Jennifer McClure`

Helping Leaders Leverage Influence & Create Maximum Impact.

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Using Social Media to Screen Job Applicants – Yes or No?

Whether or not it’s ok to utilize social media profiles and/or a person’s social media activity during the applicant screening process is a question that often comes up when talking with HR pros or recruiters about using social media at work.

As usual, I’ve got some opinions about that question, and I recently was asked to share them on the Intuit Small Business blog by writer Kevin Casey. The short scoop is, I’m not a Fan of it.

Find out why by checking out the full interview on the Intuit blog – “Why It’s a Bad Idea to Check a Job Applicant’s Facebook Profile”.

So what do you think?

To Google or not to Google? That is the question. Leave a comment and let me know your thoughts. I’d love to hear your opinion as well!

For more great reading on this subject, check out one of the most popular posts on TLNT.com by my friend Laurie Ruettimann – “Don’t Facebook Me: Why You Shouldn’t Google During the Recruiting Process”.

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LinkedIn Is King In Social Recruiting, But Facebook & Twitter Also Important

The folks at Bullhorn Reach recently took the time to summarize the social media actual activity of recruiters and job seekers in the Bullhorn Reach user network in 2011 (over 35,000 recruiters) across the “big 3” social recruiting platforms – LinkedIn, Facebook & Twitter. The results, while not surprising, are certainly interesting.

A few interesting findings included in the report include:

  • Recruiters are connected to all three social networks, but are using LinkedIn and Twitter much more than Facebook to recruit talent.
  • LinkedIn is driving the most views and applications per job posted on the three networks.
  • Twitter followers are much more likely to apply for a job than connections on LinkedIn or friends on Facebook.
  • 21% of recruiters are connected to all 3 of the “big 3” social networks, but 48% use LinkedIn exclusively.
  • Agency and corporate recruiters exhibit slightly different connecting and social recruiting strategies across the networks.
2012 Social Recruiting Activity Report
View more documents from Bullhorn Reach
I’d recommend taking a few minutes to review the entire report, but for those of you with a short attention span (like me), Bullhorn summarized some of the results in a handy Infographic as well.

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LinkedIn Recruiting Trends 2011 – United States [Slideshare]

Recently, I came across this presentation on slideshare.net summarizing LinkedIn’s Global Recruiting Trends 2011 survey for the United States and I thought I’d share it with you.

Some interesting stats from this report include:

  • Over 6 in 10 companies in the US plan to hire more professionals in 2011 than in 2010.
  • Although 63% of US respondents expect hiring to increase in 2011, only 45% expect their hiring budget to increase.
  • Finding better ways to source passive candidates is the top recruiting trend in the US, while using social and professionals networks is a close second.
  • 59% of companies in the US report social professional networks are a minor source in their recruiting efforts, while 29% indicate it is a major source.
  • 35% of companies are worried that their competitors will learn to use social networks and social media more effectively than they will.
  • LinkedIn is the most popular social network for recruiting, used by 96% of respondents.
Check out the presentation uploaded by SBG Media Group below.
LinkedIn Global Recruiting Trends

Report Summary:

  • Hiring is expected to increase in the US, but budgets are not keeping pace.
  • Social professional networking is seen as one of the most important, long- lasting recruiting trends in the US and most companies are already using it to some degree.
  • Sourcing passive candidates is a key trend.
  • The use of talent community-building and employment branding tools is expected to increase.
  • Employee referral programs are anticipated to grow.

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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. 

 

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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”!

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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…

 

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