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Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
Recruiting with Social Tools
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Recruiting with Social Tools

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Presentation I gave on 1/28/2009 at Argosy University in Schaumburg, IL on Social Tools and Recruiting. It was interesting, to say the least. :-)

Presentation I gave on 1/28/2009 at Argosy University in Schaumburg, IL on Social Tools and Recruiting. It was interesting, to say the least. :-)

Published in: Technology, Business
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Transcript

  • 1. Recruiting with Social Media Tools Russ Unger
  • 2. 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
  • 3. 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.
  • 4. 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
  • 5. 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
  • 6. 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.
  • 7. Your Brand • Is your good recruiters
  • 8. Be Accountable • Create follow-up mechanisms (Razorfish has done this) • If YOU suck, we’re screwed and you are (appear to be) impervious.
  • 9. Tools are Only as Good as the People Using Them
  • 10. It’s NOT About the Tools
  • 11. It’s HOW You Use Them
  • 12. We, the People... Want to Love You!
  • 13. Social Technology • Isn’t about the technology. Sorry. • It’s about YOU. The keyword is SOCIAL.
  • 14. Be Genuine • Social tools amplify if you’re, you know, one of those “A” words.
  • 15. Thank You • If I didn’t make you mad, my book comes out in March

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