Editor's Notes

1. Explore the most popular social media platformsWhy social media is compelling to recruitersPotential landminesDeveloping an effective social recruiting strategy – essential elements
2. First, I’ll introduce myselfStarted with the internetExecutive search, Amazon, Microsoft, Starbucks YahooCurrently Tweetajob, Recruiting Toolbox (strategy, training and tools)I’m 47 years old
3. My latest idea…Who needs to find software developers?I can find a bunch of themWhat if…
4. You must engage your friends, fans, followers and employeesTo engage, you need compelling contentInteraction leads to action (turntable)From the beginning, measure results over timeYou must be disciplined and methodical in your approach and clear about your strategyYou must partner with legal, PR, graphics, marketing, branding, I/T, agencies, SEO etc. communications & soc media committeeYou must be fearless (you can’t predict the outcome)
5. Let’s dive into Twitter, my favorite platform!
6. A few statistics to underscore the scope, influence and importance of networksWhy do you spend less (or nothing) on newspaper ads? Because only our grandparents read the newspaper!I am sharing not to IMPRESS you – but to impress on you that social media IS media
7. I don’t care if users tweet once a minute, or once a year.As a recruiter, I care about1. Profile information2. Their friends, their friend’s friends3. Other social networks
8. 200 million
9. How are companies using Twitter to recruit?
10. Engagement, interactionContent
11. This is what sourcers are doing.Note the search string.If you need developers – or any other talent – and you block Twitter, you’re cutting off your nose to spite your face!
12. Social media is a direct route candidatesLegal LANDMINEThis is why the timid back away.
13. Location based socialnetworkingI have achieved the wino badge!Note: my foursquare is connected to Twitter, which is connected to FB
14. Retailers are using Foursquare to offer deals and discounts.Only logical that they will encourage instore applications.Engagement!
15. LinkedIn is recruiter’s gold!
16. We purchased corporate directories
17. Methodical data collectionMeasuring the growth of the network
18. NewIntensely connected networks
19. Who has claimed, “Facebook isn’t for recruiting”I have.
20. I was wrong.
21. A note on being fearless.Stop blocking facebook. It’s like blocking the internet or the phone.You’re worrying about nothing.
22. Content, engagementMETHODICAL, partnerships with marketing, branding, social media committee
23. engage
24. While we’re on the subject of Facebook…Drunken photos, personal informationWhen was excessive drinking invented?What % of your employees have, at one time, been drunk?
25. The goal is to be INCLUSIVEDo not use social media to make decisions or EXCLUDE people from the process
26. Social media policy non disclosure, media
27. 3 updates a day average
28. Launched June 28Growing at a faster rate than Twitter, Facebook – it may also die just as quickly
29. Google+ is the new giant on the scene…we’re waiting to find out if it takes off…Popular among techies
30. You must engage your friends, fans, followers and employeesTo engage, you need compelling contentInteraction leads to action (turntable)From the beginning, measure results over timeYou must be disciplined and methodical in your approach and clear about your strategyYou must partner with legal, PR, graphics, marketing, branding, I/T, agencies, SEO etc. communications & soc media committeeYou must be fearless (you can’t predict the outcome)
31. Mobile recruiting conference was last week
32. That is a HUGE number
33. That is a HUGE number
34. That is a HUGE number
35. “Blackberry bling”
36. Mobile apps vs. mobile web – is your website mobile ready?
37. Events,EntertainmentGamificationBlogs
38. Pepsico has a social recruiting task force to work on big pictureMeasure recruiting metrics, social media conversions, growth over time
39. You must engage your friends, fans, followers and employeesTo engage, you need compelling contentInteraction leads to actionFrom the beginning, measure results over timeYou must be disciplined and methodical in your approachYou must partner with legal, PR, graphics, marketing, branding, I/T, agencies, SEO etc. communications & soc media committeeYou must be fearless