1. Recruitment Trends in New and Emerging Media Tweet feedback with #shallyotys Shally SteckerlEVP, Arbita, Inc.shally@arbita.net http://aces.arbita.net/shally

2. Trends in Recruiting via Emerging Media Facebook: 88% of respondents have no strategy, yet 54% have a Facebook page and 76% update Facebook less than weekly; 65% of recruiters spend less than an hour a week on it (while the average user spends 55 min./day) LinkedIn: 36% still do NOT have a planful strategy and only 58% manage their company page. What does your company page say about your social presence? Twitter: 87% have no strategy for finding candidates on it. 60% tweet less than once per month and 71% spend less than 1 hour on Twitter yet there’s 75 million tweeple MySpace:100% have no strategy for finding candidates there but this is still a source! 71% have no strategy for sourcing from niche and regional networks and 83% have no strategy for sourcing on blogs: both massive, yet remain widely overlooked Not all the tried-and-true methods have been supplanted: 86% say Employee Referral programs are much or somewhat better than social networks. The challenge going forward is how to make social networks and employee referral programs synergistic 70% say sourcing is a major part of their recruiting, yet 67% feel their current sourcing capabilities are inadequate and only 42% feel they have adequate training Search engines: Only half use Google, over 80% do not use Yahoo or Bing. They are shooting themselves in the foot, given ~20% resume overlap in query results between search engines (see Thumbshots)

3. “Social Recruiting” – Fiction or Reality? Not all social networks are a good source of candidates LinkedIn is not a social network, it’s behaving like a job board Twitter, Facebook and blogs are about engagement and conversation, thus good branding, but not a highly efficient source of hires Social recruiting sources as compared to: Job Boards – if LinkedIn is more of a job board now, who else will follow? Employee Referral Programs – one of social networks’ “best and highest uses” SEO – “social search” will drive SEO results; SEM/PPC - very effectively done inside of TW, FB, LI Direct Marketing – emails are being replaced by FB messages, @tweets, and InMail; must be used properly (approach as engagement, value added networking, not as “hey, I have a job opening for you - click here” Print Advertising – a great branding device, and way to reach high volume, low complexity hires; could be replaced by direct ads on FB and maybe TW, LI

4. Trends in Source of Hire Hires from Direct Sourcing and SEO/SEM are increasing by about 2% per year at the expense of 1) Agency hires, 2) newspapers and 3) job boards 91% of employers have Monster contracts vs 61% LinkedIn 36% of Job Board hires are from niche sites compared to: 28% from Career Builder 22% from Monster 0.25% LinkedIn Source of hire continues to be extremely difficult to measure: did your applicant originate with Monster or was it really Facebook? Or did they begin with a Google search? Your company’s jobs or “career site” is as a destination not a source! 4

5. Top Five Sourcing Technology Trends Direct Sourcing: the 20% of job openings that cannot be filled via traditional sources are filled by proactive sourcing activities to uncover experienced prospects directly from competitors using search engines and social networks. SEM/SEO: Search Engine Marketing also known as PPC, is buying paid advertising on search engines, job board aggregators and social media platforms like Facebook and LinkedIn. Search Engine Optimization is a long-term process that increases employment brand visibility by increasing the chances of being found in the organic (unpaid) search engine results increasing visibility of individual job postings. Economies of Scale: reduce cost, save time and decrease effort by centralizing and automating tasks such as posting and distributing jobs, downloading resumes, and processing or filtering information found on the Internet. Soliciting Referrals: aggressively, proactively and continuously soliciting referrals from everyone a recruiter comes in contact with Talent Communities: engaging talent in their natural habitat, building online communities populated by the types of talent you seek. Purposely-built, skill- or job function-based sites, blogs, virtual private networks, LinkedIn Groups, Facebook Pages or Ning Groups geared uniquely towards the most challenging candidate skillsets. Enhance but not detract nor replace career sites. 5

6. Top Three Social Recruiting Strategies LinkedIn Participate don’t just search Maximize your complete profile Create, join and participate in groups Host and search for events Ask and answer questions Twitter Tweet to engage not just post jobs Use your real name, have a full bio, link to a page about you Search tweets using 1) twitter, 2) Google, and 3) directories Automation Create pervasive searches using RSS Feeds Manage all your social networks from one dashboard like HootSuite

7. What are people saying? (tweet #shallyotys)(courtesy of Timo Elliott from SAP Business Objects) © SAP 2009 / Page 7

8. New LinkedIn Hacks Currently at COMPANY: “current * COMPANY” but.. Also try “COMPANY * past” Find members of a group: site:nl.linkedin.com (inurl:in OR inurl:pub) "Dutch Speaking SAP Consultants" Find attendees of an event/meetup: site:events.linkedin.com "dutch sap" -intitle:popular Efficient international search with new TLDs site:de.linkedin.com"software engineer" google

9. Top 20 LinkedIn TLDs by # of profiles UK 4,130,000 India 3,670,000 Canada 2,500,000 Netherlands 2,400,000 France 1,940,000 Australia 1,340,000 Italy 1,240,000 Brazil 1,180,000 Germany 1,050,000 Belgium 945,000 Denmark 875,000 Spain 856,000 Sweden 753,000 South Africa641,000 Argentina545,000 Switzerland 499,000 Poland 494,000 Norway 451,000 Mexico 440,000 Israel 427,000 For the complete list, see the LinkedIn Recruiter GuruGuideNote: above population estimates include only public profiles

10. Twitter Directories: Tweepzsearch for bio:company, create RSS feed of results Followerwonk search twitter bios for company, skill, jargon LocaFollowsearch bios AND tweets, bulk follow, create twitter lists Twiangulatesee who your candidates follow and follow them too Search: From search.twitter.com look for “at company” near:location -source:twitterfeed And from Google choose “Latest” option and you’ll see tweets among search results Twingly Go beyond Twitter: also searchesJaiku, Identica, Bleeper, Bloggy, Cirip, Koornk, Lareta, Linux Outlaws, Suffice to say, TWiT Army and YouAre

11. Automation To avoid logging in/out of accounts, get a multi-Twitter account application to manage them, like HootSuite (voted best Twitter app in 1st annual Shorty Awards) Great metrics/analytics using owl.ly URL shortner Built in integrated search Enter RSS feed URL and set it up to automatically post your new blog posts as tweets and status updates Enter the URLs to your: company and/or personal blogs, jobs RSS feeds, LinkedIn and Facebook updates, and Big Buzz RSS. Works with Ping.fm,too! Schedule posts in advance (runs even if you're on vacation!), ideally when your target audience tweets most – even on behalf of a group Converge on a topic: If you see something posted (e.g., article, blogpost) that your organization should be associated with, get everyone to comment and RT Other robust ones include SplitTweet, CoTweetand many others on the Twitter GuruGuide handout you received. 4/21/2010 11

13. IceRocket has RSS alerts in the right column of any search result. Check out Big Buzz to track your brand!

14. Twitter: run a Twitter search then click Feed for this query top right

15. Emailed LinkedIn Searches http://www.linkedin.com/search/sslisting12 21-Apr-10

17. Connect on LinkedIn: CyberSleuths Group (12,000+), Shally, Glenn

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21. Tons more free learning at The Sourcer’s Desk4/21/2010 13 Shally SteckerlEVP, Arbitashally@arbita.net http://aces.arbita.net/shally LinkedIn | My Bio | Skype Glenn GutmacherVP, ArbitaACESglenn@arbita.net http://aces.arbita.net/glenn LinkedIn| My Bio | Skype