On Monday 16th November the second Social Recruiting Summit was held by ERE in New York City, much of the content is available online for you to reference. We have pulled together some of the presentations here so you can view them in one place, or view them on the main site.
Fred Wilson, VC and principle from Union Square Ventures (who have an impressive list of investments), is giving the keynote talk at the Social Recruiting Summit in NYC next week. He provides us with some of his thought and themes he will be talking about, go check out his post. But if you want the summary:
He rarely uses recruiters, he prefers to source top talent directly
He uses LinkedIn to develop a list of references
Just searching for talent is not enough, you have to promote your opportunities
There is a niche community for everything, find the one where your prospective candidate might hang out
His last point I suspect sums his whole presentation:
Social media is about showing up, hanging out, and earning trust.
With five weeks to go in the count down to the inaugural Social Media: A Recruitment Revolution event on 3rd Dec 2009, here are some useful tips, insights and recruitment and social media resources to equip you in the lead up to the Conference and beyond:
Social networking is growing in Australia as well, more than 70% of Internet users visited a social networking site in June this year, up 29% from the previous year?
Earlier this week an email from Recruiter Daily interviewed Luke Carolan from Aspire Solutions International about why you need to spend more time on developing the details in your job ads. He recommends the following best practices:
Clients do check advertisements. Does your ad represent the client correctly and attract the candidates it is seeking?
What kind of ad response do you want? Are you looking for a targeted response with specific candidates or a broad response for maximum resumes?
How easily can your ad be found? “Keep in mind many candidates will be using a key word search. This means it’s a good idea to have the title of the position mentioned three times within the body of the ad. When listing the ad be specific, especially on things like location. A ‘Sydney CBD’ opportunity will be found in a ‘Sydney’ search however a ‘Sydney’ opportunity will not be found in a ‘Sydney CBD’ search.”
Your job ad should specify, as a minimum:
location;
money;
required experience/qualifications;
description of the position and your client;
why the opportunity is available;
what’s special about the opportunity and client;
duties of the position;
how long the opportunity will stay available;
your contact details; and
how to apply.
Cramming all of this into a traditional job ad might not be that easy.
However if you use social media effectively (or just have a high performing career’s website) you can supplement this information with additional insights, audio, images and video.
With eight weeks to go in the count down to the inaugural Social Media: A Recruitment Revolution event on 3rd Dec 2009, we are pleased to present you with our new Social Media News You Can Use series, which we hope will provide you with useful tips, insights and recruitment and social media resources to equip you in the lead up to the Conference and beyond:
If you only read the information coming from the US one could be forgiven at believing that without social media a recruiter will be out of business.
Well that is just not the case.
While yes the advent of social media requires recruiters to adopt new skills for establishing relationships with candidates. It is not that difficult. To quote our keynote speaker Mark Pesce:
Applying your skills to Facebook or Twitter is no more complicated than learning to use a telephone the same rules apply, just through a different medium.
Theres a perception in recruiting that social media tools are daunting and difficult to incorporate into traditional strategies, when really they are similar to what recruiters have been doing all along. There is no chasm to leap across, just a different set of rules to play by.
Nor is a single strategy the right approach for every organisation. Kell Magowan from Six Figures Blog put it very well in a post last week:
Remember, one size does not fit all for an increasingly customised world.
Is your organization participating? Are the lines of communication two-way or are you still dictating to job seekers? How are you finding out how job seekers want to engage with you?
