Common Sense Vs. Facebook, LinkedIn, Twitter and Mobile

Every recruiter evangelist and solutions vendor out there today is banging his drum telling corporations why they need to be on and develop a recruiting strategy for Facebook, LinkedIn, Twitter and mobile. All I can say is of course! You dont’ need to be one of these evangelist to figure that out. Maybe they have been spending a little too much time in the sun or maybe they have run out of things to talk about.

I f the traffic warrants it and you have the budget of course you have to be there. Talking about stating the bloody obvious. Here are those stats that people keep spewing:

  • 5.5 billion mobile phones out there
  • 800 million Facebook users
  • 116 million LinkedIn users
  • 175 million Twitter users

Companies should not be spending their time figuring out if they should be on these platforms but how they should be treating candidates on these platforms. Or better yet, how they should be treating them in the first place in any recruiting process.

Here are my top 5 suggestions:

  1. Treat me like a customer (because potentially I am).
  2. Make applying to your company easy (Think Taleo – WRONG).
  3. Tell me why your company and this job is really different from any other opportunity out there.
  4. Respond to me in some way shape or form no matter if you don’t think I am a fit (What are you too good for me)?
  5. Even if you say NO make me feel good anyway (It’s a small world you know).

There will always be a new fad in technology and of course if the traffic is there we should be looking to leverage it for our talent acquisition strategy based on our budgets and priorities  but remember to always treat the candidate/customer to the best experience they can have. Your shareholders and future employees will thank you for it no matter what site or medium your recruitment strategy is using.

For more on Francois Guay go to:


Views: 1659

Comment by Tracy Wanless on October 6, 2011 at 9:45am
I like number 4 & 5. I make an effort to respond to everyone with a two line paragraph stating my rejection. I have had more people respond back and thank me for taking the time to do that. So many times resumes are submitted into the abyss - never really to be known if it was reviewed or not.  We are all busy but just taking literally 30 seconds to send them something can make the different in their unpleasant situation. I was there one day - I remember what that was like!
Comment by Richard Cialone on October 6, 2011 at 9:45am

I'm all for treating people with respect and dignity, whether it's during an employment process or anything else in life, so your points are great in my book.  But the second one is a double edged sword.  Ever since email and the Internet have become ubiquitous, applying for jobs has become TOO easy, exacerbated by the data you cite on social media users.  

Reach out to billions of people if you want legions of them to "click and apply".  Then scramble to review those resumes and personally respond to each of them.  Of course, that's impossible.  Sure, the ATS can handle it, but is that really respectful?  While a response from a machine may seem better than the current state of not hearing anything at all, if those auto-responses become the standard it will be only a short while before that's deemed not good enough.

In recent years, many ATS users have been taking advantage of the screening capability (creating screening questions) that not only serve to whittle down applicants to a relative few, but also help to keep out the tire kickers.  In that respect, it's a good thing.  But that hurdle will also likely keep "A" players from applying (although I really doubt there are many of those types who apply in that manner anyway).

So, you see the conundrum...let's reach out to as many people on the planet as we can, entice them to apply, then ignore them because we don't have the resources to treat all of humankind as humans.

Comment by Francois Guay on October 6, 2011 at 10:25am



I understand with the dilemna but even though technology has allowed people to seek out and find new opportunities for the most part companies have NOT made it any easier for proper interactions and civility to take place between employers and candidates. CRM technology is starting to make a significant impact on recruiters can connect and interact with candidates and provide them with a meaningful experience.


Corporate recruiters are front facing and therefore a key in the company's customer chain. Corporations need to wake up to treating candidate's like customers, with the advent of social media it's a fishbowl out there and candidates are starting to take note of poor companies and sharing their thoughts with their social networking circles. Great companies will always have the recruiting advantage because they recognize every potential person as a potential customer.

Comment by Richard Cialone on October 6, 2011 at 10:53am

I don't disagree with you at all, Francois.  But civility starts with people, and technology really isn't a viable mechanism to foster it.  In fact, I think the opposite is true.  Technology paves the way for volume which, in turn, is a barrier to civility and intimacy.  

Yes, the hope (and probability) is that the volume produced by technology results in getting a few viable candidates with whom recruiters can bond, but it's impossible to provide meaningful experiences with volume.


As for recruiters being the front line, amen to that.  Yet, I see far too many companies treat the recruiting function as a junior position.

Comment by Paul Alfred on October 6, 2011 at 4:43pm
Francous - These stats mean nothing if you can't mine these channels intelligently - with the right tools- which is why you hear recruiters saying Fb and Twitter is a waste of time.  It's like sitting in the middle of the Pacfic Ocean and shouting no screaming "hear I am" a waste of energy.  People will only find you if you have built all the tools necessary to attract users with  information relevant to them.  Without those tools these Stats mean nothing ...  LinkedIn has created an environment where you can mine for resources there is a Common relevant interest which is easily accessible. Common Sense is needed for all the channels.
Comment by Francois Guay on October 6, 2011 at 5:00pm



I am supportive of your comments as it relates directly to sourcing.

Of course you need to go where the talent is and where you can source and interact with them. My comment was specifically focused on corporations who have to be strategically on these forums, not only to recruit but to create a relationship of engagement between the talent they need. It's not always a case of recruiting them directly but indirectly. My point was of course corporations have to be visible on these sites as their talent are among these communities. How recruiting evolves on these and other platforms remains to be seen.

Comment by Helen Burbank (Appleby) on October 7, 2011 at 4:58am

'Make applying to your company easy (Think Taleo – WRONG)' 

I applied for a job yesterday through a Taleo system.. it took over an hour... EXCLUDING resume and cover letter touch ups.


Aside from my own little rant, fantastic article. I love the Voltaire tshirt.  

Comment by Chantelle Legg on October 7, 2011 at 7:56am
In reply to Tracy's comment, I agree, I think it is a very special touch to just reply to say 'no sorry' it is better than leaving the candidate wondering, if and why!
Comment by Ivan Stojanovic on October 11, 2011 at 6:48am

Nice post Francios! Liked the ‘reference’ to Taleo. I am guessing
they must have the best sales team in recruitment since they manage to sell
that ‘thing’…


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