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December 2011
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March 2012

Jim Durbin On DriveThru HR With Brian Wempen And William Tincup

Had a good time today on DriveThru HR, walking through what keeps me up at night about recruiting and HR.  

I covered Google Plus, Social Recruiting VS Recruiting in a Social Company, and a recent experience as a hiring manager. 

 

Listen to internet radio with Wempen and Tincup on Blog Talk Radio

The full embed is there, and you can download the full event to listen on ITunes as well.  30 minutes long.  Two smart guys with a pretty decent radio following. 

 The comments about Google Plus got me thinking, so I checked in with my friend, Recruiting Animal, and we're tentatively booked for February 15th to talk about Google Plus and Recruiting. 

There's a lot of audience participation, and Google Plus is going to encounter a lot of skeptics on Animal's show, so be prepared for a lot of yelling and a lot of dissension.   

 


Social Recruiting Versus Recruiting In A Social Company

I'm working on a training series for a client on social recruiting - how to use social sites to find and connect with candidates.  While building the deck, a flash of inspiration came to me.  Here I was writing out what social recruiting should look like, and it struck me that as new as this is for most companies, it's already old. 

Maybe it's because I've been doing this since 2005, but what is expected today isn't what is needed in the future. 

Social Recruiting is about using LinkedIn, searching and sourcing Facebook and Twitter, using other sites to connect and discover who is doing what (can't share all the secrets), and posting jobs on social websites.  It's about letting marketing and PR and customer service do their thing in the social world, and if there's a social media manager on staff, letting them do their thing.  

Most companies are not there.  

Where we're going, is not social recruiting. We're headed to Social Companies where recruiting is a knowledge collection center about the market, with the knowledge coming from our searches and being funneled back through the organization.  It's having access to the company CRM and the company ERP, so that we can make the company ATS more effective.

It's Enterprise-wide sharing of information.  I touched a little on this when I presenting in Minnesota with Paul DeBettignies and Craig Fisher.  How can recruiters make themselves more influential?  They can Drive Social Through the Corporation.

I need to think more about the concept and get it on paper.  What I really need is some iStockPhoto  clip art of a sprinter being passed by a high speed train.  Companies that get it are the sprinters, and the public is the high speed train.  There are more of them, so they learn faster.  

 


Social Media Headhunter Now Writing For Social MatchBox

My buddy Bob Neelbauer has been in the online recruiting space for as long as I have. He's out in D.C., running a series of ever more impressive events and companies, now officially called Social Matchbox

I trust Bob instincts, so when he told me that he's writing about technology trends in social media, and that he was interested in me contributing, of course I said yes.  My first effort was on the History of Social Hiring:

Social created mini-celebrities out of anyone who wrote for six months on a topic and stayed with it.  This wasn’t just in business.  Mom blogs, pet blogs, sports blogs, news blogs, and every other topic under the sun had their own mini-celebrities.  Early adoption of blogs, Twitter, and then Facebook (Facebook wasn’t big in that way until after Twitter was) led to a significant advantage in terms of  conference speaking, news mentions, and online buzz.  This was great for the burgeoning class of Social Consultants, but it was a bubble.  Celebrity inside a digital tribe was fun, but it didn’t make you money, and companies quickly found that early success at branding yourself didn’t translate into successful hiring.

The difficulty in finding someone with social business experience was inevitable.  And so was the response.  Internal employees, unable to tap into “experts,” started practicing on their own.  There were a lot of missteps, but internal employees by and large learned how social would impact their business units.  This was more true in some industries and some divisions.  Recruiting and Customer Service learned how to use LinkedIn and Twitter, while Marketing dabbled in Facebook and Sales ignored the wave.  As executives started to pay more attention, more departments joined in, and budgets started to be applied.

Head over and add it to your RSS feed, but as we go on, I'll be interested in talking more about the Dallas Startup Scene there as I do more.