10
May 14

How To Recruit Diversity on Social Networks

how to recruit diversity on Twitter


Is your social recruiting strategy fair to minorities? You would think so, but such might not be the case. Tune in to learn how diverse populations factor in on Instagram, Facebook, Twitter and LinkedIn. Related links: http://buff.ly/RyjJGM



04
May 14

Gamification in the Application Process – The Social Recruiter Podcast

Joe Murphy discusses gamification.
In this episode of The Social Recruiter, Jim Stroud interviews Joe Murphy of Shaker Consulting Group about gamification in the application process. Tune in to hear some rather interesting insights. Connect with Joe Murphy at www.shakercg.com. // Special thanks to our sponsor Randstad Sourceright!



02
May 14

What makes a good sourcer? I think its…

“How do you determine if someone is a good sourcer?” was the question being asked by ERE’s roving reporter at the ERE 14 Conference in San Diego, CA. I gave an answer as well as, several other thought leaders. Tune in and see what we had to say.



Let me know your thoughts. :-)

Jim

P.S. Do you know how to source passive candidates on Google or attract passive candidates with content? If you do, don’t click the links I just cited. (wink)


02
May 14

This is (some of) what I learned at the ERE 14 Conference

I was fortunate enough to attend the ERE 14 conference in San Diego last week.

Mostly, I helped to man the Randstad Sourceright booth and speak with potential clients.

However, I was able to tip away every now and then to strike a pose with a pal…

And snap a couple of hollywood selfies…

And participate in a moustache growing competition! It was a 4-way tie.

Somehow, in between all of that, I did manage to attend some sessions at ERE. One of the more fascinating sessions was hosted by John Vlastelica. (He did an outstanding job by the way.)

His session featured recruiting leaders from Facebook, Yahoo and Zappos. I am sharing my notes from the fascinating conversations that happened then. (If you were there and notice that I have missed something, please do leave a comment? Cool.)

# Zappos ran a successful referral campaign where they awarded people trips to Las Vegas for every software developer hire referred to Zappos.

# Facebook aligns their recruiting and sourcing teams around pipelines of talent, rather than requisitions. For example, a team of recruiters and sourcers may focus exclusively on finding quality assurance engineers and only that. This method helps said team to really, really learn what QA people do and better discern who would be a fit for Facebook.

# Facebook recruiters are extensively trained on interviewing and candidate engagement. Once training is completed, new recruiters observe (or as they call it, “shadow”) experienced recruiters for a period of time. Afterward, the new recruiters are shadowed by the experienced recruiters for a while. The whole process takes a YEAR before a recruiter is left to his own devices. Wow!

# Yahoo holds non-recruiting events where a speaker will come and present on a topic of relevance to the technical community. NO RECRUITERS ARE ALLOWED to participate as it is about building a community of tech geeks. There is plenty of food and drinks. Yahoo execs pop-in to say hello and spend a VERY short moment praising Yahoo as a wonderful place, then speaker comes in and presents. EVERYONE who attends has signed up on a mailing list that recruiters leverage later. Cool.

# The tool that Facebook, Yahoo and Zappos all use is “Facebook Graph Search.” Other tools mentioned were Entelo and Connectifier.

# A sourcing strategy that Facebook, Zappos and Yahoo all used was hackathons. Zappos relayed a story where someone from their call center won a hackathon and went on to work for another company that the Zappos CEO invested in.

# Facebook and Yahoo both stressed the need to personalize your candidate emails, since candidates are inundated with recruiter emails all day. Most recruiters / sourcers do not take the time to research candidates and get an idea of who they are prior to emailing them. Yes, it takes more time and will cause the quantity of emails you send to decrease. However, it will increase the quality of your connections and that is a better payoff long-term. (I thought this was great advice as I have been preaching that for a long time.)

# When Zappos finds people via Facebook Graph Search, they pay the $1.00 fee for their message to reach the recipient, then ask them to reply back on LinkedIn.

# One way Facebook reaches passive candidates is by building Facebook pages dedicated to their products and foster community around them.

# Facebook evaluates its recruiters and sourcers differently than most. They set an annual goal of so many hires and monitors how the team met or exceeded that goal (primarily) and how the individuals contributed (secondarily).

# Like Facebook, Yahoo focuses on core profiles (15 actually) and constantly searches for them.

# When it comes to tracking sourcing intelligence, Yahoo uses a tool that they developed in house. Facebook uses Salesforce. Zappos uses “Jobvite Engage.”

So, what do you think of how Facebook, Yahoo and Zappos handle their recruiting needs? Leave a comment and let me know! Thanks…

Jim


26
Apr 14

LinkedIn vs Hiring Solved: Who will win the fight for your data?

LinkedIn vs Hiring Solved

LinkedIn is in a battle with Hiring Solved over your data. Did you know that? Did you care? You should, especially if you are a recruiter. Find out why in this episode of “The Social Recruiter.”

 

Related links:

The music of “Guardian Mind Mix” is courtesy of Mevio’s Music Alley. Check them out at music.mevio.com.

// Special thanks to our sponsor Randstad Sourceright