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Over the last 2 years I have worked on assignments to find high calibre management talent within the food manufacturing industry.  I’ve gained a totally new respect for this industry and came to realize that there is a shortage of good talent at the management level; it takes a lot of creative sourcing to uncover this talent.  Subsequently, when it comes to talent acquisition it should be no surprise to learn that my sourcing toolbox is full of social media/networking sites.  I have a very large social network and maintain a presence on the internet via Twitter, LinkedIn and Facebook.   By utilizing key posting sites and performing creative Boolean searches the days of the old “cold call” are long gone – the only calls I make are very “warm calls” – those individuals who have already responded to my tweet, Linkedin message or email.    Yes it is true; if utilized properly the internet will make a recruiter more productive and visible.

Now Social Media recruitment is not new, at least to me.  Yet, I am surprised at how many placement firms and corporations are not taking total advantage of this valuable method to source talent.    If a company is willing to collaborate to identify the key competencies required for the role, and the recruiter is experienced enough to put together a structured behavioural interview process and a comprehensive sourcing strategy, 9 times out of 10 there is bound to be a successful result.  On the other hand, it is not a secret that unclear expectations lead to a dysfunctional and lengthy search.

I’m passionate about what I do and encourage all companies whether a placement agency or corporation to empower and encourage their recruiters to utilize the power of social recruitment – it is awesome and very rewarding.  In fact, I learn something new every day – a new way to source, a new site to explore, a new resource to add to my professional network.   Whatever the learning it broadens my knowledge; I can’t wait to see what tomorrow brings!

 

Lee Koren is certified as a Professional in Human Resources (PHR) and Master Trainer in Behavioural Interviewing.   She is an intuitive professional with extensive and acknowledged expertise in full-life cycle recruitment, selection and behavioural interviewing within Canada and the USA.  Lee is a results-oriented, creative individual who knows how to optimize the selection process.    She is a natural influencer who knows how to ask the right questions to fully engage the candidate.    Proven success in linking selection to performance to help identify and hire the best talent to drive business.  She guides hiring managers and candidates through the selection process with a wide degree of creativity, recruiting vision and understanding.

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Everyone should be using some form of social media to boost their career and enhance the chances of being contacted to explore a new career opportunity.  Whether gainfully employed or in a job search, it is a great way to keep abreast of new and exciting roles and activities within your industry; or keep tabs on a company targeted as a preferred employer. For these reasons it’s important to stay current, network with colleagues in your industry even when you don’t need them.  Take some time every day to connect with who you know and even who you don’t know.   One of my search activities as a senior recruiter is to send message out to business professionals every day asking “who do you know?”   Think about it, who do you know? Or who do you want to know?

Social recruiting is becoming a very popular way for companies to source candidates for employment.  As a senior recruiter/search consultant I use Linkedin, Twitter and Facebook on a daily basis.    I’ve been quite successful because my network forwards the message on to their network who forwards the message on to their network and before you know it the message is literally being read across the globe.  In addition, the effort always results in new connections being added to my network – quite powerful!!

Build your network in advance by talking to your connections on Twitter or other networking sites.  Join groups on Linkedin and join in the discussions, by being proactive you will be way ahead if you lose your job or decide it is time to make a move.  Identify people who you have something in common with – as Donna Messer (Queen of Networking) always says “networking is all about finding a common ground”.

Until next time……………..

Lee Koren is certified as a Professional in Human Resources (PHR) and a Lead Master Trainer in Behavioural/Performance based interviewing.  She is a senior recruiter/search consultant at The Ian Martin Group specializing in professional and executive search.

I know there are companies out there promoting Video Bios and Interviews; yep they want a piece of the action.  However before you leap, please consider a few facts.

  1. Technology cannot change the way a person thinks and unfortunately humans still have biases and make subjective decisions on what they see.
  2. Would you really want to be disqualified from an invite to interview on company site just because you wore a red tie during your video?  I know it might be an exaggeration, however you get the message.

If done properly, the Resume is still the best vehicle to get you in the door.    I have helped many people optimize their resume base on key strengths, competencies and accomplishments.  I read somewhere that an employer makes an impression in the first 5 minutes of the interview, do you really want that first impression to be via video?  At least, if you are face to face or even over the telephone you still have some control.      An alternative may be to create an audio interview highlighting key competencies and strengths as you talk through the resume

I am still very cautious about promoting job seekers to spend money on creating a Video Bio or Interview.   Now I will agree there may be folks out there who are good in front of the camera and a video may make sense if the job requires someone to be in front of the camera or involved in presentations in front of large audiences.  However, until technology can take the bias out of the video bio and/or interview my preference is still the good old fashion face to face interview. 

Lee Koren is a certified as a Professional in Human Resources (PHR) specializing in selection and recruitment.

According to the 2010 Social Recruiting Survey Results, social networks lead all other recruiting channels for planned investment by employers as the economy recovers.

So, what does this mean to you the job seeker? If you are not already using Linkedin, Twitter and Facebook as a part of your search strategy, it is time to take the plunge.   Why? Because 92% of those companies that hired in 2010 use or plan to use social networks to recruit, if you are not visible then you are invisible to the employer. 

It is not hard to get a presence on a social network.  Start slow, your number one objective should be opening a Linkedin account and building a good profile.   A large majority of the companies out there today are using Linkedin to search for talent.  In fact, as a recruiter my searches on Monster and Workopolis have greatly decreased and have been replaced by daily searches on Linkedin.

Make sure your profile has a summary which optimizes your strengths and competencies, add your skills as keywords to the specialty section.  The more info you add about current and past experience the better.  Once your profile is complete get out there and start networking, search for people you know and invite them to join your professional network.  Link in with a few good recruiters who specialize in the industry or areas that interest you.  Search the jobs on Linkedin and join a few groups which are of interest to you.  Make a plan to do a little networking on Linkedin everyday to stay active and visible – remember one never knows what opportunities tomorrow may bring so being visible on a social network is definitely a plus.

 Lee Koren is certified as a Professional in Human Resources (PHR) – her passion and strength is recruitment and selection.

This is a great article – validates a lot of my thoughts and opinions.

http://bit.ly/fP1aqd

Enjoy!

Lee Koren, PHR

I came across this article by Kate Rogers and found it to be quite interesting.  Especially the mention of Linkedin which is a powerful professional social network tool.   As a recruiter I have not yet had to use Facebook to find candidates, but I must admit with all the hype it is getting I just may have to check into it.   Hope you enjoy the article!    http://fxn.ws/gGRn1G

Lee Koren, PHR


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