When recruiting on Twitter, tweet like a marketer

Tim Ahern (@recruitertim) show us that by following 3 steps, you can make your recruiting tweets more visible and consistent:

  1. Add an image, or better yet, include a common theme across multiple tweets.  In this case, Tim attaches custom memes to each tweet in a series of five tweets.
  2. Include a common hashtag (#wdayjobs) for easy grouping, and use a common bit.ly link for easy visit tracking.
  3. Break the rules.  Don’t worry about the best time of the day to Tweet, proper frequencies, or anything.  Start with one post per day, then drop three tweets in a row.  Then go back to one per day.  If the message resonates, the retweets should keep it visible during primetime.
  4. Cross post to LinkedIn.  If your audience sees it twice, that’s a good thing.

Let’s check out Tim’s tweets:

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Best Images from Super Bowl XLVII (from a Seattle fan’s perspective)

Some highlights from the Super Bowl…

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Who are the “Best in Mobile” in SF?

I’m putting together a list (for a future post) about who the best and most respected mobile teams are in the Bay Area.  I’m talking engineers, product managers, UX, etc.  Please leave a comment and let me know your thoughts on the following:

1) Who are the most highly respected mobile development teams? I mean, who consistently puts out high quality mobile products and services? This includes corporate, startups, agency, consultants, etc.

2) What are the best mobile meetups and hangouts?  Are there already a few great ones, or does there need to be more?

3) What mobile startups or trends are you most excited about?

4) What are some differences between the mobile scene in San Francisco, Portland, and Seattle?

Please share your thoughts below or leave a comment on these Twitter or LinkedIn threads.

Dude, my name is not Debbie

I received a spam email from a third-party recruiter this morning, and it was a true thing of beauty.  Here’s a screenshot:

 

recruiter fail

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Did Arrested Development account for 1.6% of all North American bandwidth on Sunday?

Image from the awesome site bite.ca.

As somebody that has run a web-based business and networked with top cloud talent for the past 6+ years, I couldn’t help but think of the massive flood of traffic Netflix (and their supposed 20 THOUSAND instances of AWS) had to support at the launch of the new Arrested Development season.

In terms of bandwidth, the Sunday at Midnight bulk release of season four was estimated to account for up to 5% of all Netflix traffic.  This other article says Netflix accounts for 32% of all North American bandwidth.  So unless my math is off, Arrested Development was responsible for 1.6% of all North American bandwidth consumption on Monday morning.

I don’t know what the total North American bandwidth consumption is on a typical Sunday night, but I bet it is a lot.

A tip of my cap to the Netflix team that is able to deliver this type of service day in and day out.

Join me at Workday as a Talent Community Manager

Check out this video, then email me if you are interested.  If you aren’t a match but know either (a) a recruiter who “gets” marketing or (b) a community manager that has a passion for talent, please tweet and share this!

Are you in London or Paris? If so, check out what I’m working on.

One recruiter’s plea for help in locating top tech talent “across the pond”:

Use Outlook signatures to improve candidate experience. Seriously.

Anybody who has ever worked with me knows that I often approach sourcing like a marketer.  That is, I conduct my research, compile lists of candidates, then engage them repeatedly in volume via mail merge or InMail.  This is a great way to quickly build a candidate pipeline, but it does present one issue: managing the responses.

I make it a point to correspond with every candidate who replies to me, even those who decline (ESPECIALLY those who decline).  Most recruiters don’t do this (the dreaded HR black hole), so it differentiates me from my competitors, and also generates referrals.  I go one step further, and set a reminder to follow up with them again after a reasonable period of time, usually 3-6 months.

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Reach passive talent through blog comments

With unemployment in the tech sector near zero, active candidates are hounded by dozens of recruiters as soon as their resume goes public.  While an active candidate sourcing strategy is imperative, passive candidate sourcing removes a lot of that recruiter competition, gives you more control over the process, and (some say) the talent is often better.

But how can we take sourcing beyond cold-calling and Google searches to beat our peers to the best passive candidates?  One simple method is to leave comments containing your jobs URL on blogs that are frequented by your target talent pool.

Here’s an example of how a simple blog comment can inject your jobs into the web browsing habits of passive candidates for free:

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Boolean strings simplified

Here’s a color coded breakdown of a boolean search string for resumes of software engineers with cloud computing experience in Seattle.  

-job (inurl:~resume | intitle:~resume) (distributed | parallel | multithread* | concurrent) (“C#” OR “C++”) 98000..98999

I’ll explain the color coding below:

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