RecruitingTools.com » Social Networking

#SocialRecruiting tool Jobmagic for #Facebook

admin — Tue, 28 Dec 2010 12:00:39 +0000

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It’s shaping up to be a Facebook week on Recruitingtools, but that’s OK. I’ve had the opportunity to speak with the folks over at jobmagic the last couple of weeks. In that I’ve run multiple variations of demos and trails of this application both on a corporate level and individual recruiter level.

This is not a paid review. I’ve just had significant success with the tool and felt that I wanted to to share my thoughts. I’ve been speaking with 2 of their people over there. Paul (Thanks for the guidance and product demos) and Jindrich, founder and CEO.

You’ll see the quick breakdown in the video below, but in the end Jobmagic has been givin me a significant reason to use Facebook during the day. It’s certainly not perfect but it’s a damn good tool that you need to evaluate.

You’ve got options to:

Add in a jobs tab to display your careers opportunities from your corporate fanpage or personal page
Search their internal database (growing)
Candidate profile organizer
Job description mathcing with candidates from the internal database
Create, link and share all job posting (Which are Unlimited) across more than 200 social sites

You’ll see how easy you can index your friends on Facebook and how the tool instantly breaks down the demographics and profiles of your connections, how candidates apply and how your jobs are pushed to more than 200 social sites with one click. If you’ve built your Facebook conenctions based on recruitment, industry and location you’ll enjoy this tool 10x’s more.

In the end Jindrich and his team have made significant strides in converting Facebook into a recruiting tool. Take a look at my thoughts here and check them out for a free trial (no affiliate links)

A few more Facebook sourcing tips: Click here

Get the overview here:

About Jobmagic

Jobmagic, the leader in social media recruiting, helps companies to reach the best talent on Facebook, Twitter, LinkedIn and 300 other social networks. Jobmagic’s comprehensive platform includes advanced technologies for social media sourcing, social media optimization, automatic job publishing to social media, referral hiring, talent network management and semantic profile-based matching. Jobmagic is used by companies of all sizes, from Fortune 500 to startups, across all industries from retail to healthcare, and by direct employers as well as staffing and recruiting firms.

How to choose a LinkedIn Group – Be Selective, creative and proactive

Mon, 20 Dec 2010 23:39:01 +0000

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Human beings are social animals and they always like to be in groups. In the new web 2.0 world – this also holds very much true. The social networking has provided people a life 2.0 where they can create their own groups, be part of them and engage people – without actually having a trouble to meet them (!).

This time, I am talking about professional networking groups – LinkedIn Groups. Groups provide a great platform for like-minded people to discuss and share thoughts about their common interest. Especially LinkedIn Groups is a very engaging way to create a community around similar skills / interest / industry / technology (so on and so forth). However with 100s of new groups popping every day AND with 50 groups’ limit of LinkedIn, one has to think very logically about his/her strategy around groups. Though 50 seem to be a big number; with amount of groups that LI offers – this actually proves to be a very small number.

This creates a new challenge for everyone about how to manage their LinkedIn groups. Here’re my few guidelines as starters (I’m sure you will come up with many more).

Be selective about your groups and ignores the rest

LinkedIn Groups has also powered personal branding in a big way. Now-a-days people mention on their resume / CV / profile about the groups they author and population of their groups. While creating Groups is a very easy process, maintaining / growing them needs dedicated efforts. You have to be very selective about groups you join and ignore the rest of requests. Avoid being part of groups without proper overview analysis of people in the group, motto of the group and author. Remember – LinkedIn is a professional network; hence joining groups of night clubs, celebrity fan pages OR sports / entertainment would not give a good professional image of yours.
Groups that you join also get featured on your public profile page in LinkedIn. Hence, make sure those groups reflect your professional image / expertise.

How active are your current groups?

As I said previously – people starts their groups with great enthusiasm; however fails to carry on the momentum. After sometime those groups just occupies your Group list without any significant activity. It’s difficult to track activities of all your groups daily – but once in a while visit every group that you have subscribed and see what’s going on.
• Observe how much relevant the discussion topics are.
• See how current those topics are.
• Do you see many replies or threads by industry specialists?
• Did those discussions / news allow you to learn anything new?
• How big is audience? Even if it is small – how engaging they are?

Where are your industry experts?

Generally speaking this is a good indications about which are the better groups than others. Being experts in their industry – these are the sources for good advice, tips etc. Try to follow their groups as starting points. This can give you a way to other like-minded professionals. This will also help you to connect with them and their community as a good brand building exercise for yourself. However – again don’t follow them blindly.

Are you getting ROI?

We subscribe in groups with set of expectations. It’s a simple give and take activity. People expect to contribute and in return get advice about their own requests. To evaluate this you have to participate actively in group discussions by answering or posting new topics. Closely observe about how much attention / response you get for your meaningful contribution. Are you getting new ideas, concepts and responses? If yes – this is an investment group for you. If there is very little response and sharing by group members – it’s best to exit and create a slot for new group.

Spam-Hunters

Everyone has his/her own strategy behind creating their groups. Some people want to enhance their own brand and others have a genuine knowledge sharing intentions. Groups are a very easy target for Spam-hunters – especially now when we have open groups. If you are getting spam emails about any product / company / individual promoting something and if that person is group author – it’s a clear indication of his ROI of group. If you are getting spam-mails from other member – best to tell group author so that he/she can remove this person.

Industry Presence

How many of your colleagues, industry connections etc are present in your group? This might give you a good indication about usefulness. At the end of the day – groups are nothing but collaboration of people along with their skills / experience. This might also be a good opportunity for you to invite your colleagues to your groups to increase effectiveness. This chain reaction helps any group to be people and content rich.

Engagement / Relationship Building

Apart from knowledge sharing and Q&A sessions – groups are excellent way to meet new people in your industry. This way you can create, engage and maintain relationships with new people. A good group and its leader (at least initially) should facilitate conversations and engagement process. I’ve got many good industry connections and even friends by being an active member in some groups. This engagement and relationship building helps a great deal when you meet them face to face to cement this further.

Periodic Review – Clean up & Enrichment

You should visit your set of groups once every 3 months or so. Just go through your list and pick out any obvious groups which are not yielding any ROI despite your contribution. This helps to clean up non-yielding groups to give space (Remember 50 limitation?) to new fresh groups. I’m sure you will find at least 3 to 4 such groups every quarter. Similarly – you should also search for any new groups and consider any good recommendations within your network. This cleaning up exercise makes sure that your set of groups is really worth being onto your profile list.

Thinking of Creating your own Group?

OR even better – do you already have one? You have a great responsibility of making sure that you keep your group enriched and engaging all the time. As an author – you have to invest good amount of time (at least in initial stages) to attract new talent and keep your audience engaged. You also need to have a specific vision/motto to create your group. You work as a facilitator initially to set right tone and giving direction to your group. Once you start getting good contribution – work as controller to avoid any ill-effects and make sure your group is on right track. Key thing is that you have to lead from the front and invest efforts to get good ROI. Make sure that you key-in right people into the group who will lead from the front – also make them co-admins if you have trust.

In recent times Social / Professional networking has given a fantastic platform to create communities, share ideas and drive thought process. Saying this – one has to know how to manage and get most of out of their groups. It’s key to be in right groups and right times! With 50 group limit in LinkedIn – this becomes more important.

At the end of the day – you get identified by a Group (company) you keep!!!!!

About Author

Sarang Brahme has been in sourcing for the last six years. He began with job board sourcing and networking and gradually found his way into the magical world of sourcing. He has enjoyed wearing different hats, including sourcer, recruiter, team lead, client servicing manager, pre-sales, and executive hiring – but beneath all that, sourcing is what makes him happy. Currently, Brahme works for CapGemini in India in Strategic and Executive Hiring – Sourcing. He is a firm believer in the recruitment sourcing concept and always thinks that sourcing as a function has immense power to change the way recruiters recruit.

http://magicsourcer.wordpress.com

The 10 largest Recruiting groups on LinkedIn

admin — Tue, 16 Nov 2010 19:00:54 +0000

LinkedIn is full of feature rich content outside of connecting with people you don’t know. As a recruiter you can leverage groups in a couple of ways to help better your business. You can join industry based groups in line to the types of individuals that you are recruiting or you can recruiting and HR groups to help better your skills and engage in meaningful conversations.

I try to keep a strong mix of the two but how you build your groups network is squarely on you. Regardless there is an etiqutte to participating in these groups, especially as a recruiter. The most important part is to remember that the groups member s are not necessarily looking to be recruited so you must play nice.

Below in order only to groups membership size are the most active HR and Recruitment groups on LinkedIn. I am defining active as the most “active disscussions” and membership activities.

Linked:HR (#1 Human Resources Group) #1 LinkedIn Group worldwide linkedhr human resources corporate recruiter recruiters recruitment headhunting headhunter headhunters staffing hiring consultant consultants coaching training HRIS SHRM management executive executives health employer employers employment job jobs career alumni education

Owner: Olivier Taupin | 332,510 members | Share

RecruitingBlogs The largest Linkedin Recruiting group for the recruiting profession. Network with over 100,000 corporate and agency recruiters, HR professionals and recruitment consultants for recruiter partnerships, advice, splits, jobs, and staffing industry education.

Owner: Miles Jennings | 116,942 members | Share

JOBS 2.0: Job Search Career Networking Staffing. Post Resume -Get Paid by Employers at Resumark .com Hiring! Careers Training Executives Management Consultants Marketing Sales Finance Green Media Telecom Health care Business Executive Managers Recruiters Recruiting HR Human Resources Sourcing Recruiter Consulting Open Net-workers Employment CV US UK Europe Canada USA India Asia Australia Africa China

Owner: Andrew Kucheriavy | 78,140 members | Share

Procurement Professionals (#1 supply chain & sourcing group) Business, network, jobs & candidates

Directors Executives Finance Corporate Alumni Managers CEO E Purchasing Bid IT Consultants Job Marketing Logistics Retail Career Consulting Recruiters Telecom HR Human Open China India UK Social Sales Green Recruitment Staffing Hiring Asia LION Networkers Inkoop Inkopers Buyers SCM Media Management

Owner: Paul R. Bouwman | 68,554 members | Share

Global Jobs NetworkJob Posts Search Hire Recruit Candidates Profile Resume CV HeadHunters HR Sourcing Recruitment Consultants Recruiters requirements Jobs firm human resources training hiring Career source company staffing IT management USA America US India Gulf Europe UK Asia Pacific Africa Canada Australia UAE China

Owner: Paulwin George | 66,421 members | Share

Recruitment Consultants and Staffing ProfessionalsThis is a group for Corporate Staffing Professionals, (Agency) Recruiters, Talent Managers, HRM Directors and Employer Branding Experts to expand our network of people, ideas and share leads. Please feel free to join this dedicated Recruiter group on LinkedIn. For Recruiters, by Recruiters.Owner: Jacco Valkenburg | 51,976 members | Share

E-Recruitment | My Jobs | My Resume Group of Corporate Recruiters HR Manager Consultant Recruiter Associate Executive Professional Job Seekers | Hiring in Sales Marketing Financial Services Accounting Human Resources Staffing Recruiting Media Information

Owner: Manzill Surolia | 50,922 members | Share

Corporate Recruiters. #1 Group for Corporate Recruiters. #1 Group for Corporate Recruiters. Designed to connect Recruiters and to share ideas on how to leverage Linkedin potential and improve sourcing, talent acquisition, referrals, fee splitting, and other recruiting and HR issues. If you are recruiter or involved in recruitment, then join this group.

Owner: Chris Brown | 44,400 members | Share

Networked Recruiter (34,197+ total network) 3rd Largest Recruiting and HR & 2nd Largest Agency Group The Networked Recruiter is a destination dedicated to all recruiters: (staffing, agency, retained, executive, corporate, direct, contingency, project, and contract) Join us: Networking Events in 1000s of Cities around the World, Private Splits, Matching, Post a Job Reaching Millions, and Training.

Owner: Jacob Conway | 35,872 members | Share

Star:Jobs Professional Career Center # 1 Site for Recruiters and Job Seekers on LinkedIn:jobs candidates candidate careers career recruiter recruiters head hunter head hunters staffing consultant consultants executive executives management hiring HR web open networkers networker networking

Owner: Olivier Taupin | 35,728 members | Share

LinkedIn Signal: Track connections Twitter and LinkedIn Updates

Mon, 08 Nov 2010 19:15:53 +0000

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I have always been a big fan of LinkedIn and been using this tool for past 4 – 5 years in sourcing. However, in recent past they are shifting from Professional Networking to Commercial Job Board. In some way – they are breaching what they promised by replacing paid accounts to let people get direct access. This move totally goes opposite of basic concept of networking they incepted years back.

Anyways – it seems that they are reciprocating to these criticisms by focusing on innovation (Google Way!). It was a pleasant surprise when I saw LinkedIn Labs consolidate damage in some manner. They have recently released a series of beta tools including Signal, LI Instant etc. I would like to talk about LinkedIn signal in this post.

What is LinkedIn Signal?

LinkedIn has taken its integration with Twitter a one step ahead. LinkedIn Signal is basically a stream of Twitter & LinkedIn Status update for LinkedIn users – at one place! It shows you what people are twitting OR “Statusing” (my version of “Updating Status”!) who are in your LinkedIn network. However, this is only true if you have connected your LinkedIn and Twitter accounts wherein you can view your twits through LI.

Being in Beta version – I did subscribe to this and got an invite. On first stance, it looks really interesting and cool. Best thing about this is you can search and filter your streams according to various fields LinkedIn offers. However, it made me think what is the basic utility? Here’s what I came up with. I am sure these are starters. Creative folks around will add to this in big way.

Searching Twits/Status stream Real-Time

I tried searching “looking for job” and got 3k+ results. That’s not all – LinkedIn Signal also provides you a facility to filter through various fields like Company, Industry, Time Posted, Region, School and even hash tags.

OK – now this is interesting. What if I query “looking for job” and filter it through industry as “IT” and selects a specific location – it gets more interesting. Beauty over here is that you can filter those twits to LinkedIn filters – unique isn’t it? That’s where I think once these social networks joins hands to each other – you have one big POT. OK – let’s move ahead.

Linkedin Signal

Job Search – for Candidates

It has proven that Recruiters / HRs are one of the biggest communities to use Social Networking. I would not even look at a recruiter who doesn’t have a LI OR social networking account. Sometimes you get more jobs advertised on twitter than on job boards. As sometimes Hiring Managers / Team members also twits-in for jobs which are not advertised. Hence, LI Signal does make a very good platform to search jobs for candidates. Let’s see?

I queried-in “Account Manager” and got 3k+ results. Most of them will jobs and some of them might be candidates as well. Plus – filters make it really good to make our own choices as per industry, region, time-posted etc.

Cross Referencing

By combining twitter / LI – Signal gives a great platform to cross reference any prospective candidates. We can easily put candidate’s name on Signal to see what he is twitting OR what people are saying about him. This helps you to cross reference any candidate before putting him forward to interview OR even submit. See what he is up to on Twitter / LI…

Few other Advantages: –

Faster than Twitter: LinkedIn Signal is real-time!! It searches online Twitter/LI stream real-time and effectively very fast. You can also filter results very quickly. I have not come across any other websites which have same utility.
Finding Similar Hash-Tags: Once you queried in the search – LI Signal automatically searches for top Hash-Tags and place them in filter set. Simultaneously it also suggests some other related / similar Hash-Tags. This helps you to search similar information to topic of your interest. E.g. if you search java jobs; it also gives you hash-tags suggestion as #hiring #apple.

Problems: –

Limited Coverage: LI Signal only searches for people
Registered in Linked
Connected their twitter accounts to LI
And obviously – have something to say!

Hence, it does not cover entire gamut; however a pretty good add-on tool to have in your armory.

I sincerely hope LinkedIn should promote their LABS in big way. Being an early-bird in Professional Networking they have captured a huge amount of followers and they are now commercializing their offering; minimizing usage for normal users. If they want to strike a right balance between commercializing and socializing – they have to continue finding new ways to attract with new offerings.

For now – enjoy what they have in BETA. It might go to their new discount offering soon

LinkedIn InStant Search: Hackday Winner #recruiting with #in

admin — Sun, 24 Oct 2010 13:00:55 +0000

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LinkedIn is an innovator right? Like most other companies looking to not just attract but retain serous talent, LinkedIn allows it’s team, it’s users and developers to be creative. Back in 2007 you may remember “Hackday” or at least some buzz about it. Recently LinkedIn (according to their blog) has implemented the whole company, a panel of judges and some serious bragging rights to internal hackers.

You get 2 minutes to present your hack and answer rapid fire questions from the panel of judges.

I like this hack. It’s called Instant search. It’s in beta and you cannot use IE, but it’s got some very nice potential. *disclaimer* – I have not tested the tool for a prolonged period but enough to know I like it.

Pros:

Fast results, instant results
Nicely displayed
Not the same old static feel

Cons:

Not 100% there yet on the search capacity (It was not successful thus far for me, using the same searches I use both on the open web to xray or LinkedIn search features)
The returned results do not always match my criteria, for the “current” position, though as you open the target profile the candidate typically has been in that location or worked for the company etc.
When you return to your results page you lose your search criteria, as it is not hard written to the page (as of 10-24)
If your search displays 96 results you cannot see them all unless I am missing something.

With all of this, the idea is sharp and I like it. I am looking forward to following future releases.

Top 5 with @BillBoorman -> #SocialRecruiting tools gone wild

BillBoorman — Wed, 06 Oct 2010 21:00:10 +0000

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This is the first of a series of posts that I’m going to be posting for Ryan over the next few months, and i’m going to do somthing different.

Through my work with #tru, I get to look at a lot of applications, tools and channels that can be used for recruiting, HR and internal coms. Most of them have atleast an entry level free version that you can try out, play around with and determine if they work before you make an investment. (some will stay free for ever!). I also read a lot of blogs that point me towards these applications. Twitter is like on on-line mall for these things.

In each of these posts I’m going to share 5 cool tools that I’ve found that you can go and have a look at.

If I list somthing, i’m not endorsing how well it works. I’m just saying that it works for me. (I won’t post anything I haven’t tried.)
I’m not going to tell you how to use it. Thats up to you to look at it and work out if it fits in your toolbox.
I will answer any questions or thoughts you may have via the comments section.
I will give you a brief description of what it is.
I won’t call anything a must have, that’s your choice.
I promise not to use the words “Transparent”, “Brand”, “Engage”, “Conversation”, “Authenticity” or any other Cool Aid Terms.

You can read all about these topics elsewhere. Just google them!

I’m not paid by anyone to promote them, though I will accept Beer or simmilar donations!

My 5 for this week:

Wordle.Net – Produces a word cloud from any document you copy and feed in. Bios, Job descriptions, resumes, profiles etc

Linked In Job Insider – discrete toolbar that works with Li and 7 job boards. shows your connections to the company, relationship to the hiring manager, share and lots of other functionality.

Twitteranalyzer- Comprehensive range of stats on twitter use by named accounts and their following

BranchOut – Turns facebook in to a Linked In type network, with added job posting/sharing function.

Addict-O-Matic - Aggregates web content from multiple channels on a target name or company.

That is this weeks 5. let me know how you get on, or recommend your own.

Remember to play nicely with each other!

Bill

Want to be a contributor to RecruitingTools.com? Send us a note.

Let the cold calling begin – #Recruiting @Google vs. @Apple vs. @Intuit vs. @Adobe and more.

admin — Tue, 28 Sep 2010 01:13:24 +0000

I can’t tell you how much I hate these conversations. This client or that client is hands off. I get it. Business is business but as a recruiter it’s one of my biggest peves. As job seeker I would be outraged. Being in the busness I understand why these measures are in place, but I can’t move off of the feeling that these measures seriously stunt the growth of talent both in your company but in the industry as a whole. I don’t care that company A could care less about company B, however the employees should care that they are being restricted to work with other industry leaders and potentially seriously advance their careers.

3 time saving #FireFox Add-ons for #Recruiting

admin — Wed, 22 Sep 2010 23:57:27 +0000

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Qrobe.it

This is a neat add-on that I use daily. I am big on shortcuts when using a PC and this add-on is a great extension to that process. I like this one because it allows for “infinite scrolling” throughout web and image based results allowing you to “peek” inside the result. The peek is ok, but is a bit annoying sort of like the new Google image search.

The main reason I like this add-on is for its shortcuts. You’ll have to play with them to get yourself familiar but essentially you are able to search various sites with abbreviations direct from your browsers search bar.

For example: I want to search YouTube for a video on software engineering to help target some leads.

From my search bar I simply type:

“software engineer” /yt

Obviously the yt = YouTube/ At this time there are about 20 “power hints” as the call them that you can use.

Download it here: http://bit.ly/bBzoQf

Zapom

I tend to incorporate video search and video resumes into all of my searches. Zapom is one of those search aggregators that focuses of video search. It’s not perfect but it certainly saves me a boat load of time allowing to search results for over 100 video services online.

Not all are relevant to my searches but it doesn’t hurt or cost me anytime when I am running 1 blanket search.

Download it here: http://bit.ly/cnUe6l

PDF Ebook searches:

Now this one is pretty basic but I love automation. In fact there are a few similar custom Google engines running around that do the same thing. The purpose f using searches like this are to help save me some time with finding ebooks and papers authored by potential candidates.

This is definitely not the best way but it is effective and yes the same results can be attained manually fairly simple.

Download it here: http://bit.ly/buPrG5

Like This! 10 Ways to Optimize Your Facebook Like Page

admin — Wed, 01 Sep 2010 17:03:10 +0000

I get emails and calls daily asking how can I use Facebook for recruiting? Well, it’s not always about recruiting when using “social tools” like Facebook. Social tools are also about getting found yourself – Facebook pages are a way to do this.

Recruiters should pay attention to Facebook, because almost everyone is on it. It’s a great way to connect with friends and colleagues. However, good recruiters know that your best candidates are one in the same with your friends and colleagues. Neworking within your personal circle is a great way to find strong candidates that you can put your trust in. So more and more, Facebook is a great way to get more business. Optimizing your Facebook page is one step in the process.

Besides searching for candidates on Facebook and reaching out to people you know or used to know, it’s also important to optimize your own Facebook page. Here are a few tips to optimize your Facebook page and get people to find YOU:

Let people find you from other sources. Link to your Facebook page from your Linkedin profile, website, email, or other ways that you communicate with people.
Get the word out: tell your friends to tell their friends about your page and that you are interested in finding them jobs. If you have any kind of social circle, this will quickly get a lot of people calling you to use your recruiting services or just get career advice. Ask your friends to also link to your Facebook page on their website or other services.
Do you have a company video? Add it to your Facebook page. You want to keep your page professional but still interesting and engaging.
Be conscious of keywords when you are writing text for your pages. Realize that candidates and other people find you through the text that you write. Think about strong keywords for your profession. Do you recruit software developers? Write text about programming languages and typical jobs that you recruit for. This has an added benefit of making you appear informed and relevant to the industry that you are recruiting for.

On any social recruiting effort, make sure that before you use these different systems, you should have well developed professional profile. On Facebook, that means having an optimized Facebook page. Have fun and happy Facebook recruiting!

Branchout Recruiting with Facebook

admin — Tue, 24 Aug 2010 06:26:51 +0000

There are a lot of different ways to approach recruiting with Facebook. It seems like an obvious way to get candidates, since everyone is on Facebook and it’s getting larger every second. But recruiting with Facebook seems to be hard, because unlike Linkedin, which appears to be built for professional sourcing and connection, Facebook is meant for personal connection.

BranchOut might offer an additional layer of functionality to Facebook and make recruiting with Facebook more straight forward. Direct from the Branchout.com site they say: “Every time a Facebook friend joins BranchOut, you see where they used to work, where they work now, and where their friends work. You’d be surprised how many connections you have at companies you’ve always wanted to work at — all through friends of friends. If you’re looking for your dream job, these connections can open the door.”

I say: Forget looking for a job and start looking for candidates. Though the app was not built for that, It’s actually very simple to do. Now my mic was not picking up my audio, so I went MacGyver on you and got a bit creative.

Pros:

See who your connections are
See who their connections are
See who their connections connections are
See where they work and where they used to work
Get a bit creative, connect and recruit

* Disclaimer: I get a lot of calls about recruiting with Facebook – how to do it and how to do it in an automated method. I’ve been using Branchout for a little while to recruit on Facebook and like it. This is not a sponsored posting.