Category Archives: Social Media

How Twitter Saved My Marriage and Got Me Hires

You can’t go on Twitter and NOT see recruiters and you can’t talk to recruiters and NOT hear about Twitter so as a special treat we have brought in one of my favorite sourcing tweeps (Lisa Gebhard) to share how the site has helped her put butts in seats and in the process impacted her personal life.

I hope the title brought you in to read my post – as silly as it sounds, it’s true!  I’d love to share with you how this great world of Twitter has not only helped me recruit talented sales reps, but assisted in bringing calmness in my personal life.

There are so many social media sites out there to choose from it’s often hard to decipher which one is the best and which will provide the best outcome.  Giving them all a trial run has worked best for me. 

I have had a LinkedIn profile for years  and Facebook allowed me to connect  with all of my old friends from college, old co-workers, high school acquaintances and truly made me feel like the master of networking. 

Then there is Twitter…

For me Twitter connected my professional world to my personal world and allows me to connect with people in a conversational type way. 

It’s not an email, it’s not going to a company website, but it’s real time information about positions/company 411 from a real employee. In 140 characters or less, I can discuss salary, benefits, community programs, awards, recognition and really get candidates excited about my company!

Through my tweeting activities, I began following different regional groups in the spaces that I recruit to follow their members.  As I discussed my geography (always hashtagging it), I began to gain followers in those areas. 

My first hire was a candidate who said that I was connected with many important people in his region and engaged in a conversation with me.  This is where it all starts! Simply, by hitting REPLY. 

My second hire searched several hashtags and found me through the following – #State #Sales #Hiring.

My motto is if you are not OUT there, you will never know.  So get on Twitter, begin engaging.  It’s yet another place to connect with the right candidates.

The part about saving my marriage?

Well, it’s kind of a joke but I love talking on Twitter so much that I feel like I get all my ideas out before the end of the professional work day.  When my husband comes home, I’m not running my mouth to him anymore.  Less listening for him, more relaxing for me and that is how Twitter has helped me in my personal life!

Hope you enjoyed it as much as I did! Make sure to follow Lisa at @lisarecruitsadap and connect with her on LinkedIn.

Until next time – good hunting and good luck!

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Why I Am Starting To Hate Recruiters (and I am one)

I’ve been in the recruiting business for many years now and love what I do and if I am being completely honest some of my best friends and favorite people call the job function I love their (career) home.

However, there is one thing that recruiters as a whole do that drives me up the wall and makes me want to scream bloody murder at the top of my lungs.

Why can we (recruiters) as a whole NOT figure out that, in a LinkedIn Group, if we are going to post a job that it goes under the job discussion area (on the jobs tab) and not in the regular discussion stream?

It’s not that hard people – click (on the jobs tab), click (on the jobs discussion button), post. 

Say it with me – click, click, post.

Again – click, click, post.

Once more – click, click, post.

If you need help with the concept please look me up on LinkedIn and I can walk you through it.

I ‘own’ seven groups on LinkedIn and manage another and I have to say that the two that I do not allow recruiters into are the two that give me the least amount of trouble. Over the years I have found that recruiters as a whole (and again, this is coming from a recruiter) ruin the group experience on LinkedIn with our inability to remember to click, click, post.

Again, to recap – I love recruiting, recruiters drive me crazy because we cannot figure out how to click, click, post, and contact me if you need help with the concept.

Until next time – good luck and good hunting.

The Seven Be’s Of Social Media Success (Because Six Isn’t Enough and Eight Is Too Many)

There are as many experts on social media as there are people who participate and each is more than willing than the last to share their ‘expert, professional’ opinion if asked.

As a recruiting professional many of the outside world’s best practices apply but all it takes to be successful are seven key be’s.

Be involved. Get yourself on the big three at least (Facebook, LinkedIn, and Twitter) and a few that are niche for your area (IT, accounting, sales, etc).

Be smart. If your granny would be embarrassed by it stay away. If your granny has no shame then go with your most conservative great aunt.

Be engaging. If you are boring in real life will yourself to be interesting at least once or twice a week in 140 characters or less. Give people something to talk about in a good way.

Be consistent. In social media showing up on a regular basis is a huge factor in being successful. If you plan on showing up once a month and crashing the party you might as well forget about it.

Be well networked online. Build a big, strong network. It takes work – they are not going to come just because you built it ala Field of Dreams.

Be proactive. Connect to people and start building credibility / a relationship before you need them to be in a part of network.

Be like Mr. Rogers. Work hard to make your online (and offline)neighborhood a better place.

I hope you are ready to go out and rule the (social media) world! Are there any other ‘be’s’ that we should have included / left off of our list? I look forward to hearing your thoughts!

Until next time – good hunting and good luck!

Things You Should Know About LinkedIn But Probably Don’t

When I joined LinkedIn back in December of 2003, I (along with the other 77,000 members at the time) had no idea that it would be where it is at now – over 120 million users, a publicly traded company, and leading the pack of ‘professional’ social networking sites.

With all of the attention it has been given over the years there are four areas that I have not seen written much (if at) about that I thought were mentioning.

You have a limited number of invites. Unless you are an absolute heavy user of the site you probably have no idea that LinkedIn gives you 3,000 initial invites to use before you have to ask customer service for more, which is not guaranteed.

You can join fifty subgroups. By this point I believe that most users of LinkedIn know that you have fifty groups to join but most don’t know you can also join up to fifty subgroups as well for a total of 100 groups that you can participate in.

Other LinkedIn limitations to know:

  • You can own / manage 10 groups
  • You can own / manage up to 20 subgroups at one time.
  • You can moderate up to 50 groups at a time.
  • You can follow-up to 5,000 people at a time.

LinkedIn failed fourth grade math. If you pay attention to your network size and makeup at all you know this is truth. The statistics in the large  box below are supposed to represent the 9,056 connections I have (as of 10/8/11).

As you can see it says that New York is the area in which I have the largest percentage of my connections followed by San Fransisco, and Chicago. In actuality, Nashville makes up nearly 50% of my connections (but is not listed anywhere) followed by New York and Seattle (see smaller ‘Locations’ box).

In similar fashion LinkedIn says that Information Technology and Services makes up 10% of my overall network followed by Computer Software and Human Resources but if you look in the smaller ‘Industries’ box there is a big discrepancy there.

I don’t know who they have doing their math for them but the numbers just do not add up.

You know of anything else that is not commonplace knowledge about LinkedIn that others should know about? Please do share them!!

Until next time – good hunting and good luck!

Is the Answer to Talent Pool Engagement ‘Words With Friends’

An issue that many recruiters face (myself included) is getting caught up in a ‘just in time’ type recruitment model that does not allow much opportunity for real engagement. Short term it is not a big deal but for those of us who are passionate about what we do it will definitely be a long-term issue as the market for top talent gets tighter and tighter.

One of my goals over the next twelve months is to try different ways of keeping my target talent pool engaged and get to know them outside of just the recruiter / potential candidate relationship I have with many of them.

In thinking through different ways of doing this I came up with the things you would expect (LinkedIn, Twitter, Facebook, user group meetings, etc), some things that are a little different (staying in touch with information about industry articles, webinars, etc) and then the lightbulb went off a few days ago as I was dropping a huge score on some poor sucker in Words With Friends (err more like getting my hat handed to me) that games were the way to go.

It seems like nearly everybody now a days plays some sort of online game via their phone and/or computer that can range from fantasy football to card games to board games and just about every other thing else in-between.

I have not figured it all out yet but have currently engaged a few from my ‘target’ audience in WWF games through mentioning recent plays on Twitter and integrating my Facebook account with my WWF account.

Nothing earth shattering has happened yet but I am counting on the fact that good old competition will help kick-start some conversations and enhance others.

So what do you think – am I off my rocker or is there something here? I want to hear your thoughts.

Until next time – good hunting and good luck!

3 Takes for the Price of 1 + $1 (Recruiters as “Open Networkers”, Desperate Networker Guy & Connection Bragger Guy)

The older I get the more I like the idea of being like Christina’s (my wife) grandfather Papa. He is as sharp as sharp gets, has a great sense of humor, and if he sees a wrong he tells it like it is no matter what.

Just to be completely honest, over the years I have come to realize (begrudgingly) that I’m not the sharpest tool in the shed and  according to my better half I’m not as funny as I think I am so that leaves me with only one option to be Papa like (to quote Carl Lewis “UH OH!” – YouTube it – it’s funny).

Today I bring for your perusal three takes to the table (for the price of one + $1.00) that I realize are very nit-picky and will not matter to most but I think they are worth mentioning (and I am the one writing).

As a side note, I personally know and respect people who fall into the categories discussed below so please believe me when I say this is not a personal attack on anyone in particular.

Recruiters as “Open Networkers”

I always wonder about a recruiter if I look them up on LinkedIn and they only have 100 connections or they don’t have a strong network in the areas in which they recruit. If you are a in recruiting being an open networker is part of the job and if you are anything but open to networking with anyone, anywhere, anyhow you are in the wrong business.

The way I look at, if Webster had an entry for “open networking” and you recruit for a living, you had better see your picture as the definition. If you don’t, game over man. 

Desperate Networker Guy (or Gal)

I know you know this person (I used to be one but am recovered now) as about once every five minutes they will tweet or give a network or status update that says something like, “If we are not connected on LinkedIn, Twitter, of Facebook we should be” and then give a link.

Not much more to say here other than it drives me up the wall and I never connect with those people on the other networks – I would just be enabling them if I did.

Connection Bragger Guy (or Gal)

Another thing that drives me bonkers is the guy (or gal) on LinkedIn, Facebook, and/or Twitter that puts how many connections they have out next to their name (ie Robert Smith, 19k Connections).

Unless I know the person personally or know their work, I normally think one of three things about those who outright advertise how many connections they have over and over (and over and over):

  • The only value they bring to the table being connected to a bunch of people they have never met and probably never will
  • They must have really low self-esteem to have to try to impress people with all of their ‘connections’
  • They have inherited a bunch of money and have nothing better to do than to add as many connections as they can on the social networks

Before you start sending hate mail it does need to be said that I believe in having a lot of connections  (several thousand on both Linked and Facebook and ~1,500 on Twitter). HOWEVER I would much rather be known as

  • a Christian
  • Christina’s husband
  • the father of Alec, Luca, and Alden
  • Matt LeBlanc (not Joey)
  • Ken & Renee’s son
  • Lauren,Kristen, and Erin’s brother
  • community involved
  • a solid recruiter
  • a good guy

and/or

  • someone who knows a thing or two about job-search (hint to check out my job-search blog here)

before I am known for how many connections I have.

It is important to remember that at the end of the day being an ‘open networker’ and having several thousand connections will HELP you as a recruiter in a number of ways but will  NOT make you an effective recruiter – people and research skills plus knowing how to use the phone will.

Until next time – good hunting and good luck

How Do Say Screw You to LinkedIn Group Managers That Don’t Like Recruiters? BOOLEAN BABY!

One of a recruiters best friends is LinkedIn Groups and one of a recruiters worst enemies are LI Group owners who make the decision that having recruiters as part of their group is a bad thing (ie a big screw you to all of us).

Whether you realise it or not, you do have a way of sticking it to those group managers who don’t like us and it gives you the ability to do everything but post a discussion.

Using Google’s site: command and some good old fashion Boolean you can narrow in on those LinkedIn profiles who are members of  a particular group.

For this example we are going to pick on the Microsoft Dynamics AX Professionals [2000+] group as they give recruiters the middle finger in their group profile.

If you search site:linkedin.com AND inurl:pub AND “Microsoft Dynamics AX Professionals [2000+]” you will uncover any and all people that have the group listed on their profile.

If you were looking for a group member in a specific geographic area you could narrow it down by adding the city in which you are searching.

For the example below we narrowed it down to Chicago by searching site:linkedin.com AND inurl:pub AND “Microsoft Dynamics AX Professionals [2000+]” AND “greater chicago area”

So next time a group owner gives you the finger give it right back to him.

Until next time, good hunting and good luck!