Recruiting
with
Social Media Tools
Russ Unger

About Me
• Director of Experience Planning - Draftfcb
• Director of Events & Marketing - Information
Architecture Institute
• Author - “A Project Guide to UX Design” -
Voices That Matter / Peachpit Press
• Blogger - http://blog.userglue.com/
• Presenter / Speaker / Crowdsourcer / All
Around Good Egg

I Know How I Feel
About Recruiters...
• But I did a survey to ask a bunch of other
people how they feel about them just to be
sure.

The Survey Results
(22 people surveyed)
• Most people talk to 3-5 recruiters per year
• Over 50% found jobs through referrals (18% from recruiters, remainder:
job boards, felt recruiters not active)
• They can tell BY YOU if it’s FT or Contract
• They’ll probably accept your LI & Twitter Contact
• They’d revoke that if you’re FAKE
• They WOULD Friend/Fan you / your firm
• They WOULD subscribe to RSS/Twitter feeds (75%)
• They are LOYAL to a RECRUITER, not a COMPANY (75%) (18% said
neither)
• Only 40% felt recruiters understand their job function

They Offer Advice
• Be willing to tell me my experience isn't in your domain but offer resumé
advice anyway
• Look beyond keywords and get an understanding of the person
• Be professional. Don't make assumptions. Find out what my need state is and
address me where I'm at. Don't be pushy. Either KNOW what you are
recruiting for or be willing to get educated by your recruits
• I recommend talking to people in positions related to an opening to get an
understanding of what the job entails from the candidate's perspective
rather than just the employer's
• Recognize greatness and encourage those in hiring positions at companies to
have a very distinct idea of what they're looking for in a candidate and role.
• Be honest about what's available and how well I match up with the position;
I'd rather be realistic now than disappointed later

They Offer Advice
(This is the Big One)
• Call. Me. Back.
• I can take “No” for an answer, but I can’t
take “Not Knowing”. I know I’m not your
only potential candidate, and you’re not
the only recruiter, either.

Your Brand
• Is your good recruiters

Be Accountable
• Create follow-up mechanisms
(Razorfish has done this)
• If YOU suck, we’re screwed and you are
(appear to be) impervious.

Tools are Only as Good
as the People Using Them

It’s NOT About the
Tools

It’s HOW You Use
Them

We, the People...
Want to Love You!

Social Technology
• Isn’t about the technology. Sorry.
• It’s about YOU. The keyword is SOCIAL.

Be Genuine
• Social tools amplify if you’re, you know, one
of those “A” words.

Thank You
• If I didn’t make you mad, my
book comes out in March