Tag Archives: twitter

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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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!

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

Practical Twitter Advice For Recruiters (+ Some Google Hacks & Why So Many of us STINK At It)

If you look at any tool that comes out that can (and will) be used by recruiters you can see the following trends / patterns develop time after time:

  • There are early adapters that make mistakes, figure out the tool, and are able to utilize it for the good of their searches and organization
    k
  • There are those that are late adaptors that follow the positive things that the early adaptors did and utilize it effectively to interact and find candidates
    p
  • There are those that see that it works for the early adaptors and some late adaptors, try it, never really put any emphasis into it, and then leave it

No one tool defines this better than Twitter. Do a search for recruiters on it and you will find A TON of them using it with the vast majority FAILING.

In fact, the majority of recruiters create a profile (without a picture, bio, etc) let three friends and five coworkers know about it then tweet a couple of their openings. When they don’t get any response (at this point make sure to read our previous post – ARE YOU A RECRUITER OR GLORIFIED ADMIN ASSISTANT?) they quit and say that it is a worthless tool and they never understood it.

I am not by any means the golden standard when it comes to recruiting with Twitter but I am sure as hell embarrassed by all of the recruiters out there who fail at it so miserably. If I can figure out some of the basics then surely you can as well.

With that in mind here are some ideas on how to not be an embarrassment to the recruitment community overall in your Twitter efforts:

DON’T JUST POST JOBS!!!! If all you do is post jobs DON’T expect anyone to give a rat’s backside about what you have to say. It’s ok to post SOME jobs but do it in an interesting way (ie DON’T just say, “We are hiring a sales person”)

Find and follow people that work in the functional area / industry / geographical area in which you recruit. You can find them any number of ways (including Twitter’s own search feature) but I think you get really good results by using Google:

  • site:twitter.com intitle:on “CITY OR STATE” “KEYWORD(S)” -jobs -job An example would be site:twitter.com intitle:on “Los Angeles” (“software engineer” OR “software developer”) AND (“java” OR “j2ee”) -jobs -job
    c
  • site:twitter.com intitle:”on twitter” “bio * * “KEYWORD(S)” AND “location * LOCATION(S)” An example would be site:twitter.com intitle:”on twitter” “bio * * “software engineer” AND “location * (tn OR tennessee OR nashville)
    sss
  • You can also search for lists of people (for more on Twitter Lists click here) by using site:twitter.com “KEYWORD(S)” inurl:lists KEYWORD An example would be using site:twitter.com “software engineer” inurl:lists (“microsoft” OR “google”)

Participate in the conversation. Mention people, answer questions, ask questions, participate in chats, start chats, JUST DO SOMETHING TO INVOLVE YOURSELF!

Use and search on hashtags. A hashtag on Twitter (#KEYWORD) is pure gold (well maybe more like platinum) and can help get your message out there or find the best people to talk too about any topic you like. For more on what hashtags are and how to use them click here and here.

Develop a QUALITY following. You can have the world’s most interesting things to say but if no one is following you to read it why even put forth the effort. Developing a QUALITY following is by far (at least in my opinion) the most difficult thing but working towards it can pay off huge in the long run. 

Stay in the know. Twitter (as is all social media) is an ever-changing tool and the only way to keep up to speed with best practices, how to use it, how to be succesful, etc is to keep up with what the experts are saying.

To help you get started (and to allow you to dive deeper with Twitter) here are some articles to help out:

 Until next time – good hunting and good luck!

Karate Kid, Boogie Nights and Social Media for Recruiters

Two movies that I have always enjoyed are The Karate Kid and Boogie Nights and each features a song that plays well into recruiting when it comes to your social media presence.

“Your the Best” (one of the best songs off of any soundtrack in the 80s)

“You Got the Touch” (also featured in the 1986 Transformers movie)

When people look at your LinkedIn, Twitter, Facebook, and other profiles do they think ‘your the best’ and ‘have the touch’ (I know, I know – corny right) OR do they think you are a complete loser?

Here are some things to think about when it comes to all three to make sure you don’t fall into the latter:

Twitter

  • Actually have an account
  • Say something more than once a month
  • Have a profile picture
  • Work to develop a following (5 followers is not enough)
  • Join into a conversation DON’T JUST POST JOBS!!!!!!!!!

Facebook

  • Again, actually have an account or a fan page or SOMETHING!
  • Have good content on it that is interesting, funny, worthwhile, and thought provoking.
  • Again, don’t just post jobs!

LinkedIn

  • Make sure you have your profile 100% complete
  • Make sure you create a vanity URL
  • Work towards getting 500 connections so that your profile shows 500+  – recruiters are supposed to know people and if all you have is 100 connections it wouldn’t give me very much confidence in you
  • Contribute to group discussions and answer questions (DON’T JUST POST JOBS!!)
  • Have something interesting for visitors to look at and read (a blog, shared document, etc)

What say you – is looking important and like you have your stuff together important on the social media sites? Look forward to your thoughts and comments!

Until next time – good hunting and good luck!

Two Social Media Search Tools (for Twitter & Facebook)

There are a ton of tools out there you can use to monitor, view, (and try to) handle all that encompeses social media but there are very few (at least in my experience) that are very good at delivering on what people are saying, are 100% free, and are easy to use.

Two of my favorites are Topsy and Openbook.

Topsy is a search engine that offers real time search of the open web (status updates, Tweets, et. al.) and is a VERY good search tool for Twitter. My favorite feature  is that you can set up a search agent and it will email you the results as often (as they occur, daily, weekly) as you like.

Openbook is a search site that allows you to search status updates on Facebook and really digs deep and can dig up people that you could not easily find otherwise.

What are your favorite social media tools? Look forward to learning about them!

Until next time – good hunting and good luck!

A Jab At Sourcing Snobs (Why I Still Source Job-Boards)

If a candidate comes from Source A instead of Source B does that make him a better candidate?

To some recruiters (sourcing snobs) the answer is a resounding ‘YES!!’ but in my book all candidates are created equally no matter where they come from.

I am as proficient with deep web search as any out there (well maybe not ‘any’ – but I can hold my own) and can use LinkedIn, Facebook, and Twitter all day long to find candidates but when I get a new req the first place I will always look are the job-board databases.

Why? Because it’s quick, easy, and every dog has its day (ie you get lucky sometimes).

A great example of why that is my first stop happened recently when I was looking for a very particular skill set in which the hiring manager only wanted to hire from a handful of local companies. In addition, I was told that those target companies had pretty much been tapped out and I would be lucky to find someone new (in other words, good luck).

My first stop? Dice.

The result? I located a perfect fit from one of the hiring managers target company’s within five minutes and looked like the her of the day.

After finding the initial candidate I found other good potential candidates via LinkedIn, deep web search and other resources – but none of them were as easy a get as he was.

The lesson – start with the low hanging fruit first and work out from there. You won’t always get lucky but you just never know until you try.

What are your thoughts? Am I wrong – are candidates from deep web search so far superior from other sources that they should be given stronger consideration all around?

Until next time – good hunting and good luck!