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Google+ early adopters may be targeted by recruiters

Remember when people said Twitter isn't good for recruiting?  I am a huge fan of bold new platforms like Google+ for networking and recruiting purposes. 

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.
We are going to deep dive on Google+ and other cool tools at the TalentNet Live social recruiting unconference on 8/26 at Pepsico in Plano, TX.

So what do you think?  Can you use an early adopter platform like Google+ for targeted prospecting and quick connection? 

11 comments :

Is Your Employer Brand A Social Object?

By Craig Fisher, originally posted on MonsterThinking.com
How interesting is the job for which your company is hiring?  How interesting, for that matter, is your company?  Is there a compelling story?  On July 26th, 2011, the recruiting community in San Antonio discussed this in a live conversation with Robert Scoble as he kicked off TalentNet Live at Rackspace HQ.
Talking recruiting and branding with @Scobleizer was just one of the perks of hosting TNL at such an innovative brand’s home office.
He detailed these stories in a recent article he posted on his favorite new social spot,Google+.   Here’s an excerpt from the post, aptly titled, “How do you recruit the best talent?“  Which is a question on a lot of our minds these days.
Here’s Scoble’s take:
“Graham Weston, in his TEDx speech, laid it out a bit better when he tells us how an organization can succeed at a human level. “What we all want is to be valued members, of a winning team, on an inspiring mission.” You should watch the rest of the speech (below).  His leadership is a majority of the reason I work at Rackspace.

Another friend, Hugh MacLeod , says you need to turn work into a social object. IE, something that creates a conversation. If you haven’t read Hugh’s thinking on social objects, you should (click here). He’s the artist who drew the cartoon on this post.
The best companies tell a story that creates a conversation that creates those powerful feelings after the recruit goes home. Here’s some examples I’ve seen:
SOASTA:  They buy every employee two 27-inch monitors. One for home and one for the office. That sounds extravagant, right? But it’s the best recruiting technique I’ve seen (and one that today doesn’t cost much money). It resonates with me, I turned down a job once because the guy who would be my boss came into the interview with a crappy computer. If the company didn’t give HIM the best tools, well, then, there was no chance they were going to support me with the best ones.
GOPRO: GoProbought a race car for its 70 employees to share. Here’s a video of it with CEO Nicholas Woodman driving:

Wide HERO race car testing. Laguna Seca July, 2008 from GoPro on Vimeo.
He told me it’s one reason he was glad to hold off taking venture capital so long “a board would probably not have approved that expense.” But talk about a powerful social object “the startup I work for has its own race car, isn’t that cool?”
It’s not the only social object they have, either. Their cameras are being used right now to film the X Games and employees are there working to capture that.
HEALTHTAP: They create a fun atmosphere at work. When I met CEO Ron Gutman he took me on a tour of their office, and showed me conference rooms that have themes. The one that caught my eye is the 1950s room:
So many conference rooms I’ve been in just have the same boring furniture. Not here, they bought a 1950s restaurant table and TV. Ron told me “and it only cost us $350 on Craig’s List.”
Which demonstrates “we’re gonna have fun and we’re not gonna kill the bank while doing it.” Of course, you need to know the rest of the story. Ron gave a TED talk this year on the hidden power of smiling, which then went viral.
Wouldn’t you like to work for a guy who did a TED video on smiling? I bet that’s a fun place to work and the fun themed conference rooms back that up.
Other companies that have fun workplaces?
SCRIBD, which has a zipline and electric go cart races inside the offices.
YFROG which has a rock star CEO (one of the first employees at Google) who takes his employees shooting (a different kind of power) and has a room full of blow-up frogs.”
Scoble’s presentation was very interesting.  But the best part was that he saved the last half for Q and A.  I’ve seen many great speakers do their thing; frankly, I’m not easily impressed.  But the Q&A session with Scoble actually gave me goose bumps.  I’ll admit it.  It was great.  And it set the perfect tone for the rest of the conference.
Throughout the day at TNL, we learned how some well established employer brands,Rackspace, Intuit, Monster, and AT&T, approached recruiting and engagement.  We learned from Bill Boorman how Hard Rock Cafe could hire 120 people in four weeks using Facebook and Eventbrite.
We also got a glimpse of new technology and smarter approaches to recruiting and branding from SmartRecruiters, BizzBizz, SilkRoad, BraveNewTalent, and Ajax Social Media, not to mention Monster’s newBeKnown Facebook app.  All very interesting social objects.
Does your company have a compelling story?  Come and share it when TalentNet Live happens again this month in Dallas on 8/26 at one of the world’s most recognizable and iconic brands, Pepsico.
TNL Dallas will explore the latest ideas and real world tools to rock your brand and streamline your recruiting process.  Pepsico marketing and recruiting leaders Chris Hoyt and Jim Schnyder will be on hand along with many of your favorite social recruiting innovators who are in the trenches, their everyday work executed from the talent trenches.
It’s the work that creates a conversation about the big picture, smart people talking about smart topics that matter to recruiting and talent management.  Sound good?  Well, I’m interested.
If you are, too, I hope you can make it to Dallas on August 26th.  I look forward to meeting you in real life, but if you can’t make it to Plano, click here for some ways you can join the #TNL conversation online.
And don’t forget to check MonsterThinking.com starting Tuesday, August 23, for complete coverage of the event in Dallas – and what the conversation in Texas means for the global talent community.

3 comments :

Is Google+ Eating Facebook and Twitter User Engagement? Yes!

google_plus_logo-276x300 I've been really enjoying Google+ over the last few weeks.  The conversations are good.  The stream is clean.  It seems fresh, fresher than Facebook and Twitter. I've heard many of my peers say the same thing.  But I wondered if it is just a handful of power users voicing this opinion.  Apparently not, according to a recent poll.  We'll see where this goes.  But it is interesting.

Google+ Eating Facebook, Twitter User Engagement

By: Clint Boulton originally posted at eWeek

2 comments :