How to Use Facebook for Social Recruiting Messaging

Posted by | Facebook, Social Recruiting | 4 Comments

 

When it comes to sourcing and recruiting, you should not ignore the potential of Facebook given that it has 1.38B monthly active users and 890M daily active users.

Also, you should know that according to Jobvite’s 2014 Job Seeker Nation Report, 76% of social job seekers found their current position through Facebook.  Jobvite also found that while job seekers flock to Facebook, recruiters prefer LinkedIn when searching for potential candidates.

Jobvite 2014 Job Seeker Nation Report

That’s understandable, as LinkedIn is a professional social network and some profiles are as detailed as resumes. While Facebook users seem to be adding more professional information on a daily basis, that information is quite limited.

As I’ve written recently, even though Facebook’s Graph Search isn’t as powerful as it once was, finding people to recruit on Facebook is remarkably easy. If you want even more information on using Facebook to find people, check out Todd Davis’ Ultimate Guide to Sourcing and Recruiting on Facebook.

However, one thing that isn’t being written about much is using Facebook to reach out to potential candidates. Some people simply may not know all of the ways you can message people on Facebook (there is more than meets the eye, as you will see), and many sourcers and recruiters seem to get caught up on thinking that people will be “weirded out” by getting messages from them on Facebook – I’ll be addressing this as well. Read More

Video: My thoughts on Sourcing & the Future of Recruiting

Posted by | Future of Sourcing and Recruiting, LinkedIn, Sourcing, Sourcing and Recruiting | 2 Comments

 

At LinkedIn’s 2014 Talent Connect event in San Francisco, I had the opportunity to be interviewed on the topic of up-skilling recruiting teams.

Watch this short video to hear my thoughts on the ideal sourcing/recruiting team alignment, critical skills for any recruiting team, and the future of recruiting (hint –  it has something to do with data).

Important Facebook Graph Search Developments

Posted by | Facebook, Semantic Search, Sourcing | 8 Comments

 

It is difficult to ignore the potential of Facebook when it comes to sourcing and recruiting given that it has 1.38B monthly active users and 890M daily active users.

When Graph Search was introduced back in 2013, it was an amazingly powerful people sourcing tool.  However, recent changes have somewhat reduced its efficacy. While some people might think that Facebook’s Graph Search is effectively dead, it is still very much alive. In fact, Graph Search is now live on mobile (more on that in a bit).

Although it’s not what it used to be, Graph Search still allows you to write some very effective natural language queries to retrieve Facebook profiles, as you can search by title, company, location, languages, etc., and Graph Search is still a ridiculously powerful gender diversity sourcing tool (where legal, of course).

Here’s a search for female software engineers who work for Google, live near New York and speak French.

Facebook Graph Search 2015 Diversity Google Software Engineers Near New York who speak French

That’s some good stuff right there!

While people searches like that will satisfy the average user, hardcore sourcers might lament the loss of the ability to create the more advanced and inclusive queries they used to in the past, and the extensive search refinements associated with Graph Search on the right rail are now gone, with trending posts now taking up that screen real estate.

Once you try to go much beyond searches like the one above, Facebook will humbly apologize for not being able to find any results for your search. Read More

Insights from LinkedIn’s 2015 Global Recruiting Survey

Posted by | LinkedIn, Social Recruiting, Source of Hire | 9 Comments

 

LinkedIn Global Recruiting Trends

Job boards vs. social media: What’s the most significant source of hire for companies globally?

LinkedIn recently surveyed over 4,000 talent acquisition leaders in 31 countries, gaining insights into source of hire, quality of hire, quantity of hire, talent brand, the future of recruiting and more, so if you haven’t already downloaded and reviewed LinkedIn’s 2015 Global Recruiting Trends e-book, I highly recommend you do so by clicking here.

While I’m going to share a few of the insights from the Global Recruiting Trends e-book (including the job boards vs. social recruiting), I highly encourage you to compare them with LinkedIn’s country specific recruiting and staffing e-books (Southeast Asia, Australia, India, U.K., Italy, Belgium, etc.) which can be found here. There are some significant differences, specifically when it comes to source of hire.

Read More

How to Get Unlimited LinkedIn InMails

Posted by | InMails, LinkedIn | 9 Comments

 

Pile of Mail by faungg

What does LinkedIn’s new InMail policy mean for you? That depends on how effective your InMails are and the response rates you can achieve.

If you have a premium account with LinkedIn and haven’t been living under a rock, you are aware of LinkedIn’s InMail policy change which will, for most people, reduce the total number of InMails they are able to send.

However, their new policy does open up the possibility of unlimited InMails, provided you can achieve a 100% response rate.

Yes, it really is that simple. :)

Of course, even for folks with ridiculously effective messaging, there are a number of reasons why it is practically impossible to get a 100% response rate (e.g., people respond via email instead of through LinkedIn, people not logging into LinkedIn for long periods of time, people simply ignoring InMails, etc.).

However, if you can figure out how to get a much higher than average rate of response, you can actually end up with more InMails under LinkedIn’s new policy than the old.

Let me show you. Read More

LinkedIn Recruiter Search Result Discrepancies Explored

Posted by | LinkedIn | 10 Comments

 

LinkedIn Search Results can be different across free and premium accounts, including Recruiter

LinkedIn search results can be different across free and premium accounts, including Recruiter

Irina posted an interesting piece on discrepancies in search results between LinkedIn Recruiter and a free LinkedIn account which prompted me to do a little digging as I don’t think I’ve ever come across materially different results in actual use.

While the discrepancies are definitely interesting, and I would love to know exactly what’s causing them, I don’t find them particularly troubling. Read on to learn why.

Even if you don’t have a LinkedIn Recruiter license, you will likely still find this post interesting, as it examines search logic and strategy which can be applied to sourcing via any site/resource.

In the C++ 3D iOS “computer games” example, where a free account returns 150 results and an LinkedIn Recruiter account returns 43, I wouldn’t recommend anyone to search for “computer games” as a keyword as it is too limiting. If the goal is to find people who develop computer games, I would run a broader, more inclusive keyword search than exact phrase of “computer games,” which many people who actually develop games would not use in their LinkedIn profile. Read More

Talent42 Keynote: Building Talent Pipelines

Posted by | Conferences, Lean/JIT Recruiting | 4 Comments

 

Glen Cathey - Talent42In theory, building a talent “pipeline” sounds like an ideal strategy, ensuring that you always have a steady supply of the talent you’re looking for.

In reality, there are many issues with building talent pipelines, and they all “leak” extensively.

I recently delivered the closing keynote at the always excellent Talent42 technical recruiting conference where I explored the core issues associated with building talent pipelines, proposed that talent acquisition is essentially responsible for managing a company’s human capital supply chain, and challenged the audience to see that the “war for talent” is really a supply chain management competition.

If you have a difficult time seeing the parallels between talent acquisition and supply chain management, take a look at the definition of supply chain management according to the CSCMP (Council of Supply Chain Management Professionals): “Supply chain management encompasses the planning and management of all activities involved in sourcing, procurement, conversion, and logistics management…It also includes the crucial components of coordination and collaboration with channel partners, which can be suppliers, intermediaries, third-party service providers, and customers.”

Talent acquisition certainly involves the planning and management of all activities involved in sourcing, procuring/converting candidates and all associated logistics – as such, I believe HR/recruiting organizations need to leverage proven production and supply chain management principles (e.g., Lean, kanban, Just-In-Time, etc.) in their recruiting processes and strategies to gain competitive advantages.

Unfortunately, many companies seem to be very late to the game in this regard. As the ultimate owners of talent acquisition, HR/recruiting should be the experts in human capital supply chain management and processes, leading innovation in this space. However, I have found several examples of global I.T. professionals innovatively leveraging Lean principles to recruit people for their own teams and to manage recruiting processes that should serve as a serious wake-up call to HR/recruiting organizations.

If you’re curious about the core problems associated with proactively building talent pipelines and would like to learn about the many benefits of applying lean principles to the recruiting process, including reducing the “7 deadly wastes,” employing kanban and enabling Just-In-Time delivery, take some time to navigate through the Slideshare below.

My live presentation deck was comprised mostly of images, so I’ve published a modified version that can be consumed without the benefit of hearing me speak to the concepts.

Enjoy, and please do share your thoughts.

How to Find Active & Passive Software Engineers on Stack Overflow

Posted by | Sourcing, Sourcing and Recruiting, Stack Overflow | 3 Comments

 

Stack Overflow CareersDo you source and/or recruit software engineers?

Would you like to know how to find software engineers on Stack Overflow who are actually interested in hearing about new career opportunities?

For free?

If you answered YES!, YES! and YES! – you’re in in luck, because I am going to show you how to find active and passive job seekers on Stack Overflow for free. Read More

Sourcing vs. Recruiting – What’s the Difference?

Posted by | Myths and Misconceptions, Sourcing | 17 Comments

 

While you may not  know that Balazs Paroczay recently posted a rebuttal of my proposed definition of sourcing, I strongly suggest you read his argument, as I appreciate his perspective as well as the fact that he disagrees with me on the definition of sourcing and I’d like to hear your opinion.

I believe disagreement is important and valuable, because it fuels critical thinking and forward progress.

Before I get to Balazs’s post, I’d like to get your take on a recent disagreement I had with Recruiting Animal. Read More