• Nik Palmer

    These are good suggestions for any Social Media campaign, marketing, branding, recruiting, or otherwise.

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

    Excellent tips… Having a strategy is HUGE… I agree, “passive candidates” do not want to get “pitched”… We request a “chat”, once things are going well online, then we take it offline, focusing on support/service/education… If you are good, they will come to you when they are ready to search for(buy)a new job! Best to ALL, Brian-

  • http://www.broadbean.com Rayanne Thorn

    These are great suggestions. Thanks for the incredibly thoughtful list.
    I have a concern about putting too many constraints or rules though on anyone that is venturing into Social Media. I, like most others, took on Social Media all by myself – as there were no real rules or training at the time. The thing about social media is that the learning curve is different for everyone. It is the organic nature of its use that keeps you coming back. Some things can be automated and if that is what gets you in the Social Media door, great – but it is not what will keep you playing well with others or increase your presence. It takes a constant, concerted effort – BUT only if you want to be there and if you gain benefit from it.
    It “isn’t” easy and it “is” time consuming. And the personal commitment plus the support of leadership internally is imperative.
    Thanks for posting – I will be tweeting and posting in my LinkedIn group!

    -Rayanne Thorn

  • Keith Halperin

    Thank you, Dr. Sullivan. I believe you hit on a number of very important points including (if I may re-state it):

    SN Sourcing (Note: it’s not really SN Recruiting) isn’t appropriate if you need to fill positions quickly or in high volume. As I have previously mentioned, those responsible for creating a pipleline should be different from those filling immediate needs, which also lends SNR toward being outsourced, probably at the $11/hr rate, since by its nature, it can be done anywhere.



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  • http://www.cleanjourney.com/ K.C. Donovan

    Dr. John
    What a list! You could have stopped at the first five suggestions in your “strategy’ section and have a compelling article – yet you go on to give ALL of the answers to the Social Media Engagement test! Anyone looking to embark on a Social Media recruiting path need look no farther!

    One point that stands out –

    …you mention that social media will NEVER produce high volumes of hires and one should look for ads and referrals for this…

    I would submit that once you have created a vibrant Career Community (which does take a bit of time), that the Community should provide as many hires as any other resource. A Community that is comprised of people that are interested in a company and are cultivated with customized content to maintain interest (delivered in the format they want it in), and network touches and events with company management that establishes a true “rolodex” building program should bear high hiring volumes…(we’ve been doing this for almost ten years and have the data that bears this out…)

    So it isn’t really never – only a matter of putting the steps in place like Dr. John has indicated to begin building a Social Media program that can provide big results once its in place…certainly something to aspire to instead of spending the thousands and millions each year on TPR’s…at least that’s how we see it…

  • http://JSGInc.com Jeff Weidner

    Another great article!

    The article doesn’t really touch on it but social recruiting and social recruiting marketing are two very different things. One, Social Recruiting, is about searching for candidates, identifying candidate pools or developing talent communities on social networking sites (which IMO Microsfot did not pioneer but that’s another discussion)and the other is more akin to marketing, PPC campaigns, ad campaigns on the social networks, drive traffic to generate interest (more marketing than recruiting)

    From what I’m seeing more companies are trying to split these two functions within their organizations but a) don’t know how to do it due to functional alignment with one or more departments IE Marketing, employment branding and staffing/recruiting.

    Jeff Weidner
    Dir Sourcing Science

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  • Frank Risalvato

    I did not see anything regarding EEO or legal ramifications. There’s a large legal-expert community that is warning about using Facebook, LinkedIn for recruiting due to the perceived or real ease of engaging in discriminatory practices.

    Almost everything listed on a FB profile, (sex, marital status, religion, race (appearance), could be a legal minefield. I have a policy to NOT view a FB page until a) after the referral (or job offer was accepted) b) The candidate invites me

    I also have a strict policy that differs on FB from LinkedIn – Example: Clients are not invited onto my personal FB page (to prevent hot topics from impacting business relationships).

    It’s a very messy world out there — and one needs to use social media with EXTREME caution!!

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  • http://www.hireclix.com Neil Costa

    It is great to see more support for the changing recruitment marketing mix. There are so many opportunities and still many questions about how to get started, how to measure success. Everybody is moving at a different pace because of their internal customers. See “Healthcare – athenahealth ERE article…http://www.ere.net/2011/08/02/health-technology-company-reducing-job-board-spending-boosting-social-media/

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  • http://sminorgs.net Courtney Hunt

    This post is chock-full of great in-depth advice. I recently wrote a piece entitled “Social Media and Recruiting 101: Overview and Recommendations” which may help put these insights into perspective in terms of the overall recruiting process. In my piece I recast the recruiting funnel from a digital perspective and discuss the general role social media plays at each stage. Here’s a link:


    Courtney Shelton Hunt, PhD
    Founder, Social Media in Organizations (SMinOrgs) Community
    Founder, Global Center for Digital Era Leadership

  • Alice Buckler

    Thanks for the post, most interesting! The company I’m working for is expanding and I now am in charge for recruiting new employees. I’ll take all the recommendations under advisement.

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  • Lauren Stefano


    I’m currently working as an administrator but we are expanding so I have to be in charge of new employees so as for me the information you shared over here is priceless! Thanks a lot for that!

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  • http://employers.identified.com/ Dorothy Wong

    Going back to the author’s point of finding the influencers and Brian Kevin Johnston’s concern about how to get to passive candidates, I think identified provides a solution to that problem.

    Identified (http://employers.identified.com/), a professional search engine powered by Facebook. Its ProSearch feature allows users to search for potential candidate that has connection to a current employee. This makes reaching out to passive candidates easier through a current employee. It identified also allows recruiters and users to connect more easily ie not having to go through the trouble of setting up a new profile on a separate site while protecting users’ and recruiters’ privacy since Identified only imports professional information which includes education history, work experience and network to their searchable separate professional networking site.