Today, I spoke with Jason Buss is a Talent Management executive, strategist and blogger The Talent Buzz. In this interview, Jason talks to us about managing his full-time job and his blog, how he sources candidates, what the best social network is for recruitment, the new employer/employee contract and more.
How do you manage having an executive position at a large Financial company and blog at the same time?
The easiest way to answer this is a strong commitment, a passion for the work, doing whatever it takes, and a few late nights. While there is synergy between them, the time I spend blogging or online is primarily after hours.
Do you get resumes through social networks directly? What do you think of that?
I do receive e-mails, phone calls, referrals, and Resume’s through my personal and professional networks, including social networks. It’s one of the many benefits of recruiting; networking, meeting new people, and building relationships. It’s no surprise to your audience that networking is one of the most effective ways to get introduced, and I always encourage it when talking with candidates.
I also enjoy the opportunity to introduce talented people with contacts whether it is with the Company my team and I recruit for, or another industry contact that may have an opportunity available.
Which social network is home to the best talent and why?
It could depend on the industry, and the talent you are recruiting. While some classify LinkedIn as a professional network, and others a social network, it is one of the best tools for what we do. Users have access to almost all of the information needed before picking up the phone. This includes the organization, industry, titles, responsibilities, co-workers, recommendations, competitor information, and more.
Other sites I personally classify as more social or interactive in nature are experiencing explosive growth, so I wouldn’t recommend focusing on just one.
Do you think the employee/employer contract has changed because of social media?
I do. I think the biggest change is with the transparency being created as a result of social media inside and outside of the workplace. Whether it is being used to share information, collaborate, or communicate, both the employee and employer are mutually benefiting directly from its’ use. There are continuous links made between social media and employee engagement, so it will continue commanding the attention it needs and evolve over time.
How important are “social media skills” in the recruitment process? Does the number of Linked contacts you have matter?
The importance of social media skills depends on several factors, but generally speaking they can play a fairly significant role if managed and executed effectively. One specific example is to leverage your networks and social media to research the company, hiring leaders, recruiters, and work teams. Examples could also include researching industry news and trends, the press, awards, and common interests. This is helpful not only in being prepared, but the key really is what you do with the information you have.
A few key examples of accomplishing this is by making potential connections you have through any networks, groups, or associations (personal or professional). Social media can play a critical role both in the research and connection process.
The number of LinkedIn contacts you have might or might not matter, depending on your goals and what you might be trying to accomplish. I strongly recommend connecting with as many people as you know or share common connections with, as it is a powerful “personal brand” and networking tool.
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Jason Buss is a Talent Management executive and strategist bringing over ten years of global Human Resources leadership to The Talent Buzz. He is currently the Vice President of Talent Acquisition & Diversity for Ameriprise in Minneapolis, MN. Prior to joining Ameriprise, Jason was the Head of Talent Acquisition for Russell Investments, and the Director of Talent Management at Allianz Life where he led his team to a first place win in Allianz’s Operational Excellence – Global Total Quality award – for their work in building and redesigning the recruiting model and process. Prior to Allianz, he was the Vice President of Recruiting for CUNA Mutual Group.
