Predictive Internet Behaviours: #TruBoston Thinking #TNL Talking#ATCSource
You may remember seeing a similar post to this last week. After a technical gremlin,it disappeared quite quickly just after I hit publish, and I have had to do a full rewrite. Apologies if you read the lost post, though I have added some new content.
I’m just back from #truBoston and #TNL in San Antonio.. I have a busy literary for August, which will take me to Melbourne as the MC for the ATCSourcingEvent, featuring #Tru alumni Glen Cathey and Jim Stroud, as well as a host of other local talent finders.I’m really looking forward to the challenge of being the host for this event, as well as meeting a few of my connections from Aus. The event takes place on 17’th – 18’th August. As well as hosting, i’m going to be sharing the Hard Rock Firenze story, as well as other case studies that I have picked up on my travels.
24’th – 25’th August sees #truRomania, hosted in Oracle, Bucharest. It’s going to be our first venture in this part of Europe, with another great line up of speakers and attendees. If your interested in how recruiting works in a country that is evolving social, this will be a great unconference to attend.
Last up on the agenda is #truLondon on 1’st and 2nd September that needs no introduction. We are lining up a great list of track leaders including for the first time, the renowned Master Burnett. Will be great to have Master in London sharing his thinking.
Our hosts for #TruBoston were the Bullhorn and Bullhorn Reach team. One of the features of the Bullhorn Reach product is Radar. radar tracks the on-line behaviours and actions of those in your network, starting with LinkedIn. People with profiles give away clues as to when they are likely to be getting active in the job search.
This is really useful for recruiters. If you can start the dialogue and begin talking about possible opportunities at this stage of the process, then they are open, receptive and ready for ideas. They are also unlikely to have built any new relationships with potential employers yet, they are just tidying up their profile in preparation of their search.
The kind of things Radar measures is people adding recommendations and detail to their jobs, skills etc, as well as connecting increasing connections with recruiters. It is logical that these are the actions that our connections will take because it is what we have been telling them to do via our blogs, career coaches etc for the past few years, With the recruiters I work with who use Reach, we have found this to be 90% accurate. These actions combined are a clear indication that the owner of the profile is getting ready to move in to job seeking mode, and as such are at their most receptive to approaches from recruiters.
As always, first message is key here.Make sure it is relevant and an invitation to a conversation or an offer of a coffee for some face to face time. Your connections can and will be receptive to your approach. If you can combine this candidate “early warning system,” with other networking/community building activities, building connections continuously in your target area, successful hires will follow.The majority of your connections will be passive. It’s unusual for any more than 5% of your connections to engage with you. It’s mostly a passive relationship, but once there’s reason for communication then the exchanges will flow and have real value.
At #truBoston, I had the opportunity to spend some time with Leah Daniels, the not insignificant brain behind Bullhorn Reach Radar. What I was really excited about was where Bullhorn are going with Radar. Daniels has been looking closely at the internet behaviours of job seekers in other channels other than LinkedIn,particularly FaceBook. Things like cleaning up profiles, deleting or un-tagging pictures, adding professional details,joining networks etc give the same indications that a connection is preparing to start looking. This will be added to radar soon, combined with a fan page to monitor those already connecting with your brand, or for targeted advertising of specific jobs to those showing indications of looking, then it is a really powerful proposition. Beyond FaceBook, there’s also twitter and all the other internet places we use to connect with people.
What behaviours do you notice in any of the channels when your connections move in to job seeker mode?