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Employee recruiting 3.0

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The Job Hunt Gets Social

More companies mining LinkedIn, Facebook and Twitter for 'social recruiting' effort

August 14, 2011|By Gus G. Sentementes,
The Baltimore Sun

Gary Bacon spotted a Web designer job posting online several months ago and shot an email to a recruiter at Medifast Inc. But that was just the beginning.
Bacon connected with a recruiter, Caitlin Goldstein, and the conversation moved to Twitter. They tweeted back and forth, and Goldstein got to know Bacon, found links to examples of his work — and eventually felt confident enough to invite him to Medifast's Owings Mills headquarters for an interview.

Welcome to the brave new world of recruiting, which has expanded into social media. Just a few years ago, much of the action took place on online job boards, but now social networking sites such as LinkedIn, Facebook and Twitter have supercharged the experience for recruiters and job-seekers alike.
"Everyone is using LinkedIn, and if you aren't, it's probably a little bit of a concern," said Jessica Lee, vice president of talent acquisition at the Washington communications firm APCO Worldwide and editor of Fistful of Talent, a popular blog about recruiting.

LinkedIn's many online networking tools have struck a chord — and opened a source of revenue — for the company in the recruiting industry. The company, valued at more than $8 billion after going public this year, derives much of its income from job ads and tools it sells to companies and recruiters looking for talent.
While job boards still fill a major need, such sites tend to attract mostly active job-seekers. Recruiters, always on the prowl for top talent to poach, are using social networks to better identify top professionals in their fields, connect with them through "word-of-mouth" approaches and lure them away with job offers.
Nowadays, a typical executive might have a resume posted on LinkedIn, a Facebook and Twitter account, a blog or their own website — and recruiters are busily mining those sites, Google and more for the right candidates.

Recruiters often are directed to find "passive" candidates — working professionals who are employed and who might not have considered changing jobs until they were made the right offer.
"LinkedIn is a gold mine for passive candidates," said Jay Feeley, practice leader and account executive at MRI GlobalSearch inTimonium.

Read More @ The Baltimore Sun

New Survey Shows Recruiting Practices Impact on Revenues

BOSTON--(BUSINESS WIRE)--Businesses that fail to align their recruiting practices with their branding strategy risk losing top talent and potential revenue - with social media further amplifying these consequences, according to a new study by Alexander Mann Solutions, a provider of world-class talent and resourcing capability.

“There’s a crucial ‘sliding door’ moment for interviewing candidates. Not only are they potential customers, but during the interviewing process, they also have the potential to become part of the brand”

The global report - which surveyed consumers in the United States, the United Kingdom and China – found that more than half (52 percent) of respondents said a negative interview experience would impact on their purchasing decisions. Fifty-percent of American respondents said a bad interview experience would push them to reconsider buying from the interviewing company, compared to 58 percent in the United Kingdom and 47 percent in China. Of course, netting a few disgruntled customers is an inevitable part of doing business. However, social media now enables a handful of displeased job candidates to quickly spread their dissatisfaction and potentially influence thousands – or even millions – of people. In fact, 75 percent of American respondents said they would be likely to share a negative interview experience with their personal and professional networks. [Read more]

How Social Media Helps 50+ Workers Find Jobs

Many older Americans need to keep working well into their 50s and 60s to supplement income and boost long-term retirement resources. But job hunting can be a huge challenge -- and not only because the economy is weak.

For many older workers, technology is a barrier to finding employment. Many employers are skeptical about the technology savvy of 50-plus workers, and the starting point for most job searches these days is the Internet -- specifically, social media platforms such as LinkedIn and Twitter.

In a tough job market, it's hard to overstate the importance of networking, differentiating yourself and highlighting the value you can bring to an employer. Social media platforms offer some important means to those ends, through sharing expertise and making new connections. But older job hunters can be at a competitive disadvantage.

"The first time I looked at Twitter, I thought, 'what is this thing?'" says Lee Silverstein, who's transitioning to a new career at 50, following 29 years in management jobs with major department stores, most recently Macy's, where he focused on training and leadership development. [Read more]