Social Recruiting

Guest Post from an HR Analyst. About the Author: Kyle is the HR Analyst at Software Advice – a company that reviews human resources and applicant tracking software.

Social media can be a great tool for sourcing, screening and recruiting candidates. For a number of reasons, though, many recruiters sometimes find themselves crossing the line as their quest to find quality candidates. Many are asking, “How far is too far?”

Beyond learning the hard way, there are some best practices emerging to help recruiters know when they’ve pushed the envelope too far. And hiring professionals are discovering a new line of recruiting applications and tools built into applicant tracking software to help them rise above the same old hashtag to better identify, connect with and place viable candidates.

Many folks using social media in their recruiting efforts are running into the same issues. Regardless of how good your intentions, these issues can tarnish your reputation and cause you to miss out on golden opportunities. Here are the top three:

  • Spamming job posts. Want to render your social recruiting efforts ineffective? Spamming people with your job opportunities is a surefire way to do just that. The key to social recruiting is to be social and engaging. Share industry news and articles of interest, exchange personal messages, etc.
  • Prying rather than researching. Some positions require a flawless social media presence. For the rest, you shouldn’t be digging too deeply into their profiles. Screening should be focused on general impressions of candidates to see if they would fit within your company culture.
  • Penalizing candidates for level of access. It’s not unusual for candidates to deny recruiters access to their Facebook profile, inviting them to connect via LinkedIn instead. Many people use Facebook for personal, rather than professional networking – especially in Generation Y. Don’t write off candidates for showing a bit of backbone and managing their public image – it’s hardly something to penalize.

Lessons Learned from the Trenches

Carolyn Betts, CEO of Betts Recruiting, is one person experiencing more success in social recruiting than others. She was recently featured in a New York Times article, for leveraging social media to grow her recruiting success.  She’s picked up a few tricks worth sharing:

  • Focus on strategy. You won’t be able to make the most of social media if you’re going into it blindly. You need to have a plan for how you want to accomplish your goals. Betts suggests starting with one social media site, familiarizing yourself with it, then growing your presence gradually.
  • Have realistic expectations. When you consider the industry you’re in and the position you’re hiring for, are your deal-breakers realistic? You need to determine upfront how much weight you are giving a candidate’s social media presence.
  • Leverage the right apps and tools. Many successful social recruiters know that in order to make the most of your social recruiting efforts, you need to leverage the right tools. Why go it alone when there are applications with built-in best practices for recruiting more effectively?

Expanding Your Reach with Software

According to a recent study, approximately 85 percent of U.S. companies used LinkedIn for recruiting last year, though only 30 percent of active job seekers are on LinkedIn. As such, many recruiters are finding LinkedIn a bit overcrowded. Where are the candidates? The large majority of them are on Facebook.

Because the data recruiters are looking for is a little harder to find on Facebook, however, many miss the sourcing opportunity this vast network provides. Fortunately, there are third-party software developers devising methods to put actionable candidate information into the hands of recruiters quickly and efficiently. Some of these recruiting solutions are standalone applications that leverage recruiters’ networks. Others – like Bullhorn Reach – are applications designed specifically for automating social recruiting.

For further reading, check out Kyle’s HR blog at:


JobShouts™ is pleased to announce its integration with Broadbean, the global leader in job posting distribution and sourcing analytics. The integration was spearheaded by Broadbean’s internal development team and was completed just recently. Kelly Robinson, CEO of Broadbean says, “Broadbean has grown so significantly over the last ten years because of relationships – our relationships with job boards and job board channels, as well, as our many tech partners and of course, our clients. It is for this reason that we are happy to engage and integrate with JobShouts. With the reality that social media is a new and incredibly fast communication tool, Broadbean is eager to work with companies like JobShouts that not only understand that shift, but embrace it.”

This integration should be of particular interest to employers looking to tap into social recruiting. Says Rayanne Thorn, US Marketing Director for Broadbean:“We first met JobShouts through real-time social media channel Twitter, we soon saw the direction they were headed and we were eager to learn more and see if there was a possibility for a partnership. It was when we met in real life that the true partnership was moved forward. Broadbean is innovative and happy to introduce new channels to our clients. We welcome JobShouts to our table.”

JobShouts President, Robin Eads, comments: “Broadbean’s product is a time and money saver for recruiters, which is something we have always strived to be. We are proud to be included in their service offering.”

Official Press Release Links:

The title of this blog might seem ridiculous; of course you want ROI from recruiting budget. ROI might be added functionality, added scalability, added hires, added something which ultimately adds to the bottom line. What about job boards? How are you measuring your ROI on those?  For years there has been debate among recruiting professionals about measurable ROI from job boards.

As a former recruiter, my ROI from job boards was nearly nil. Job postings became more time consuming than time saving. Every year the job boards got more expensive and every year I had more unqualified candidates to sift through. What’s wrong with that equation? My objective was to place as many people as possible as quickly as possible; that’s the only way I generated revenue for both my employer and my wallet. The job boards didn’t seem to care. They just continued to get more expensive and impose more limitations. What do you mean I’ve exceeded the number of searches allowed? It was just BOGUS.

Someone needed to change it all and I got tired of waiting for it to happen.

I’m sure there are those that think I only talk so much about JobShouts! because it’s my company. While that’s true to some extent, a larger part of why I talk about it so much is because I get really excited about changing the experience for recruiters. And producing results! I’m excited to be a pioneer in this industry. After years of using job boards and knowing what didn’t work, I’m now in the thick of creating what works. It’s working so well, that the “big” job boards ought to be running scared.

It’s a well known fact that our job postings are indexed by job search engines. We’ve continued to perfect the “formula” by which we operate – including quality of job ads, categorization, link love and so on. Apparently, we’re pretty attractive not only to the job search engines but also to candidates as well. I was so excited about our latest report from Indeed which showed we averaged 4.5 clicks for every 1 click on non-sponsored ads. Essentially, the only way to get better exposure for job ads with the job search engines is to pay for sponsorship on those sites.

Good Stuff:

This is only 1 of our distribution channels and we are highly successful on so many more.

Sharing metrics is important to me. I want our customers to expect a better recruiting experience. I want them to pay less and receive better quality candidates. I want them to have access to the most innovative and effective recruiting tools available.  After 15 years of pounding the internet, learning and using Boolean and other x-ray techniques, I’ve learned a thing or 2 about what’s actually effective. My knowledge is your pearl in the oyster. Get that elusive ROI you’ve been after for so long. Use it, love it, share it!

We are happy to announce that we have a different look and some exciting new features! Our developers have been hard at work to bring you even more ways to tap into the power of social media as a recruiting source! Josh Hundley (@oJshua) and John Reeves (@vectorjohn) have done a bang up job in a short amount of time.

Since our launch more than 1 year ago, there have been more than 16,000 jobs posted on! We can’t thank you enough for all of your support during our beta phase and we hope that we can count on your continued support.  We have set the trend with regard to social recruiting and we are getting some GREAT feedback from all of you about the results you’re seeing!

Taking your feedback into account for development, we are now integrated with more social networking sites than ever! Our jobs are distributed to a wide network of listeners and targeted search traffic. With your help, word of mouth is spreading rapidly about the audience that we deliver. So it only makes sense that we put the power of social networking directly into YOUR hands and allow you to publish your job listings directly through your own social accounts, too!

In addition to an Employer Admin Panel, which will allow you to more easily manage the posting, editing and deleting of jobs – you’ll also be able to broadcast your job postings through JobShouts and your own social accounts all at once! Talk about word of mouth! We’ve even built in the ability to purchase job credits instantly through our PayPal payment portal. Don’t forget to look for promo codes! We’ve got a few of them floating around.

We want to thank all of you for using – we owe our continued success to all of you! We’re continually working on site improvements based on customer use and feedback and we welcome yours. Do you have a JobShouts success story? We want to hear it!

Say no to high-priced job sites, Stop Feeding the monsters. Make the smart choice with!

Twitter Tips

Posted by | February 22, 2010 | Job Search, Social Recruiting, Technology

If you’re new to Twitter, you might not know that there’s an etiquette to it. If you’re one of those that say, “I don’t get Twitter”, then pay attention. In this world of social online connections, Twitter is a crucial method of communication between job seekers and potential employers and vice versa.

That being said, I’m going to give you some Twitter Tips to guide you on your path to understanding Twitter and making it useful for you.

1. Sign up. This might sound basic but I want to be sure I’m specific so I don’t lose anyone. When you sign up, it’s important to choose an appropriate user name. You want one that identifies you but doesn’t use up too many characters. This is to allow people to “re-tweet” things you say without your username using up too many of those 140 characters. (I’ll explain re-tweet later on in this article)

2. Complete your profile. A complete profile will contain your name, a nice close-up picture, your location and a short bio and a link. This link can be whatever you want it to be – your LinkedIn profile, your blog, your facebook page – whatever. Just make sure that the link you include is an appropriate representation of yourself. Remember, employers use social media too. I recommend using city, state for your location. This makes it easier for locals to find you.

3. Set your preferences. Do not protect your tweets. This is pointless unless you’re only using Twitter to talk to your 5 personal friends in real life. Twitter is a social tool. It’s meant to be used as such. On the mobile tab, you can activate your Twitter account on your mobile phone. This is useful so that you can route direct messages, or messages from certain people to your cell phone as text messages. That way when you’re not on Twitter you can still get that important message. You can also set time preferences, such as “only receive updates between 7 am and 11 pm” or whatever time frame works for you.

4. Find people to follow. This is the key to engaging on Twitter. In order to have conversations with people, or find a way to network with people you don’t know, you have to start by following them. First, decide who you are interested in following. It might be local people, other people in your industry or line of work, others with common personal interests, etc. Of course, you can start by following people you know, too! Often, people we know are a great source for finding other interesting people to follow. Find out who your friends or colleagues are following and go from there.

5. Be patient. Rome wasn’t built in a day and neither was a Twitter network. Networking takes time and patience. It also takes involvement, so the less active you are the longer it will take. Keep that in mind. The more people you follow the more opportunities you will find to engage others and begin relationships. Quality of followers is more important than quantity.

6. Be aware! Like anywhere else on the internet, there are bots, scammers and viruses roaming on Twitter. If you get an odd direct message from someone asking you to click on a link – don’t do it. Reply and ask them what it’s about or if it’s legitimate. Sometimes these messages even seemingly come from those you know well – but don’t be fooled. Chances are, that person’s account has been compromised by a hacker. Err on the side of caution.

7. Don’t say anything on Twitter that you wouldn’t say out loud to a room full of people. Self explanatory, no?

8. Re-tweet when you can. A re-tweet (or an RT) is forwarding of someone’s tweet to your followers. If you like something someone has said, or like an article they tweeted, you can re-tweet it. This is a sign of endorsement by you and complimentary to the person you re-tweeted. This is often seen as a sign of endorsement of that tweeter and their content. If you want people to notice you, re-tweet them. It’s the highest form of flatter on Twitter and will get people looking at your profile – and hopefully, following you!

9. @ or Direct Message? If it’s something you wouldn’t say to someone in front of other people, then save it for a Direct Message. If the person you want to send the direct message to isn’t following you though, you won’t be able to send it to them. In such case, you can send an @ reply to that person asking them to follow you so that you can DM. @ replies are public, Direct Messages are not.

10. “What do I talk about?” This is the most asked question and it’s something I cannot answer for you. For each person the answer to this is different. However, consider what you’re using Twitter for. For most, you will want to present a professional image, but Twitter is also the place to let your personal side show. People are interested in who you are, not just what you do. Sharing things about yourself, your profession, industry related articles, funny things, technology news, etc. Just remember that what you tweet about will determine who finds you/follows you!

Do you have more tips to add to this list? Have you learned through your own trial and error what works? Please share!

Most people that are familiar with JobShouts know about our job postings and that we’re integrated with social media – but some may not know about or have yet to try our Social Search feature.

So, what is JobShouts Social Search? How can it help my recruiting/sourcing process?

If you’re an employer or recruiter who regularly uses resume databases to source your candidates, pay attention.

Social Search was developed from a sourcing technique that I personally used very successfully in my days as a recruiter. I specialized in recruiting a lot of hard to find candidates and clients were often amazed at my pinpointed accuracy. My secret? Social media, networking sites and search engines. I used a variety of sites to source from where I could make real connections with people based on a specific opportunity uniquely matched to them. Some might call this cold call sourcing or passive candidate sourcing. This method for me was very successful – so successful in fact, that I was able to stop relying upon resume databases full of outdated content.

The only trouble with this method was, it was very time consuming. Going to each site, figuring out what search criteria worked best, sifting through results for good quality, etc. Each site search could take from 5 minutes to 2 hours depending on the number of results that I got.

The premise behind Social Search was to streamline this process. Social Search allows you to search up to 8 different sites all at one time: LinkedIn, MySpace, Spoke, ZoomInfo, VisualCV, Twitter, Facebook AND – the best part of Social Search – the resume search feature. Social Search finds “hidden” resumes of potential candidates wherever they might be posted publicly, such as on their webpage or blog. Best of all, the results are sorted and labeled according to the network on which they were located.

Here’s an example. Using Social Search, I searched for “business analyst” in Miami:

You can see it pulled up a number of profiles on various sites; from there you can click on a profile to see if it’s a match.

So now let’s say you’ve located a great potential candidate on MySpace (“Suga Cane” listed above) but you don’t know her real name or how to reach her. Well, you can message her through MySpace and hope she responds OR, you can use the information you find on her MySpace profile to help locate her real identity.

This is what we know from her MySpace profile:

So now we know who she currently works for. Using “Gemaire” and “Inventory Control Analyst”  I searched LinkedIn and found out that her name is Marisa Howell. Now, she’s a viable and potential candidate! Connect with her through a shared group on LinkedIn or use her name to search for contact information. It’s as simple as that.

Let’s face it – in the world of social media and online networking  – far more people are keeping up with their social profiles more often than their resumes. Using this search will net specifically targeted candidates through publicly available information and eliminate the need for using a resume database. Recruit smarter, deliver better results to your clients and stop wading through the same candidate pool as everyone else.

Questions? I’m all ears. 🙂

Where to Post Work

Posted by | November 12, 2009 | Social Recruiting

When you need post work, you have a job to fill.  It can be difficult to determine where to post those jobs. Unfortunately there are not a lot of low cost solutions. Most high traffic job boards are very expensive and deliver sub standard results. Some work some do not. Where then should you go for your job advertising needs.

There are a few low cost sites like and . JobShouts is scraped by the three major aggregators, Simply Hired, Indeed, and JuJu. Jobs are also pushed to twitter, facebook, identica, and friendfeed. Soon free job ads will be limited to 1 per month. Try out the service and see what kind of results you get.

Post Work at craigslist as well. Most cities are still free, the major markets have a fee for posting job ads. You will get responses from craigs list for a lot of positions from programmers to carpenters, we highly recommend you try that as well too.

As a Recruiter, I am often asked, “Why do recruiters incessantly contact me about a job, only to disappear once I’ve been submitted?”

Let me assure you, you are not alone. The lack of proper follow through by recruiters is not only an epidemic, it’s also pretty lame. I’m going to expand upon some of the reasons this typically occurs, so you can be proactive when – not if – it happens to you.

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Whether you are a hiring manager or an employee, you’ve no doubt used a recruiter before. You may have some definite opinions about recruiters; either positive or negative. Especially in today’s job economy, recruiters can save you time and effort. Before working with a recruiter, there are a few evaluation questions you may want to ask, to make sure your recruiter is working with your best interest in mind.

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