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

Date: Tuesday, March 30, 2010
Time: 2:00 PM – 3:00 PM Eastern / 11:00 AM – 12:00 PM Pacific
Cost: Free
Who should attend: Corporate and Agency Recruiters; HR Vice Presidents, Directors and Managers

Register Here: https://www2.gotomeeting.com/register/828962123

Social media created an entire spectrum of new approaches for recruiting the best passive and active candidates. Companies large and small are quickly building their proprietary talent communities on Facebook, tweeting their jobs to multiple Twitter accounts, and searching profiles on LinkedIn. The number of company Facebook pages just surpassed 1.5 million mark and more than 10 million people connect to these pages a day.

The key to the successful social media recruiting strategy is to select the right mix of tools that delivers the maximum ROI across all social media channels.

In this webinar you will learn:

• How to power all your job postings with social media.
• How to accelerate the growth of your talent community.
• How to build and maximize visibility of your social media brand.
• How to automatically publish your jobs to your Facebook profiles and pages.
• How to distribute your jobs to Twitter and LinkedIn contacts and groups.
• How to efficiently leverage your social media footprint in referral hiring.
• How to manage your social media presence effectively.

This Webinar is sponsored by Jobmagic, a social media recruiting platform for automatic job publishing to social media sites, referral hiring and profile-based matching.

Space is limited.
Reserve your Webinar seat now at:
https://www2.gotomeeting.com/register/828962123

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…

I was thinking about the line from Field of Dreams “If you build it, they will come”.  For those of you too young to remember (or if you were living under a rock in the late 80′s/ early 90′s), the line refers to a ghostly voice instructing Kevin Costner’s character to build a baseball field in his corn field.  Which somehow summons the Chicago Black Sox (who happen to be dead – no, it’s not a zombie mashup, although that would have been kind of cool).  The point is, he built something amazing, and a whole team full of talent showed up.

Here’s my question: if you’ve build an amazing company/ product/ ball field in your cornfield, who’s going to make sure the team hears about it? They may be wandering around in the corn, but not know they way – or even be aware you exist.  You need the pull that Costner’s field had: something so desirable, so magical, that they couldn’t help themselves.  Get a great employment brand going, and the birds in the cornfield will be singing your praises. And that, my friend, will be how they know enough to come join your team.

From a Skype conversation Jindrich and I had about a candidate…
[5:29:49 PM] Jindrich Liska: Love the post!
[5:29:52 PM] Martin Burns: Cool!
[5:30:06 PM] Martin Burns: Just sent you a guy on LinkedIn – don’t know him, but he’s interested in the job
[5:30:09 PM] Martin Burns: sales, that is
[5:30:48 PM] Jindrich Liska: Thanks! the  magic of social media – the way it was meant to be
[5:31:19 PM] Martin Burns: absolutely. I put up a post on LinkedIn that fed to Twitter & Facebook.
[5:31:31 PM] Martin Burns: One of my followers retweeted
[5:31:37 PM] Martin Burns: He reached to me on Twitter
[5:31:45 PM] Martin Burns: And then sent me his LinkedIn profile
[5:32:01 PM] Martin Burns: And we’re talking about him on Skype
[5:32:02 PM] Martin Burns: awesome

Anyone who’s been involved in hiring – from either the candidate, or the recruiting side of things – has at some point encountered a shared frustration: “Why is this so (expletives removed) hard?”

It shouldn’t be.  From what I’m told, it used to be as simple as walking into a store with the help wanted sign in hand and saying you were their new clerk, or going with Uncle Wally to his club and meeting your new boss.  Kind of like a scene from Mad Men, minus the smoldering looks and innuendos.  Granted, those were the days when you’d work at that company until you retired with the gold (likely plated, but still…) watch.  Lower turnover meant companies could spend less time constantly interviewing, and the same went for their employees.

The downside was that you could get stuck – either with a job you hated, or a sub-par employee.  The new economy changed that – for better and for worse.  The upside is mobility.  The downside is… mobility. Constant job posting. Dialing candidate after candidate.  Applicants complaining of black holes when they sent their resumes in.

Soooo…. huzzah for social media. The days of clubby networking meetings, or just walking in the door with that sign in your hand may be gone, but Web 2.0 has brought the best part of that spirit back. Sites like Facebook, Twitter, LinkedIn are returning recruiting back to what it should be: conversations with interesting people about opportunities.  Only the clubs are international, and the meeting rooms are everywhere & can include anyone.

Social clubs on steroids, in other words.