Comments on: Six key elements of Social Recruiting

By: Redefining social recruiting for 2011 «

Redefining social recruiting for 2011 « — Fri, 18 Mar 2011 08:24:06 +0000

[...] the emerging characteristics and definitions of social recruiting. I first tried to define the term 18 months or so ago and wanted to revisit my thoughts based on what I was seeing in the marketplace [...]

By: Redefining Social Recruiting for 2011 « Recruiting Futurology

Redefining Social Recruiting for 2011 « Recruiting Futurology — Tue, 08 Mar 2011 16:55:43 +0000

By: Six key elements of Social Recruiting «

Six key elements of Social Recruiting « — Sat, 12 Dec 2009 22:59:57 +0000

[...] Original post here Possibly related posts: (automatically generated)Rise of Social Media in the USLosing To The Social Web: VisualizedTwinternship for the twinsOfferpal Sponsors and Speaks at Social Ad Summit in New York on Oct 5th [...]

By: Matt Alder

Matt Alder — Mon, 27 Jul 2009 09:16:13 +0000

Some interesting thoughts for everyone above, thanks for commenting.

In terms of the effect on job boards lets not forget there is an unprecedented candidate rich market in many sectors. This may mean record traffic for job boards but this traffic doesn’t mean a record number of advertisers quite the opposite in fact.

I’m seeing more and more clients looking at social recruiting as a way of maximising their reach while minimising their advertising and recruitment spend.

I wouldn’t call anything a “job board killer” just yet but the forces of social recruiting, search marketing and job aggregation are being amplified by the recession to become a massive threat to the old job board business model

By: Bill Boorman

Bill Boorman — Sun, 26 Jul 2009 23:05:03 +0000

Matt,
An interesting piece as ever. I agree with jamies comments on job boards, they won’t die. (didn’t everyone say the same thing about recruitment firms becoming extinct when the job boards evolved!). What i’m seeing happen is that the boards are themselves evolving to incorporate and be a part of social media, as well as evolving a more sophisticated offering by sourcing and providing more human contact through sourcing teams. this trend of “inteligent” job boards will continue and shape the recruiting landscape.
At the same time, corporate and internal recruitment functions are growing in capability and reach as a result of the channels open to them. this is where the biggest competition for recruitment firms as more of the active and passive candidates engage with hiring organisations. In the short term this is a threat, in the medium term it has in turn caused recruiters to need to offer more than being simply “sourcing” houses. The economic enviroment has also meant that hiring companies are looking for more value and far more in the way value through service. Whilst there are less jobs about, equally the good candidates that are working have become far harder to find and move, hence the need for a trusted consultancy approach and brand. The industry is the better for it, and for the competition and social recruiting provides the channels to build the neccesary relationships with clients and the potential candidates of now and in the future. Sharp recruitment firms are looking at all the avenues including blogging, podcasts, video, webinar etc etc to build a following in order to become the destination of choice.
As a last point, it is important to remember how social recruiting works. for me, channels like twitter act as a signpost to direct followers to a destination. That destination is where the business is done, either a website or most importantly human contact through calls, networking in person, meetings etc. The hub of this is the website, although these now are being replaced by communities that offer forums, blogs, podcast, video, feeds etc to keep the followers engaged in one place till they are ready to do business. This is why i am in the process of creating a community over a website and changing my offering to encorporate “social” products in all my services. the chatter will be useful to know where to place the signpost, but if everyone takes up listening as a strategy, how long before the direct response is viewed as spam?
Ultimately, i believe we are going back to the old ways of selling and marketing based on value, quality and personality. Old rules with new tools!
As you know i’m only a social media amateur, but i would be glad to continue the conversation on twitter @BillBoorman or through any of the other places i appear.
Thanks for provoking conversation as ever.
Bill (fan of The Addler)

By: Jamie Leonard

Jamie Leonard — Sun, 26 Jul 2009 10:27:58 +0000

Social media in recruitment is very exciting and something everyone should be looking into. However, in this market job seekers for the most part want 2 things; a) the most relevant jobs on one site and b) complete control over their active job seeking. Social networks don’t currently offer this for me. I don’t believe social media will destroy job boards, the way job boards have destroyed the press, they will compliment them and show them how to adapt to the needs of the new age job seeker.

However, for branding and capturing the the passive job seeker, social networks are vital to the media mix right now.

But still, very exciting and gutted I missed your presentation mate.

By: MANinEspace

MANinEspace — Wed, 22 Jul 2009 22:55:19 +0000

I agree that social media can benifit recruitment, you cant ignore the data value.

But, in this market, a candidate riche market, I dont think we’ll see its full worth. the mass look at job boards…. now, maybe this will change but will the ‘social’ inviroment’ allow such a serious topic to take off?

The biggest hurdle is educating the public that the next job is around the next friend request in the skyscraper.

I have a feeling there will be another platform that will appear and be better suited.

Exccellent topic.

By: Richard Alberg

Richard Alberg — Wed, 22 Jul 2009 07:06:29 +0000

Recency and sophisticated data mining will bring about big changes. The ability to dip into this avalanche of noise and pull out relevant content will mean that targeted conversations can be had in a way that hitherto was not possible.

Richard

By: Bill Sullivan

Bill Sullivan — Wed, 22 Jul 2009 01:01:49 +0000

I have to say I love the term “chatter mining”. Currently leading a small staffing start up in the area of Social Recruiting has brought me first hand experience with it! Today I actually gave a staff meeting kicking off the start of our Social Recruiting strategy where it will become a day to day task. The first skill I spoke about was searching based on what people you want to connect with will be talking about! Second we talked about using this “skill” in the networks they already have established. Doing this while building new connections based on the chatter will speed up your results dramatically!