I really can’t wait to see social recruiting at its best. Until then…?

07/01/2015 03.11 EST

...

I’ve come to the conclusion that most of the current crop of social recruiting experts out there are simply full of it.  In a vacuum, this statement is going to delight one of my partners, who routinely rejects any application of ”science” to the “art” of retained search (yes, we know you had to walk ten miles barefoot to school every day, Grampa John).  However, I believe that social recruiting, and the creative use of current and future applied technologies, will have a huge impact on talent acquisition and the way we engage with the individuals we want to join our companies.  But here’s the thing:  I just don’t think the people leading the charge at the moment are very good at it.   I’ve reviewed the published lists of social recruiting gurus and the bios of speakers at talent acquisition and human resources conferences.  From these sources, it would appear that the two most significant qualifications required to be anointed a guru are: “I tweet a lot!” and “I have a ridiculously large number of LinkedIn connections!”  This, my friends, is a very low bar.  However, the demand for social media expertise is high, and if you tweet more than your clients then, to them anyway, you are an expert.   I equate the current state of the burgeoning social recruiting consulting industry to the state of retained search in a booming economy.  Just about anyone can throw out a shingle and make a quick buck...

Notes from the World of Talent Acquisition

11/02/2011 12.21 EST

...

I had the opportunity to attend “The New Talent Management: Strategies for the Future,” this year’s theme for the annual Global Conference hosted by the International Association of Corporate and Professional Recruiters (IACPR) in New York City last week.  IACPR connects professionals in executive search with talent acquisition leaders at several Fortune 500 companies.  The mood at the conference was clear – recruitment volume is way up for both internal and external professionals in 2011, and the expectation is that this activity will increase even more in 2012.  If only companies were hiring rank-and-file employees at the same rate they are hiring executives, we could make a significant dent in unemployment!   Some takeaways from the conference that I’d like to share with you:   Social Recruiting Hype is Still Outstripping its Utility Social media still hasn’t gained significant traction as an effective recruiting resource.  While 70% of corporate recruiters are using social media to source candidates, only 3% of executive hires come from this source, according to Donna Weiss from the Corporate Leadership Council (CLC).  I wonder if we might be quibbling a bit on the definition of “source” in these data, but if accurate, the message to corporate recruitment leaders is clear: if your recruiters are spending a good amount of their days trolling on sites like LinkedIn, you’re probably not making the best use of their time.  Candidates, too, need to get out of their home offices, breathe some fresh air and schedule a...