Baby Boomer or Echo Boomer in Social Recruiting

The day after McKinsey&Company issued a report on "How companies are benefiting from Web 2.0" where the findings were respondents reported measurable benefits

.... have Web 2.0 interactions with 35 percent of their customers

...similar web ties with 48 percent of their suppliers, partners and outside experts

and the biggest issue in managing the adoption of Web 2.o technologies was "that the use of these tools be integrated into the flow of users work"

In my opinion recruitment companies fall into 2 camps

• "Echo Boomer Recruitment" - You get and an are embracing it, punching above you weight and making money but you don't know how!
• "Baby Boomer recruitment" - You need a business case or have you head in the sand, think it is a passing fad, are creating policies to deal with it on the candidate side without thinking about the client side

At APSCo Technology forum, the topic was Social Recruiting and what you need to ready for? If you have never seen Paul Harrison from Carve Consulting, then he is worth the entry money!

We had 23 technology leaders in the room and Paul and he barely go to slide 3 before the discussion took off, and I mean took off. As usual Linkedin became the topic with such views as

• we are very hard line on Linkedin, everything belongs to the agency if the network was set up in company time
• we only allow company email addresses to be used
• when a consultant leaves we call Linkedin, change the password and trash the connections
• our policy's don't allow it

Baby boomer recruiters are the establishment and have succeeded, have the money, the policies and the procedures to manage Social recruiting.

Echo boomers are new, ambitious and get it. Don't have the business case, don't need one but will become celebratory recruiters, the "Jerry McGuire" of the sector, will be the best connected and the A Lister's for parties

Which do you want to be? Who is making the decision for you? and it is a Strategy or just an accident? You decide?