It all started with the realization that Social Media is more than a
series of online destinations, communities, or Facebook fan pages, etc. I'd suggest that Social Media manufactures a product . . . and that product is called "Word of Mouth" (WOM). If we consider what WOM really is, meaning at a more granular level, we see that it's conversation. If WOM were an onion, each layer or slice of the onion would be some form of dialogue. Some of the conversation is short-lived (i.e. last night's Major League Baseball All-Star Game, etc.), some of it longer lasting (BP's oil spill, etc.). Some conversation involves only a few people, sometimes many. Sometimes conversation doesn't expand or flow through a network; sometimes it explodes. It all depends. The point is now we're looking at recruiting opportunities based on live Twitter conversation that is forming, in real-time, a self-organizing, completely open ("Open Web"), highly fluid conversation/social interaction network. And it is very important to understand that Social Recruiting 3.0 is all about conversation and social interaction . . . how we can listen in, leverage, and in some cases, catalyze it to our recruiting advantage. Let's see an example. If you are the HR manager of a firm and your target is to connect with a group of people who will attend the summit X. You have several approaches, one of them is to search in facebook and contact them one by one. But a smarter approach will be you use the analysis tools to analysis the participants of this summit. And then you will see who is the connector of this group and who are the isolates. You can simply cantact the connecters and the isolates then you will get connected to every member of this summit.When some one posted the concept of Social Network Recruiting 3.0, some other experts insited that social network recruiting was all about creat a talent pool through social networking websites searching. The world is getting smaller and smaller in light of all the new technology that helps people communicate in a more timely fashion. Targeting, locating, and keeping track of certain kinds of people is simply easier than it has been with new social network technology. You just cannot hide anymore! However, people looking for jobs may not want to hide. They are going to want to be located, and targeted by recruiters. Facebook, MySpace, and other social networks have shown that they can bring together mass amounts of people from all different areas, as approximately 54% of the younger population is using some social network. That 54% amounts to tens of millions of people, a huge pool for recruiters to tap into.
It seems both of the views listed above have a certen sence. But from my point of view it is more correct to consider social net working recruiting as conversation and social interaction. For example, you can easy to search in the social networking websites for the potencial emplyees. But it takes a long time, because you have so many choices. If you use the social networking analysis, then it will be more efficient. Back to the example I made in the previous paragraph, you can try to talk anyone you are interested, but you can also analysis the networks among those who will attend this summit and try to find out the connectors of this summit. You can simply save your energy by doing so.
References:
http://www.fistfuloftalent.com/2010/07/social-recruiting-just-grew-up-now-were-playing-bigleague-ball.html
http://hubpages.com/hub/Social-Network-Recruiting
http://www.slideshare.net/jobs2web/social-network-recruiting-presentation
Berkowitch_Network Roundtable 9-8-08 [Compatibility Mode]
1 comment:
Some good points (plus a few that have already been made in previous posts.) You start by saying that clever employers need to "push the envelope," but I don't see examples of envelope-pushing advice. I am intrigued but also a bit confused by your paragraph on conversation. Would have helped to have a summary of the main points you're trying to make.
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