Come Together, Right Now: How to effectively combine resumes and social data

COME TOGETHERRIGHT NOW:How to effectively combine résumés and social data in your assessments.

With Johnny Campbell Founder & CEO, Social Talent

SOCIALRECRUITINGPRO TIPS SERIES

The world’s talent at your fingertips

WHAT YOU’LL LEARN:

READY?

When to use different types of data, from resume to social to a combination of both

How to effectively present insights from resume and social data to inspire hiring managers to take action

How to pinpoint unique tech candidates — and connect with them faster — using tools like Dice’s Open Web platform

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THE BEST CANDIDATES DON’T ALWAYS STAND OUT ON PAPER.

Jonathan Campbell cont’d

Summary

Skills & Expertise

Education

I have worked as a Recruiter in Ireland and the Caribbean for the last 15 years but now run Social Talent, the world’s leading provider of Online Recruitment Training.

We want to change the way that organisations identify talent globally by translating technology and educating front line recruiters through a premium, personalised and practical online learning experience.

Our promise is to deliver the world’s best and most practical recruitment training in a consistent, high quality format, personalised by: who you are, where you are based and what you recruit for.

Our expertise is in identifying and delivering the benefits of a Web 3.0 world to the recruitment industry. Our customers are recruitment agencies, corporate recruiters, headhunters, the HR and marketing departments of hiring organisations and providers of technology solutions to the recruitment industry.

We train recruiters in how to source passive candidates and we advise organisations on how to leverage social media, SaaS technology and video to source, attract and engage talent globally.

We help companies and recruiters to source talent through social media and the web. We enable recruiters and hiring organisations to tap into the “passive” candidate market, which represents over 80% of the total labour pool, by providing them with the tools to source directly from the internet, by building talent communities on social media and helping corporates to develop and market their “employer brand” online in the places where their target audience spend the most time, namely social media.

Specialties: Online Recruitment Training, Social recruiting, boolean search, facebook marketing, social media marketing, talent acquisition, talent community management, internet sourcing, CIPD Certified Internet Recruitment trainer.

Certified Internet Recruiter

Social Media

Recruitment/Retention

Staffing Services

Training & Development

Web Development

Graphic Design

Black Belt in Internet Recruitment

Blue Belt in Internet Recruitment (completed)

Orange Belt in Internet

Recruitment (completed)

Brown Belt in Internet Recruitment (completed)

Internet Recruiting

Talent Scouting

Recruiting

Talent Acquisition

Employee Training

Sourcing

Social Media Marketing

Search Engines

Social Recruiting

Training

Contract Recruitment

Executive Search

Personnel Management

Human Resources

Interviews

Management

Temporary Placement

Talent Management

Recruitment Advertising

Employer Branding

Technical Recruiting

Permanent Placement

Screening Resumes

E-recruitment

Leadership

Strategy

RPO

Employee Benefits

Temporary Staffing

Video

Online Recruitment Training

Recruitment Training

Boolean Training

CIPD Irish RecruitersCertified Internet Recruiter, 2010

University College DublinBComm, Business, 1995 - 1998

University College DublinBComm, Commerce, 1995 - 1998

Jonathan Campbell [email protected]

Experience

CEOSocial TalentNov 2010 – Present (2 years 4 months)

We want to change the way that organisations identify talent globally by translating technology and educating front line recruiters through a premium, personalised and practical online learning experience.

Our online recruitment training portal (MySocialTalent.com) is an expansive “bible” of everything you need to make the most out of online tools to identify, attract and engage with top talent globally.

Top Recruiters at Oracle, Paypal, Twitter, Accenture, Adecco, Hays and Manpower leverage Social Talent’s online recruitment training to ensure that they hire top talent and outperform their peers.

My job is to think of new ways that technology and Web 3.0 tools can help the recruitment profession and teach others through blogging, webinars, consulting and training.

I also try to make sure that the team at Social Talent have fun, break things and go home at the end of each day feeling like we have made a difference to our industry, however small.

11 recommendations available upon request

DirectorSelect People LtdJul 2008 – Nov 2010 (2 years 5 months)

Select People Ltd is a specialist headhunting �rm accepting international assignments in the Europe, the US, Latin America, the Caribbean, Canada, the Middle East and Asia. We work on a select number of assignments at any one time, leveraging our network of contacts and introducers across the globe, particularly in the off-shore �nancial, insurance and legal sectors.

Operations Manager BaraudJun 2006 - Jul 2008 (2 years 2 months)

I ran the largest recruitment, staf�ng, and immigration business in Grand Cayman, in the British West Indies.The company provided permanent and temporary staff to all of the island’s employers, and also outsourced immigration consultancy services. In addition, we had a large IT Training business.


Manager, Industry & Commerce Recruitment Accreate Financial Search & SelectionAug 2003 - Jun 2006 (2 years 11 months)

Led the Industry (non Financial Services) Accountancy recruitment team which consisted of four other recruit-ers and myself.

1 recommendation available upon request

Senior Recruitment ConsultantAccreate2003 - Jun 2006 (3 years)

Joined the company in its second year of business to help develop the Industry & Commerce desk.

Corporate Account ManagerFujitsu Siemens Computers2002 - 2003 (1 year)

1 recommendation available upon request

Manager, Accountancy RecruitmentHRM1998 - 2002 (4 years)

Built the Accountancy & Finance division to a team of 8 recruiters at its peak, being the largest division in the company at that time.


CEO at Social Talent Online Recruitment Trainingsocialtalent.co

Take Jonathan, for example. His resume just conveys what he wants you to know.


YOU HAVE TO DIG DEEPER.

He's big into rock music.

He's got a lot of followers, so peers must think he has interesting things to say.

And, he enjoys kicking back and relaxing.

If you look closer, you'll learn a lot more. He's a family guy.



When you listen to him, you get a sense for his skills and who he really is.



You can learn he's a world traveler.

A foodie. And read what he has to say.

You can see what he talks about most.


YES, IT'S IMPORTANT TO INVEST IN A COMPREHENSIVE ASSESSMENT. HERE'S HOW.

STEP ONEASSESS TECHNICAL FIT

STEP TWOASSESS CULTURAL FIT

STEP THREECONTEXTUALIZE THEIR SKILLS AND PERSONALITY

STEP FOURUSE THESE ASSESSMENTS TO MAKE AN IMPACT


CONTEXT Keyword positioning and volume

EVIDENCE Beyond keywords — self-generated

VALIDATION Peer reviews, recommendations and endorsements

STEP ONE: ASSESS FOR TECHNICAL FIT.

First, assess if the candidate has the basic keyword requirements.


TECHNICALFIT

Then, find evidence of the contributions he's made.

Validate if others are interested in his code.

Checkout his reputation.

See if he’s willing to share and contribute to other peoples' work.


TECHNICALFIT

Do his top three skills match your requirements?

Do his answers illustrate he's an expert in his field?


FOUR KEY SOCIAL SITES FOR ASSESSING TECHNICAL FIT:

GITHUB/BITBUCKETOpen source code for developers. Frequently forked repos or followed users indicate expertise or knowledge.

STACK OVERFLOWQ&A site for developers. Reputations are shown as numerical scores. Most tagged topics are most obvious skills.

QUORAQ&A site with a majority of tech users. Questions are less technical and answers are “voted up” by users.

DRIBBLE/BEHANCEPortfolio site for designers — UX, web, graphic, illustrator, etc. Number of followers indicates reputation.


STEP TWO: ASSESS FOR CULTURAL FIT.

Get a sense of his conversations — would he fit in around the water cooler?

And what about the videos he's into?

Is he just a Developer by trade, or is he really passionate about it?


CULTURALFIT

What's his sense of humor like?

His passions and interests?


CULTURALFIT Does he take

himself too seriously?

What does he talk about most frequently?


FIVE KEY SOCIAL SITES FOR ASSESSING CULTURAL FIT:

FACEBOOKUser created content that provides insight into how they (want you to) think of themselves outside of work.

TWITTERWhat third-party content interests the user?

FOURSQUARELocation based data on where the user goes — workplace, home, travels, restaurants, gigs, etc.

KLOUTQuick summary of the topics they most discuss, share, and interact with on Facebook and Twitter.

MEETUPHow much of their personal time do they devote to professional passions?


STEP THREE: CONTEXTUALIZE THEIR SKILLS AND PERSONALITY.

FOR EACH “MUST HAVE” REQUIREMENT, SUMMARIZE EVIDENCE OF CAPABILITIES.

ILLUSTRATE CULTURAL FIT THROUGH EXAMPLES.

CALL OUT WHAT YOU CAN CONCLUDE, BUT IS NOT EXPLICIT IN THE RÉSUMÉ.


STEP FOUR: USE THESE ASSESSMENTS TO MAKE AN IMPACT.

CHOOSE YOUR MEDIUM.

FIND UNCOMMON COMMONALITIES.

ILLUSTRATE YOU’VE DONE YOUR HOMEWORK.


YOU MAY BE ABLE TO DO THIS ON YOUR OWN, BUT WHY? With Open Web you could assess candidates in less time than it takes to flip through this presentation.


USE OPEN WEB TO GET THE FULL STORY.

Open Web makes tech recruiting easier by bringing together social data from across the 130 sites that matter most in tech, and presenting the data in a way that's simple to act on.

Learn more at dice.com/openweb


JOIN THE OPEN WEB COMMUNITY


SOCIALRECRUITINGPRO TIPS SERIES

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UP, UP AND AWAY:How to use social data to increase response rates.

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Come Together, Right Now: How to effectively combine resumes and social data

Recruiting & HR

Transcript of Come Together, Right Now: How to effectively combine resumes and social data