5 Mistakes Recruiters Make On Twitter

When I signed up for Twitter in March 2008, I was a working as a busy Executive Recruiter and always seeking new ways to brand myself and the business I worked for, as well as ways to identify potential candidates. In those early days, I spent quite a bit of time learning how to connect, to build relationships and to find business benefits for the time that I spent online and on Twitter.

One of the biggest benefits I found was building an awareness of top talent in my local area – and worldwide – that I could consider for opportunities with my clients and “meeting” many awesome people that I believe I would never have come across through other channels – referrals included. As a result of building rapport and familiarity via Twitter, I was often able to reach out to my connections if there was an opportunity that I felt may be of interest or that they may know someone whom they’d like to refer – and they were more than willing to help. Personally, I never really used Twitter as a candidate sourcing method, although there are plenty of effective ways to use Twitter to identify talent to recruit.

Now, as a speaker, trainer and consultant working with companies and individuals on how best to use Twitter and other methods for recruiting top talent, I’m always on the lookout for best practices – and I’ve also come across quite a few “not so best practices” as well.

Below are five examples of “what not to do” on Twitter as a Recruiter.

1. Posting only job links

The best way to find the least value from Twitter as a Recruiter is to post only links to the jobs that you’re recruiting for. Why? Because just as no one would want to spend time talking with a Recruiter at a networking event who only spouted job links, they also don’t want to “talk” to them on Twitter.

Twitter is about engaging in conversation and adding value. Recruiters who only post job links typically have very few Followers and the visibility for all of those links they’re sharing is practically nil. These Recruiters are often the first to say “Twitter doesn’t work for recruiting”. At least not the way they’re doing it.

2. Protecting Tweets

Nothing says “I’m looking to build some mutually beneficial business relationships” like not trusting others with the information you share. Twitter is designed to be most effective when you’re able to access and participate in the larger conversation. Personally, I don’t follow accounts with protected tweets and they typically have very few Followers. Why? Because they’re doin’ it wrong.

3. Incomplete Bio/No Profile Photo/No Website Link

Want people to follow you on Twitter? Give them a reason to do so. You’ve got 160 characters to build interest, include keywords and share a bit about yourself. People make Follow decisions quickly on Twitter. If you’re not interesting or inviting, they’ll likely not connect. And for gosh sakes, give them a way to find out more about you/your company with a link to your careers page, company website or at least your LinkedIn profile. The Recruiter below is asking job seekers to get in touch with him, but provides no way to do so. My guess is – they’re not.

4. Engaging and Interacting Primarily With Other Recruiters

Many Recruiters who’ve given Twitter a shot and feel it’s not worth it may have joined and connected only with a few friends (other Recruiters) – and never really sought out or developed a following among people in the industries or professions in which they recruit. While Twitter can be helpful for finding other Recruiters for split opportunities (3rd party Recruiters), you won’t be able to find fish unless you fish where the fish are.

For example, take my favorite “anti-social” Recruiter – Jerry Albright. Jerry has long been a super successful Recruiter, but he regularly touts the lack of benefits he sees from Twitter.

Take a look at Jerry’s Twitter timeline, and most of his interactions are with other Recruiters and industry associates. However, many of the IT and Engineering types he recruits for are definitely on Twitter. In my opinion, the only thing standing between a Recruiter like Jerry and Twitter success is building a larger following and engaging more within the IT and Engineering communities. Jerry is funny, informative and shares legitimate job openings. It’s likely he could snag one of those illusive “passive candidates” for one of his openings who aren’t even looking, but follow him because of his humor and wit.

5. NOT Talking About What You Had For Lunch

I recently attended a Recruiting Conference where the VP of Talent Acquisition at a local Fortune 200 company mentioned that his company was not using Twitter as a part of their recruiting strategy because “we don’t want our recruiters tweeting about what they had for lunch”. While I would certainly agree that Recruiters (and other employees) need training and guidance on how to best represent themselves and their companies on Twitter, I think this VP has missed the point of Twitter. Being a “whole person” on Twitter and sharing hobbies, interests, photos and tidbits from daily life makes for a more interesting person to follow and can position a Recruiter to share job openings and company information with a broader community of Followers.

For example, Chris Hoyt – Talent Engagement & Marketing Leader at PepsiCo. – classifies himself as a “life streamer” and has built quite a following by sharing interesting and funny tweets from his work, family and personal life along with regular mentions of the brands that he works with and the jobs his team is recruiting for.

In summary, to make this “Using Twitter For Recruiting” thing work, DO the following:

  1. Engage and add value with your tweets.
  2. Take advantage of the ability to build your network – by allowing people to connect with and follow you.
  3. Provide good information in your Bio to encourage Followers and include an appropriate link to learn more about you/your company.
  4. Follow and engage with people in the professions and industries that you recruit for – in addition to friends and professional peers.
  5. Be yourself. People want to follow real people – not auto-tweeters or corporate robots.

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What do you see Recruiters doing wrong on Twitter – or what are some best practices you can share for recruiting success? Comments are appreciated!

Top 100 HR & Recruiting Industry Pros To Follow On Twitter (2011)

One of the more popular posts on this blog is “Who Should Recruiters Follow On Twitter? 100+ Suggestions“, so for this week’s “Top __” list, I’ve created an “updated and improved” version of that list to share with you.

The list includes a variety of professionals in the HR and Recruiting spaces – not just practitioners (although there are many). The list also includes consultants, a few pundits and maybe even a “thought leader” or two. In other words, it’s a good mix of people throughout the industry who share a variety of perspectives and includes many people who’s entire day-job is to study and share best practices with me and you.

Since there are many, many HR & recruiting professionals using Twitter, I wanted to try to create a “Top 100” list of people who are truly engaging and are providing value that is recognized by their Followers. As with prior lists I’ve created, my methodology is not perfect – but at least it’s consistent. To create this list, I looked at hundreds (yes hundreds) of Twitter accounts where Human Resources, HR, recruiting, etc. were mentioned in the person’s bio. (So if you’re not on this list and you think you should be, check your bio to ensure you have the right keywords included for which you want to be found.)

And while people are “ranked” on this list, it certainly doesn’t mean some are better than others. These tweeters come in all flavors. Some are verbose. Some savor their words – quality over quantity. Some share a lot of links. Some include quite a bit of their personal lives in their tweets. But all tweet about HR & recruiting at some point.

Methodology:

  1. Only individual accounts were included (i.e. no company accounts or multi-contributor accounts.)
  2. Accounts were ranked on number of Followers, Twitter Grader score, Klout and the number of Twitter Lists they have been added to by their followers. Each category was ranked 1 – 100 and weighted equally. My goal in using these measures was to not just look at who’s got the most Followers, but also their reach, influence and effect on their Followers.

Want to follow individuals on this list? Click on their Twitter name to check out their Bio and follow or click on this TweepML icon to see/follow the entire list.

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 Top 100 HR & Recruiting Industry Pros To Follow On Twitter (2011)

1. Jessica Miller-Merrell (CEO – Xceptional HR) @blogging4jobs

Follower: 58278                        Grader: 100            Klout: 77           Listed: 1388

 

2. William Tincup (CEO – Tincup & Co.) @williamtincup

Followers: 51007                        Grader: 100            Klout: 72            Listed: 958

 

3. Craig Fisher (Vice President, Sales – Ajax Social Media) @Fishdogs

Followers: 25045                        Grader: 100            Klout: 70            Listed: 893

 

4. Laurie Ruettimann (Principal Strategist – Starr Tincup) @lruettimann

Followers: 14327                        Grader: 100            Klout: 70            Listed: 893

 

5. Jennifer McClure (President & Chief Talent Strategist – Unbridled Talent LLC) @JenniferMcClure

Followers: 13494                        Grader: 100            Klout: 70            Listed: 1123

 

6. Jenny DeVaughn (Manager, Social Media & Employment Branding – Waste Management, Inc.) @JennyDeVaughn

Followers: 9648                        Grader: 100            Klout: 66            Listed: 1619

 

7. Steven Rothberg (President & Founder – CollegeRecruiter.com) @StevenRothberg

Followers: 88963                       Grader:  100            Klout: 60            Listed: 2190

 

8. Michael Long (Head of Culture Branding – Rackspace Hosting) @theredrecruiter

Followers: 22179                        Grader: 100            Klout: 64            Listed: 850

 

9. Meghan M. Biro (Principal & Founder – TalentCulture, LLC) @MeghanMBiro

Followers: 12941                        Grader: 100            Klout: 65            Listed: 848

 

10. Paul Debettignies (VP Recruiting & Co-Founder – HireCast Consulting) @MNHeadhunter

Followers: 8215                        Grader: 100            Klout: 70            Listed: 759

 

11. Bill Boorman (Founder – @BillBoorman) @billboorman

Followers: 8108                        Grader: 100            Klout: 69            Listed: 810

 

12. Jim Stroud (Director of Sourcing & Social Strategy – Bernard Hodes Group) @jimstroud

Followers: 11103                        Grader: 100            Klout: 68            Listed: 588

 

13. Margo Rose (Social Media Recruiter – Jackson National Life) @HRMargo

Followers: 8366                        Grader: 100            Klout: 66            Listed: 830

 

14. Gautam Ghosh (Product Evangelist – Qontext, Inc.) @GautamGhosh

Followers: 6495                        Grader: 100            Klout: 71            Listed: 880

 

15. Michael VanDervort (Social Media Community Manager – Publix) @MikeVanDervort

Followers: 11225                        Grader: 100            Klout: 64            Listed: 651

 

16. Joe Gerstandt (Speaker/Facilitator/Writer – joegerstandt.com) @joegerstandt

Followers: 9085                        Grader: 100            Klout: 66            Listed: 554

 

17. Morgan Missen (Head of Talent – foursquare) @mm

Followers: 13337                        Grader: 100            Klout: 65            Listed: 481

 

18. Mark Stelzner (Founder – Inflexion Advisors) @stelzner

Followers: 9152                        Grader: 100            Klout: 65            Listed: 578

 

19. Jason Buss (VP, Talent Acquisition & Diversity – Ameriprise Financial) @jjbuss

Followers: 45887                        Grader: 100            Klout: 56           Listed: 852

 

20. Bill Vick (Principal – Vick & Associates) @BillVick

Followers: 13108                        Grader: 100            Klout: 60           Listed: 742

 

21. Kevin W. Grossman (Chief Marketplace Evangelist – HRMarketer.com) @KevinWGrossman

Followers: 7857                        Grader: 100            Klout: 70            Listed: 469

 

22. Shally Steckerl (Executive Vice President – Arbita) @Shally

Followers: 11106                        Grader: 100            Klout: 64            Listed: 490

 

23. Steve Boese (Director, Talent Management Strategy – Oracle) @steveboese

Followers: 6941                        Grader: 100            Klout: 66            Listed: 589

 

24. Jim Durbin (Managing Principal – Social Media Talent) @smheadhunter

Followers: 7343                        Grader: 100            Klout: 62            Listed: 900

 

25. Moises Lopez (Health Sourcing Lead – Accenture) @Moiseslopez

Followers: 16474                        Grader: 100            Klout: 58            Listed: 568

 

26. Recruiting Animal (Recruiter – Self Employed) @animal

Followers: 6880                        Grader: 100            Klout: 65            Listed: 578

 

27. Mike Ramer (President – Ramer Search Consultants, Inc.) @MikeRamer

Followers: 11296                        Grader: 100            Klout: 55            Listed: 603

 

28. Irina Shamaeva (Partner, Chief Sourcer – Brain Gain Recruiting) @braingain

Followers: 14192                        Grader: 100            Klout: 52            Listed: 662

 

29. Rich DeMatteo (Co-Founder – Bad Rhino, Inc.) @CornOnTheJob

Followers: 5609                        Grader: 100            Klout: 66            Listed: 544

 

30. Amybeth Hale (Editor – The Fordyce Letter & SourceCon – ERE Media) @researchgoddess

Followers: 6561                        Grader: 100            Klout: 65            Listed: 479

 

31. Andy Headworth (Founder – Sirona Consulting) @andyheadworth

Followers: 6963                        Grader: 100            Klout: 65            Listed: 445

 

32. Greg Savage (Founder & CEO – Firebrand Talent Search) @greg_savage

Followers: 7557                        Grader: 100            Klout: 66            Listed: 371

 

33. Trish McFarlane (HR Business Partner – St. Louis Children’s Hospital) @TrishMcFarlane

Followers: 6899                        Grader: 100            Klout: 60            Listed: 634

 

34. Bryan Wempen (EVP & Candidate Experience Expert – PeopleClues) @bryanwempen

Followers: 16462                        Grader: 100            Klout: 63            Listed: 318

 

35. Kris Dunn (Partner & Chief Human Resources Officer – Kinetix) @Kris_Dunn

Followers: 6894                        Grader: 100            Klout: 64            Listed: 454

 

36. Charlie Judy (Global Director, Human Capital Strategic Development/Operations – Navigant Consulting) @HRFishbowl

Followers: 5492                        Grader: 100            Klout: 67            Listed: 421

 

37. Susan Strayer (Sr. Director Global Employment Brand & Marketing – Marriott International) @SusanStrayer

Followers: 8554                        Grader: 100            Klout: 53            Listed: 507

 

38. Harry Urschel (Executive Recruiter/CEO – e-Executives) @eExecutives

Followers: 8049                        Grader: 100            Klout: 57            Listed: 408

 

39. Thomas Shaw (Founder & Managing Director – Recruitment Director) @ThomasShaw

Followers: 19596                        Grader: 100            Klout: 44            Listed: 656

 

40. Chris Hoyt (Talent Engagement & Marketing Leader – PepsiCo) @TheRecruiterGuy

Followers: 8487                        Grader: 100            Klout: 51            Listed: 570

 

41. Geoff Webb (CEO – Radical Events) @radicalrecruit

Followers: 4798                        Grader: 100            Klout: 69            Listed: 311

 

42. Glen Cathey (Market Vice President – Kforce, Inc.) @GlenCathey

Followers: 6254                        Grader: 100            Klout: 59            Listed: 443

 

43. Stephanie A. Lloyd (Partner/Director Acquisition Team – Deloitte) @StephanieALloyd

Followers: 7308                        Grader: 100            Klout: 53            Listed: 448

 

44. Karla Porter (Director of Workforce Development & HR – Greater Wilkes-Barre Chamber of Commerce) @karla_porter

Followers: 5575                        Grader: 100            Klout: 60            Listed: 399

 

45. John Sumser (Principal Analyst – HrxAnalysts) @JohnSumser

Followers: 5256                        Grader: 100            Klout: 62            Listed: 397

 

46. Geoff Peterson (Managing Principal – General Lead) @GeoffPeterson

Followers: 32547                        Grader: 100           Klout: 45            Listed: 428

 

47. Matt Alder (Founder & Futurologist – MetaShift) @mattalder

Followers: 5094                        Grader: 100            Klout: 63            Listed: 349

 

48. Sarah White (Talent Acquisition Process & Technology Consultant – HCMFreelancer.com) @ImSoSarah

Followers: 4745                        Grader: 100            Klout: 56            Listed: 498

 

49. Sharlyn Lauby (President – ITM Group, Inc.) @sharlyn_lauby

Followers: 7686                        Grader: 100            Klout: 49            Listed: 454

 

50. Kirk Abraham (Partner – EASTeam) @EASTeam

Followers: 26757                      Grader: 100            Klout: 42            Listed: 408

 

51. China Gorman (CEO – CMG Group) @ChinaGorman

Followers: 5532                        Grader: 100            Klout: 58            Listed: 348

 

52. Lance Haun (Community Director – ERE Media) @thelance

Followers: 4145                        Grader: 100            Klout: 59            Listed: 395

 

53. Barry Deutsch (Partner & Executive Recruiter – Impact Hiring Solutions) @Barry_at_IMPACT

Followers: 10295                        Grader: 100            Klout: 49            Listed: 311

 

54. Jessica Lee (Vice President, Talent Acquisition – APCO Worldwide) @jessica_lee

Followers: 6445                        Grader: 100            Klout: 49            Listed: 471

 

55. Jason Averbook (CEO & Co-Founder – Knowledge-Infusion) @jasonaverbook

Followers: 4678                        Grader: 100            Klout: 64            Listed: 228

 

56. Josh Bersin (CEO & President – Bersin & Associates) @Josh_Bersin

Followers: 7494                        Grader: 100            Klout: 49            Listed: 322

 

57. Miles Jennings (CEO & Founder – Recruiter.com) @milesj

Followers: 5924                        Grader: 100            Klout: 57            Listed: 259

 

58. Harry Joiner (Ecommerce Recruiter – EcommerceRecruiter.com) @EcommerceJobs

Followers: 5567                        Grader: 100            Klout: 56            Listed: 268

 

59. Kelly Dingee (Strategic Recruiting Manager – Staffing Advisors) @SourcerKelly

Followers: 5743                        Grader: 100            Klout: 49            Listed: 376

 

60. Tracy Tran (Owner & CEO – Tran Recruiting, LLC) @tracytran

Followers: 3435                        Grader: 100            Klout: 64            Listed: 283

 

61. Peggy McKee (Owner/Sr. Recruiter – PHC Consulting) @salesrecruiter

Followers: 10183                       Grader: 100            Klout: 42            Listed: 350

 

62. Traci Deveau (Process Consultant – SilkRoad Technology) @Devoted2HR

Followers: 4238                        Grader: 100            Klout: 52            Listed: 370

 

63. Steve Browne (Executive Director of HR – LaRosas, Inc.) @sbrownehr

Followers: 4654                        Grader: 100            Klout: 54            Listed: 305

 

64. Sue Marks (CEO – Pinstripe, Inc.) @SueMarks

Followers: 6508                        Grader: 100            Klout: 50            Listed: 284

 

65. Ben Eubanks (HR Generalist – Pinnacle Solutions, Inc.) @beneubanks

Followers: 4050                        Grader: 100            Klout: 51            Listed: 388

 

66. Keith McIlvaine (HR Corporate Recruiter – Victaulic) @kufarms

Followers: 4688                        Grader: 100            Klout: 52            Listed: 290

 

67. Kristi Jones (HR Consultant – Self Employed) @kjoneskc

Followers: 5639                       Grader: 100            Klout: 49            Listed: 274

 

68. Naomi Bloom (Managing Partner – Bloom & Wallace) @InFullBloomUS

Followers: 3993                        Grader: 100            Klout: 54            Listed: 272

 

69. Karen Mattonen (CVO – HireCentrix) @HireCentrix

Followers: 6979                        Grader: 100             Klout: 50            Listed: 188

 

70. Kevin Wheeler (Founder & Chairman – Future of Talent Institute) @kwheeler

Followers: 4769                        Grader: 100            Klout: 52            Listed: 223

 

71. Jon Ingham (Author, blogger, consultant – Strategic HCM) @joningham

Followers: 5171                        Grader: 100            Klout: 43            Listed: 357

 

72. Peter Gold (Managing Director – Hire Strategies Limited) @petergold99

Followers: 5636                        Grader: 100            Klout: 50            Listed: 216

 

73. Carmen Hudson (Engagement Manager, Sourcing & Social Media Strategy – Recruiting Toolbox) @peopleshark

Followers: 3544                        Grader: 100            Klout: 54            Listed: 233

 

74. Chris Havrilla (Principal – Havrilla, LLC) @havrilla

Followers: 3807                        Grader: 100            Klout: 53            Listed: 220

 

75. Jeff Lipschultz (Principal – A-List Solutions) @JLipschultz

Followers: 4785                        Grader: 100            Klout: 42            Listed: 341

 

76. Adrienne Graham (Talent Acquisition Consultant – Hues Consulting & Management, Inc.) @talentdiva

Followers: 6722                        Grader: 100            Klout: 23            Listed: 319

 

77. Christa Foley (Recruiting Manager – Zappos.com) @electra

Followers: 6488                        Grader: 100            Klout: 44            Listed: 222

 

78. Shannon Seery-Gude (Vice President, Digital & Social Strategy – Benard Hodes Group) @seerysm

Followers: 4639                         Grader: 100             Klout: 49            Listed: 224

 

79. Darryl Dioso (Lead Consultant – Resource Management Solutions Group) @DarrylRMSG

Followers: 7791                        Grader: 100            Klout: 42            Listed: 209

 

80. Shauna Moerke (HR Administrator – The Outsource Group) @HR_Minion

Followers: 3351                        Grader: 100             Klout: 44             Listed: 320

 

81. Nora Burns (Principal/Sr. Consultant – Insightful Endeavors) @NoraBurns

Followers: 4177                         Grader: 100            Klout: 47            Listed: 218

 

82. Michael Specht (HR Technology & Enterprise 2.0 Consultant – Inspect Pty Ltd) @mspecht

Followers: 4222                         Grader: 100             Klout: 43            Listed: 235

 

83. David Graziano (Talent Acquisition Specialist – Social Recruiting Strategist) @DavidGraziano

Followers: 5119                        Grader: 100            Klout: 41            Listed: 220

 

84. Ryan Leary (Sourcing Science/Sourcing Lead – Kenexa) @ryanleary

Followers: 3611                        Grader: 100            Klout; 38            Listed: 294

 

85. Stacy Williamson (Recruiter – ESPN) @RecruiterStacy

Followers: 8700                        Grader: 96            Klout: 60            Listed: 246

 

86. Arie Ball (Vice President, Talent Acquisition – Sodexo) @Arie_Ball

Followers: 4082                        Grader: 100            Klout; 48            Listed: 162

 

87. Deirdre Honner (Associate Director, Human Resources – Calvin College) @theHRmaven

Followers: 3808                        Grader: 100            Klout: 35            Listed: 233

 

88. Ryan Estis (Chief Experience Officer – Ryan Estis & Associates) @ryanestis

Followers: 2753                        Grader: 100            Klout: 52            Listed: 156

 

89. Kimberly Roden (Director of Human Resources – Cover-All Technologies) @Kimberly_Roden

Followers: 2980                        Grader: 98.3            Klout: 62            Listed: 288

 

90. Mervyn Dinnen (Content & Community Manager – Jobsite) @MervynDinnen

Followers: 2775                        Grader: 98.2            Klout: 67            Listed: 213

 

91. Susan Burns (Director, Talent Acquisition & Diversity – Bonneville Power Administration) @TalentSynch

Followers: 3536                        Grader: 100            Klout: 31            Listed: 218

 

92. Glenn Gutmacher (Recruiter – Sourcing SWAT Team Group Manager & Talent Search Architect – Avenade) @gutmach

Followers: 3789                        Grader: 100             Klout: 34            Listed: 166

 

93. Lisa Rosendahl (Human Resources Director – Veteran’s Health Administration) @lisarosendahl

Followers: 3697                        Grader: 98.5            Klout: 48            Listed: 391

 

94. Robin Schooling (Vice President Human Resources – Louisiana Lottery Corporation) @RobinSchooling

Followers: 2685                        Grader: 98.1            Klout: 64            Listed: 244

 

95. Steve Levy (Managing Director, Technology & Social Media – Twiller-Moore) @LevyRecruits

Followers: 3201                        Grader: 97.8            Klout: 62            Listed: 293

 

96. Eric Peterson (Diversity & Inclusion Manager – Society for Human Resource Management) @EPetersonSHRM

Followers: 2793                        Grader: 98.3            Klout: 63            Listed: 213

 

97. Tim Sackett (Executive Vice President – HRU Technical Resources) @TimSackett

Followers; 3098                        Grader: 98.1            Klout: 58            Listed: 264

 

98. Duane Roberts (Technical Recruiter- Andiamo! Group) @DuaneRoberts

Followers: 4097                        Grader: 100            Klout: 34            Listed: 72

 

99. Cindy Ausman (Managing Partner – Gartner Partners, LLC) @CindyRecruiter

Followers: 3618                        Grader: 100            Klout: 31            Listed: 140

 

100. Franny Oxford (Vice President Human Resources – Leedo Building Solutions) @Frannyo

Followers: 2377                        Grader: 98.1            Klout: 67            Listed: 198

NOTE: If you’re wondering how you stack up, minimum number of followers to make the list – 2,377, minimum Twitter Grader score – 96, minimum Klout score – 23, minimum number of lists – 72.

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So who’d I miss? Who are your favorites – on or not on this list?

Required Reading For Recruiters – Recruiting 3.0 & 4.0 Explained

As a way to keep up with best practices and what’s new/next in the HR & Recruiting worlds, I read a ton of articles, blogs and tweets to try to keep up. And as a student of the game, I enjoy much of the content. I’m informed by a majority of it, challenged by some of it and inspired by a bit of it.

Today, I wanted to point you to a couple of articles that hit on all three of those categories for me. Some really awesome stuff written and posted on the recruiter resource and community – ERE.net – from Matthew Jeffery – Head of EMEA Talent Acquisition & Global Talent Brand at Autodesk.

The first article written a couple of months ago – “A Vision for the Future of Recruitment: Recruitment 3.0” – should be required reading for all recruiters and includes much of the content and ideas that Matthew shared in his fantastic opening keynote at the 2011 Spring ERE Expo. (Check out the video of Matthew’s presentation – which is well worth watching and thanks ERE for making it available!)

Today on ERE.net is a follow-up article from Matthew Jeffery titled “Recruitment 4.0: Crowdsourcing, Gamification, Recruitment as a Profit Center… and the Death of Recruitment Agencies!”.

In this post, Matthew nicely sums up the evolution of recruiting and shares his predictions for the future of Recruiting (4.0). Here’s an excerpt:

Recruitment 1.0 encompasses traditional recruiting over a huge timeline, including good old-fashioned fax machines, print advertising, (post, spray ,and pray), and Rolodexes moving into traditional ATSs. Recruiters more focused on processes than end results. The basic any-bum-on-any-seat philosophy.

Recruitment 2.0 saw the move onto online and using technology for recruitment purposes, including the advent of online job boards & online CV searches. While the technology moved forward, the traditional methodology of 1.0 was prevalent, including online post, spray, and pray candidate attraction (aka the recruitment lottery of let’s hope the right-ish person looks at the online advertisement, at the right time and feels willing to go to the effort to apply).

Both Recruitment 1.0 and 2.0 were/are fundamentally focused on the active job seekers, (applying to vacancies, on agency books, and those watching job boards like a possessed predator).

Recruitment 3.0 is a huge leap as it moves recruitment out of its comfort zone. The beating heart of 3.0 is the non-active/passive individual and a focus on “best talent” and building predictable talent pipelines. In addition, the philosophy of “everyone is a potential candidate so engage them” is central. 3.0 takes us into building engaged, two-way, free-conversation based, transparent communities. This is anchored by things like employment branding, marketing, and PR. 3.0 is not only concerned with building communities but mapping key competitors and seducing cream-of-the-crop talent with your brand and in-house opportunities.

So what exactly is Recruitment 4.0? Grab a cup of coffee (or a Diet Coke) and a snack and take a few minutes to read the rest of the article. It’s meaty stuff to chew on.

Regardless of the size of your company, to stay ahead of the game and compete for talent in the “new normal”, you’ve got to be thinking about how to evolve your recruiting practices. The information contained in these two articles by Matthew Jeffery would be great to utilize as a discussion starter with your recruiting team or CEO and as you’re thinking about goals, objectives and making plans for 2012 and beyond.

What do you think about some of the ideas presented? Are we really ready for Recruiting to become a profit center and to include games in our recruiting processes? Will job boards meet their (constantly predicted) demise? Will recruiting agencies no longer be necessary?

I’d love to know what you think.

2011 Fall Conference Speaking Tour: Illinois SHRM Conference August 21 – 23, 2011

It’s finally Fall Conference season!

Hopefully, you’ll have an opportunity to attend a few events to network, meet with a few vendors in an exhibit hall and learn from the keynote and concurrent sessions speakers.

First up for me this Fall is the 2011 Illinois SHRM Conference, which will be held August 21 – 23, 2011 in Oakbrook Terrace, Illinois, just outside of Chicago. The #ILSHRM11 organizers have really embraced social media to communicate prior to, during and after the conference and also to educate their attendees. They’re got a great blog covering ILSHRM happenings year-around and have scheduled a pre-conference Social Media Bootcamp on Sunday with Jessica Miller-Merrell, as well as an entire track of speakers covering social media from a variety of perspectives. I’m excited about being a part of the Social Media Track, where I’ll be speaking about “Using Social Media In HR to Attract, Recruit & Retain Talent”!

Below is a brief video describing some of the speakers and events I’m excited about attending as part of the Illinois SHRM Conference (Email subscribers will need to click through to view the video.)

If you’ll be attending, please be sure to connect and let’s meet in person!

Click HERE for a complete copy of the 2011 Illinois SHRM Conference brochure and HERE for a detailed listing of their concurrent sessions.

The Conference Board’s 2011 Future Leaders Conference (Discount Code)

If you’ve taken a look at my Speaking & Conference schedule for the next few months, you’ll see that I’ll be attending and/or speaking at several really great events. I’m excited about them all for a variety of reasons and each will provide its share of takeaways, new relationships and opportunities!

One upcoming event I’d like to highlight for you (and offer you a discount code) is the 2011 Future Leaders Conference in Chicago, Illinois September 14 – 15, 2011. The theme for the conference is – “Rethinking How We Attract, Identify, & Develop High Potential & Next Generation Leadership Talent” and this conference is put on by the good folks at The Conference Board.

At this conference, attendees will:

  • Explore best-in-class approaches to attract, identify, assess, and develop emerging leaders
  • Discuss leadership development strategies, methodologies, and tools used to meet the needs of high potential talent
  • Learn about unique challenges of next generation leadership development in emerging markets
  • Network with innovative leaders and discover new ideas to drive leadership development

Over the last couple of years, I’ve attended several Conference Board events and I can say with no hesitation that they are some of the highest quality, most well-run events around. Each of their conferences include great speakers (the majority of whom are practitioners) from leading companies sharing best practices and their experiences. The Future Leaders Conference will be no exception. Check out the lineup of some of the scheduled speakers:

Padma Thiruvengadam, former Vice President, Asia Pacific/Canada Operations – Oncology, Pfizer Inc.
Kirsten Aranda, Director – Talent Management, Boeing
Marc Wenzel, Vice President of Sales and Partnerships,ThinkWise Inc.
Melanie Tinto, Senior Director, Global Talent Management, Wal-Mart Stores, Inc.
Maureen A Gillan-Myer, SVP Human Resources – Regional Head of Resourcing & Talent, HSBC North America
Bonnie Fetch, Director, People and Organizational Development, Human Services Division, Caterpillar Inc.
Tim Toterhi, Senior Director, Global Learning & Development, Quintiles
Brian Fishel, SVP Enterprise Leadership Development, Bank of America
Gary Ranker, Ph.D., The Global Senior Executive Coach
Donny Huang, Managing Partner, 4stones Cross Cultural Consulting Group
Susan B. Greer, Director, Leadership, Education and Delivery Services, IRS Human Capital Office
Sandy Mobley, Owner, The Learning Advantage
Carolon Donnally, Management and Program Analyst, Leadership, Education and Delivery Services, IRS Human Capital Office
Susan Rusconi, Head of Leadership Development, Adobe Systems, Inc.
Ronald J. Alsop, Editor, Workforce Management
John Seely-Brown, Independent Co-chair, Deloitte Center for the Edge, and Visiting scholar and advisor to the Provost, University of Southern California

This conference is a “must attend” for Human Resources Leaders, Leadership Development Professionals, Talent Management Professionals and Senior Business Leaders interested in developing high potential talent, as well as those responsible for global human resources and diversity, talent acquisition, learning and employee development, and succession planning.

For more information, or if you’d like to register and join me at The Future Leaders Conference in Chicago September 14th – 15th, visit The Conference Board’s website – www.conferenceboard.org/futureleaders  or call (212) 339-0345.

BONUS: Enter the discount code JM1 to receive $500 off of the conference registration price.

 

Note: I’ll be attending the Future Leaders Conference as a guest of The Conference Board in order to share with my network and clients some of my learnings from the event. But I’m not asked to say/write anything other than my personal insights. Just wanted you to know.

Top 25 HR Blogs Written By Human Resources Practitioners (2011)

I’ve decided to start a new series here on the Unbridled Talent blog! <insert loud cheer from the crowd>

I’ll be creating weekly Top __ lists for the HR & Recruiting industry to share as resources with my readers – and also with the audience members at conferences and events where I’ll be speaking. Hopefully, these resource lists will provide some new contacts and information that may be helpful to HR and Recruiting professionals with their professional development and daily work.

One of the most frequent questions I’m asked is is – “Who are some true HR practitioners – people working in the trenches with titles like HR Manager, HR Director, VP of HR, CHRO, etc. – that blog about HR issues?“. In the past, I’ve shared a few of my personal favorites, but I wanted to somehow quantify my recommendations to ensure that I’m directing people to some of the best resources on the web.

Let me say upfront that the methodology I’ve used is not perfect. Free online tools don’t always provide the best data, but hopefully by scoring everyone on the same scale, the list can be useful. For more information on the tools and methodology used to compile this list, the details are at the bottom of this post.

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Don’t think you have the time to blog and do it effectively while grinding away in your Human Resources role? You may not, but many of your peers are making the time! To be included near the top of this list certainly takes some dedication, high quality content and longevity as a blogger. However, the following HR pros regularly take the time to share their wisdom, experiences and successes/failures for you and I to learn from. Check out the list to see if you can find any new favorites!

Want to subscribe to all 25 blogs in Google Reader? Here’s a blog bundle with all included and a one click subscribe option HERE.

Top 25 HR Practitioner Blogs of 2011

1.  The HR Capitalist – (Kris Dunn, SPHR) – Chief Human Resources Officer & Partner, Kinetix

Birmingham, Alabama

Average Posts Per Week – 4.70  Average Comments Per Post 5.17

Google Page Rank – 6  Alexa Global Rank – 693,008  Back Links – 256

 

2.  HR Ringleader – (Trisha McFarlane) – HR Business Partner, St. Louis Children’s Hospital

St. Louis, MO

Average Posts Per Week – 2.75  Average Comments Per Post – 2.75

Google Page Rank – 4  Alexa Global Rank – 990,624  Back Links – 81

 

3.  HR Fishbowl  – (Charlie Judy, SPHR, CPA) – Global Director, Human Capital Strategic Development/Operations, Navigant Consulting

Chicago, IL

Average Posts Per Week – 1.95  Average Comments Per Post 3.47

Google Page Rank – 3  Alexa Global Rank – 1,640,774  Back Links – 29

 

4.  upstartHR – (Ben Eubanks) – HR Generalist, Pinnacle Solutions, Inc.

Huntsville, AL

Average Posts Per Week – 1.61  Average Comments Per Post 1.64

Google Page Rank – 4  Alexa Global Rank – 1,392,791  Back Links – 75

 

5.  Shauna Moerke is… The HR Minion – (Shauna Moerke, PHR) – HR Administrator, The Outsource Group

Orlando, FL

Average Posts Per Week – 1.26  Average Comments Per Post 2.45

Google Page Rank – 4  Alexa Global Rank – 2,928,044  Back Links – 49

 

6.  Simply Lisa – (Lisa Rosendahl) – Human Resources Director, Veteran’s Health Administration

St. Cloud, MN

Average Posts Per Week – 0.34  Average Comments Per Post 3.33

Google Page Rank – 4  Alexa Global Rank – 3,481,136  Back Links – 82

 

7.  Lean HR – (Dwane Lay, MBA, SSBB, SPHR) – Manager, HR Global Operational Excellence, Ingersoll Rand

St. Louis, MO

Average Posts Per Week – 4.93  Average Comments Per Post 0.93

Google Page Rank – 3  Alexa Global Rank – 3,253,580  Back Links – 28

 

8.  HR Schoolhouse – (Robin Schooling, SPHR) – Vice President of Human Resources, Louisiana Lottery Corporation

Baton Rouge, LA

Average Posts Per Week – 3.21  Average Comments Per Post 1.82

Google Page Rank – 3  Alexa Global Rank – 4,086,289  Back Links – 14

 

9.  The HR Juggler – (Alison Chisnell) – Group HR Director, Informa Business Information

United Kingdom

Average Posts Per Week – 1.38  Average Comments Per Post 5.08

Google Page Rank – 3  Alexa Global Rank – 2,946,077  Back Links – 7

 

10.  Welcome To The Occupation – (Paul Smith) – Human Resources Manager, Delaware Valley Regional Planning Commission

Philadelphia, PA

Average Posts Per Week – 1.72  Average Comments Per Post 1.33

Google Page Rank – 3  Alexa Global Rank – 4,902,675  Back Links – 39

 

11.  The HR Maven – (Deirdre Honner, SPHR) – Associate Director Human Resources, Calvin College

Grand Rapids, MI

Average Posts Per Week – 0.57  Average Comments Per Post 1.60

Google Page Rank – 4  Alexa Global Rank – 6,023,957  Back Links – 32

 

12.  The Tim Sackett Project – (Tim Sackett, SPHR) – Executive Vice President, HRU Technical Resources

Lansing, MI

Average Posts Per Week – 2.75  Average Comments Per Post 1.17

Google Page Rank – 3  Alexa Global Rank – 3,566,144  Back Links – 10

 

13.  change-effect – (Neil Morrison) – Group HR Director, Random House

United Kingdom

Average Posts Per Week – 0.69  Average Comments Per Post 10.83

Google Page Rank – 3  Alexa Global Rank – 6,550,349  Back Links – 8

 

14.  No Excuses HR – (Jay Kuhns, SPHR) – Vice President of Human Resources, All Children’s Hospital

Tampa, FL

Average Posts Per Week – 3.79  Average Comments Per Post 2.73

Google Page Rank – 2  Alexa Global Rank – 4,216,142  Back Links – 11

 

15.  H.R. Official – (Dave Ryan, SPHR) – Director of Human Resources, Mel-O-Cream Donuts International, Inc.

Springfield, IL

Average Posts Per Week – 1.03  Average Comments Per Post 3.00

Google Page Rank – 4  Alexa Global Rank – 4,455,574  Back Links – 5

 

16.  Everyday People – (Steve Browne, SPHR) – Executive Director of HR, LaRosa’s Pizza

Cincinnati, OH

Average Posts Per Week – 0.92  Average Comments Per Post 3.13

Google Page Rank – 3  Alexa Global Rank – 6,710,519  Back Links –  4

 

17.  Unconventional HR – (Kimberly Roden) – Director of Human Resources, Cover-All Technologies

New York, NY

Average Posts Per Week – 0.11  Average Comments Per Post 10.00

Google Page Rank – 3  Alexa Global Rank – 7,834,773  Back Links –  6

 

18.  tHRyving – (Kelly Long) – HR Project Lead, Rackspace Hosting

San Antonio, TX

Average Posts Per Week – 0.11  Average Comments Per Post 1.00

Google Page Rank – 3  Alexa Global Rank – 4,932,055  Back Links –  11

 

19.  The HR Introvert – (Timothy Gardner) – Director Organizational Effectiveness, Kimberly Clark

Atlanta, GA

Average Posts Per Week – 1/15, Average Comments Per Post 0.30

Google Page Rank – 3,  Alexa Global Rank – 9,599,028, Back Links – 8 TimJGardner

 

20.  HR Soot – (William Gould, CEBS, SPHR) – Chief People Resources Officer,  Winona Health

La Crosse, Wisconsin

Average Posts Per Week – 0.34  Average Comments Per Post 2.33

Google Page Rank – 3  Alexa Global Rank – 8,036,037  Back Links – 5

 

21.  HR Insomniac – (Dawn Hrdlica-Burke, PHR) – Vice President of People, DAXKO

Birmingham, AL

Average Posts Per Week – 0.69  Average Comments Per Post 2.00

Google Page Rank – 2  Alexa Global Rank – 6,813,717  Back Links – 7

 

22.  Do The Work  – (Franny Oxford) – Vice President of Human Resources, Leedo Building Solutions

Houston, TX

Average Posts Per Week – 0.34  Average Comments Per Post 1.33

Google Page Rank – 2  Alexa Global Rank – 9,886,002  Back Links – 17

 

23.  HR whY? – (Steve Geraghty-Harrison) – Human Resources Manager, exp Global, Inc. 

Tallahassee, FL

Average Posts Per Week – 0.23  Average Comments Per Post 0.00

Google Page Rank – 3  Alexa Global Rank -13,916,326  Back Links – 14

 

24.  Victorio Milian – (Victorio Milian, SPHR) – Associate General Manager of Talent, The Disney Store

New York, NY

Average Posts Per Week – 0.57  Average Comments Per Post 0.40

Google Page Rank – 3  Alexa Global Rank – 10,382,871  Back Links – 5

 

25.  HD Leader – (Jeff Williams, PHR) – Human Resources Project Manager, Walmart

Chicago, IL

Average Posts Per Week – 2.07  Average Comments Per Post 0.33

Google Page Rank – 2  Alexa Global Rank – 12,169,766  Back Links – 7

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Who’s missing from the list that you would include? Please share any additions and comments in the Comments section!

I searched the world wide web, blog rolls of popular bloggers and other Top HR blog lists, but couldn’t find an HR practitioner blogger west of Texas or outside of the UK. I know that’s got to be wrong, so please help to make sure everyone is included!

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Ranking Methodology:

  1. Title, Company Name & Location were all taken from LinkedIn Profiles.
  2. Average Posts Per Week and Average Comments Per Week were calculated between the date range of June 1, 2011 – July 31, 2011 (61 days).
  3. Google PageRank was used to consider the blog’s long-term performance and “importance”. PRChecker.info was used to obtain PageRank results for this list.
  4. Alexa Global Rank & Back Links were obtained at Alexa.com. (Note: Alexa rankings are known to be often inaccurate, but hopefully are an effective enough means to measure some level of how popular a site is and the level of ‘authority’ due to link backs from other sites.)