Jennifer McClure`

Equipping people leaders to navigate change — and design the future — with boldness and purpose.

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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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Hiring for “Cultural Fit” – How Do You Make It Tangible?

Today’s post is a guest post from the folks at Halogen Software.

Why would I turn over this “valuable” real-estate to a vendor in the HR space when I don’t accept advertising on my blog? Because they actually read some posts from my blog and sent me a personal email suggesting several topics that they could contribute a post on within the areas I typically write about – without directly promoting their products. As someone who gets several non-personalized and non-related pitches per day, I found the interaction refreshing – and I’m always interested in reading/learning from other’s perspectives.

So give it up for Sean Conrad and Halogen Software sharing some tips on Hiring for Cultural Fit…

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When it comes to hiring, it’s easy for recruiters, HR and hiring managers to focus on a candidate’s technical qualifications and skip right over the things that are harder to quantify – like cultural fit.

While corporate culture is somewhat intangible, it’s also a critical asset to your organization, one that needs to be carefully considered as part of the hiring process.

Why? Well, when you consider the costs of a poor hire – with estimates running as high as $300,000 to $500,000 (Dr. John Sullivan) – hiring for cultural fit has a huge impact. Of course every HR professional is looking to find and hire candidates who will excel at what you’ve hired them to do and who will mesh well with their organization’s way of doing things.

Whether it is a culture of innovation, collaboration, world class customer service, etc. hiring for cultural fit means your new hire is likely to be more motivated, interact more easily with other employees, and be happier on the job. All of which translates into a higher performing employee. For these reasons, how well you sustain your organization’s culture by hiring for fit directly impacts competitive advantage, innovation and other key business imperatives.

Last September, in Help Me With My Homework: What Are the Top Issues for Human Resources Today?, Jennifer discussed some of the priorities and focus areas for Human Resources and Human Capital professionals. Specifically: engagement, leadership development and retention. Companies that live their culture are high performing and better places to work, which of course directly impacts the three priorities just mentioned. So how do you attract and retain the right employees to reinforce and sustain your culture?

Make Corporate Culture Tangible

When an organization’s cultural values are clearly defined, they act as a beacon for attracting and retaining the right type of individual – and for building a high performance workforce. Values drive the behavior that is desired or expected of employees at each stage of the employee life cycle: hiring, compensation, orientation, promotion, discipline, training and succession planning and an effective Talent Management process explicitly supports these behaviors by translating values into specific competencies that can be assessed and rewarded at each stage. The key is to make these cultural values tangible and ensure they are considered during the hiring process. Sure, gut feel on a candidate’s fit is important, but anyone making hiring decisions in your organization needs something a little more concrete to go on.

For example, it’s important to consider behavioral competencies that describe how a job or task is to be performed, such as how the person takes initiative, how they communicate and work with others, and how they deal with conflicts or challenges. These behavioral competencies are necessary complements to technical competencies, such as knowledge of specific software programs, the ability to operate a type of machine or presentations skills. When behavioral and technical competencies are aligned, they work together to reinforce corporate culture and values.

How effective competency management helps

Building both behavioral and technical types of competencies into job descriptions and the complete talent management process enables those involved in the hiring process to assess the true measures of cultural fit. The end result is improved quality of hire scores because the competencies that make up the job description reinforce the values of the organization.

To take it one step further, those same competencies used in the creation of the job description should also be consistently reflected in ongoing processes – performance appraisals, multi-rater feedback reviews, development planning and talent assessments – to name a few.

By translating corporate values into specific competencies, corporate culture becomes something tangible by which to measure the effectiveness of all your talent management processes. It increases your organization’s ability to invest in your employees, directly impacts effective leadership development planning and increases employee engagement and retention.

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Sean Conrad is a Certified Human Capital Strategist and Senior Product Analyst at Halogen Software, one of the leading providers of talent management software. For more of his insights on talent management, read his posts on the Halogen blog.

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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!

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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?

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