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Social Media Recruiting Came Roaring In - Interview With Bill Humbert

4 min read
Vlad Kovalskiy
October 6, 2015
Last updated: March 30, 2020
Social Media Recruiting Came Roaring In - Interview With Bill Humbert
Bill Humbert, RecruiterGuy - nationally recognized as a Professional Speaker, an expert Talent Acquisition Contract Recruiter Consultant/Recruiter, and an Award Winning Author.


What are the most common recruiting and hiring mistakes that companies make in your experience?

Recruiting mirrors the sales process perfectly. Just like the car manufacturing process. If you leave off a small process like installing lug nuts on the wheels, the wheels fall off of the car. Similarly, if you skip one recruiting process or take a shortcut on the Job Description process, the wheels will fall of the company’s recruiting process.

Which trends have the most effect on recruiting and are they making hiring new talent easier or more difficult in your opinion?

Social media recruiting came roaring in. Then companies Had to get on social media recruiting! Over time they realized that it may be helpful but it also requires work. The social media machine is voracious. The problem with relying on any particular one strategy is that recruiting changes so quickly but remains the same. This means that it always has the fundamental needs of engaging candidates in the way they want to be engaged – and not everyone is the same.

There are many generational stereotypes nowadays (i.e. never hire gen this for that’). Do you believe any of them have basis in reality?

It is not the attitudes of a generation. It is the perceptions of the attitudes. I am a Baby Boomer and remember when I was fresh out of school. My motivations then came close to the current generation’s today. We all want to make impacts and have fun.

The reality is this current generation grew up using technology from their first days when they were capable of selecting a button to push. This means that many of them are more than comfortable with technology. The need is to coach them when to be cautious with technology.

Which tools beyond the usual suspects like LinkedIn, Facebook or Twitter do you see as essential to HR professionals?

It is important for Human Resource Professionals to understand the value of direct sourcing candidates – and how to source candidates through networking and creative sources. Think of acting like a detective with the same creativity.

A lot of companies are moving toward distributed workforce. Do you have any advice specifically for companies who work with remote workers?

Remember that people are motivated differently. When a person is working remotely, it is more important than ever to know how to motivate and communicate with them. I suggest using meaningful conversations with them on a regular basis. A scheduled call with no anticipated results will end poorly. Everyone today is too busy.

Thank you for the interview.
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