Date: Wednesday, October 5, 2011
Time: 2:00 PM – 3:00 PM Eastern / 11:00 AM – 12:00 PM Pacific
Cost: Free
Who should attend: Talent Acquisition Directors and Managers, Corporate and Agency Recruiters; HR Vice Presidents, Directors and Managers; Social Media Managers

Register:
https://www2.gotomeeting.com/register/999653250

Currently, over 85% of companies are using social media for recruiting on Facebook, LinkedIn and Twitter. For a successful social recruiting strategy, it’s important to select the right mix of tools that deliver maximum ROI.

Join Jindrich Liska, CEO of Jobmagic, and learn how Jobmagic’s social media recruiting platform saves you time, money and frustration, while filling your positions and reinforcing your brand.

In this webinar you will learn how Jobmagic can help you to:

• Tap into 750M+ engaged users on Facebook, the largest social network in the world.
• Embed career videos and other interactive brand features in your job postings.
• Empower your employees to drive referral hires.
• Enable recruiters to efficiently leverage their social networks.
• Reach candidates on 300+ social networks with social media optimized job postings.
• Automatically publish jobs to Facebook, LinkedIn and Twitter.
• Accelerate the growth of your qualified top talent pool.

Learn how most admired employers such as Walt Disney, VMware and TJX Companies leverage Jobmagic to hire the best talent. Jobmagic all-in-one platform includes referral hiring, talent network management, automated job publishing and crowdsourcing. Jobmagic is used by companies of all sizes from Fortune 500 to startups, across all industries and by direct employers as well as staffing firms.

Space is limited.
Reserve your Webinar seat now at:
https://www2.gotomeeting.com/register/999653250

Frank Herbert opened his classic “Dune” with this line: “A beginning is a delicate time.”  That applies to recruiting all the time.  There are few roles out there that require meeting strangers on such a regular basis. In this, and in other areas, we are close cousins to sales people.

It used to be fairly standard. You had a phone, a job order, and some means of keeping notes.  You’d get comfortable with the job order, and compare it to your stack of candidates (back when I started, that was a literal stack – of paper). You’d reach out to the closest matches, discuss the role, and either present them to the client if it made sense, or get referrals from them of people who might be better fits. You’d also be calling people who weren’t active, but that you had some contact with in the past, and asking similar questions. The second bit – the referrals – meant introducing yourself to a lot of strangers.

This still goes on – now it’s a database of people you keep track of, and the way you talk to your network may be as much by phone as it is electronic (from e-mail to DMing on Twitter, etc). The key thing is, when it’s not over the phone or in person, how personal your introduction becomes.  If you approach a stranger and invite them to join one of your social networks, do you use the script that was left in by the service (because, “[a stranger] would like to be in your network” sounds so compelling)? If you don’t, give yourself a pat on the back. If you use the generic intro, stop that.  Seriously – you’re losing a golden time to make a good impression, and increasing your chances of them actually accepting the invite.  Which is kinda the point of the invite going out. Don’t lose all that sourcing time because you didn’t want to spend a minute personalizing.

Now: what about Twitter? It’s easy to follow someone there. If their network’s big enough, they won’t even notice the follow.  Does it make sense to let them know?

That’s murkier. Hardly anyone does it, and it might seem a bit presumptuous, but as a way to get someone’s eyes on you it’s pretty good.  As social media analyst Jeremiah Owyang (@jowyang), says: “You should only follow people who you trust, you think are interesting, or that you learn from”.  A quick note to that affect (ie, I think you’re interesting and would like to hear what you have to say) can have high-impact. There’s also a decent chance they’ll follow you back.  Which means they’ll see those nifty social media enabled job postings you’re getting out there…. and spread them across their Twitterverse…