3. JEFF WALDLMAN
Founder
Stratify & SocialHRCamp
@JeffWaldmanHR
.com/jeffwaldmanhr
.com/in/jeffwaldmanhr
jeff@stratify.co
Jeff was named one of
the Top 100 Most Social
HR Experts on Twitter in
2013 by Huffington Post

4. KATHLEEN TEIXEIRA
Engagement Manager
BoostAgents
@KathleenTORONTO
.com/kathleentoronto
.com/in/kathleenteixeira
kathleen@boostagents.com
www.socialrecruitingseminar.com

5. AMIT HINDUJA
Senior Recruiter/Sourcer
Headhunting Inc.
@headhuntinginc
.com/headhuntinginc
.com/in/amithinduja
amit@headhuntinginc.com

6. AGENDA
→ Introduction
→ Direct Sourcing
→ Indirect Sourcing
→ Proactive Recruitment

7. INTRODUCTION

8. INTRODUCTION

9. INTRODUCTION

10. INTRODUCTION

11. DIRECT SOURCING

12. GOOGLE+ & GOOGLE SEARCH

13. GOOGLE—PROGRESSION
→ 1996-2003: 100% job boards
→ 2003-2007: 75% job boards, 20% LinkedIn, 5% other
→ 2007-2011: 62% LinkedIn, 36% social media, <2% job
boards
Note: 16% Facebook, 12% other, 8% Twitter
→ 2011-pres: 41% LinkedIn, 39% social media, 19% network
referral, <1% job boards
Note: 41% Twitter, 28% Facebook, 31% other

14. ADVANTAGES OF GOOGLE SEARCH
→ Free Resume on Internet
→ Employees with title on websites
→ Targeted Searches
→ Company Email Format
→ X-Ray Searches
→ File Type Searches

15. KEY STRINGS
→ intitle:
→ inurl:
→ filetype:
→ site:
→ ~
→ “ “
→ -

16. GOOGLE SEARCH DEMO

17. X-RAY SEARCH USING GOOGLE
Targeted Searches on Sites:
→ LinkedIn
→ Stackoverflow
→ GitHub
→ Meetup
→ Slideshare

18. X-RAY SEARCH DEMO

19. GOOGLE+ FOR RECRUITERS
→ Overview
→ Sourcing Candidates
→ Using Circles

20. SOURCING CANDIDATES
→ X-Ray Search
→ Findpeopleonplus.com
→ Search Bar within Google+

21. WHY GOOGLE+?
– Forbes

22. WHY G+ IS GREAT FOR RECRUITING
→ Candidate Searching
→ Candidate Segmentation
→ Personal Branding
→ Talent Communities
→ Delivering Presentations
→ Candidate Engagement
→ Team Collaboration
→ SEO
→ Interviewing
→ Sharing Jobs
→ Sharing Content
→ Talent Pipelines
→ Targeted Content

23. GOOGLE+ CIRCLES & COMMUNITIES
Similar to
LinkedIn Groups
Similar to
Following People
in Your Circles

24. GOOGLE+ CIRCLES

25. GOOGLE+ SEARCH DEMO

26. DIVERSITY SOURCING ON LINKEDIN
→ Over 200+ million members
→ LinkedIn claims “63% of members are
outside U.S.”
→ 7 million Canadians are active on LinkedIn

27. STANDARD APPROACH
→ Women centric groups on LinkedIn
→ Scraping each page to see gender based name
→ Some also use She OR Her

28. DIVERSITY SOURCING FOR GENDER cont’d

29. DIVERSITY SOURCING FOR GENDER cont’d
("Emma" OR "Sophia" OR "Olivia" OR "Emily" OR "Hailey" OR "Ella" OR "Lily" OR
"Zoe" OR "Ava" OR "Kaitlyn" OR "Chloe" OR "Abigail" OR "Madison" OR "Brooklyn"
OR "Sophie" OR "Isabella" OR "Sarah" OR "Isabelle" OR "Hannah" OR "Charlotte"
OR "Peyton" OR "Quinn" OR "Aubrey" OR "Addison" OR "Amelia" OR "Mia" OR
"Claire" OR "Sydney" OR "Grace" OR "Alexis" OR "Lauren" OR "Maya" OR "Teagan"
OR "Mackenzie" OR "Elizabeth" OR "Leah" OR "Avery" OR "Brielle" OR "Riley" OR
"Michaela" OR "Rachel" OR "Taylor" OR "Evelyn" OR "Julia" OR "Gabriella" OR
"Kayla" OR "Anna" OR "Brianna" OR "Catherine" OR "Alexa" OR "Molly" OR
"Alexandra" OR "Samantha" OR "Keira" OR "Stella" OR "Alyssa" OR "Eva" OR
"Violet" OR "Mya" OR "Kate" OR "Kaylee" OR "Scarlett" OR "Megan" OR "Charlie"
OR "Gabrielle" OR "Ruby" OR "Jordyn" OR "Ashlyn" OR "Isla" OR "Layla" OR "Nora"
OR "Rebecca" OR "Paige" OR "Victoria" OR "Jasmine" OR "Savannah" OR "Reese"
OR "Faith" OR "Brooke" OR "Sierra" OR "Alice" OR "Mila" OR "Danica" OR "Kylie"
OR "Arianna" OR "Abby" OR "Makenna" OR "Makayla" OR "Bianca" OR "Nevaeh"
OR "Piper" OR "Ainsley" OR "Sienna" OR "Clara" OR "Kaelyn" OR "Chelsea" OR
"Ellie" OR "Natalie" OR "Madeleine" OR "Eden")
Source: http://www.babycenter.ca

30. DIVERSITY SOURCING FOR GENDER cont’d

31. HELPFUL WEBSITES
http://www.ssa.gov/oact/babynames/decades/names1960s.html
http://www.baby2see.com/names/canada_babynames.html
http://www.weddingvendors.com/baby-names/popular/1990/

32. SOURCING YOUNG PRO’S & RECENT GRADS
→ Recent graduates finished 2012
→ Graduates who completed in 2010 and have 2
years of experience
→ Young professionals who do not have more
than 3 years of experience

33. YOUNG PROFESSIONALS <= 3 YEARS
site:ca.linkedin.com “people also viewed”
("Financial Analyst" | Accountant | Auditor |
Tax) "location * Toronto" "("BA" | "BS" |
"Bachelor" | "Bachelors") * * * 2004..2009 "
-1990 -1991 -1992 -1993 -1994 -1995 -1996 -
1997 -1998 -1999 -2000 -2001 -2002 -2003

34. YOUNG PROFESSIONALS <= 3 YEARS

35. YOUNG PROFESSIONALS <= 3 YEARS

36. TRICK #1
→ Search LinkedIn Group without being member
site:linkedin.com "The Project Manager Network
- #1 Group for Project Managers logo" -dir
"Location * Toronto"

37. TRICK #1

38. TWITTER

39. WHY YOU SHOULD BE ON TWITTER
→ Create a pipeline of
candidates/contacts
→ Generate job leads
→ Post jobs
→ Source top candidates
→ Your clients/candidates are
already there
→ Create a magnetic brand
→ It’s FREE

40. TWITTER TERMINOLOGY
→ Twitter Handle: @KathleenToronto – username
preceded by “@” suggests that a message is
intended for that person vs. a public message
for all.
→ RT: means re-tweet. E.g. when you read
something on your feed that you want to share
with others you “re-tweet” it.
→ #: used to reference a keyword. Some people
create their own if they want a topic to “trend”.

41. TWITTER TERMINOLOGY cont’d
Twitter Handle
When to use “RT”
HashTag
HashTag

42. → Trending Topic: the most popular conversations
happening on Twitter.
→ DM (“Direct Message”): private messages that
can only be sent to people who are following
each other.
→ Remember all tweets are limited to 140
characters. Using a URL Shortener is necessary.
→ For Example: bit.ly or tinyurl.com
TWITTER TERMINOLOGY cont’d

43. Shortened URL
TWITTER TERMINOLOGY cont’d

44. FOLLOWERS & FOLLOWING
→ Click on “Find People” tab at the top of the Twitter Page, then
select “Find on Twitter”. you can search for organizations,
individuals or groups.
→ Use tools like “Follower Wonk” to search Twitter bios by
location or “Twellow” to search a directory of people by area
of expertise, profession or other attribute listed in personal
profile.
→ Leverage your social network by importing existing contacts
and following them.
→ Link Twitter to your LinkedIn account so you can follow all of
your contacts within LinkedIn—uou will also be able to post
updates and jobs within LinkedIn AND Twitter.

45. FOLLOWERWONK.COM

46. #THEHASHTAG
→ What keywords do your target
candidates typically search for?
→ Use hashtags in a message or
discussion. If you post a job it is
a good idea to include #job as
well as your industry—e.g.
#construction, #cityname or
#jobtitle
→ Don’t overuse hashtags.

47. TWITTER LISTS
→ User can have 1,000 lists.
→ Lists used to organize
Twitter users into specific
groups—e.g. “Toronto
Recruiters”, “Social
Media Pros”.
→ Lists are a great way to
monitor different groups
at the same time. Tip:
TweetDeck.com is a great
tool for this.

48. TWITTER LISTS

49. TWITTER LISTS

50. BE AUTHENTIC
→ Twitter is NOT a job board.
→ Build engagement within your target audience.
→ Followers will listen if you act real.
→ Be creative—share news and events to showcase
your culture. Leverage video.
→ When people follow you, thank them. When people
re-tweet your tweets, thank them.
→ Be positive and helpful.
→ Respond to tweets and mentions.

51. PACE YOURSELF
→ Keep track of time—1
hour per day is enough
to post content and
respond to messages.
→ Use tools like Hootsuite
and Tweetdeck to
schedule tweets.
→ Quality vs. Quantity.

52. JOIN TWITTER CHATS

53. FACEBOOK

54. WHAT IS GRAPH SEARCH?
→ Searches through billions+ pieces of data collected on
Facebook—people, photos, places and interests.
→ Search using regular language—results unlike a “web
search” using a search engine.
→ Personalized results based on searchers friends network.

55. APPLICATION TO SOURCING
Search by…
→ Job Title
→ Location
→ Employer Name
→ Education
→ Personal Interests

56. SIMPLE SEARCHES

57. DIVING DEEPER
Take previous searches and add factors…

58. DIVING DEEPER

59. DIVING DEEPER
Play with the searches—Facebook will help.

60. KEY CONSIDERATIONS
→ Quality of data vs. LinkedIn—job titles, employer
names, education NOT always used.
→ Privacy settings may limit reach.
→ Still in beta.
Limitations
BUT… Graph Search is a great tool for obtaining
soft data—e.g. interests.

61. INDIRECT SOURCING

62. JOB BOARD EVOLUTION
Pre 1992
1992
Online Career Center
Mid-90s
Mid 2000s

63. TODAY
→ Job Matching
→ Hyper-Niche
→ Socializing Jobs
→ Communities/Hubs
→ Mobile Sites & Apps

64. TODAY—VIDEO & CREATIVE

65. PROACTIVE RECRUITMENT

66. “THINK LIKE A MARKETER”
Great Content Engagement Communities
Ask yourself, “what is the primary goal of a
marketer?” QUALITY LEADS

67. GREAT EDUCATIONAL CONTENT
What can recruiters
learn from these
marketing statistics?

68. ENGAGE = BUILDING RELATIONSHIPS
How are you sharing content? Think Push
and Pull.

69. ENGAGEMENT TIPS
→ Be Responsive
→ Proactively Reach Out
→ Ask Question
→ Add Value—Help
→ Share Others Content
→ Say “thanks”

70. THINK “INTERACTIVE CRM”…
VS.
Static
Talent Pool
Interactive
Talent Community
Once you connect, which method builds
“fans”, relationships and brand?

71. PLATFORMS
Content
Creation
Engagement &
Sharing
Community
Platforms

72. EXAMPLE ORGANIZATIONS

73. EXAMPLE ORGANIZATIONS

74. EXAMPLE ORGANIZATIONS

75. EXAMPLE ORGANIZATIONS

76. @JeffWaldmanHR
.com/jeffwaldmanhr
.com/in/jeffwaldmanhr
jeff@stratify.co
@KathleenToronto
.com/kathleentoronto
.com/in/kathleenteixeira
kathleen@boostagents.com
@headhuntinginc
.com/headhuntinginc
.com/in/amithinduja
amit@headhuntinginc.com
Jeff Waldman Kathleen Teixeira Amit Hinduja