Social Media for Recruiting

Social Media? You’ve heard of it, but how many of you are doing it? ERE.NET is an outstanding tool to help you get started.  If you’re a good recruiter and still in a firm, start building your personal brand now.  Get out there, post on blogs like ERE.NET, join all of the recruiting networks, then start a blog of your own.  Talk about something other than what you need.  Think in terms of what others need from you…..like free advice.  Danny Cahill talks about doing this a lot in his training sessions.  He talks about starting a blog….which will return you some AWESOME search results on Google, check this out: Search Dayna Marcum on Google, my ERE.NET reply to a post I did 2 years ago still comes up on the 1st page!Also, if you don’t have these, become involved in these sites today, let me know and I’ll send you an invitation and add you to all the groups.LinkedIn PlaxoTwitter  Tell others what you’re doing in 140 characters or lessGet a Splashcast Channel for all of your content   I hope you use all these tools, we’ll get a little more in-depth soon, if you’re reading this blog, you’re probably a member of most of these–this is more for building your personal brand so people can find you ANYWHERE on the web.  We all know the turnover in the staffing industry.  People really want to find you, not your firm.  If this is the case, consider reading and following this blog, I’ll teach you how to do it right, right from the start.  Hopefully my pitfalls & successes will serve you and help you in your business!If you love giving free advice, talk about your experiences as a day in the life of a recruiter, executive search or staffing consultant.  This is also great for internal HR, or corporate recruiters because it helps people understand the culture of the company for themselves, hence, increasing tenure for new employees.   

Recruiters Advocate

Recruiting. Staffing. HR. Talent Management. Talent Acquisition. All the same words for the same thing.  The art of “managing” people in the recruiting process. The fact is, no one can “manage” someone.  Recruiters do best to manage the process, and deploy the art of listening.  Many people will tell them exactly what they want, need and desire.  Are they listening?  How is the company listening to the recruiter when they share information?  Believe it or not, recruiters take the blame for the needs of the candidate if their misread, mislead or mistaken.  It’s o.k., it’s why they make so much money. It’s also why people have mixed feelings about them.  So, as the first post of this Recruiting Startup blog, I thought we’d lay the foundation that we are FOR recruiters, not against and as a former one myself, they have some tremendous value if it’s done the right way.  I’d love to have some feedback and people writing/commenting in about their experiences with recruiters so we can educate the Recruiters considering a career in the industry and talent alike.#1: If you’re in this for the money, get out now.  Recruiters have a hard enough time, please do them a favor and go build a .com app and sell it to facebook.