1.
The
of
FUTURE
SOCIAL RECRUITING
20 Thoughts from 20 Recruiting Leaders
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Introduction
In a space as performance-driven and competitive as
the recruitment industry, it is crucial to stay ahead of
the curve. The growth and adoption of new strategies
and technologies is essential for success and is set to
explode in the future.
In an effort to paint a clear, distinct vision of the future of
social recruiting for our users, we asked twenty industry
thought leaders to weigh in on various trends that are
shaping the future of social media in recruitment. These
are their thoughts.

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“Current versions and visions of recruiting as a social activity
are as primitive as the internet was before the web browser...
or the automobile was before Henry Ford. Our ability to see
how it will work is clouded by the way that things currently work.
In the long haul, social technology will be used to increase the
understanding between applicant and employer. Down the road,
social tech will help us see a fit where we currently see none.
Near term, it’s more of the same, as if going faster somehow
reduces shortages.”
John Sumser
Principal Analyst at HRxAnalysts
@JohnSumser | www.hrexaminer.com
TM
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4.
“ Post and pray means hundreds of hours vetting, spamming
resumes. No one said you have to post every job. Job seekers
are dying to have a conversation with you. How do you want
to get to your top ten list? Keyword sorting job board spam, or
building engagement with candidates who are passionate about
your brand?”
JOSHUA WALDMAN
CEO and Founder of Career Enlightenment LLC,
Author of Job Searching with Social Media for Dummies
@JoshuaWaldman | www.careerenlightenment.com
TM
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“Social media is a historical game changer, and as a result of it,
for the first time in history it is now possible for a savvy recruiter
using social media to identify and build a relationship with nearly
every professional in the developed world. That, coupled with the
option of remote work, means that recruiting has finally become
truly global. Social media working on the mobile platform will
dominate recruiting for years because it allows you to easily and
cheaply identify, view the work and then build relationships with
the 80% of top talent that are not actively in the job market. In
addition, when linked with a robust employee referral program,
social media can dramatically increase your recruiting reach by
allowing every employee to become a “talent scout.”
DR. JOHN SULLIVAN
CEO at DJS Consulting, Author,
Professor at San Francisco State University
@DrJohnSullivan | www.drjohnsullivan.com
TM
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“Three years ago we said you’d have to think long and hard
about hiring a recruiter with less than a couple of hundred
LinkedIn connections. Now the same holds true for
candidates in general.”
KRIS DUNN
Chief Human Resources Officer at Kinetix,
Editor at HR Capitalist and Fistful of Talent
@Kris_Dunn | www.hrcapitalist.com
TM
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7.
“Social media is a channel, but the engagement level and
message doesn’t change. The ability to connect instantly
and via a social network is vitally important, especially
when it comes to engaging employees and job seekers who
have choices.”
JESSICA MILLER-MERRELL
CEO of Xceptional HR & Workplace Technology Analyst
@blogging4jobs | www.blogging4jobs.com
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8.
“Today Millennials represent over 50% of the world’s population
and our future global professional workforce. They are socially
engaged networkers as well as ‘digital natives.’ To be blunt, if
you are not engaging them in their social habitats, then you as
employers and recruiters have no future, recruiting or otherwise.”
IAN KNOWLSON
Business Development Expert, Sales Training Coach
& Mentor at Selling Success
@IanKnowlson | www.sellingsuccess.co.uk
TM
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9.
“The future of social recruiting is not simply about searching
and connecting with candidates and broadcasting jobs — it’s
about staying in the peripheral vision of clients and candidates,
be they real or potential. It’s critical that employers and recruiters
plan to be found as much as they plan to hunt for talent.”
LISA JONES
Director of Barclay Jones, Recruitment/Tech Specialist
@LisaMariJones | www.barclayjones.com
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“The future of social recruiting lies in harnessing the power of
your entire workforce as brand ambassadors online. The result
is more engaged employees and better talent attraction. Every
person in your company is a potential recruiter.”
CRAIG FISHER
CEO of TalentNet Live Social Recruiter Events,
Director of LinkedIn Certified Training for Ajax Social Media
TM
@Fishdogs | www.fishdogs.com
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“Social Recruiting is NO different than traditional recruiting, you
still need to find and engage with your candidates — you simply
have more channels to choose from.”
GEOFF WEBB
CEO at Social HR
@SocialHRGuy | www.socialhr.biz
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“Social recruitment is a highly debated topic on my site. As a
recruiter I believe that some benefits are real: the increased
company brand recognition, internal workplace culture exposure,
and employee satisfaction data will play a role in shaping the
future of organizational recruiting. It is a tool that recruiters and
companies need to utilize, but not depend upon however. The
best social recruiting is still two people talking! And social media
seems to be most effective in getting that conversation started.”
NOEL COCCA
CEO at RecruitingBlogs.com
@NovoMedical | www.recruitingblogs.com
TM
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13.
“The future of social recruitment is all about finding top
candidates, quickly and effectively, while providing true
ROI to business partners.”
SARAH WHITE
Founder & CEO of HRTech Blog
and Sarah White & Associates, LLC
TM
@ImSoSarah | www.imsosarah.com
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“The future of social recruiting is independent of traditional
recruiting. It will weigh heavily upon the candidate. If candidates
do not saturate the social space as recruiters hope, there is
no future. Recruiters need to go where the candidates are. If
your target candidate is not on Twitter, should you spend time
there? Social recruiting should be all about QHQ – ‘Quality Hires
Quickly.’ If that isn’t happening, you need to change what you
are doing.”
RAYANNE THORN
Marketing Director for Broadbean Technology
@Ray_anne | www.broadbean.com
TM
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15.
“The future of social recruiting is more focused tools. Right now,
we have bigger haystacks, making it even harder to find the
needle. When people and technology start focusing on ‘fit’ that
is laser-focused from skills, aptitude, work product and cultural
perspective, then we will see successful social recruiting.”
MAREN HOGAN
Principal Consultant/Chief Marketing Officer
at Red Branch Media
TM
@RedBranch | www.redbranchmedia.com
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“The future of staffing as it relates to social is the topic of the
moment, and I’m convinced it’s going to be turned upside
down. Within 3-5 years the power that employers have is
going to diminish as job seekers who are much more in tune to
managing their own career success find transparent and very
rich data pathways into corporations. As a result, you’re going
to see a significant shift in how we attend to the candidate and
the experience they have, and you’ll see employers treating
candidates much better.”
GERRY CRISPIN
Principal and Co-founder of CareerXroads
@GerryCrispin | www.careerxroads.com
TM
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17.
“Use social media as your new sales funnel; migrate your chat
from Twitter to a meaningful discussion on LinkedIn, move on
to a phone call and finally meet up for a coffee. Thanks to social
it’ll be like catching up with an old friend.”
JORGEN SUNDBERG
Founder and Director at Link Humans,
Editor of The Undercover Recruiter
@JorgenSundberg | www.linkhumans.com
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18.
“It’s important to remember that ‘social recruiting’ does not replace
basic skills needed for effective recruiters such as networking,
building/maintaining candidate pipelines, establishing rapport
with internal/external relationships and selling opportunities.
However, using social media effectively for employer branding,
relationship building, and communication allows excellent
recruiters the opportunity to expand their reach and connect with
a targeted audience on a global scale.”
JENNIFER MCCLURE
President of Unbridled Talent, LLC
@JenniferMcClure | www.unbridledtalent.com
TM
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“Social recruiting moves from ‘apply for’ to ‘talk to.’ It makes it
easier for people to connect with brands and for brands to move
from being faceless entities to becoming collections of people.
People are connecting and following brands long before applying
and choosing to opt in or opt out. It’s not increasing volumes
(they are going down), but the trend is for significantly improved
efficiencies. That’s a great thing.”
BILL BOORMAN
Founder and Host of #Tru Events, Keynote Speaker
@BillBoorman | www.recruitingunblog.wordpress.com
TM
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20.
“Marketers use social media to get instant feedback, engage
with customers, and extend a brand in one click. The future of
social recruiting is using social channels the same way marketers
do. Savvy leaders will use social channels to learn more about
their candidate base and turn that data into rich, powerful
insights. Sourcers will tap into conversations for evidence of
performance and smart recruiters will use that insight to save
time by encouraging wrong-fit candidates to self-select out, and
right-fit candidates to find their way in quickly. It’s not just the
channels — it’s the rich data the channels provide when used in
innovative ways.”
SUSAN STRAYER
Founder of Exaqueo,
Head of Talent Strategy at Evviva Brands
@SusanStrayer | www.exaqueo.com
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“Social media has impacted how people live and is now impacting
how they work. The number of professional relationships
someone can maintain, the ability to immediately tap distributed
knowledge, and the ability to collaborate or apply one’s
skills to just the pieces of work they want to focus on are all
increasing. Social recruiting will evolve to help organizations
brand themselves based on the WORK they do and tap the
right resources (regardless of engagement model) from the
talent ecosystem for just the right time — in the end helping
organizations become more agile.”
MASTER BURNETT
Director of Strategy at BraveNewTalent
@masterburnett | www.bravenewtalent.com
TM
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22.
“What’s so exciting about the future of social recruiting is that
we get to watch technology catch up with a practice that is
hundreds of years old — career networking.”
ART PAPAS
CEO and Co-founder of Bullhorn, Inc.
@ArtPapas | www.bullhorn.com
TM
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ABOUT BULLHORN REACH
Bullhorn Reach is a software-as-a-service (SaaS) social recruiting
solution, designed to help recruiters leverage social media to
source candidates and identify potential movers more efficiently.
You have the potential to reach millions of prospective candidates
in less time than it took to read this e-book. Extend your
recruiting reach with the right social strategy. Leverage the power
of social media to find and recruit the best talent — fast.
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