Join Me: BrazenU’s Online Social Recruiting Bootcamp 11/7 – 18

If you’re interested in learning more about social recruiting, social recruiting strategy and employment branding, there’s a great opportunity coming up for you to do so. It’s online, affordable, you can access the training on your own time AND you can get HRCI certification credits!

Brazen Careerist is offering a Social Recruiting Bootcamp that will run November 7 – 18, 2011, with multiple sessions that will be available live and recorded for future listening. I’m excited to have been invited to do one of the sessions – “The Future of Recruiting” with my friend and HR/Social Media Strategist, Laurie Ruettimann.

I don’t think you can beat the price for this multi-day learning event and I hope you’ll consider joining us to learn more about Social Recruiting!

BrazenU’s Social Recruiting Bootcamp (November 7 – 18, 2011):

This November 7-18, BrazenU’s Social Recruiting Bootcamp will teach you how to use social media to ENGAGE with your target recruiting audience, create the content and message to CONNECT with top talent and implement the strategy to make the right HIRE, fast.

We know end of year is a busy time for recruiters, so this course offers the flexibility to either participate in live sessions or access the program materials at a time that fits your schedule — all at a fraction of the cost of typical in-person conferences. And, the course has been approved for 6.0 (General) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute.

Classes/Speakers include:

  • “Building Your Social Recruiting Strategy” with Steve Boese, Director of Talent Management Strategy at Oracle and Susan Strayer, Founder at Exaqueo
  • “Recruiting on LinkedIn: Taking You to the PhD Level” with Mike O’Neil, Founder of Integrated Alliances and Lori Ruff, Chief Learning Officer, Lead Social Media Coach and Senior Trainer of Integrated Alliances
  • Live Power Lunch Q&A Call with Tracy Brisson, Founder of One2Many Consulting and Jason Warner, Principal at Recruiting Toolbox
  • “The Future of Recruiting” with Laurie Ruettimann, Principal HR and Social Media Strategist at Starr Conspiracy and Jennifer McClure, President of Unbridled Talent LLC (I hear this session will be awesome!)
  • “Going Deeper with Facebook and Twitter” with Jennifer Hasche, Technical Recruiter at Intuit and Margo Rose, Social Media Recruiter at Jackson National Life
  • “Maintain Your Employer Brand through Your Candidate Experience” with Christa Foley, Senior HR Recruiter at Zappos and Brandis Paden, Recruiting Supervisor at Zappos
  • Live Power Lunch Q&A Call with Brianna Foulds, Head of Talent Acquisition, Oakley and Avery Block, Senior Recruiter at Yum! Inc. (Taco Bell, KFC, among others)

Registration: $245 and only $195 for current SHRM members

Download/print this PDF for a program outline, list of speakers/moderators and learning objectives for each session.

Click HERE to register for BrazenU’s Social Recruiting Bootcamp


Best Practices In Recruiting With Social Media [Slideshare]

This Fall, I’ve had the pleasure of attending and speaking at five State SHRM Conferences (Illinois, Florida, Indiana, Colorado & Minnesota) about the topic “Using Social Media for HR & Recruiting” – and I’ve enjoyed every minute of it! I’m so excited to see continued and growing interest and enthusiasm from human resources & recruiting pros around learning more about how to utilize social media as part of their day-to-day activites.

To address that growing interest, a couple of the conferences I’ve attended – Illinois & Colorado – scheduled a full day of social media related sessions with presenters covering the topic from a variety of angles (including HR, recruiting, legal, usage by unions, etc.).

Last week, I spoke a the Minnesota SHRM Conference, and they included two day’s worth of social media offerings! On Day 1, I presented two sessions – “Using Social Media in HR: Attract, Recruit, Retain” and “Best Practices In Recruiting With Social Media” and my friend and favorite @MNHeadhunterPaul DeBettignies – took over on Day 2, covering “Rocking LinkedIn: Profiles, Connections, Sourcing & Recruiting” and “Social Media for Recruiting: Let’s Get Doing”.

I thought I’d share my slide deck for the “Best Practices In Recruiting With Social Media” session in an effort to highlight some of the Minnesota employers (plus a few others) whom I believe are doing some cool and interesting things with their use of social media for recruiting and employment branding.

Highlighted Companies:

Careers Site:
Best Buy
UnitedHealth Group
The Nerdery

General Mills Careers
The Nerdery

UnitedHealth Group
Mayo Clinic

Daxko Nation
EMC Corporation Community
Lisa Rosendahl blog (one of my favorite Minnesota HR pros)

General Mills

Deluxe Corporation Company Profile
Sodexo Careers Group


The companies listed above are just a few of the ones that I often highlight in many of my presentations.

What other companies would you suggest that are really innovative in utilizing social media with their HR, recruiting and/or employment branding efforts? Share some examples with us in the comments section!

Sign Me Up For “The Recruitment Revolution”

Thanks to the good folks at Talent Management Magazine and MediaTec Publishing, Inc. I’ll be sharing some of my insights and ramblings a couple of times each month on their new recruiting and talent management blog!

My first post – “Three Investments To Make In Future Recruiting Success When Hiring Takes a Break” – was published on the site yesterday and if you like what you see here on Unbridled Talent, then I’m hoping you’ll also like what you see there.

So head on over to the Talent Management website and check it out. And while you’re there, be sure to subscribe to the Talent Management Magazine blog to stay informed about “The Recruitment Revolution”!


Here’s a taste of my first post to get you started…

Three Investments To Make In Future Recruiting Success When Hiring Takes a Break

With recent reports of zero job creation in August 2011 and a still struggling economy, it’s clear that many companies have either shuttered their recruiting function until things improve or are throttling back their efforts heading into the final months of the year. As a result, more than a few recruiters may find that they have some extra time on their hands and need to find ways to continue to add value within their organizations.

Three high-impact opportunities to focus on include:

1. Review your careers site through the eyes of a potential applicant

2. Use social media to build virtual (and real) relationships with potential candidates

3. Volunteer for cross-functional teams and spend time with hiring managers

Click here to read the full post…


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.


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.


  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.


 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 – @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

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 – @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 – @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 – @milesj

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


58. Harry Joiner (Ecommerce Recruiter – @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 – @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.


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 – – 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 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.

Making Social Media Work in Recruiting – FREE Webinar 3/30/11

March appears to be the month of the FREE webinar here at Unbridled Talent and I’d like to make you aware of another opportunity to listen in!

The March 30th webinar  – Making Social Media Work in Recruiting – is sponsored by Recruiting Trends® and is part of their Best Practice Webinar Series 2011.

I’m excited to be a co-presenter along with the lovely and talented Carmen Hudson – Engagement Manager, Sourcing & Social Media Strategy at Recruiting Toolbox and CEO/Founder of Carmen is someone that I have learned from and admired through her experiences in Recruiting and Sourcing at Yahoo!, Starbucks and now Recruiting Toolbox and she has also been an inspiration to me as a female entrepreneur – founding tweetajob in 2009.

There should be plenty of time for Q&A as part of this webinar, so please join us, ask a question and contribute to the conversation! Webinar details and Carmen’s bio from the Recruiting Trends® website are listed below.

Join us on Wednesday, March 30 1 PM – 2 PM EDT for this insightful webinar

Register Now – at no charge to you!

As a recruiter, you’re all about finding the right person for the right job at the right time and the quality of your talent pipeline is what makes you successful!

You depend on access to several mediums to find the best candidates, and for many this includes social media.

But how do you decide which of the many social media platforms and sites are right for you and your organization? And how do you stay current?

Twitter, LinkedIn, Facebook, YouTube to name a few are all great resources for sourcing and recruiting. Each platform has its own unique demographic and you’ll want to consider each audience when making the decision as to which application(s) will give you the best results in your sourcing and recruiting efforts.

Join Carmen Hudson Engagement Manager, Sourcing and Social Media Strategy at Recruiting Toolbox and Jennifer McClure President of Unbridled Talent as they share with you some of the most common considerations and elements when using social media to recruit top talent.

During this 60 min event they will address:

  • How to Create an Online Presence – Reflecting Who You Are
  • How to Make the Most of Your ‘Social’ Time
  • Why it is important to Individualize Your Approach
  • The importance of staying Authentic
  • And much more

You will receive expert advice on proven success and failures using today’s Social Media platforms!

Register now to listen to this insightful fast-paced webinar, yours to enjoy at no cost.


Carmen Hudson, Engagement Manager – Sourcing and Social Media Strategy

Carmen Hudson draws from over 15 years of recruiting experience, with a strong focus on helping organizations attract, source and recruit top talent. Carmen’s expertise is in helping clients build the right sourcing and recruiting strategies, and then implementing them in the real world of limited budgets, competing priorities, and highly competitive recruiting environments. She consults and trains companies to help them leverage high ROI solutions for big sourcing, social media, and technology implementation initiatives.

Carmen is a self-described “recruiting geek” who has spent years learning, creating, and sharing best practices around sourcing. She gets that technology – for all of its hype – is still a means to an end, not an end in itself. Her corporate experience includes Yahoo!, where she was Senior Manager, Talent Acquisition. At Yahoo! she led the strategic sourcing team, revitalizing the employee referral program and Yahoo’s employer brand. The team was awarded a coveted Yahoo! Superstar Award, an ERE Excellence award and various recruiting and advertising industry awards. Prior to joining Yahoo!, she was manager, Global Strategic Sourcing for Starbucks Coffee Corporation, where she developed sourcing strategies and recommended resources and tactics to support U.S. retail management hiring. She has also held senior talent acquisition roles at Microsoft, and Capital One and founded a social recruiting technology company.

Carmen is a regular contributor to recruiting industry publications, including ERE Exchange and Recruiting Trends. She is a frequent speaker at recruiting events, including the Social Recruiting Summit, Kennedy Online Recruiting Conference and the Seattle Staffing Management Association.  Carmen earned a degree in journalism from Northwestern University.

Carmen Hudson on LinkedIn
Carmen on Twitter: @peopleshark

Carnival of HR – Online Degree Edition

I’m so excited! It’s time for me to host the famous Carnival of HR for the first time!

It’s also the midpoint of summer here in the US, meaning it’s almost time for the kiddos to head back to school (which according to Staples – and many parents – is the most wonderful time of the year), so I’ve got class schedules and degree programs on my brain as the parent of an incoming freshman at THE Ohio State University. (Go Buckeyes!)

In the spirit of education, I thought I’d whip up a quick online degree program for HR Pros, Recruiting Rockstars and Talent Management Geeks everywhere by organizing the great Carnival of HR submissions I received into an educational opportunity and featuring some great bloggers Teachers just for you!

So grab your assigned seat, take out your pen and paper, bring some chocolate an apple for your Host and check out all of the posts! I’m confident you’ll find some great new blogs and bloggers you’ve not yet discovered and you’ll also be a wiser and more educated professional for having done so.


Corporate Culture

Leadership Belief and Building ‘People-Centric’ Culture – Professor Tanmay Vora of QAspire Blog.

Class Summary: The Leader’s choice to treat people as “humans” or as “resources” and how that can affect an organization’s culture.

The Perfect Corporate Culture Doesn’t Exist – Professor Jennifer V. Miller from The People Equation.

Class Summary: Explore how even the best of corporate cultures aren’t perfect.

Diversity & Inclusion

Inclusion Measurement – Tracking the Intangible – Professor Erik Samdahl of The Productivity Blog.

Class Summary: Learn some indirect measurements for gauging inclusion success in an organization.

The Act of Including – Professor Joe Gerstandt of Our Time to Act.

Class Summary: The not so fine line between being unintentionally exclusive versus being deliberate, intentional and proactive about being inclusive.

Employee Benefits

Survey Says: Employees Don’t Want Their Benefit Information Tweeted – Professor Lexi Ruben from the Precept Employee Benefits Blog.

Class Summary: To tweet or not to tweet benefits information? That is the question.

Employee Relations

Anniversaries Matter. Jobs Matter More. – Professor Kari Quaas of the Seasonal Human Resources Blog.

Class Summary: Don’t be schmucks.

Rehire Fired Employee? – Professor Susan M. Heathfield from the Human Resources Blog on

Class Summary: How following the recommended steps for firing an employee might influence that decision.

Why Do Companies Punish Whistleblowers? – Professor Suzanne Lucas from the Personal Success Blog on BNET.

Class Summary: Establishing a process for reporting and investigating problems within your company to keep communication lines open.

Global Human Resources

Future Imperative – Professor The HRD of My Hell is Other People.

Class Summary: Discuss the seismic changes taking place and globalization of work – and whether or not organizations are prepared.

Salary Inflation II – Professor Frank Mulligan of the Talent in China blog.

Class Summary: Explore the effects and consequences that recent increases in wages in China are having on the nation’s & region’s economy.

Upside of a Global Organization – Professor Amy Wilson from the TalentedApps team.

Class Summary: Learn about some of the challenges and tremendous leverage of working in global teams.

HR Technology

Top Three Challenges of Implementing an HR Automation Software – Professor Gireesh Sharma of the Grasp e-Marketing blog.

Class Summary: Review the top 3 challenges during the software implementation cycle based upon Gireesh’s experience.


Make Sure You “Hug” Your Top Performers During Times of Change – Professor Dan McCarthy from Great Leadership.

Class Summary: The importance of not taking top performers for granted and making sure they know they’re valued.

Responsibility and Leadership – Professor Wally Bock of Three Star Leadership Blog.

Class Summary: When Dwight Eisenhower gave the order to launch the D-Day invastion, he faced the real possibility that things could go wrong. But he was willing to take the responsibility.

Stop Trying to Make Others Happy – Professor Mary Jo Asmus of Aspire Collaborative Services.

Class Summary: Personalizing rewards and recognition to motivate employees.

Legal & Compliance

Dear Evil Skippy: The FMLA Expands Family Trees – Professor Jim of Evil Skippy at Work.

Class Summary: FMLA definitions, communication and navigation. (Note: This required class is sure to be a riot. Good times.)

What You Need to Know About Floating Holidays – Professor Kim Urban of Kim’s HR Potpourri blog.

Class Summary: The intricacies of handling Floating Holidays in the state of California.

Organizational Psychology

Trains and Perception – Professor Steve Boese of Steve’s HR Technology blog.

Class Summary: What we call programs and activities in our organizations can influence the perception of their importance as well as the approach and enthusiasm of the people involved.

$5000 or a Stranger’s Happiness? – Professor Drew Tarvin of Humor That Works.

Class Summary: Learn how surrounding yourself with happy (or unhappy) people impacts you.

Performance Management

Performance Management is a TOOL and not a CHORE – Professor Cathy Missildine-Martin of Profitability Through Human Capital blog.

Class Summary: Decide whether Performance Appraisals should be 1 question, 3 questions or 435…


In Defense of Recruiters – Professor Bill Boorman of Norton Folgate: The Recruiting Unblog.

Class Summary: 5 ways to fix the process and build better relationships between Recruiters and HR departments.

The Need for Speed – Professor Mervyn Dinnen of T Recs.

Class Summary: Debate whether finding the “best” candidate for clients is hindered by expectations of speedy submissions.

Social Media for HR/Recruiting

Developing a Social Recruiting Strategy: From Bigot to Believer – Professor R.J. Morris substitute teaching for yours truly right here on the Unbridled Talent blog (good stuff in case you missed it).

Class Summary: Case study of one man and one company’s approach to developing a social recruiting strategy.

How to Get Started in Social Media with Mike Vandervort – led by Professor Ben Eubanks of UpStartHR.

Class Summary: Learn how HR practitioner Mike Vandervort is using social media to create a competitive advantage for his employer.

We’re Social Media Hippies Who Live in Mamby-Pamby Land. I can dig that. – Professor Kevin W. Grossman of HR Marketer Blog.

Class Summary: Explore the risks and the values of using social media in the workplace – while saying cool words like Mamby-Pamby.

Talent Management

If Lebron Went Corporate: A Cautionary Tale – Professor Aaron Ziff from the Respectful Workplace Blog. Class Summary: Talent management lessons from the real-world case study featuring basketball hero or zero (you decide) Lebron James.

Talent Management Best Practices for a Post-Recession World – Professor Lois Melbourne of Aquire.

Class Summary: Talent strategies to keep your top talent as the economy improves and employees have more choices.

There Is No “I” in “Team”. But There Is a “Me”. – Professor Benjamin McCall of ReThink HR.

Class Summary: Talent Management and succession planning lessons from the world of sports.

Tour de France’s Lessons for Human Resources and Management – Professor Michael D. Haberman from HR Observations.

Class Summary: Review some lessons from the Tour de France related to talent, teams and planning that are important for businesses today.

Talent Selection

How to Hire People Who Understand the Values of Your Organization – Professor Amit Bhagria of Young HR Manager.

Class Summary: Review a case study and examples of how to shift the focus of your interview process to asking questions that reveal a candidate’s self beliefs and value system.

Low Performers Are Laid Off First – Professor Chris Young of the Maximize Possibility Blog.

Class Summary: The importance of pre-employment assessment validity.

Winning the War on Talent – Professor Mark Stelzner of Inflexion Advisors.

Class Summary: Review a case study that could change sourcing, screening and assessment processes to ensure hiring candidates that match an organization’s culture.

Workforce Development/Career Management

Making Employees Career Competent – Professor Lance Haun of

Class Summary: HR’s role in helping today’s workforce develop new skills to improve employability.

New Generation – Professor Laura Schroeder of Working Girl blog.

Class Summary: Debate whether the new generation is owed an express ticket to executive management because they’re willing to work hard and have black belts in social media – or not.

Extra Credit/Self-Study

Ten Minutes with Vinnie Mirchandani – Industry Expert – brought to you by The Devon Group.

Class Summary: Hear from the author of the book “The New Polymath: Profiles in Compound-Technology Innovations”.

Top Summer Reading for Business Leaders – compiled by Professor Trish McFarlane, the HR Ringleader.

Class Summary: What thought leaders in HR, recruiting and academia are reading this summer.


Whew! Well there you have it folks. A crash course in all things HR, Recruiting and Talent Management.

If you read all of the posts and passed the exams, give yourself a pat on the back. You just graduated from the Carnival of HR Online Degree Program! Now be sure to leave a comment on this post so I’ll know how many seats we’ll need at the graduation party…

Thanks to all who submitted great posts for the Carnival of HR! Next up, the August 4th Carnival will be hosted by Drew Tarvin at Humor That Works. Be sure to check it out!

Time For a Cool Change

Image Credit 1.00 FTE - Impressions of Corporate Life

Several years ago, back when I was working “in the trenches” as an HR Manager in an organization experiencing an insane amount of growth, I often partnered with an outside consulting firm to assist us with various recruiting, leadership development and training initiatives.

Once, during a training session led by the firm’s owner – a wise and engaging gentleman with almost 40 years of combined experience in the corporate and consulting worlds – I remember thinking:

“He’s got the best job in the world. Some day, I want to run my own business too.”

And at that moment, an entrepreneur was born. [cue heavenly music]

But I still had so much to learn…

Fast forward several more years (and no, not over 40 for those of you doing mental math) through a career in Human Resources leadership roles, a second career as an Executive Recruiter and Executive Coach and a third as a professional speaker and trainer – it’s finally time to take that step.

Ladies and gentlemen… Please allow me to introduce my new company – Unbridled Talent, LLC!

Want to learn more about Unbridled Talent?

Below is a short interview (click here if you can’t see the video) I did recently after speaking at the Louisville, KY SHRM Chapter’s monthly luncheon and also leading an afternoon workshop on Using Social Media in HR & Recruiting. In the video, I share a little about my background, a smidge about Unbridled Talent and a bit of my theory on why HR and Recruiting pros need to use social media – all in under 3 minutes!

I’m excited to be able to create a role and a business where I can combine my experiences in Human Resources, Recruiting, Coaching, Leadership, Speaking and Training into one title – President of Unbridled Talent, LLC. It’s the right time for me personally and I also believe it’s a perfect time to work with companies and business leaders to develop and execute Innovative People Strategies!

So here’s a few updates and changes I’d like to share with you:

  • This blog has moved! With the help and patience of the fab Lance Haun, I’ve made the change from TypePad to WordPress, and the name of the blog and site address have also changed to Unbridled Talent and If you’re a subscriber via email or RSS (and if you’re not, I’d love for you to subscribe for automatic updates here or here), then nothing should have changed for you. The feeds still deliver – and during the changeover delivered multiple times. (oops.)
  • There’s a new website and logo – and new business cards that arrived this week! The website is up and running, but will be evolving. I’m a big believer in getting the right expertise involved to create amazing things, so Elaine Suess at beyondbeing llc (who also developed the new logo) will be working with me to make sure that the messaging, benefits of working with us and service offerings are crisp and on point.
  • We’re on Facebook! My goal is to provide unique and personal content on Unbridled Talent’s Facebook Page as well as resources related to Attracting, Recruiting, Developing and Engaging Talent. Trust me, it won’t be just a feed of posts from this blog. There will be pictures, videos and “behind the scenes” content that you won’t see elsewhere. I’d love it if you’d “Like” it!
  • We’re on Twitter! You can still find me on Twitter at @cincyrecruiter and I’ll still be as lovable or annoying (you decide) there as ever. My Twitter strategy has always been to share resources, learn, connect with people, connect people to other people and to be myself – so that won’t change. By following @UnbridledTalent, you’ll get even more resources and information – not duplicate posts of stuff you’ll see if you’re following me elsewhere. It’s my goal to be a valuable source of information in the areas of Talent Attraction, Innovative Recruiting & Sourcing Strategies and People Development – not just noise.
  • My LinkedIn Profile has been updated (if we’re not connected – connect with me!) to reflect my new role, new company and my continued partnership with the fine people at Centennial, Inc. Centennial’s clients often use them as a resource and for assistance with Talent Strategy issues and many of my clients and relationships need Executive Search and Career Coaching Services, so we believe a continued partnership is mutually beneficial. I’m very grateful to the team at Centennial for being extremely helpful and supportive of me in taking this step and I’m excited that we’ll be continuing to work together in the future!

Where We Go From Here

I had much to learn back when I first made the decision to start my own business some day — and thankfully, I still do. I thoroughly enjoy being a student learning from others within the industry and then sharing what I’ve learned with my clients and relationships.

I hope that you’ll join me on this next phase of my journey. Because now, the person who has the best job in the world is… ME!



Stay tuned here on Unbridled Talent, “Like” the Facebook Page and follow us on Twitter to catch my coverage this week of the SHRM 2010 Annual Conference in San Diego June 26 – June 30th. I’ll be there as a member of the Social Media Street Team / #monsterlive blitz. We’ll be sharing highlights and what’s happening so you can be there – if you couldn’t “be there”.

It’s possible that you may even see more than one post a day on the blog during this next week. Don’t faint. And please don’t unsubscribe. 🙂

If Google Says I’m the Best Recruiter in the World… It Must Be True

You may have heard this phrase before:

“It’s not who you know… but who knows you – and what they say about you.”

I believe that statement is very true, but since we live in an increasingly online world, maybe it should be modified to:

“It’s not who you know, or what they say about you… it’s what Google says about you.”

Case in point – a short email I received last week:

Email shot

Wondering if Curt was on to something, I Googled the phrase “best recruiter in the world” and here’s what I found:

Google shot

The first two unpaid hits out of over 2,200 results came from a tongue-in-cheek post on this blog from July 2009:

Best Recruiter shot

I’m no SEO expert, but I did choose the title intentionally back then, assuming that it’s possible people (ideally client companies) sometimes go to Google and start with that phrase when looking for a Recruiter. A long shot I know. But nothing ventured, nothing gained right? As someone responsible for developing my own business, I try to use every option available to me.

Looks like my title strategery worked a little better than I expected – or at least it worked well enough to give me a laugh. And Curt got a nice response for being a little more creative than the too often used – “I see you’re a Recruiter. Can you help me find a job?”

This cheeky little example was a good reminder for me of how important it is to be mindful of what I put out there on the interwebs. Like it or not, your credibility (and mine) is being judged every day by people searching Google (and other search engines) who are finding your blog posts, tweets, LinkedIn profile, etc.

Thankfully, Google got it right this time.

Let’s be careful out there…