I’m giving a keynote presentation on “Building Your Client Base with Social Networks” at the upcoming IPA National Convention and wanted to share a preview here.

From the advent of Web 2.0, I was a believer. Two feet. All in. I believed that the power of the web would transform the way business operated. The key was to discover what worked and then optimize its rich business building capabilities.

Think about what the web can do. It is a global library at our fingertips! We can research people and companies fast. We can e-market, receive feedback and measure response. Through social media, we can send targeted messages, obtain exposure (free advertising) and build our brand. Distance learning and collaboration possibilities are limitless. Exposure leads to more exposure and to new business opportunities.

Here’s how it started for me. Before 2008, I wrote articles for industry publications and issued press releases. In 2009 when my social network contacts were less than 500, I was video interviewed remotely by Bill Vick. In the interview, I talked about diversifying my business, multiple streams of income and web collaboration. My video was distributed and broadcast on social networks. People online got to know who I was fast.

Fast forward three years. I have been building and connecting my LinkedIn, Twitter and Facebook contacts. I have secured my vanity name for each. My blog “Recruiting in New World” is also the name for my LinkedIn group. I have a Facebook fan page which is connected to my other networks. I am ranked high in my industry in Twitter followers. I use Skype for international and video calls. I have produced on-line videos using Vimeo which is linked to my blog. I need to expand my YouTube channel and use www.oovoo.com for video collaboration and training. I have been experimenting with other online networks, including; Google Plus, Foursquare, Quora, Pinterest. I own www.MikeRamer.com.

I’m honored to be asked back to be the keynote speaker for IPA. Last year, one attendee said this (a testimonial on my LinkedIn profile):

“Mike’s presentation on Social Networking at the IPA convention was terrific. I have been to dozens of training sessions…some did a great job of reminding you of the basics, some that pumped you up for at least a couple of weeks and some that presented a surefire system … This was the first time my viewpoint has been radically changed. Paradigm shift might be a little strong but Mike helped me to see LinkedIn, Facebook and Twitter in a whole new light. He enabled me to look at brand marketing seriously for the first time. I believe what I learned from Mike’s presentation will help me make more money…”
> Peter Miller, Managing Director/Owner, Peter O. Miller Executive Recruiting

In this year’s keynote, I will speak about the three elements needed to build your brand and your reputation online. I’ll talk about how to cross-market and optimize social networks. We’ll discuss best practices in LinkedIn. I’ll demonstrate specific techniques LIVE online followed by LIVE phone calling. This three hour presentation will be interactive and cutting edge!

I had a phone call yesterday with a prospective client who starting our conversation with: “I think recruiters are a dying breed.” He thought the Internet and technology were going to do away with search consultants and third-party recruiters.

I explained to him why this won’t happen. In fact, I believe technology is shining the light brighter for why recruiters are needed now more than ever. Before we finished our phone conversation, he wanted to meet one of my candidates.

The Internet has changed recruiting forever. It is a virtual, global, 24-hour job fair. It gives recruiters – and employers – the unprecedented ability to research and reach candidates anywhere. And now with social media, recruiters can find and engage prospective companies and candidates online fast.

The key to this treasure trove is knowing what online tools to use and how to use them. LinkedIn, Twitter, Facebook and other social media each have their unique purpose. Today, recruiters can create their own media network to market, brand and broadcast their messages. The real value begins when recruiters connect their online networks and leverage across platforms.

Like all advertising, a message is only as powerful as its reach to its target audience.

Many think the Internet will eventually doom recruiters by cutting them out. I don’t think so. The Internet has its limits. Yes, it is valuable for research and message speed. But, at the same time, it is creating inefficiencies in the recruiting and hiring process that cost companies dearly. Firms may not see the full impact in today’s candidate rich market. But this is changing.

Recruiters must find their unique selling proposition by answering this:
What can recruiters do that technology and the Internet can’t?

Here are seven myths and realities of the limits of technology in recruiting:

Myth #1: Technology can be used to identify talent.
Reality #1: Yes, the Internet can help find candidates. But it cannot identify and evaluate talent. Search engines find key words in resumes. What if those key words are written inaccurately by unqualified candidates? Recruiters qualify talent by talking with and vetting candidates. Technology cannot do this.

Myth #2: Companies use the Internet to find the best candidates.
Reality #2: Companies post jobs and jobseekers apply to many positions online. This “candidate capture” approach of spreading a wide net tends to attract less satisfied, lower performers. These “Internet candidates” apply for every job they’re interested in, even if they are not qualified. Since they are looking for any job, they may be interviewing at competing companies. Recruiters find out where candidates are applying and help to minimize hiring risks. Technology cannot do this.

Myth #3: Technology can qualify a candidate.
Reality #3: Candidates can be asked questions online: For example, “how many years’ experience do you have?” And, “what compensation are you seeking?” Or, “what interests you about this position and our company?” But technology can’t uncover the drivers and reasons for a career move. Or, what is important to a candidate. Or, a candidate’s career interests and aspirations. Recruiters help create fit. Technology cannot do this.

Myth #4: The Internet is the most efficient way to apply for and find a job.
Reality #4: This is what happens when a job is posted online: Hundreds of people apply. Everyone is put into a database. Resumes go into a black hole. Most never hear back that a resume was received. If they do hear back, it will most likely be an automated message: “Thank you for applying. We will get back to you if your background meets the position requirements.” Most never hear from the company again. Recruiters give direct feedback to a candidate whether he or she is qualified or not and the reasons why. Good recruiters can identify top candidates who may not appear qualified on paper. Recruiters communicate, think and respond. Technology cannot do this.

Myth #5: Technology can help recruit a candidate.
Reality #5: In limited ways. An e-mail or text can be sent to a candidate, “We are interested in interviewing you” and can help arrange the meeting. Recruiters give feedback after an interview and help manage candidates’ expectations and guide them through the interview process. They advise the best candidates on the advantages of a job opportunity over their current employment and other positions they may be looking at. Technology cannot do this.

Myth #6: Technology can help manage the interview and recruiting process.
Reality #6: After an interview, recruiters will debrief and gather feedback from both the company and candidates. They gauge candidates’ interest levels in the company and the job. If a hiring manager or candidate is unsure or needs additional information, recruiters will respond and get the information to help with the decision process. Technology cannot do this.

Myth #7: The Internet and technology can bring aboard the selected candidate.
Reality #7: What if the top candidate is interested in the position, but the parameters aren’t in line with his or her interests? What if he or she receives an offer at another company at the same time? Through discussions, a recruiter helps negotiate the desired outcome and bring aboard the best person to the company. Technology cannot do this.

The main reason technology will not replace recruiters is that it cannot have conversations, listen and respond. Even digital conversations, through email, text or social media, do not have the essential emotional elements (voice, eye contact, chemistry) to guide people through the hiring process.

For a leading company to convey it is truly employee-centric – that it cares about its employees – it must have talented recruiters who care for people from the start of the application and throughout the hiring process.

Companies – which lead now and will in the future – work with top recruiters who have established networks and the skills to identify, evaluate and recruit talent. Technology helps, but it cannot take the place of critical human-to-human interaction. (Until, perhaps artificial intelligence comes into being. But, then, will candidates want to tell their career desires to machines?)

There are many more limits of technology and the Internet in recruiting. Do you agree or disagree? What are your experiences? Please share your ideas in the comments section.

Over the past two decades, the art and science of recruiting has changed dramatically. I started recruiting in the early ’90s before PCs and the Internet. On my desk was a telephone, newspapers and directories. Remember the Rolodex?

Fast forward 20 years. Today, recruiters learn about companies and people through the web and social media. Myriad technologies (job sites, social media, ATS) assist in candidate research, lead generation and tracking.

In vogue is the science of recruiting. It is easier to source in a candidate-rich market using technology and the Internet. This is changing: The rebounding economy is increasing the demand for talent at all levels.

Technology can help find potential candidates.
But it can’t evaluate, recruit and secure talent.

Relationship recruiting expertise is needed now: Direct sourcing. Referral-based networking. Engaging potential candidates. Identifying, evaluating and motivating scarce talent. This takes experience and know-how. This is the art of recruiting.
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For Your Company

If your company is seeking to engage third party recruiters, I recommend to interview them first. What is their background, experience and education/credentials? Do they recruit in your industry and for positions you are hiring? How do they find and evaluate talent? What can you expect in terms of deliverables?

Great recruiters do these 5 things for companies:

1. Deep understanding. You can tell high caliber recruiters by the questions they ask. They do research on your company, industry and competitors. They ask insightful questions about the position and your company’s culture. They listen with a consultative style.

2. Direct sourcing. Great recruiters don’t rely on “Internet resumes”. They tap into their network and cold call high potentials. They develop relationships with high performers who may be open to a career move for the right opportunity. They can identify talent.

3. Focus on your open positions. Time is limited and you have multiple priorities. The best recruiters work closely with you on your schedule. They get to know your preferences and company’s interview process. They understand urgency to fill.

4. Execute a proven process. Great recruiters know what they will need to accomplish for you: Research. Sourcing. Screening. Interviewing. Arranging interviews. Negotiation. Closing. On-boarding. Feedback and follow-up every step of the way.

5. Deliver consistently. Top recruiters work quickly and are quality-oriented. Give them exclusivity and your positions will be a high priority. They know more recruiting assignments will come when hired candidates perform and stay with your company.

Great recruiters effectively counsel on counter-offers.
They will know if the selected candidate will accept an offer, before it is made.

Executive recruiters who work on senior level positions are sometimes called search consultants. They often partner with clients on retained searches. They provide the highest levels of service including in-depth candidate evaluations and search progress reports.

Unlike contingency recruiters, retained search consultants are driven to perform for their clients every time, no matter how challenging the search. Their reputations depend on it.
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For Job Seekers

If you’re looking for a new job or open to a career move, choose a professional recruiter like you would your doctor, attorney or financial advisor. Be selective. Be sure that you have a good rapport and you can trust him/her. Interview recruiters: Ask them how they work. Keep in mind: you are not paying them and their time, expertise and contacts are valuable.

Great recruiters do these 5 things for you:

1. Listen to what you want. Recruiters are motivated to help you get a new job because this is how they earn fees. Great recruiters get to know you on a deeper level. They listen to your desires and career interests. They work closely with you to find a position that will advance your career.

2. Help with a job search plan. Top recruiters have in-depth knowledge of the job search process. From resume consulting to interview preparation to employment negotiation, they work on your behalf. The best way to communicate: Be upfront and straightforward.

3. Open doors. Great recruiters have an established network of contacts in your industry. Many times they know about choice job openings before they’re made public. Your resume is referred directly to decision makers, giving you the inside track.

4. Advise and counsel. Imagine your own job search consultant at no cost to you. Great recruiters provide valuable feedback throughout your search. They help with your resume, with interviewing techniques and with making smart career decisions.

5. Deliver consistently. You can tell top recruiters by how they respond. They are action-oriented. They offer strategic and tactical job search advice. Most importantly, they get results: Interviews, then a position, with the company you want.
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In my experience, as both an executive recruiter and industry trainer;

Great recruiters are 1 in 100.
They are consultative, intuitive and results-oriented.

The best combine the art of recruiting – the human touch
with the science of recruiting – high tech techniques.

If you want to engage a great recruiter, say, “I want to partner with you” and promise to work exclusively. Give a timeframe 60 to 90 days to produce results.

As the economy grows, great recruiters will be in demand. They can be a huge asset to you. Find one who understands your needs and stick with them. They will deliver and make you look good.

I recently reconnected with an old friend on Facebook. Her page is simple, clean, to the point. She has just one quote at the top, which inspired me to write this.

“In evaluating people, you look for three qualities: Integrity, Intelligence and Energy. The most important is Integrity. If they don’t have that, the other two qualities, intelligence and energy, are going to kill you.” - Warren Buffett

Being in search and recruiting for nearly 20 years, I evaluate people for my life’s work. We all “read” people in our own way, every day. I think I’ve developed a keen sense of reading between the lines, sniffing out what’s real, and finding the diamonds. Buffet’s quote speaks the simple truth.

The definition of integrity is “adherence to ethical principles; soundness of moral character; honesty.”

Integrity to me means you do what you say you’re going to do. It also means being authentic and consistent. People who have integrity earn respect of both peers and management. They move faster in their careers. It’s the stuff leaders are made of.

What to Look For in a Resume or Online Profile

How to identify integrity? When I read a resume or online profile, I look for two primary factors: 1) Track Record and 2) Performance.

For track record, I’m looking for job stability, promotions, career progression. If a person works one year here, two years there, I want to know the story. Why did you make moves at points in time?

For performance, I look for achievements and accomplishments. I want to see the numbers and how they were achieved. For example, “increased revenues by….” or “streamlined expenses through…” or “drove profitability in…” Education, advanced training and/or certifications tells about a person’s brainpower and drive. As Buffet says, their intelligence and energy.

Together, track record and performance offer insight into a person’s inventiveness, resourcefulness, and ability to overcome obstacles to achieve results. These are the people great companies are made of.

What to Look For in a Phone Conversation

Talking on the phone for 20 years has finely tuned my ears. I find it fascinating to discuss careers – people’s hopes, fears and aspirations.

People who communicate effectively on the phone and can carry a good conversation tells about a person’s confidence and ability to think under pressure. Quickly you can get a sense of someone’s energy, enthusiasm and personality style. I much prefer talking with people who look at the glass half-full with a “can-do” attitude.

In my experience, a person who speaks well on the phone usually presents well in person. If a person has successfully interviewed at prior employers and can articulate what they’ve accomplished and what they want to do now, they are ahead of 90% of the pack.

I’ll ask both HR-oriented and technical questions. Some of the “softer” questions:
- Why are you looking to make a career move? Why now?
- Why did you decide to make moves at points in time?
- Are there any changes in your job or life that you anticipate over the next 90 days?
- And, behavior-based questions. For example, “Tell me about a time when you…” and “If X were to happen, how would you…”

There’s so much material on this subject. Volumes have been written on resume writing, interviewing, evaluation/testing and “How to Win the Job You Want”. I hope I’ve shed some light on what people evaluating others for a job look for.

The two take-aways here:

1) Your resume and online profile together with phone skills usually reflect how you will perform on an interview. If you’re looking for a new job, I’d suggest to sharpen up both.

2) Be a person of integrity. Online and in-person, be consistent and authentic. Do what you say you will do. Because without integrity, intelligence and energy won’t matter.

In future posts, I’ll continue to write about:
- What to Look for After the Phone Conversation
- What to Look for in a Meeting
- Other topics you’d like to know about this?

We live in exciting times.  Remember 1999 when the Internet was growing astronomically?  It opened up the world with speed of communication and spread of information.  The Internet continues to transform the way people live and how businesses operate, including ours – search, recruiting and staffing.  Now we manage databases and use new tools to efficiently prospect, manage relationships and deliver for our clients and candidates.

After the Internet boom, media stories were written about what would be the next “Big Thing.”  Well, we have two big things happening now, in my view.  The first is about energy and its effect on the environment.  We can’t live without it and must find new sources of clean energy to satisfy increasing demand while protecting natural resources.  This is a topic for other experts.

The “Big Thing” now – in recruiting and staffing – is Social Media,
and how it will increasingly change the way we do business.

Businesses are in the midst of great transformation.  All centers around information; how to find it, manage it and communicate it effectively.  We in recruiting, staffing and human capital management are at the epicenter.

How we communicate in the beginning of the recruitment process – finding and engaging clients and candidates – will always be a key to success.  Before the Internet, recruiting was about building a rolodex, mainly through cold-calling. It still is, but to a lesser degree.  E-mail and websites changed that first, allowing us to touch greater numbers in less time.  Now with the interactive web, two way communication is changing the game dramatically.

It’s not about who you know anymore, it’s about who can find you.

In my firm until about two years ago, the first step in the marketing and recruiting process was gathering quick information; name, company and phone number.  Then we would make the call, using techniques to “overcome objections.”  After all, we were originally trained that recruiting was about the numbers.

In the last two years, my firm has shifted our approach.  We do significantly more before the initial contact.  A key objective is to brand – by planting “impression seeds.”  This is done with a combination of marketing, PR and social media.

Consider this:  With the ease and low cost of creating information today, potential clients and candidates want to feel very comfortable with you before they conduct business.  They want to trust you. 

Many times, the best way to gain new business is still through a referral.  However, for those who don’t know you, they want a professional who is credible who can deliver.  And, they will want to check you out before doing business.  What does your “electronic footprint” say about you?  Have you Googled your name lately?

We never get a second chance to make a first impression.
New objective:  Make a name for yourself before you talk to prospects.

What do public relations, marketing and social media have in common?  They all require you to be proactive and to plant the seeds.  They all require building relationships.  They all enable branding and greater name recognition.

• PR is about gaining visibility in the media; by being quoted in traditional (newspapers, magazines, TV) or new media (electronic, blogs).
• Marketing is a multi-step process to build your name in the minds of prospective clients and candidates.  Do you know it takes 6 to 8 “touches” before a client remembers you?
• Social Media involves two-way communication.  The Big Three are LinkedIn, Twitter and Facebook. If you connect your networks in the right ways, the branding and broadcasting capabilities have the potential to create a huge pay-off.

When used effectively together, PR, Marketing and Social Media strategies can be very powerful in building your brand and your recruiting business.  Together, all affect to increase your name as an expert in your field.  People find you. Business flows to you.  Your revenue increases.

Here’s the exciting part:  You can create and manage your brand.  What do you “say” to clients and to the media? What do you “say” on social media sites?  What do you “say” to industry partners/contacts?  Before you start spreading the word, start by securing your name on the social media sites and then post a professional profile. Because when people find you, you will want it to say the right thing.

Now more than ever, it is important to keep up with new trends and tools available to stay competitive.  Social Media and advances in the Internet are not fads.  They are here to stay.  Recruiting and staffing professionals must continue to learn, grow and evolve. 

Here is additional advice to help you. 

Together with PR Expert Susan Young, I will be hosting a new webinar, “Make More Money in 2010:  Power Marketing, PR and Social Media.

In two content-packed hours, you will learn:

• New Marketing Techniques that combine proven methods with new media.
• Proactive PR Strategies to increase your name recognition, visibility, credibility and revenues.
• Social Media Trade Secrets that are key for all Recruiting, Staffing and HR professionals to thrive in 2010.

Your choice of two dates: 12/4 or 12/10.  Register by 11/20 for 30% discount.  Approved by NAPS for continuing education credit.  For details and to register today, click here: http://bit.ly/26uIPd

1st the advertisement: The 2009 NAPS Annual Conference will be Sept. 30 to Oct. 3 in Las Vegas at the Red Rock Casino Resort. My session is “Power Marketing for Today’s Economy.” As the market rebounds, NAPS will be the best venue to learn the latest techniques and network with industry leaders. To view the program and to register, visit: http://www.RecruitingLife.com.

Training is one of my passions. I believe learning and development is the heart and soul of everything we do as search consultants. Success in recruiting takes tremendous energy, focus, drive and determination. It also takes know-how. We must use proven techniques and also adapt to ever-changing market conditions.

Think of the range of skills required to be successful in recruiting: Researching, sourcing/phone skills, selling, marketing, interviewing, reading people and situations, negotiating and closing skills. And now social media: Twitter, LinkedIn, Facebook and more.

This is why our profession captivates me: It’s challenging and the rewards – personal and financial – are unlimited.

My passion for learning and teaching comes from my upbringing. In school I was driven to achieve straight A’s. I also played team sports and took art classes. I always liked psychology and solving problems creatively.

I grew up with training and recruiting in my blood. My mom was an ex-school teacher turned recruiter turned staffing firm owner. She was an entrepreneur with vision who valued training. She’s very intuitive with a “life-of-the-party” personality. People called her the “Seminar Queen” because she attended many industry events. She bought all the training material at conferences.

My mom was a single parent who started in the staffing business at around age 40 with three kids and barely able to make the mortgage payments. Even in the toughest times, she had a positive “can-do” attitude. Around the dinner table we talked about placements and deal-making.

My mom encouraged risk-taking. There is no failure, she would say, just learning what does and does not work.

In college I travelled Europe and earned a Masters degree in International Economics & Finance. After graduating, I went to live in New York City and work in banking then advertising. I left the corporate world after six years and started my own venture. When it crashed and burned, I joined my mom’s staffing firm and we built it up. When my mom retired in the late 90’s, she cashed in big time. I started my own search and recruiting firm in 1998.

Each trainer has a story about how they became one. Here’s mine: I joined my state’s staffing association and was asked to be on the Board. I volunteered to be the Education Chair and twice taught a six week course for beginning recruiters: “The 40 Steps to Placement.” From there, I was an Event Chair and then a Conference Chair, talking with trainers from around the country. For an event, we needed an extra speaker and I raised my hand. At my 2½ hour session, I did live Internet sourcing and phone calling, both marketing and recruiting. A person who attended was the sister of well-known industry trainer. She had national contacts and wrote me a great testimonial.

Before I knew it, I was training at my first NAPS Conference. That was 2003. From there, I was asked to train in-house and at other industry events and conferences around the country. Since, I’ve designed “The Art of Search” training programs and have produced private venue events, international tele-seminars and three CD training sets: 1) Future Big Billers, 2) Take It to the Next Level, 3) Up & Over $300K. I also started this blog: “Recruiting in New World.”

Many who inquire about my training ask what makes me different. Well, I run a desk and a firm, so I’m on the line like you, day-in and day-out. I’ve been recruiting for eighteen years and training for six. All of my programs are customized for the audience and the times. I spend considerable time preparing – and aim to deliver a high impact training experience.

People who have seen me train say I’m on a quest. My mantra is “rising tides lift all boats.” By sharing best practices, I believe we raise industry standards and elevate our collective image. That’s why I’m also a big believer in the value of certification.

This is why I train: Sharing new ideas, personal growth, elevating our profession.

In search and recruiting, there are many approaches that work. As I like to say, “Two thirds I’ve learned from others and one third I’ve innovated on my own.” From my training I want each person to take away two or three “Ah-Ha’s” – ideas, techniques, ways of thinking – and take them back and put them right to work. That’s how I know I’ve been a success in my training: When I receive follow-up emails and testimonials.

I’ve been told my training is interactive, motivational and innovative. Also that I’m very approachable. All true. When I train and I’m on, I get in the “flow.” It’s a term you may have heard that’s used in sports and other professions. The mind and senses align into a natural state of peak performance. Well, that’s what I feel like many times when I’m training – because it’s one of my passions.

My mom always said I might have been a teacher or professor if there was enough money in it. Maybe she’s right. For now, I want to train you in search and recruiting. So, hope to see you at NAPS. Remember to register today at: http://www.RecruitingLife.com.

New ideas are like lightning bolts. They strike quickly, rouse the status quo and inspire new ways of doing things. History’s innovators fascinate me. They saw untapped markets and pursued their passions: Henry Ford, Thomas Edison, Walt Disney, Milton Hershey. Their names became their brand.

In my post last week, I stated: “What doesn’t change about recruiting is that it’s all about the engagement of people” and that, “We’re still in the Wild West of social media.” I also wrote about the “power of brand building” and that the “$64,000 question” for social media is “winning new client business.”

In 18 years in recruiting, I’ve found that two overriding factors win new client business: (1) Saying the right things to the right people at the right times and (2) Connecting with people on a personal level.

This is what’s so exciting about social media, in my view. We have the ability to create our own networked world and connect with like people in areas we’re interested in and passionate about.

The key ingredient to winning new business is passion. Passion is defined in wikipedia as “a strong feeling about a subject…usually of intense desire and attraction.” How strongly you pursue something over time shows your true interest. Like in recruiting, your passion comes through in your voice and how you engage on the phone.

Here’s my premise for recruiting, staffing and HR professionals: Through social media, we can build communities around our “2nd Life Passions.” When we’re engaged, we engage others.

Your 2nd Life Passion: What do you love to do when you’re not recruiting? If you were to start a blog or site outside of work, what would it be about? Yours could be a hobby, a sport, food, religion, politics, art, travel, cars, collecting, etc.

In sharing our passions, we gain friends and followers. New relationships develop and grow. These could become business contacts and develop into new client relationships. It’s similar to joining a club, chamber of commerce or doing business on the golf course. The difference is you are the social media leader of your passion. You become memorable because of it.

I asked HR and recruiting professionals about their 2nd life passions:
1) What’s your passion outside of work?
2) Where did it come from?
3) How do you exercise/express it?
4) Do you integrate it with recruiting? If so, how?

Michael Homula: WINE. Twitter: @MichaelHomula
- Mike started enjoying wine in college, because he loved it. “Creates conversation, shared experiences.” He says, “I’m doing it because I love it.”
- His recruiting site is: www.bearingfruitconsulting.com. He recently launched his wine site: www.pullingthecork.com.
- Mike says he could offer social media advice to winemakers and/or wineries could become his recruiting clients.

Jeff Lipschultz: BIKING. Twitter: @jlipschultz
- Jeff was an avid biker in college. Today he does it for exercise and health benefits. He’s led bike groups and rides in Colorado and Northern Italy. He’s passionate about teaching beginners to ride.
- Jeff’s recruiting site is: www.alistsolutions.com. His blog is: http://jefflipschultz.wordpress.com. His post “Ten Reasons to Take up Biking During a Job Search” is his #1 SEO.
- Jeff’s alter ego on Twitter is @Bike_Whisperer. “Teaching the world to ride a bike one kid at at time.” In business, he tells bike stories as “icebreakers” and believes in its “networking effect.”

Karla Porter: BAKING. Twitter: @Karla_Porter
- Karla has been baking since childhood with her mom and grandmother. She “invites people over to bake.” She spent 10 years in Mexico and owned a gormet coffee shop and made pastries.
- Karla’s website is: www.karlaporter.com. Colleague @BillBoorman wrote a guest blog on her site “The Art of Baking.”
- Karla says “recruiting is based on metrics” and she likes the “creative outlet” baking provides her. She meets people at “fundraisers” and “volunteer” work and talks about baking. “Her home is always open” to people who bake with her.

Jennifer McClure: HORSES. Twitter: @CincyRecruiter
- Jennifer’s love of horses came from her grandfather. She grew up on a farm in Tennessee with 22 horses. In 2002 she “reignited” her passion, bought her horse “Sarabi” and takes riding lessons twice a week.
- Jennifer’s blog is: www.cincyrecruiter.com/. She has pictures of her horse in her office and on her Twitter background and Facebook page www.facebook.com/jennifer.mcclure. She’ll be adding to her LinkedIn profile.
- Jennifer says her love of horses creates conversation and “makes me more well-rounded when I interact.” New business relationships have formed because of a mutual love for horses.

Craig Fisher aka @fishdogs on Twitter whose blog is http://blog.fishdogs.com/ says passions give us a “euphoric feeling” and “make your spine tingle.” They also “regulate stress.” What’s Craig’s passion – that’s not on his resume? He is a “voracious” mystery book reader, which came from his mother and grandmother. Many passions originate in childhood.

What 2nd life passions have in common is their global appeal to a wide audience, often across cultures and geographies. I’d venture to say that if two new sites were launched; one recruiting and one a 2nd life passion, the passion site traffic would accelerate at 5X to 10X+ the rate of the recruiting one. This can be a powerful vehicle to gain a following and create new relationships, both personal and business.

The larger question is branding – and becoming memorable. Ford = cars. Edison = light bulb. Disney = entertainment. Hershey = chocolate. Can a 2nd life passion be successfully married with recruiting? Social media enables us to do it now. The Wine Recruiter. The Bike Recruiter. The Baking Recruiter. The Horse Recruiter. If you can do it for your passion, new business will most certainly flow your way.

This is a big topic. I’m first to confess I’m not a Social Media Expert – just yet. I’ve been watching, participating and learning from the early adopters. What I bring to the party is a deep knowledge of third party recruiting. I’ve been at it for 18 years, 10 as a business owner and 6 as an industry trainer. I have a passion for training, marketing and client development.

This article has three parts. As this is Part I, you’ll have to come back and read more about money-making ideas. Please, post your feedback. I (and I’m sure others) are very interested in what you have to say about this subject.

The “New World” light bulb lit up for me about a year ago. Fortunately, my firm had a very good first half of ’08. When our recruiting revenue dropped last summer, we shifted our business model and diversified.

The upside to recessions is that they’re cleansing. The strong survive – and so do the innovators. This is my third recession in the recruiting business. (My first was in the early 90’s.) Each time we’ve come through, wiser with new ways of doing business. What doesn’t change about recruiting is that it’s all about the engagement of people.

Before the Internet, recruiting was primarily about sales – direct person-to-person contact. Then the PC-Internet age brought database management and e-marketing. Now, the equation is shifting again with Social Media. Most companies and people haven’t gotten religion yet – or figured out how it all works together.

I think we’re still in the Wild West of Social Media – in just the 2nd or 3rd inning of a 9 inning game. It’s exciting to take part and watch it unfold! It also has the potential to be very lucrative if you play your cards right (like the Internet boom of the mid-to-late 90’s.)

Back to my light bulb turning on last summer. As part of our “recession strategy” I knew we needed a stronger brand image and greater market exposure. Most firms pull back on advertising and marketing in a recession. We did the opposite, negotiating deep discount pricing and did more. My first tact was upgrading our website. Then, advertising in industry trade journals. Then, a full-scale effort to get press in traditional media and issuing PR releases.

Earlier this year, I trained at two recruiting conferences. (My topic was “Power Marketing for Today’s Economy.”) I was told I’d get more speaking opportunities with greater exposure in the industry. After my video interview was distributed on Twitter, the Social Media bell went off. It was clear that we needed an integrated SM branding strategy. I jumped in two feet, full-throttle.

In the beginning stages, Social Media is all about building networks: creating connections, friends and followers. The power of brand building comes from leveraging the combined networks through broadcasting features.

Once our brand and networks are more established, how do we win new client business? Not recruiting candidates, but new fee-worthy clients? That’s the $64,000 question and what I’m after here. Stay tuned for Parts II and III coming soon. Again, post your feedback! Thanks.

#1- Be unique. Define yourself and tell your story.
#2- Innovate and diversify – or perish.
#3- Aim high. Communicate with and market to highest levels.
#4- Think global. All the world’s a stage and open for business.
#5- Become a multi-expert. Go to and build the demand.
#6- Build your brand everyday. Thru PR, advertising, industry events and social media.
#7- Hone your craft. Learn each day from people, words, questioning and experimenting.
#8- Everything counts. Upgrade image. Sharpen presentation. Quality over quantity.
#9- Practice the arts of attraction and reciprocity.
#10- Share. Collaborate. Learn. Laugh.

Welcome! I’m excited to share with you my thoughts about recruiting, careers and job searching. Social media is rapidly transforming how we connect, build relationships and interact. This will have a dramatic and far-reaching impact on everything career-related. Going forward, effective recruiting will combine proven techniques (phone/planning) with state-of-the-art tools (social media/online). I’ll be sharing some meaty stuff here. All I ask is this: Please post your feedback! I want differing opinions and will always respond to you. So, here we go “Recruiting in New World” [RNW].