In the past couple of posts I have spent some time pondering how SNS can/will be incorporated into recruiting efforts. I looked at how Asurion Mobile Application’s AddressBook might integrate with an ATS, such as Jobvite. Both are focused on making use of and managing SNS based efforts, and therefore offer a way to capitalize on those technologies.

So at this point I feel the need to play devil’s advocate, at least from the point of view of someone who is typically skeptical of newer technologies. Do I really need to spend my day twittering, posting and sending invites? I mentioned in a previous post that it seems ‘obvious’ that a recruiter who does not adopt/make proper use of SN technologies will be left behind, but is that really true?

First of all, professional networking is still the name of the game, regardless of how it is accomplished. You find the best candidates through your network, and your network is comprised of…? People you have met in person? Not necessarily. People you have met through coworkers? Not necessarily. So it doesn’t really matter how you meet? Why can’t I do this the old fashioned way: swap cards, shake hands, and do lunch some time?

You might think a relationship is what happens after two people meet. However, meeting off line, because it is less and less common, seems like a great way to buck the trend. Human beings are hard-wired to remember faces and other aspects of physical interactions. Hence the initial interaction sticks, and it therefore more likely to lead to something productive, right?

What’s more, SNS will only crowd my network with people that I do not know well at all, and who may not be able to give good recommendations or referrals. What good will it really do me to have several thousand connections on LinkedIn if the quality of those connections is such that the vast majority of them do not take seriously any request or question that I might have? It seems like all that SNS can do for me is force me to stay on top of a network that really might not be worth managing at all. In other words it forces me into a strategy that opts for quantity over quality.

Well… there is some truth to this, and of course some misunderstanding as well.  But I think it is important to incorporate this point of view into our efforts, so that we do not suffer from the ill effects of an over eager rush to embrace new technologies.

So… how do we reconcile the Luddite with the Technophile? My take, at this point anyway, is that reconciling the two views is in large part (but not exclusively) the age old debate over quantity versus quality. Of course, from a production stand point we want as much of both as we can get.

In the next post I will take a careful look at adopting SNS and associated technologies with an eye towards maximizing the quantity and quality of the relationships.

Chuck

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In the previous post I talked about a new mobile app in the pipeline from Asurion Mobile Technology: AddressBook. This app allows you to integrate social networking services with the address book on your smart phone such that one can track all of the SNS-based (social networking service) interactions with a particular individual from one place. Of course this provides a number of benefits, including time management and better relationship management. In this post, I would like to move on and take a look at some options for integrating SNS with ATS. Specifically I will take a quick look at MaxHire’s Social Networking “footprint” feature, and the more SNS focused Jobvite.

MaxHire has incorporated a fairly straightforward search feature into its latest offering. It takes the email on record for a particular person and searches a number of SNS sites to determine whether that individual has an account with that service. You can find more information about this feature in MaxHire’s help pages here.

Jobvite, in contrast, is essentially based on SNS. The idea behind the service is to integrate SNS with a company’s recruiting process, focusing on employee referrals and thereby cutting costs. Jobvite will create job listing pages for a company, and visitors to that page can send a “jobvite” to individuals in their social network via a number of different services. In addition, Jobvite offers a Facebook app that allows employees (or anyone associated with a particular account) to post job openings on their profiles. They can also include job opening information in on their walls and/or updates.

Jobvite also offers a number of other services typically associated with ATS’s, but of course they are based on SNS as their backbone. Applicants can apply for jobs by submitting their LinkedIn profiles, and of course the candidate database includes links to SNS profiles, just as with MaxHire’s SN footprint feature. Scheduling and referral data/analytics features are also included.

The potential of integrating a Jobvite style ATS with a mobile app like AddressBook is pretty exciting. Imagine something like this: You select which individuals or positions to follow on Jobvite, that syncs to your AddressBook and suddenly you are tracking the bulk of your company’s referral activity from your smart phone in real time, in addition to tracking your interactions with potential candidates not already in the Jobvite db. Information overload? Probably. Something that is going to happen in the near future anyway? Yup.

At this point I am content to point out the fact that it is no longer a matter of when comprehensive SNS integration will arrive, it is pretty much here. In the next post I will spend some quality time with the pro’s and con’s of integration on this level. Chuck