Jim Stroud, the wonder behind The Recruiter's Lounge, has a short tutorial up on searching for candidates using Flickr.  It's the first in a three part series.

Flickr is a photo sharing site, one of the two most popular, and the reasons for searching on it are 10 passive candidates, and 2) social media savvy passive candidates.  The hit rate might be low on return, but that's true for anyone not on a job board.

One thing to add to Jim's searches, is to have your own Recruiting Flikr account, which pictures and text describing why a candidate would want to come work for you.  While you're at it, duplicate your work on Photobucket and Snapfish.

It will increase your return on messaging, and also serve as a pull marketing component as images in Flickr show up in Yahho and Google related image searches.

I should have mentioned this last week, but Kris Dunn's Fistful of Talent group blog came out with the power rankings for the recruitosphere, and I'm on the list at number 25.

Cheezhead took number 1 and Jim Stroud # 3, both well deserved - and there are a lot of other good names on the list.  The wildest part is that a lot of the names are new, or newish.  Heck, even SMH is new in comparison to my other recruiting blogs, and it does go to show you how fluid fame is.

I appreciate the kind words, and suggest you head on over to it, and especially check out Dan Schwabel's blog on Personal Branding.

Thursday, October 23rd 7:30 AM

LinkedIn: The World’s Database

MAPSS is thrilled to be able to present a LinkedIn training presentation by leading Social Media Recruiter and Speaker, Jim Durbin.

Jim Durbin is a veteran recruiter specializing in Social Media.  He is an experienced expert in using social media to hire premier candidates. In this 90 minute presentation, Jim demonstrates a step by step walk-through of how to use LinkedIn to source, connect and hire candidates.  If you want to see how effective Jim is at social marketing and SEO, Google “Jim Durbin Recruiter”!

LinkedIn is increasingly becoming the social network of choice for businesses and passive job-hunters.  In an age where e-mail and voicemail can easily be avoided, LinkedIn represents a new and exciting channel that many candidates prefer to use as an initial contact with recruiters. 

The Social Media Headhunter Series is a DVD training regimen based on live walkthroughs of social media tools.  Training is broken into easily understood chapters. 

Video playback by chapter allows for quick review of key points, giving the recruiter access to the information they most need.

Chapters for LinkedIn: The World's Database include:

1) Introduction to LinkedIn
2) Sourcing For Candidates
3) Connecting With Prospects: Messages That Work
4) Checking References Inside LinkedIn
5) LinkedIn Tools and Packages
6) The Salesman's Guide To LinkedIn
7) Do's And Don’ts Review
8) LinkedIn Marketing

LinkedIn has the potential to be a game changer in the recruiting field.  While most recruiters have signed up for LinkedIn, very few are using the site to hire more people.  Learn from one of the few trainers that runs a desk every day. 

The meeting will be at Doubletree Hotel and Conference Center.  There is ample free parking. Networking starts at 7:30 AM including a Continental breakfast and the program starts at 8:00 AM. The program will last 60-90 minutes, followed by a question and answer session, ending at 10:00 AM.

The cost including the LinkedIn DVD is $125.00 for MAPSS members and $150.00 for non-members.  M Firms must buy a minimum of one DVD ticket.  Additional attendees from a MAPSS member firm will be $50.00/person and $75.00/person for non members, without the DVD. Individual attendees must pay at the level including the LinkedIn DVD. Additional copies of the DVD will also be available.

We suggest you take a moment to register now.  This program will sell out and seating is limited!  www.MAPSS.net

My friend and fellow recruiter, Harry Joiner, is a great marketer.  And he recruits.  Harry's specialty is placing high level marketing and e-commerce executives nationally with great companies.

He knows how to get his name out where it matters.  He knows how to recruit people.  And he knows what his value to a company represents.

So, it's my job to source and submit the best and brightest candidates and then prepare them for anything in the interview process.  Which is why I will bury my candidates in market research, company briefs, industry forecasts, and the latest ebooks on SEO, SEM, email marketing, affiliate marketing, online merchandising, usability, web development, database marketing, CRM, web analytics, TV 2.0, and more.

And it's not uncommon for me to set up phone calls between my candidates and executives or consultants who have either worked for the hiring company or have an inside knowledge about the company and its competitors.  The exchange of market intelligence can get pretty spooky -- and it almost always amazes the hiring manager.

This is what I'm working to do with social media.  A candidate working with me is not just going to get a recruiter who asks what they want to make and calls three references.  I'm going to prepare you, and I'm going to challenge  you, and when you sit in front of that hiring manager, the two of you are going to have the best interview of your lives.

Otherwise, what are they paying me for?  But seriously - about Harry - he's top notch.  I'd use him. 

I'm giving a presentation on using social media in recruiting on Wednesday.  The sign-up is the MAPSS website (which is strangely moaps.com).

This is a mid-level strategy presentation with just enough secrets to let you walk away with something actionable.   It's for executives to understand what is coming, but recruiters will benefit from the social networking secrets I reveal.