So if you're one of those fans that are devastated by his recent infidelities or that think you'll feel better when he does his public apology today (because we know that's what's coming) then I have this to say to you:
Get a freakin' life and mind your own business.

But I want to back up a bit and talk about focus.  You see, it's Tiger's focus that everyone marveled.  In countless conversations I've had about Tiger Woods the athlete, Tiger Woods the icon or even Tiger Woods the man - they were always about his skill on the golf course or his razor sharp focus that took him to the top of his field.  His drive and determination to be the best at what he did were what blew us away from the time he hit the golf scene to his most recent round of play.  Witnessing his skills on the fairway were what his fans paid to see.  Many have even flown around the world just to be there in person when he'd make an impossible shot and pump his fist in victory.  His skill and focus were all that mattered.

After all, what Tiger did is between himself and his family.  At best it might involve his friends.  But it doesn't have a darned thing to do with you (unless you're part of that parade of ladies coming forward, I suppose.)  And if you're one of the people that think he's no longer worth your adoration or dollars then that's fine.  But I'd be willing to bet that before his little holiday auto-accident that 99.9% of his fans never raved about him because they thought he was monogamous.  Nope - his fan base was primarily, if not all, about his focus and dedication to his craft.

It's a struggle for me to watch people completely dismiss someone and their skills because of a private issue or personal opinion that has gone public.  It's so easy to do this to celebrities that we likely take for granted that we can bully them into an apology - or that they, as celebs, have the luxury curse of knowing exactly what their public feels.  This leads me to ask the question: Do we do the same for people around us?  Do we make the same snap decisions about job seekers because we don't like something that we discover in their personal life?  Does it result in boycotting them? (because I know no one asks for an apology!)

Who hasn't heard of snap decisions being made about job seekers because of something a Recruiter or Hiring Manager spotted on a Facebook page?  Hey, I'm not saying that the posting of 1/2 naked pictures from Passion Beach is the smartest thing for a job seeker to do, but I'm willing to bet that the same people that have ripped up their Tiger Woods fan club cards are the same ones making snap judgements about job seekers who may have a less than hardcore party pic or curse word sitting in the public eye.

To those Recruiters and Staffing personnel that decide to dismiss job seekers because of something they discover from snooping around on social networks I have this to say to you: Get a freakin' life and mind your own business.  Make selections based on the basics - Knowledge, Skills and Abilities.  (You remember these, right?)  And unless you find something that truly puts your company at risk, you're out of line in making decisions around politics, off-color humor, personal updates or marital fidelity discovered via social.

The real kick in the head to the average job seeker is that he or she won't likely get that second chance that the celebrities get by holding a press conference, looking sad and issuing a scripted apology.  Yup, you heard me...  Tiger will be back - just like Michael Irvin, Michael Phelps, Koby Bryant - the list goes on.

Truth be told... I'd have even more respect for Tiger if he chimed in today with something along the lines of telling the public (and sponsors) that he is working through the issue with his family and everyone else should just take a hike.

So here's where I think I come out on this latest social frenzy - and yeah, it's a bit of a mixed review... 

What Google's trying to do is great.  The thought behind being able to simply "CC" the world on something is a bit overwhelming at first glance, however.  In fact, right out of the box I find the stream of dialogue to be much more than I can manage.  Of course, that's likely because I'm used to quick snippets that are currently found in my Twitterstream and Facebook page - but is that a bad thing?  After all, with sorting and filtering features that are in Facebook and Twitter I can control the flow of information a bit - filter it, if you will.  What Google Buzz seems to be missing the most is the ability to group users.

I also feel that the Gmail integration is both a blessing and a curse.  Seeing (27) new Buzz items causes me to click with an expectation of manageable content - only to be hit in the mouth a stream of consciousness that can be a bit... overwhelming.  The interface of the UI definitely needs some work before it's going to be considered any type of contender with the likes of Twitter or Facebook.

It may have also been a bit presumptuous of Google to assume that I wanted my Contacts included or followed at all in such a public forum - or that I'd want the content sorted or delivered by people as opposed to the conversations.  Again - more of a need for filtering/grouping as well as display options.  Being able to comment on a Buzz in a hierarchical fashion as opposed to linear might be much easier to follow - and isn't that what the ultimate goal of conversation is supposed to be?

While I suspect that Google Wave integration is already in progress I'd like to see more blog and website plug-n-play features.  Ultimately something along the lines of widgets or application modules for popular blogging platforms like WordPress, Joomla, Blogger, etc.  Having just typed this it comes to mind that perhaps an open API is in order - or will at least become a demand from more savvy users or developers.  I would envision something similar to the many bots we see now in Google Wave - doing translations, copies, follows, etc.

Additionally, I'm a Google App paying customer.  This means that I have the Google platform functioning as my private domain's email management solution.  As such, I'm unable to set up Google Buzz on my RecruiterGuy.net domain - but am forced to run it through my basic Gmail account.  This I can appreciate as I suspect Google is fast at work on security settings, user management, and account filtering for starters.  So at present I have the minor inconvenience of having a second tab open to get my Buzz.  Not a complaint, mind you - just an observation.

Of course if we're going to talk about how we need to view Google Buzz then we can't leave out the mobile delivery.  So far the mobile view seems to be the most manageable and well integrated. I especially love the ability to see the Buzz that's near me based on my location and being able to fire up a Buzz Map.  Hey, you never know who or what you'll see - this is the real world, baby.

Having said this... I'll be watching Google Buzz closely for updates and filters.  In the meantime people should heed a gentle reminder that it never hurts to have a current (or at least complete) Google profile.

There's no sipping from this fountain at present. So here's to you, fellow fire hydrant drinkers.  It's either quietly sitting unused or blasting social down your throat at 750 gallons per minute.  So while you decide, I'm going to head out and make myself a new social icon for my blog to sit next to Facebook, Twitter, YouTube and the rest.

Oh wait... would that just be redundant?

Let's talk about just a few of the bigger and more obvious challenges...  No one wants to build a resume on their mobile; The vast majority of people don't have the ability to upload/carry documents (resumes) on their mobile; Many ATS or job boards just aren't mobile friendly.  These are valid for sure.  But for well over a year now I've had a solution swimming around in my head - and I think it's time that I let it out and touched lightly on how, in a perfect world, these might be addressed.

Let me walk you through how I see it working - and then I hope you'll weigh in.

In the spirit of staying mobile let's start with a mobile app that I'm pretty friendly with and enjoy using - and that frankly is ideal for this article.  The LinkedIn application for the iPhone is terrific.  The app ties together many of the features we see on the LinkedIn website such as Inbox, Updates, Connections, Invitations, Discussion Boards and yes - now even themes for us to pick our favorite colors from.  Of course the reason the application is so popular is because everything we see within the app is tied to our online account.

So I don't think I'm off-base or out of this world when I say that I'd gladly trade the "Themes" button for a "Jobs" button.  (No offence, LinkedIn - you guys know I love ya'.)  A button that would show me a few jobs that LinkedIn thinks I might be interested in just like the website does now.  Heck, maybe someone would get a little crazy and provide a field that would let me search for basic keywords or browse the latest openings.  After all - the application is web-based, not static content in the phone.  Pulling job listings should be no more difficult than pulling the latest discussions or content from my Inbox.  (Do I really need to reference an employment application that already pulls job listings right from an ATS via XML?)

If you've ever applied for a job on LinkedIn you know that it typically consists of 2 pages.  The first asks for a cover letter, contact information and the option to upload a resume while the second page is your chance to review your submission and send it on its way.  So here is where it's fun...  This is LinkedIn, folks - for the most part our work history is our profile - and if we're job hunting it's going to ideally be pretty current and detailed.  So in most instances a job seeker would have no need to upload an additional resume or could at least have the option to let their profile speak for itself.

This transaction would be no more complicated than taking an online survey, submitting an email, or taking part in a discussion board.  And if we're keeping this thought stream completely honest I think we can admit that it certainly doesn't have to be limited to LinkedIn.  Major boards could pull off the same thing with a bit of a massage to the process here and there.  In fact, as sexy as a mobile application can make certain activity seem we should keep in mind that many times we're simply talking about a skinned and branded browser letting us do 'stuff' on the web. 

So think about it:

• Online profiles/resumes created/uploaded from PC's can include cover letters
• Job boards and Applicant Tracking Systems provide mobile friendly lists of jobs
• Job seekers simply "login" and "opt-in" for consideration
• All user profile/resume data is tied to the "requisition" based on the users profile

I know what you're thinking...  Hey, what about pre-screening questions? Let's be honest...  For the most part, if you've more than 6-8 questions so specific to a job posting that they aren't handled in a basic profile creation process then you're likely suffering from poorly written job descriptions or a pathetic attempt to "test" where you should be screening.  Need to test them?  Pull them in or send them a link to a real online testing process - but don't bastardize an application process by adding sloppy form to the equation.

This topic came up because at a social event last week I was constantly told that job seekers just aren't ready to apply for jobs via their mobile devices or that the technology just isn't ready.  So here I am, folks... standing by my opinion that it isn't the job seekers that aren't ready, but rather vendors that don't see a big enough profit to really dig in and make it a reality just yet.  I'm not saying this is wrong - but let's call it like it is and stop blaming job seekers as the entire reason this isn't happening.

Can you really tell me that if you had the option, that you wouldn't suffer through a few clicks and a short online survey to nominate for a job that interested you (while at lunch, your commuter ride, between meetings, etc.)?  Yeah... me either.

Regardless...  Making the FOT/HRCapitalist Talent Management Blog Power Rankings Top 10 again is certainly something that invoked the aforementioned feelings.  But what I really take away from the total listing is more than just the obvious cool part of being listed.  What I really walk away with is a list of blogs I should be checking out - if they're not already on my radar.  The true take away from this for everyone should be a listing of other people in the recruiting or [HR] marketing industry that seem to know their stuff - or are damned good at delivering it.

So here it is... and congrats to every single person involved - they each deserve a spot in your feed reader regardless of your industry.

Straight from FoT:
So, welcome to 2010 and here you have this decade's first go-round of FOT's top 25 blogs. Congrats to our winners - and thanks for always generating such fantastic content. We appreciate it.

Ranking/Blog Name (Power Rating, Last Poll Ranking)

1.    Steve Boese's HR Technology (power index rating - 78 | v. 5.0 ranking - n/a)

2.    HR Bartender (power index rating - 75 | 1st place votes - 1 | v. 5.0 ranking - #5)

3.    Seth Godin (power index rating - 58 | 1st place votes - 1  | v. 5.0 ranking - n/a)

4.    Know HR (power index rating - 55 | v. 5.0 ranking - #10)

5.    The View from Harvard Business (power index rating - 47 | 1st place votes - 1 | v. 5.0 ranking - n/a)

6.    The Business of Management (power index rating - 46 | v. 5.0 ranking - n/a)

7.    Trizle (power index rating - 41 | 1st Place Votes - 2  | v. 5.0 ranking - n/a)

HR Observations (power index rating - 41 | v. 5.0 ranking - n/a)

The Recruiter Guy (power index rating - 41 | v. 5.0 ranking - #8)

10.  John Sumser's Two Color Hat (power index rating - 40 | v. 5.0 ranking - n/a)

11.  Compensation Force (power index rating - 39 | v. 5.0 ranking - #7)

Rehaul (formerly Your HR Guy) (power index rating - 39 | v. 5.0 ranking  #10)

Punk Rock HR (power index rating - 39 | v. 5.0 ranking - #4)

14.  Simply Lisa (formerly HR Thoughts) (power index rating - 36 | v. 5.0 ranking - #16)

15.  Jon Ingham's Strategic HCM (power index rating - 34 | v. 5.0 ranking - n/a)

16.  Compensation Cafe (power index rating - 31 | v. 5.0 ranking - #27)

17.  HR Gumbo (power index rating - 28 | v. 5.0 ranking - n/a)

18.  All Things Workplace (power index rating - 27 | v. 5.0 ranking - #3)

19.  Renegade HR (power index rating - 25 | v. 5.0 ranking - #23)

20.  Upstart HR (power index rating - 24 | 1st Place Votes - 1 | v. 5.0 ranking - n/a)

21.  Marketing Headhunter (power index rating - 22 | v. 5.0 ranking - n/a)

Welcome to the Occupation (power index rating - 22 | v. 5.0 ranking - n/a)

23.  HR Ringleader (power index rating - 21 | v. 5.0 ranking - n/a)

24.  How We Work (power index rating - 19 | v. 2.0 ranking - n/a)

HR Fishbowl (power index rating - 19 | v. 2.0 ranking - n/a)

As with past rankings, you can check out the original poll methodology here (but note we looked at more blogs this time around - more than 160 - and the lineup of folks ranking the blogs has changed slightly too). Cheers to our newest winners!

My approach? I created ~15 high to mid-level slides and took an un-conference approach to presenting with a focus on Twitter and Facebook.  My instict was that this audience would be savvy enough to appreciate an avoidance of basic "how-to" items and the freedom to chime in and share both successes and failures along the way - as opposed to my dictating opinion and reciting a presentation.  Was I right?  Yeah - I was dead on.

The dialogue was good and the information was great.  What follows is simply the ppt deck that I used to spark the conversation with this sharp group of activists. (normally I don't post presentations that I've done on behalf of my employer but this deck will be available publicly on the event website soon anyhow.)

I enjoy puzzles and riddles and games - so I thought it might be fun to use a slick little tool called Wordle that runs on a Google App Engine.  To put it plainly, users can simply paste a number of words into the field provided and the application will generate and artistic rendition of those words.  Alternately, a website address can also be used where the RSS feed of that address will be pulled in to do the dirty work.  Either way, the result is a rather cool looking image where people can copy or print the content for their own websites, tee-shirts, coffee mugs or whatever. One of the cooler things the app offers up are additional options that let you select how many words are used various colors or layouts and fonts, etc.  You could literally play on the Wordle site for hours and accomplish absolutely nothing.  It's fantastic!

What I decided to do was push through 9 blogs and websites that I use and set Wordle to only use 10 words.  Outside of setting the 10 word limitation the results you see below were completely random.  Can you guess which of the images belong to which popular blogs in the Recruiting/Staffing industry?

In looking at these (and all fun aside) I wonder what our guesses say for our impression of the blogs... the keywords we associate with them versus the keywords delivered above... where else keyword optimization or use might be ideal and deserving of additional focus...

In the interest of making this less than impossible... here are a list of the sites used - in no particular order, of course.

• ImSoCorporate.com
• ERE.net
• ResearchGoddess.com
• CloudRecruiting.net
• RecruitingBlogs.com
• HRBartender.com
• RecruiterGuy.net
• FistfulOfTalent.com
• Blogging4Jobs.com

"Listening, not imitation, may be the sincerest form of flattery." - Joyce Brothers

This quote (I love quotes) came to mind when I started writing this article.  And while not I'm not a big Joyce Brothers fan per se, I think there's more truth here than not.  After all, none of us really likes being copied - but we love when someone shuts the heck up and lets us talk, right?

So why wouldn't our approach to social media (even for recruitment!) be the same - at least at its base?  Why wouldn't we start by ensuring that every single soul we pull in to talk about social engagement or ambassadorships understand the importance of listening to our industry or "customers" and how it should be a priority over broadcasting to them?  I think this is important - and sometimes gets missed in the rush (or pressure) to get on board and ride the social media wave.  Besides - we'll have a much better feel for who is talking about us and their perception of our [employment] brand if we'll listen and monitor what's being said already.

In a previous article titled Making Friends on Facebook vs Teams at Work I mentioned a few departments that might be ideal to have involved on a de-centralized Social Media team.  It was actually a follow-up article from my intial ask of the readers here to Whisper about What's Broken where I received some solid feedback about team building around social teams.  So this is another quick chapter to touch on what might conceptually come next in an ideal world...  Teaching our teams to listen and monitor the conversation that's already going on.

Need some help with NetVibes?  No worries!  Check out this quick video on how to set up a page with some of the basics. (okay, it's not terribly quick - but it's good!)
Once you've gone through it I think you'll see easily enough how to incorporate various blog, Twitter, or major engine searches.  NetVibes is just one way to help manage your time and stay aware of what's going on around your brand while avoiding that Social Media Time Suck.

Enough importance can't be put on digging in and finding out what people are saying about your product or company.  Once you understand what's being said it's that much easier to craft your approach or decide how you'll engage the influencers out there.  I think that ideally there are subject matter experts or "point" people that are primarily responsible for listening and (gasp!) reporting on what's found online.  But they shouldn't be expected to shoulder the entire listening portion of the project alone. 

If a person in HR were to stumble on a message board where people were gathering to complain about an interview process or continually ask the same question about pay and benefits it would be nothing less of irresponsible to not pass along to a Recruiter (if not their "social recruiting" team) a link to the conversation.  The same would be said of the Recruiter that while sourcing for retail applicants came accross a website dedicated to complaining about a particular product.

It's everyone's job to listen first.

So after a lengthy conversation with my wife and my friends and a few that I trust... I've decided to just finally come clean and admit it.  Publicly.  And part of being completely honest about this love affair includes talking a little bit about how it got so embedded into my lifestyle... how it became such a part of my life that while I wasn't losing focus on my family per say, I was moving personal things around to keep my mistress happy.  And most of all... why I won't be breaking it off.

So I started training people to find potential employees while at the same time teaching basic sales principles and techniques.  And anyone that's done either knows that Recruiting and Sales go hand-in-hand more often than they don't.  Fast forward through the discovery of internet newsgroups, email lists and several years - and I was suddenly a certified PHR working consulting gigs with a focus on sourcing, recruiting and (gasp!) process improvement.  Every bit of which had a unique signature of "internet" and "collaborative tech" as my signature.

I exited consulting in 2000 for a change - I went corporate... and in a big way by jumping on board with a FORTUNE 9 company.  In starting as a Recruiter responsible for just a single city I worked with peers and leadership (while not always as patiently as I should have) to help evolve recruiting strategies to incorporate more technology and collaboration.  And with the support of amazing teams and colleagues my responsibilities evolved from a single city to a state. To a Region. To multiple Regions. To the US. And ultimately where I am today - Leading interactive strategies and initiatives for Talent Attraction with my employer - and the most amazing teams I've had the pleasure to ever meet.

My mistress?  Change.
And I'm passionate about her - but not for the simple sake of her existence.  What I mean to say is that I'm in love her because I stay up late at night listening to how she thinks she can help Recruiters be more effective; how she speculates that job seekers might find postings more quickly; how she thinks hiring managers could better track ROI.  And while all of her thoughts don't always seem logical or likely at first...  she's patient with me.  Often more than I am with her, to be honest.

When I...
...attend a conference I'm not looking for vendors tell me how great their product is - I'm looking for them to tell me why it's different.

...talk with peers or meet at events I'm not looking to boast about great accomplishments - I'm hoping to share work that's been done that will spark new ideas or conversation.

...push an idea to my team I'm not telling them this is the solution - I'm showing them this is "a" solution, and hoping they'll improve on it.

She goes with me everywhere.  And yes, I do wake up some mornings holding my iPhone because I fell asleep taking notes or reading the blogs of friends and articles within my industry.  And while my family and friends know that she's my love affair - they're okay with it.

Do you have a love affair?  Are you passionate?  What's driving you?

"Don't. 'Effing. Lie."

Yeah... That one does it - even though it's a bit brash.  Because after all, when it comes down to trust between two people this is really what it boils down to.  Whether it's a co-worker looking to you for some feedback or your boss asking for the latest status on a requisition or even a job seeker asking if they're still being considered... Don't effing lie to them.

Lately, everywhere I turn I'm hearing about Stephen Covey and honesty in the workplace.  He seems to have the market cornered on referencing integrity and honesty at work.  And while I probably won't read the book unless it ends up being a gift, I'm sure it's as good as his other hits of which I've gladly purchased.  But my point in bringing him up is that trust seems to be a hot buzzword here of late and let's face it - as Recruiters our reputation related to our integrity will make us or break us - especially if we're freelancing.

So let's hit on a few things that we're seeing or hearing about in certain circles - because I've got some ideas related to how I think we can all pitch in.  After all, no matter how you spin the topic related to ethics in the workplace it all just boils down to one base element: Honesty.

• Give Credit Where Credit is Due
  Those of us that have attended events or numerous working sessions over the years know that we've seen some of the same work recycled a few times here and there.  I know that I saw Robert Scoble's Social Media Starfish in more externally presented presentations (free and paid!) that I could count last year - but I can only count the times he was given credit on a single hand.  Is it a big deal?  Maybe not to us - but perhaps it is to Robert.  After all, each presenter just took his work and presented it as their own.
  I wonder if the people that used this particular image decided consciously that if they told the audience where it originated that they'd lose some credibility as the subject expert...  Of course this isn't just about Roberts Starfish, right?  Doing our due diligence to give credit where it's due - whether on project work, sourcing help or something as small as clip-art used in external presentations - goes a long way towards establishing validation or a sense of collaboration.
• Don't Fluff Up Your Experience
  We hate it when job seekers do it to gain credibility with us as Recruiters.  We end up having to work twice as hard in an interview when something just doesn't "feel" right - or worse, after we uncover the lack of experience much later in the game.  The same can be said outside of the interview process and amongst our peers and colleagues - and yes, you know who you are.
  We're not Junior High anymore.  Stretching out our dating experience or packing on BS related to how our goodnight kiss went is just silly at this point. 
  Truth be told, I've 100% more respect for the newly made contact that came to me saying as much than the person that tried to insinuate about, or impress with, experience they didn't have.  We're in the age of information and collaboration, folks.  Finding out how full of crap someone is doesn't take nearly as long as it used to - and new ideas and trains of thought are the new "cool."  If you understand nothing else then understand this: It's okay to say you don't know.
• Be Accountable to References
  If you've got the nerve to complain about someone or something - let's call it out.  It's 2010 and it's time to be very clear about what we mean when we say "everyone" or "you know who" or "they say" if we're referencing something important.  Otherwise I'm of the opinion that you're full of crap.  We've all done it - and the idea was to share some frustration and avoid embarassing someone, I'm sure.  But I've got a different challenge for our industry this year: Call it out and let's tactfully discuss it.
  "sick of hearing Social Recruiting is the answer," or "Recruiters are saying that Job Boards are dying" or "...everyone thinks this is the solution," or "...you know who I mean when I say..." - Nope.  In 2010 if you throw down with these generalities you're a coward.  Let's keep it real and keep it civil - and be honest - and TALK details.
• Call It Out
  I'm in if you are.  Well... I'm in either way - but I'd encourage you to play also. 
  If I see work I think was too big for one person or that I know was done by someone else - regardless of the audience I'm in - I'm asking. 
  If I get the feeling someone is being vague about where they've worked or things they've done then I'll treat the peer just like I would an interviewee - I'll ask.
  If I hear generalities used to back up claims or reasoning - I'll look for clarity.

In my mind - our word is everything.  Yes, there will be misunderstandings and verbal slips and even some things we may forget - and it's relatively obvious that it all really comes down to "intent" when we talk about the truth vs. an "effing lie."

After all, it's been my experience that collaboration and innovation only go 1/2 speed on 1/2 truths anyhow - so why wouldn't we pull out the stops and go full speed ahead?

It's the end of another week and that means another quick list of blog postings that were worth checking out.  It was a great 2nd week of being actively reading and authoring blog posts this year and I was excited to see some pretty solid topics posted throughout the blogosphere as well as some great comments and dialogue found on RecruiterGuy.net.  So as I give you a list of my top items to reference for this week past, I leave you with a quote to absorb that was a favorite of mine in college [with a minor adjustment]:

"Some [blogs] books are to be tasted, others to be swallowed, and some few to be chewed and digested." - FRANCIS BACON

My Top 10 for the Week...

• Career Rocketeer: Google Me: Exclusive INterview with the Founder of Vizibility
  I recently began utilizing the services of a new start up called Vizibility. They have developed an innovative service which is like a “Google Me” button for individuals. It can be posted to online profiles, personal websites, resumes, email signatures, business cards and anywhere else a user wants to be visible. I believe it will quickly become a standard component utilized for personal branding.
• The 5 Reasons You're Failing in Social Media
  1. You really don't want to engage directly with customers, employees, etc.—you just want them to hear what you have to say.
  2. You're not ready to create new roles, update process, re-distribute resources and budgets, re-train people, and revise old policies.
  3. Social media actually threatens how you make money—but you pay lip service out of fear.

• I have to admit, I am not sure this is a good idea.
  I can't say for sure that it's not a good idea. I have just seen so many people, important people even, jump on the blog or Twitter bandwagon; because it's gained popularity, probably because someone is telling them they should do it, that I am wary. Very few have done this well. And boy do you have a microscope on you if you are someone like BillG.

• I am on Twitter, now what?
  After debating about joining Twitter for quite some time, I finally joined Twitter in September 2009, not necessarily an early adopter but certainly not late in the game. According to a recent blog about the 25 Most Influential Recruiters on Twitter at www.thetalentbuzz.com in early 2009 there were 900 profiles with the word recruiter and now there are over 10,000. In less then a year, the number of recruiters using Twitter increased more than ten-fold, yet I still know a lot of recruiters that are not using Twitter.
• EO, Social Networking, and ROI... oh my
  There is so much going on in the blogosphere about changes in recruiting. Search Engine Optimization for Jobs, Search Engine Marketing for Jobs, talent communities, pipeline building, ROI, and Social Media Recruiting are all the rage and this is a really exciting time to be part of recruiting, sourcing, HR leadership, and recruitment advertising. We've got new tools popping up every month or so (maybe faster) and I've had to stay silent.
• Recruiting Videos & Employment Branding: Take a Cue from Yale
  Okay, so it's kinda elitist for us to say this about my company. But it's true. It's easier to get accepted into Harvard as an undergrad than it is to get hired at APCO. Seriously! It's that competitive. When we look at stats for resumes received to candidates hired, you have a better chance of getting into some of the Ivy League schools. Yep. And of course, that means I'm lucky as a recruiter that we attract our the best and brightest college grads and experienced professionals in our industry.
• Social Media and Recruiting - Beyond the Hype
  I’m very much an anti-hype, anti-bandwagon person.
  I neither like to nor want to get caught in the undertow of the emotional rush associated with being excited about something that nearly everyone else seems to be excited about, where everyone celebrates the new and “cool factor” with little-to-no critical thought.
  When that next bright and shiny object comes along, it’s all too easy to be blinded by it.
• Three Reasons to Get Excited about Video Resumes
  Why complicate things. Simpler is almost always better. Some say video resumes are too much of a headache and just freaky to watch. Jobseekers have been emailing resumes for years. They are passed around and read under a few seconds. But here are three reasons to get excited about video resumes.
• Are You Measuring?
  What are you doing to measure your social recruiting efforts?  Because if you aren't doing anything to measure them and you're telling the world that social recruiting works then you're just winging it.  Or if you aren't putting any effort in place to try and account for your efforts while squaking to your peers and colleagues that it doesn't work - well, you're equally as full of it.