Category Archives: Social Recruiting

Rejection Letter Dos and Don’ts

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A number of years ago I got rejected for a job.  I know, I know, you are probably as surprised as I was.  The funny part is, I got the hard copy, snail mail rejection letter 18 months after I had apparently applied.  I went back into my email to try and figure out what really happened.

You see, as a Recruiting Pro, I wouldn’t actually apply through an ATS, especially for an executive position, which this was.  My email confirmed the fact; I had sent the CHRO of a large organization my resume directly.  This rejection letter was from that contact.

18 months. Send a resume. No communication for 18 months. Rejection letter. That’s the time line. How’s that for a solid candidate experience!?

Ever since this experience I’ve always had strong beliefs of what you should do and not do when it comes to sending out rejection letters.  Here’s the deal about Rejection Letters:

Do –

  • Send personally signed letters to all people you have had personal contact with (i.e., over the phone, in person, referred by someone internally – you get the idea).
  • Draft a letter(s) that builds your brand.
  • Once a candidate is a “no”? Send the letter. If they’re a “maybe”? Keep them in the process.
  • If they never had any personal contact, send them the ATS mass email.

Don’t –

  • Send a letter to everyone who applies.  Within your recruitment/sourcing process should be a communication when someone applies.  In that communication, let them know that only those chosen for interviews will be considered part of the recruitment process – meaning we will communicate with those individuals directly moving forward – all others thanks, please apply for other positions that come up that fit your experience and background.
  • Tell people you chose someone with better qualifications or someone who is more qualified – you really don’t know that – who you chose was a person who best fit your organization at this time.
  • Tell people you’ll keep them on file for future consideration. You and I both know that you don’t. Tell them the truth – if you ever want to work here, apply again and possibly make some internal connections to help move your resume to the top.

In the end, you want your rejection letters to make people feel like I’m glad I applied, and I would apply again and I would continue or will start using this organization, buy their product or service.  It’s not easy, but it can be done.

If you really want to know what people think of your rejection process, pick up the phone and call a few that have made it to different levels of the hiring process, and just ask. People who get rejected are more than happy to give you feedback!

First Ever Michigan Corporate Recruiters Conference!

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I’m super excited to announce I am co-organizing the first ever Michigan Recruiters Conference to be held on March 13th in Lansing, MI starting at 9am!

Jim D’Amico, Director of Talent Acquisition at Spectrum Health, and I have been talking about doing this for over a year and late in 2014 we finally just said, “Screw it! Let’s pick a date and force ourselves to get his puppy off the ground!”  And we did it!  With a lot of help from Jim’s team at Spectrum, my team at HRU, our techy guy Matt Wagmann and our friends at the Accident Fund corporation!

Register at www.MichiganRecruits.com

Our Goal for the Michigan Recruiters Conference:

We want an event similar to an ERE, but local. Great recruiting and talent acquisition content, without having to pay thousands of dollars to attend.  Our fee is $49! We want to raise the level of recruiting in the state of Michigan.  We want to offer this in an environment where the corporate Talent Acquisition folks don’t feel like it’s a meat market (i.e., no staffing agencies).

We want to bring in national speakers, corporate talent acquisition best practices and next-gen practices that aren’t even being used by the masses. We want to network and share our successes, and find ways that corporate talent acquisition pros can better leverage each other and their knowledge. We plan on having two Michigan Recruiters Conferences per year, one in the Spring and one in the Fall.

We are not doing this for profit. The sponsors (CareerBuilder is our first, but we would love more!) and fees are only to cover costs of running a great conference like this. Sounds like we want to be a bunch of Hippies!  I hope so, this is going to be great!

The format of the Conference: 

Unlike normal HR conferences we aren’t looking to do 1 hour and 15 minute sessions. Who the hell even came up with that length of time!? It’s way too long, and just encourages rambling. We are Recruiters, we don’t have time to ramble!  Our sessions will be 30 minutes, 45 minutes and 1 hour, depending on the content and presenter.  A professional national speaker can easily hold the stage for an hour.  Your local sourcing pro who has some great ideas to share, might only need thirty minutes!

We will strive to have you leave each conference with great ideas you can use immediately, ideas that will challenge what you do long term, and increase your network and tribe of other talent acquisition pros you can lean on.

It won’t be a full day.  6 hours or so. Get in, get out, go make placements.

We’ll attempt to always hold these at host corporations who are willing to have this progressive knowledge come into their walls.  Thank you Accident Fund Corporate, and Darcy Kerr, for hosting this first conference in Lansing, MI!

Why no staffing agencies? 

I’ve already gotten a ton of crap on this. “Tim, aren’t you a staffing agency?” “Tim don’t you rail against being treated as a second class citizen by LinkedIn?” “Tim this is hypocritical!”

Here’s the deal.  I speak about a dozen times a year, nationally, to HR and Talent Acquisition pros, and never once have I been accused of trying to sell my services. I’m not worried about me, but I know my industry.  I’ve already had agency folks try and sneak their way into the conference like a Catfish!  To make the Michigan Recruiters Conference a success we need corporate talent acquisition pros and leaders to see the value of a conference like this. If their first experience is some cheese-ball from RecruitTech coming on to them in the first fifteen minutes, that experience is ruined.   So, Jim and I decided, no agencies, yet.

We do see a time down the road, once the conference is established, where we will be able to invite in our agency brethren.  Minnesota started in a similar way.  Even at that point, we’ll have hard rules around selling at this conference.  It’s designed to be developmental. That’s the conference we want.

Sometimes to make something great, you rub a few folks the wrong way.  Agency folks are resilient, to say the least, I know they’ll bounce back. I look forward to the day I can invite them as well.

T3 – NAS Recruitment Innovation #HRTech

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T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

I’ve known NAS Recruitment Innovation is a company I’ve known and worked with for over ten years.  It’s definitely a company I wanted to highlight on T3.  I’ve written this before but in my mind there are two kinds of technology companies: 1. Born out of a technology solution; 2. Born out of a problem and adapted to the technology of the day.  NAS, in my estimation, is in the later types of companies.

NAS was started as advertising, marketing, creative type company 60 years ago, specifically to help ‘personnel’ executives with something that hadn’t even been termed yet, but we know it today as “employment branding.”  Today, they rival the best recruitment marketing firms out there from both a creative perspective and a technology perspective.

NAS’s main technology solution is called ACTIVATE and it’s a candidate attraction platform. With a powerful SEO engine at its core, ACTIVATE pushes branded job positions from your ATS to your career site. But ACTIVATE is more than SEO. ACTIVATE integrates decades of strategic recruitment expertise and industry-leading analysis to optimize your candidate sourcing platform and improve the overall effectiveness of your recruitment marketing program. In simple terms, ACTIVATE increases your candidate pull. NAS turns your career site into a candidate attraction site.

5 Things I really like about NAS – ACTIVATE

1. NAS’s people get corporate recruitment at a much higher level than most technology recruiting companies.  It’s not just about the technology, you have to understand recruitment and candidates.  You need people on your side in Talent Acquisition and HR that are creative and NAS does this as good as anyone!

2. The ACTIVATE platform increases your candidate experience through better design and without you having to do any heavy lifting.  NAS gets how and why candidate search for jobs and uses this knowledge to deliver a great search and apply experience for candidates.

3. You don’t care about mobile, but your candidates do and the ACTIVATE platform will optimize this for you.  A great example is recruiting Nurses. Nurses aren’t at a desktop all day, they’re constantly on the move. But they engage their mobile devices all day long. If you aren’t mobile optimized and delivering a great mobile experience, you’re missing out in a big way!

4. ACTIVATE delivers you real-time metrics from your career site.  Big or small, this is a must have in today’s highly competitive talent market.  If you don’t know what’s working, or what’s not working, you’re just flying blind. No talent acquisition leader wants to be in this position.

5. CRM functionality with custom branded email campaigns.  Recruiting and CRM isn’t new, but it’s still something way too many shops are utilizing. If you do utilize a CRM you want to make sure it’s connected with the rest of your data, and the ACTIVATE platform does this with your ATS.

I’ve used NAS so in my mind they cater a little better to the talent acquisition pro who might not as technologically savvy as they would want to be.  They definitely don’t try and shove tech down your throat, but will ease you into it and show you how you can make great strides with it in your department.

NAS recruiting innovation has the technology and know how to help your talent acquisition team take your entire organization to the next level. Check them out, I’ve personally used them in the past and they made my life easy. I don’t know if I can give a company higher praise than that!

T3 – TalkPush #HRTech

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T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

It seems like lately I’ve had the chance to review some really big, really dynamic HR Tech enterprise level tools.  I’m excited today to get back to a tool that everyone can use, especially those small and medium size HR and Talent shops.  On T3 this week I’m reviewing the automated phone screening tool Talkpush.

Talkpush is just what it says it is.  The solution automates your normal phone screens.  We don’t talk about phone screens as much any more, because in HR Tech everything has gone digital with the explosion of video and video screening tools (which I love). The reality is, though, many employers just don’t need, or want, a video screening solution.  Talkpush fills the need for a phone screening tool quite well.

95% of candidates never get ‘heard’ by a potential employer.  A recruiter spends only 7% of their time, on an average week, with candidates they’ll actually hire. When candidates are interviewed about their experience with an employer it comes up constantly that they don’t feel like they ever got a fair chance to be heard. A tool like Talkpush allows the candidate to have a voice, and recruiters to more efficiently spend their time.

The system is super easy to use and you can have the system up and running for your candidates in the matter of minutes.  No need to get IT involved, just signup and start using it.  All the screens are saved into separate audio files that you can attach to a candidate in almost any applicant tracking system. These same files can easily be shared with a hiring manager, who can hear first hand how candidates respond to your own questions.

5 Things I really liked about Talkpush:

1. It’s super easy to use.  We get caught up so often on wanting purchase and use overly sophisticated systems, and then don’t use them for that same reason. Talkpush can be implemented and used even by people who could never figure out how to set their VCR clocks, or still have a VCR!

2. Inexpensive. Free trial to start with no obligation, $1 per interview and around $300 per month for unlimited interviews.  You can’t beat this cost as a screening tool.  It costs more than $1 to have a recruiter dial the phone and leave a message!

3. Great for volume hiring.  Send out mass invitations to screen hundreds of people all at the same time. I’ve had to open new locations for employers and it can be a major headache when everyone is applying all at once.

4. Audio files are searchable.  Technology is an amazing thing.  Someone says they have experience in robotic programming as part of their answer to a screening question. Months later you need someone with robotic programming skills. Talkpush has the capability of you searching all of your screens for key words, and potentially finding talent you had no idea existed.

5. Questions are in your voice, your language.  You record the screening questions that will be asked, and they can be different for every single job you have, if you want.

Talkpush has a really smart dashboard as well, that tracks all of your responses, allows you to push those responses to managers along with LinkedIn Profiles, photo of the candidate (if you wish), resume, etc.  I think some people will look at this review and think this is a ‘low-tech’ as compared to the digital platforms that are on the market.  I look at it as a different hi-tech solution for organizations that don’t need or want a video solution, but still have a great need to screen candidates.

The fact is, many people are still uncomfortable with video.  Probably not your younger candidates, but once you get above mid 30’s you’re dealing with people who didn’t grow up on video, and might just might be much more comfortable doing a screen via the phone.  Check them out, I really believe Talkpush fills a market need for so many companies!

2015 Candidate Bill of Rights

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In November 2010 Monster.com asked me to write a post on a hot topic at that time a “Candidate Bill of Rights“.  Needless to say, I’m not a huge fan of a Candidate Bill of Rights – I’m a Capitalist and believe in a free-market system of HR and Recruiting.  In 2010 (remember those days?) we had candidates coming out of our ears. In 2015, most of us are begging for talent. Welcome to the show kids!

Here were my main point back then – and what they still are today:

Candidates –

You Don’t Have To Apply:

  • If we have a crappy working environment – you don’t have to apply
  • If we don’t pay appropriately for the market – you don’t have to apply
  • If we don’t give my employees opportunities for growth – you don’t have to apply
  • If we don’t treat you like a human – you don’t have to apply
  • If we don’t give you a full job description – you don’t have to apply
  • If we don’t tell you every step of the process – you don’t have to apply

You Don’t Have To Work Here:

  • If we make you wait endlessly without any feedback – you don’t have to work here
  • If we make you an offer that you don’t like – you don’t have to work here
  • If we don’t offer the right work-life balance – you don’t have to work here
  • If we give you a bad Candidate Experience – you don’t have to work here

Candidates – if any of the above is true – you have some decisions to make:

1. Can I live with what I know about the company and the experience they put me through to get this offer?

2. IF SO, do I want to come and work for the company?

3. IF YES – welcome aboard, you’re coming on ‘Eyes Wide Open’

4. IF NO – thanks – good luck – see you next time

You see we all have choices – if you don’t like the way I’m treating you as a candidate, don’t come and work at my company.  I would hope that most HR Pros are smart enough to get this fact – treat candidates like garbage and they’ll stop applying for your jobs, thus making your job all the more difficult.  That might be a bit pie-in-the-sky thinking because I also know way to many HR/Talent Pros that don’t get this!   They have a little bit of power and have decided to torture candidates with painfully long and arduous application and selection processes – that aren’t helpful to their own companies, statistically, and definitely aren’t helpful to the candidates.  During a recession they don’t see much impact from these horrible processes, but eventually the tide turns and face the results of their actions.  Karma is a bitch!

So, do we need a candidate bill of rights – No!  Do you need to spend a ton of time, effort and resources on candidate experience – No, as well!  Don’t go right ditch-left ditch and start over correcting.  Treat candidates like you would want to be treated.  Have a few standards and etiquette, and some manners.  It’s not hard, it’s not expensive and you definitely don’t need to pay a consultant to show you how to do it!

Karma is biting a bunch of hack talent acquisition pros in the butt in 2015.

A Bachelor’s Degree in Recruiting

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When will a college or university have a degree program in recruiting?  We have hundreds of universities and colleges that now offer human resources programs.  Two of my good friends, Matt Stollak, and Marcus Stewart are both professors of HR programs.  I have yet to see one program in Recruiting and Talent Acquisition.

For the most part the degree programs that fill recruiting positions are:

Communications

Business Administration/Marketing

Liberal Arts degrees – history, art, other things you won’t ever get a job in.

Sports Management

Human Resources

The recruiting industry takes all degree programs where people can’t get a job making enough to live on!  An entry level recruiter can usually make around $40,000 to $50,000 in their first year. The best recruiters make six figures.  Not a bad professional, white collar level compensation for a four-year degree program.  Many professions would love to be in that compensation level.

I think we could easily come up with two years’ worth of undergrad classes. Let’s face it, you only need about 60 credits or 20 classes, to have a complete major in most programs. The rest of the classes are the ‘basics’ we all take when attending university in the first two years.

Here are some of my ideas for classes in my Bachelors of Recruiting program:

Recruiting 101 – History of Recruiting

Recruiting 102 – Recruiting Processes and Procedures

Recruiting 103 – Recruiting Communication and Marketing

Recruiting 104 –  Sourcing

Recruiting 105 – Negotiation, Offers, and Recruiting Finance

Recruiting 106 – 100 ways to connect with people – #1 is the Phone!

Recruiting 107 – Writing Job Descriptions like a Marketer

Recruiting 201 – Employment Branding

Recruiting 202 – Candidate Experience

Recruiting 203 – Recruiting Technology

Recruiting 204 – Advanced Sourcing

Recruiting 205 – Specialty Recruitment

Recruiting 206 – Recruiting Analytics

Recruiting 207 – The Law & Candidates

Recruiting 301 – Senior Project – solving real-life recruiting problems in real-world companies

Not quite a full class load, but I think we could easily build that out with great content.  So, here’s the big question.  If a university offered a degree in Recruiting, would you look to hire those people into your shop?

I would!  I think many of us would.  Any classes you would add to the above list!

T3 – Jibe #HRTech

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T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week on T3 I reviewed the mobile recruiting and analytics solution Jibe.   The one thing everyone knows in talent acquisition in 2015 is that candidates no longer just apply via their desktop computer.  Candidates now apply to your jobs using a many different devices, smartphones, tablets, ultrabooks, etc.  Organizations can no longer ignore mobile as being one of their largest potential candidate drivers.  This is Jibe’s sweet spot!

Jibe is mobile native. This means they weren’t first a desktop software that developers made fit to the small screen.  Jibe developed their solution specifically for the small screen.  Jibe dramatically improves the candidate experience to candidates on your mobile experience.  Jibe works with your current ATS to give candidates a best in class apply process via mobile.

Statistics show that anywhere from 50-80% of candidates will begin their job search process with you via mobile, but only 10-15% will actually complete that process via mobile. That’s a huge miss. You are forcing those candidates to another platform to finish, and when you do that most drop off.

Jibe also has a great recruiting analytics backend called Jibe Insights.  Jibe basically takes your ATS data and fuses it with their apply data and can show you where in your process you’re falling down.  The analytics behind source performance, and how Jibe can segment this down, is one of the best I’ve seen.   Jibe also has a CRM module that has exceptional application for field and campus recruiting with one click mobile connect onsite at career fairs and other offsite locations.

5 Things I Really Like About Jibe:

1. Jibe doesn’t do what most of your ATS vendors will do and basically make your site a mini-site for mobile. It gives your candidates an industry leading mobile online experience, they believe is all you.  From an employment branding perspective this is huge. You might not actually be the most technology advanced HR shop, but Jibe allows you to hide that fact!

2. Most ATS systems have analytics but they are really weak on the apply process side, which ends up being where most of your TA budget is spent. Jibe connects your ATS data with the apply data and specifically shows you what is giving you the best ROI and what isn’t.

3. Recruiting is a process, and it’s meant to be improved. Jibe uses supply chain type process models to help you improve your processes. Most corporate TA folks don’t think in the supply chain type mode, so it truly helps make you better at getting candidates into your pipeline.

4. Jibe’s Candidate Connect CRM has great application for field and campus recruiting.  This process was just so easy, I was amazed. I can’t tell you how many hours I’ve spend on campus, only to go back and spend more hours trying to get those candidates into our system, or having most fall off when they don’t complete the process. One click and their in, right now, on campus, no waiting. That’s cool!

5. Jibe started on the social recruiting side as well, back when we just called it social media. Their ‘Get Referred’ product uses your employees professional networks to increase your referrals, and put your employee referral program on steroids.

If you take anything away from this review, it better be mobile is important.  Look around you, everyone is using a device, and it’s usually not a desktop computer.  We as Talent Acquisition pros need to embrace mobile and make sure candidates can find us and apply, easily via these channels. If you don’t, you’re going to be left behind.

 

 

4 Things Successful Recruiters Do Every Day

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I’ve hired over one hundred recruiters in my career.  Not a ton, but a pretty good sample size.  I’ve had some of those hires go on to become great Talent Acquisition pros, as well as some who have completely bombed in the profession.  It’s not an easy profession to be successful at, but I’ve seen some basic things that the most successful recruiters, I know, do every single thing day:

  1. Daily motivation. Great recruiters are self-motivated by nature, but the best ones still find ways to give themselves that extra little kick every day. It might be one client or job order they decide they will close on that day. It might be an activity number they challenge themselves with for the day.  It might just be re-centering on a larger overall goal they are chasing and what they’re doing in that day will mean to reach that goal.
  1. Critical of their own work. The best recruiters I’ve worked with own their orders, candidates, interviews, etc. There is no blame.  An interview is a no-show, they own it.  They can look inward and go, next time I won’t have this happen because I’m going to do that one more thing to ensure it’s successful.
  1. They step up. Hey, guys we have a really critical position that just came open from a hiring manager, who wants it? The best recruiters always step up and want to work those high profile openings.  They want the challenge, and they are comfortable with the pressure.  They also step up with their ideas on how the organization can get better, and share freely.
  1. Daily focus. Successful recruiters can focus in and finish, every day. It’s so easy in recruiting to get pulled in a hundred different directions.  The most successful people stay focused on the job at hand, and don’t allow the ‘noise’ to take them off their plan.  They find ways to lock themselves in and keep going until they reach their outcome.

HR and Recruiting both have the same main daily issue we face, we turn ourselves into firefighters.  We run from made up emergency to made up emergency.  It feeds our need to feel like we accomplished something today and became a savior.

The most successful recruiters are no different.  They get the opportunity to be fire fighters, just like we all do, but they make a conscience decision not to allow themselves to slide down the pole. How can you make yourself more successful today?

The Irresistible Power of Being Wanted

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It’s not 100%, but it might be close.  Some will deny this, but it’s pretty much universally accepted. We all want to be wanted by someone.

It makes us feel good to be wanted.  Not the crazy stalker kind of wanted. The kind of wanted where you know the other party wants you for all the positive reasons that are you.  That feeling is so powerful it could light up New York!

In a nutshell, that is talent acquisition.

You want someone. They may want you, they may not.  Either way, you are holding in your possession one of the most powerful feelings of all time!

People want to be wanted.

When you call someone and tell them, “I want you”, I can guarantee they will listen to what you have to say next.  100% of the time.

“Hi, my name is Tim. I want you.”

I now have your attention.  I might not have it for long, but I do have it in that moment.  That’s the key for successful recruiting. What you say next determines your success.

I have had four jobs in my entire career, over 21 years.  I’ve probably had upwards of 500 calls from recruiters wanting to talk to me about a job they have open. Each time I listened to what they had to say, initially, because it makes me feel good that someone wants me. That is a normal response. That is a majority response.

In recruiting you should never underestimate the power you hold in your hands.  Never believe the hype that people don’t want to be called or contacted about jobs. “Oh, those IT guys get ten calls a day, they don’t want to be contacted!” Yes, they do. That’s ten times a day they get a stroke to their ego. Ten times a day they feel wanted. Ten times a day where you might be offering them their dream job.

“Hi, my name is Tim. I want you.”

T3 – QueSocial

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T3 – Talent Tech Tuesday – is a weekly series here at The Project to educate and inform everyone who stops by on a daily/weekly basis on some great recruiting and sourcing technologies that are on the market.  None of the companies who I highlight are paying me for this promotion.  There are so many really cool things going on in the space and I wanted to educate myself and share what I find.  If you want to be on T3 – send me a note.

This week on T3 I’m reviewing QueSocial.  QueSocial is a social talent acquisition tool that was awarded Top Product of the Year in 2014 by HR Executive Magazine.  What do they do?  They solve a major problem most companies have when it comes to social recruitment, a system that allows your recruiters and employee brand ambassadors to share approved content easily and seamlessly.

So, what’s the big deal?  Here’s what really happens in most talent acquisition shops.  Someone decides they want to have a social recruitment strategy.  This involves engaging potential passive candidates in an ongoing manner. The only way to achieve success in this model is to have a content strategy that frequently touches these candidates.  That sounds easily, but in reality it is very difficult to maintain, and most organizations fail at doing this.  QueSocial takes care of this.

QueSocial is a platform that delivers your content to your recruitment team and other employee brand ambassadors (think hiring managers, your really active social employees, etc.) in a way that in one touch they can share it on their social streams.  This is social recruitment on steroids delivered in a way that makes is super easy for the users to share content with their tribes.  QueSocial also delivers metrics on your shared content to show you what’s working and what isn’t, which is another very powerful part of their platform.

5 Things I really like about QueSocial:

1. QueSocial is the only system I’ve seen that helps make recruiters better at converting social media into real business results. It’s taking something most executives see as subjective, and converting it to objective.

2. Extends your employer brand footprint exponentially into your employee social networks.  That’s the real power! How do you seamlessly leverage your employee’s networks to engage more candidates?

3. The QueSocial analytics engine can show you exactly who is using the system and how, but also what content are your employees and  candidates connecting with, so you can get really strategic with your content strategy as well.  Gone are the days of just throwing crap at the wall to see what might stick.

4. A system like QueSocial actually drives higher employee engagement.  The reality is your employees want to share stuff about where they work and why it’s great, but we don’t make it easy for them to do this.  QueSocial idiot-proofs this system and makes it super easy – one click easy.

5. There is a gamification element to QueSocial as well that will provide motivation and incentives to drive the social activity you want from your employees in getting the results you want.  This is key in starting and continuing a great strategy.

QueSocial already has some very big enterprise level clients who have shown the system can do what it says.  Plus, these clients have shown that for the most part the administrators of the platform are only spending 15-30 minutes per day in uploading and pushing content out to everyone else.  QueSocial is primarily an enterprise level tool and fairly inexpensive for what you get.  Definitely worth checking out if you have, or will be adding, a social recruitment strategy to your mix.