Category: Social Media Recruiting

Cool LinkedIn Recruiter Alumni Search Hack

HR and Recruiters: Be a part of history & take our behavioral survey to help us understand "Who is HR?" clicking here.

Last year, LinkedIn updated their terms of service to allow for high school age students and younger professionals to create a LinkedIn account. In the US, you can create a LinkedIn account when you are 14 years of age.

This change in terms of service makes LinkedIn more attractive for companies who are recruiting and hiring young professionals in markets like retails, hospitality and restaurant industries. LinkedIn still has better search and targeting functionality than Facebook’s Graph Search although Facebook’s search is improving.

Improved LinkedIn Search & Big Data

LinkedIn’s chief college evangelist recently shared one of the reasonings behind this change is the ability to provide more data and predictive search options. Imagine as a high school student you attend a summer program in data engineering at Stanford. At age 27, this is probably not something you would share on LinkedIn, but younger users will include the information and eventually, LinkedIn will be able to point to certain classes, high school programs and activities that produce top talent for the long term. Imagine the possibilities. You can begin building your candidate pipelines with prospects based on real data, not just a gut feeling or assumptions. Exciting!

LinkedIn has also been growing their university and college career programs focusing on adding Millennials to their growing network which now has over 300 million users on the platform. One of the features I enjoy is the college and university pages because it offers a different targeted search functionality.

LinkedIn Recruiter Alumni Hack

Start by visiting any university or college alumni page. The screenshot below is from Harvard University. The page is pretty straight forward and on the surface doesn’t look to offer many search features. Right click on the “Students & Alumni” Section. Trust me.



In the Students & Alumni section, the search parameters are plain and simple. Search by keyword and years attended. Hit enter and magically below, candidate profiles will appear. You can see from a simple search for data scientists who attended Harvard from 1900-2014, I have netted some impressive results. Now all I have to do is research, select the candidates who meet my job specifications and send them an InMail message to connect with them.


I like this particular functionality for a lot of reasons especially since it offers me different view of targeted candidates than the traditional search LinkedIn offers and I can see the specific breakdown of where the alumni are located. This is key if I am recruiting and targeting a certain area of the country or outside of the US.

Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

16 Twitter Recruiting Hacks to Snag Job Seekers Fast #Infographic

HR and Recruiters: Be a part of history & take our behavioral survey to help us understand "Who is HR?" clicking here.

Twitter is a great place to snag hidden candidates especially those in technical fields who are hiding from recruiters and have deleted their profiles from LinkedIn. I’m always a little surprised that Twitter isn’t utilized more by recruiters especially recruiters who are focused on technical recruiting. They still rely on the tried and true method of sourcing on LinkedIn or the post and pray. Using Twitter is an enigma and is still very new. It really shouldn’t be. Twitter is free, and we make it more complicated than it has to be.

The competitive hiring market is alive and well especially in Silicon Valley where job seekers are increasingly becoming more frustrated as extremely aggressive recruiters are mass emailing and cold calling candidates even though they are not qualified or even looking. Qualified candidates are so scarce especially those of a technical nature for those experienced in Hadoop, Java and NoSQL.

To demonstrate, a quick search on Dice’s Open Web product for keyword “Hadoop” shows that there are 25,707 Hadoop professionals within the US and 9,660 of those professionals are within a 50 mile radius of San Francisco. I guarantee every technical recruiter in Silicon Valley and the Bay is aggressively hunting for these same 10,000 Hadoop candidates and only a fraction of them <the candidates> are on LinkedIn.

The solution is easy. It’s Twitter to build a list to engage the technical candidate and professional community.

Twitter offers recruiters a great opportunity to engage and focus on relationship recruiting targeting their time, effort and conversations on candidates who are sharing content or are engaging with communities of people without identifying themselves in their profile that they fit your candidate profile. Learn more about how to recruit and source on Twitter here.

Best Practices to Recruiting Technical Talent on Twitter

With Twitter’s new profile and Leadership Cards, it is finally becoming a place that is designed for optimal recruiting, and it’s about time especially since Twitter has been the third most popular search engine on the Internet for over three years. Recruiters can finally use 140 character tool to feature and promote jobs and specific tweets while targeting specific groups. Frankly, I’m excited and as a recruiter you should be too.

Twitter’s new profile and changes are still rolling out, but you can take advantage of the great recruiting opportunity that the social network presents by checking out this infographic detailing 16 of Twitter’s current recruitment hacks.

Have a hack you care to share? We’d love you to leave a comment below.


Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

How To Find Popular People on Twitter

HR and Recruiters: Be a part of history & take our behavioral survey to help us understand "Who is HR?" clicking here.

search twitter

How to find popular people on Twitter is the topic on this episode of The Jim Stroud Show. Pay attention because it moves pretty fast. / Follow Jim Stroud on Twitter @jimstroud

How To Recruit People on Facebook

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Did you know that you could blog on Facebook? I (somewhat) knew that but, never really focused on that part of Facebook’s functionality. I guess its because I tend not to think of Facebook that way. And just in case you are scratching your head with a confused Scooby Doo look on your face, I am speaking of Facebook Notes.

According to Facebook…

Notes is a feature that lets you publish what’s on your mind in a full rich format.

This is an example of a Facebook Note in case you are not clear on what one looks like.

Facebook notes

To get to Facebook Notes, click on the Notes app in the Facebook lefthand sidebar.

Facebook Notes

In typical Facebook fashion, you will see all the notes your friends have made in a newsfeed format.

Facebook notes in a feed

What I like about Facebook Notes is that they can be searched. Of course, said Notes must be made public in order for you to find them. (With Facebook Notes you have the option of making your Notes private or available to a select audience.) Ironically, I did not have much luck searching Facebook Notes on Facebook and had to turn to Google. Check out my search string below. cloud.computing

Among the results, I found a link to this:


If I scroll down to the bottom, I see comments that people have made on the note, who liked the note and who shared the note. Since this note is focused on Cloud Computing, there is a reasonable assumption that these are potential leads that I might want to recruit should I be looking for passive candidates with an interest in Cloud Computing. Make sense?

Facebook Notes

What I also like about this is that when I look at the profiles of people who have commented, I do not always see where someone works. However, based on a comment, a like or a share, I know they have the potential of being someone I want to recruit and I have a way of reaching out to them. Although, I would most likely seek them out on LinkedIn and connect with them that way. Why? If you send a message to someone on Facebook and you are not connected to them, then it will go the “Other” mailbox which is often overlooked and typically (in my case) filled with spam. (As shown below.) I could of course, pay $1.00 for my message to get in someone’s Facebook inbox, but that can get expensive really quick.

Facebook email

So, what do you think of this approach to Facebook recruiting? Please leave your thoughts in the comments below. Thanks!


A Ridiculously Easy Way To Crowdsource Your Employment Brand On The Cheap

How to Create a Talent Pipeline That Gets Results 2/18 at at 1 PM EST by clicking here.

Its not often I have love at first sight, but such might be the case with Zoomforth.  Have you heard of it? (Its kinda new.) Zoomforth helps you crowdsource content, manage media and build visual stories to share anywhere.


Once I saw the demo, I immediately saw how it could be leveraged to recruit and promote an employment brand.


Let me share with you some of what I thought when I completed the run through (step by step).

Step one: Come up with an idea or an event to rally around. Maybe its a job fair? Maybe its some sort of charitable initiative? Perhaps, its just another day at the office? Whatever the reason, make sure its something that reflects positively on your company and its culture.

Hmm… Just for giggles, let’s say that your company is doing a campaign called, “Cube love” and the focus of the initiative is to get everyone to show off how well they can decorate their workspace. Yeah, that’s plausible.


Step two: Send out a company-wide announcement and get your employees onboard. Ask everyone to take a picture or make a short video centered around their cubicle and the work they do at your company. Set aside one hour (a lunch hour?) to get it done or, set a deadline; whatever works for you.

Step three: Send a follow-up email with instructions on how to upload their entries.


Step four: Once the content is loaded up, simply review and pick out what you would like to be made public. Zoomforth then makes you a page that can be shared with active and passive candidates alike. I suggest adding a link to it inside your email signature.  In that way, your company culture promotions are automatic. Make sense?


I really like what I saw in Zoomforth. Its easy, intuitive and there is a free version that you can experiment with. So, why not give it a shot and let me know what you think in the comments below? Thanks!





How HR uses Social Media

How to Create a Talent Pipeline That Gets Results 2/18 at at 1 PM EST by clicking here.

These insights into HR’s use of social media are among the finding of a new HR Trends survey conducted by BLR’s HR Daily Advisor and sponsored by SuccessFactors. In the survey, HR professionals also share information regarding their current practices for retention and engagement, formal programs for tracking and development, and HR metrics. HR pros also share their thoughts about the status of their HR department with respect to the C-Suite and a “seat at the table.”

For details, click here to download the full survey results.

BLR's 2013 Social Media Infographic

BLR’s 2013 Social Media Infographic: By

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