I am not going to do a full explanation of what Google+ is in this post. Andy Headworth has already done a nice job of that on his blog. Check out What is Google + and should you use it for recruiting?
When Caty Kobe recently hit me up to answer a question on the FOCUS platform, "Recruiters: Does Google+ fit in with your recruiting strategy yet?”, I thought my answer could use just a wee bit of expansion.
So here it goes.
The small number of people who use Google+ are early adopters. Early adopters are generally open to being contacted by other early adopters with the proper approach.
If you use Google+, build your network, and contribute good content to the stream on a regular basis. People in your circles will be open to giving you referrals or taking your call if you ask occasionally. But don't just ask, and don't be a creep. Be a good citizen. Contribute!
Just like with any other network, your profile needs to be interesting and credible when prospects go to check you out. This is a social place. Have a good profile pic and some other photos people can check out on your profile. Write something interesting about yourself. Your profile should be full of conversation starters as well as keywords so people can find you. Hint: your name is a keyword. Repeat it often.
Searching for people on Google+ is pretty straight forward with FindPeopleOnPlus. Want to find a mobile app developer, or a CTO? Just look. You get a pretty short, targeted list that is easy to scan, with bio pic, etc. FindPeopleOnPlus is not an advanced search engine, but it works. And if you find people you wish to contact, add them to a specific circle, or invite them to a hangout or huddle.
I am hearing of people every day who are abandoning Twitter and Facebook for Google+. It's not perfect yet. And the other networks will still be used for a long, long time to come. But Google+ is definitely growing. Take advantage now while you can still search through a short list of early adopters.
You can connect with me on Google+ at gplus.to/craigfisher
Here is Andy's breakdown of Google+ elements:
The quick overview of the different parts of Google+ are:
- Stream: like Facebook, this is a feed of all the updates made from people within your Circles (your self selected network)
- Sparks: this is Google's way of recommending content to you that is the most relevant to your search words.(Your didn't think Google wouldn't get an opportunity to use it's search algorythms here did you?)
- Hangouts: clever, clever, clever. Essentially a group video chat function for up to 10 people at any time. The clever bit is the way that Google+ switches from person to person in the group chat depending on who is talking into the microphone at the time.
- Huddle: think group instant messaging for people in your Circles and you get the idea.
- Circles: the deal breaker for Google+. It allows you to create your own unique social networks and add whoever you want into them. You can then interact and engage with these individual Circles. (If you are in recruiting or sourcing - this is has HUGE potential
- Photos: a comprehensive photo application - with Picassa sitting behind it.
- Search: I have added this as an extra, because with my recruitment mindset, finding people is key to me. Google is all about search, and with Google+ there are great ways of finding people (as you would expect!)
Here are my suggestions:
- Adopt: Learn the rules and the ropes
- Build: You can only recruit if you connect
- Contribute: Post good content to the stream. Share content from those who you want to get to know better. +1, comment, and reply to others content often.
- Profile: Full profile with photo and interesting background information about you
- Recruit: Reach out occasionally for referrals and candidates. Ask your targets for their opinions and expertise, not just if they want a job. And don't just post jobs all the time, that never works.
So what do you think? Can you use an early adopter platform like Google+ for targeted prospecting and quick connection?