Social Media: A Recruitment Revolution?

Back in June I shipped myself off to the first Social Recruiting Summit at Google HQ in San Francisco. On my return I was approached by the team from Australasian Talent Conference (Trevor Vas, Horace Chai, and Kevin Wheeler) to see if we could pull off a similar event here in Australia.

So on 3rd December in Melbourne we are bringing together some of the biggest names in recruitment and social media to participate in Social Media: A Recruitment Revolution.

The event will be like none other in Australia, combining traditional conference sessions with interactive “unconference” sessions to allow the audience to further develop the ideas and learn from industry peers.

Personally I am very excited about the speakers. We have secured Mark Pesce as our opening keynote speaker. If you do not know Mark he is an author, journalist, regular panellist on The New Inventors, and futurist. (He even has a Wikipedia page.) In addition to Mark, Margie Kwan from Ernst & Young will be presenting a case study on their use of Facebook and the we have a debate between Stephen Collins from acidlabs and Jake Andrew from SEEK on “Do you need a job board when you have social networking?”. Other topics include digital branding, social recruiting strategies, legal issues around social recruiting.

If you want to know more head over to the main site, check out the agenda and register ASAP as we have a space limitation.

5 thoughts on “Social Media: A Recruitment Revolution?

  1. As an experienced recruiter, recruitment trainer and social media user I hope you are planning to present some information on blending traditional interview techniques with social media skills.

    I’m based in the UK but work globally and would be delighted to speak or present at this event.

    See my website for more about me or tweet me at


    Coach, Trainer, Public Speaker

  2. Michael,
    The answer to the question posed in the title of this blog post is obviously an emphatic “No”.

    It would be “Yes” if the majority of recruiters (internal and agency) abandoned traditional job boards, mail lists and print media in favour social media as their primary recruitment tool, but clearly this hasn’t happened.

    Given that social media now has hundreds of millions of users but has made very little impact on the recruitment landscape, one has to wonder if it ever will become a major player. Granted, it does have a place in the the recruiters tool kit, but it’s nowhere near becoming considered revolutionary.

    I’m sure you can come up with a handful of examples of companies who have had success with social media as a recruitment tool, but they are a tiny minority in the big picture.

    The acid test lies with commercial recruiters – if commercial recruitment agencies use a recruitment advertising product on a continuing basis it’s a good bet that the product works. Because if it doesn’t work they won’t continue to waste their time on it, even it is free.

    BTW, I see social media as Facebook, Bebo, Twitter and MySpace. If your definition is different then please let us know.


  3. @Stephen You know that topic is not on the current agenda, but given we have allowed for 3 unconference sessions it would be great to have someone present on the topic. If you can get yourself “downunder” you are more than welcome!

    @Kevin First the definition of Social Media is very broad as such we are including sites and services you mentioned but also ones such as LinkedIn, YouTube, Wikipedia, Plaxo, ZoomInfo, Google Search, blogs etc. The acid test lies in part with commercial recruiters but also with employers and to date most have not even begun to use the tools. The source of talent report I have been working on with Phillip Tusing starts to paint a picture around this, more later this week. Having said that a majority of commercial recruiters, both individuals and large organisations, I have been speaking with over the last 6 months are in fact beginning to integrate many of the social media tools into their workflow. As you said it is part of the toolkit, but I would say a critical one especially when you begin to look at attraction, strategic sourcing, and research.

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