinkedIn serves the purpose of professional networking very well. I strongly resist blurring the lines between the two.

  • http://twitter.com/willstaney Will Staney

    Toby, totally agree. Everyone has different views when it comes to how they use Facebook but the great thing about Facebook is that you CONTROL all of that. When you post those drinking pictures you can make it to where only people you are friends with (or that are within a sertain group of friends) can see. Also, if you dont want recruiters to be able to find you on Facebook you can make it to where they can’t find you at all. Its all up to your own preference and privacy settings. I think the lines are already blurred, personally. Think about it. When you go into a business meeting with someone you are just meeting for the first time…do you get right down to business? If your selling a product do you not try to build report? Small talk happens….”Where are you from? Do you have kids? Where did you go to school?” Those are kind of personal questions right? But we have those conversations with strangers all the time. On Facebook/Google+ you can still maintain those subtle nuances of how you interact with certain people differently and keep personal and business separate on other networks besides Linkedin.

  • http://twitter.com/willstaney Will Staney

    Also, I personally feel Facebook is evolving to more of a social utility like our phones are and a lot less about just friends and family. To me, it’s me…online. I manage all relationships there (I’m even friends with my boss). I still post personal photos and tell dirty jokes even….but I’m not worries about the wrong people seeing it because I am always aware of my audience and who in my Facebook network I’m posting to at all times.

  • Keith Halperin

    Thanks again, will. As a recruiting multi-specialist (or is it multi-recruiting specialist?, I’ve looked for over 200 different types of positions over the years, so it isn’t feasible for me to create large numbers of virtual Rolodexes, as I may not recruit for that skill set again for years, if ever. I very much agree with you about working to create my own personal brand, and I am working to do so, through my writing and appearing on panels like the Recruiting Innovation Summit and Recruiting Unconferences. I’d like to think that my self-branding efforts are a success, if by “success” I mean: “keeping large numbers of high-level recruiting heads from hiring me for strategic recruiting consulting projects because they know exactly who they’ll be getting.”

    YOWZA!

    Happy Friday,’Cruitaz