Comment by Joe Sheehan on November 1, 2012 at 7:14pm

Jamey,
Great information! I'm currently involved in implementing social media into my company's recruiting practices. Studies and research like this can only help! Check out my blog from 10/30 and feel free to add any input!

Comment by Jamey Jeff on November 1, 2012 at 8:53pm

Thanks Joe, I hope some of this data can help! I think using some of the data points can help you to articulate the value, and why a company would consider leveraging social media as part of its recruiting strategy. The challenge I imagine you'll encounter is that "social media" means a lot of different things to different people...it can be a loaded term. My advice would be to be as specific as possible about how you intend to leverage social media, and just as importantly, what you will NOT do. I'd also recommend approaching it in a focused manner so that you will be able to demonstrate solid results, quickly. Here's another recent post that I wrote that discusses how to follow a Social Evidence-based strategy to source the best, hard to find talent. It's a much more evolved approach to social recruiting than just posting your open positions to LinkedIn, Facebook, and Twitter. http://www.thesourcinginstitute.com/content/what-social-evidence-ho...

Hope this helps! Let me know if I can be of assistance as you take this forward.

Comment by Joe Sheehan on November 1, 2012 at 9:30pm

Thanks Jamey! Great stuff..again, I appreciate your help

Comment by IT Recruitment on November 2, 2012 at 2:01pm

Great data!

The most obvious benefit to recruiting candidates socially is that their social media profiles are a better overall representation of their personal brand. The components of a traditional resume only give the recruiter a slice of job seeker’s personal brand.

Than Nguyen

http://www.insourcegroup.com/

Comment by Jamey Jeff on November 2, 2012 at 2:02pm

Thanks Than, I completely agree!

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