The best candidates don’t always stand out on paper. Knowing your way around resumes and candidates’ social feeds isn’t enough to understand tech pros. You need to combine resume and social data into comprehensive profiles to truly assess them. Checkout the first on-demand webinar in Dice’s Social Recruiting Pro Tips series, featuring sourcing ninja Johnny Campbell. And learn key tips on tapping into the right data at the right time to improve your slate of candidates. You’ll learn: • When to use different types of data, from resume to social to a combination of both • How to effectively present insights from resume and social data to inspire hiring managers to take action • How to pinpoint unique tech candidates, and connect with them faster, using tools like Dice’s Open Web platform Learn more at http://www.dice.com/openweb

1. COMETOGETHER
RIGHTNOW:
How toeffectively combine
résumés and social data
in your assessments.
With Johnny Campbell Founder & CEO, Social Talent
SOCIAL
RECRUITING
PRO TIPS SERIES

2. The world’s talent at your fingertips
WHAT YOU’LL LEARN:
READY?
When to use different types of data, from resume
to social to a combination of both
How to effectively present insights from resume and
social data to inspire hiring managers to take action
How to pinpoint unique tech candidates — and
connect with them faster — using tools like Dice’s
Open Web platform
1
2
3

3. The world’s talent at your fingertips
THE BEST
CANDIDATES
DON’T
ALWAYS
STAND OUT
ON PAPER.
Jonathan Campbell cont’d
Summary
Skills & Expertise
Education
I have worked as a Recruiter in Ireland and the Caribbean
for the last 15 years but now run Social Talent, the world’s
leading provider of Online Recruitment Training.
We want to change the way that organisations identify
talent globally by translating technology and educating
front line recruiters through a premium, personalised and
practical online learning experience.
Our promise is to deliver the world’s best and most
practical recruitment training in a consistent, high quality
format, personalised by: who you are, where you are
based and what you recruit for.
Our expertise is in identifying and delivering the benefits
of a Web 3.0 world to the recruitment industry. Our
customers are recruitment agencies, corporate recruiters,
headhunters, the HR and marketing departments of hiring
organisations and providers of technology solutions to
the recruitment industry.
We train recruiters in how to source passive candidates
and we advise organisations on how to leverage social
media, SaaS technology and video to source, attract and
engage talent globally.
We help companies and recruiters to source talent
through social media and the web. We enable recruiters
and hiring organisations to tap into the “passive”
candidate market, which represents over 80% of the
total labour pool, by providing them with the tools to
source directly from the internet, by building talent
communities on social media and helping corporates to
develop and market their “employer brand” online in the
places where their target audience spend the most time,
namely social media.
Specialties: Online Recruitment Training, Social
recruiting, boolean search, facebook marketing, social
media marketing, talent acquisition, talent community
management, internet sourcing, CIPD Certified Internet
Recruitment trainer.
Certified Internet Recruiter
Social Media
Recruitment/Retention
Staffing Services
Training & Development
Web Development
Graphic Design
Black Belt in Internet
Recruitment
Blue Belt in Internet
Recruitment (completed)
Orange Belt in Internet
Recruitment (completed)
Brown Belt in Internet
Recruitment (completed)
Internet Recruiting
Talent Scouting
Recruiting
Talent Acquisition
Employee Training
Sourcing
Social Media Marketing
Search Engines
Social Recruiting
Training
Contract Recruitment
Executive Search
Personnel Management
Human Resources
Interviews
Management
Temporary Placement
Talent Management
Recruitment Advertising
Employer Branding
Technical Recruiting
Permanent Placement
Screening Resumes
E-recruitment
Leadership
Strategy
RPO
Employee Benefits
Temporary Staffing
Video
Online Recruitment Training
Recruitment Training
Boolean Training
CIPD Irish Recruiters
Certified Internet Recruiter, 2010
University College Dublin
BComm, Business, 1995 - 1998
University College Dublin
BComm, Commerce, 1995 - 1998
Jonathan Campbell jonathan@socialtalent.co
Experience
CEO
Social Talent
Nov 2010 – Present (2 years 4 months)
We want to change the way that organisations identify
talent globally by translating technology and educating
front line recruiters through a premium, personalised
and practical online learning experience.
Our online recruitment training portal (MySocialTalent.
com) is an expansive “bible” of everything you need
to make the most out of online tools to identify, attract
and engage with top talent globally.
Top Recruiters at Oracle, Paypal, Twitter, Accenture,
Adecco, Hays and Manpower leverage Social Talent’s
online recruitment training to ensure that they hire top
talent and outperform their peers.
My job is to think of new ways that technology and
Web 3.0 tools can help the recruitment profession and
teach others through blogging, webinars, consulting
and training.
I also try to make sure that the team at Social Talent
have fun, break things and go home at the end of
each day feeling like we have made a difference to our
industry, however small.
11 recommendations available upon request
Director
Select People Ltd
Jul 2008 – Nov 2010 (2 years 5 months)
accepting international assignments in the Europe,
the US, Latin America, the Caribbean, Canada, the
Middle East and Asia. We work on a select number of
assignments at any one time, leveraging our network of
contacts and introducers across the globe, particularly
Operations Manager
Baraud
Jun 2006 - Jul 2008 (2 years 2 months)
business in Grand Cayman, in the British West Indies.
The company provided permanent and temporary staff
to all of the island’s employers, and also outsourced
immigration consultancy services. In addition, we had
a large IT Training business.
2 recommendations available upon request
Manager, Industry & Commerce Recruitment
Accreate Financial Search & Selection
Aug 2003 - Jun 2006 (2 years 11 months)
Led the Industry (non Financial Services) Accountancy
recruitment team which consisted of four other recruit-
ers and myself.
1 recommendation available upon request
Senior Recruitment Consultant
Accreate
2003 - Jun 2006 (3 years)
Joined the company in its second year of business to
help develop the Industry & Commerce desk.
Corporate Account Manager
Fujitsu Siemens Computers
2002 - 2003 (1 year)
1 recommendation available upon request
Manager, Accountancy Recruitment
HRM
1998 - 2002 (4 years)
Built the Accountancy & Finance division to a team of
8 recruiters at its peak, being the largest division in the
company at that time.
2 recommendations available upon request
CEO at Social Talent Online Recruitment Training
socialtalent.co
Take Jonathan, for
example. His resume
just conveys what he
wants you to know.

4. The world’s talent at your fingertips
YOU HAVE TO DIG
DEEPER.
He's big
into rock
music.
He's got a lot of
followers, so
peers must think
he has interesting
things to say.
And, he enjoys
kicking back and
relaxing.
If you look
closer, you'll learn
a lot more. He's
a family guy.

5. The world’s talent at your fingertips
YOU HAVE TO DIG
DEEPER.
When you listen to him, you
get a sense for his skills and
who he really is.

6. The world’s talent at your fingertips
YOU HAVE TO DIG
DEEPER.
You can learn
he's a world
traveler.
A foodie. And read
what he has
to say.
You can see
what he talks
about most.

7. The world’s talent at your fingertips
YES, IT'S IMPORTANT TO
INVEST IN A COMPREHENSIVE
ASSESSMENT. HERE'S HOW.
STEP ONE
ASSESS
TECHNICAL
FIT
STEP TWO
ASSESS
CULTURAL
FIT
STEP THREE
CONTEXTUALIZE
THEIR SKILLS AND
PERSONALITY
STEP FOUR
USE THESE
ASSESSMENTS TO
MAKE AN IMPACT

8. The world’s talent at your fingertips
CONTEXT
Keyword positioning and volume
EVIDENCE
Beyond keywords — self-generated
VALIDATION
Peer reviews, recommendations
and endorsements
STEP ONE:
ASSESS FOR
TECHNICAL
FIT.
First, assess if the
candidate has the basic
keyword requirements.

9. The world’s talent at your fingertips
TECHNICAL
FIT
Then, find evidence
of the contributions
he's made.
Validate if
others are
interested in
his code.
Checkout his
reputation.
See if he’s willing to
share and contribute to
other peoples' work.

10. The world’s talent at your fingertips
TECHNICAL
FIT
Do his top three
skills match your
requirements,
and do his peers
validate them?
Is he really
an expert in
his field?

11. The world’s talent at your fingertips
FOUR KEY SOCIAL SITES FOR
ASSESSING TECHNICAL FIT:
GITHUB/BITBUCKET
Open source code for
developers. Frequently
forked repos or followed
users indicate expertise
or knowledge.
STACK OVERFLOW
Q&A site for developers.
Reputations are shown
as numerical scores.
Most tagged topics are
most obvious skills.
QUORA
Q&A site with a majority
of tech users. Questions
are less technical and
answers are “voted up”
by users.
DRIBBLE/BEHANCE
Portfolio site for
designers — UX, web,
graphic, illustrator, etc.
Number of followers
indicates reputation.

12. The world’s talent at your fingertips
STEP TWO:
ASSESS FOR
CULTURAL
FIT.
Get a sense of his
conversations — would
he fit in around the
water cooler?
And what
about the
videos
he's into?
Is he just a
Developer
by trade, or
is he really
passionate
about it?

13. The world’s talent at your fingertips
CULTURAL
FIT
What's his sense
of humor like?
His passions
and interests?

14. The world’s talent at your fingertips
CULTURAL
FIT Does he take
himself too
seriously?
What does he
talk about most
frequently?

15. The world’s talent at your fingertips
FIVE KEY SOCIAL SITES FOR
ASSESSING CULTURAL FIT:
FACEBOOK
User created content
that provides insight
into how they (want
you to) think of
themselves outside
of work.
TWITTER
What third-party
content interests
the user?
FOURSQUARE
Location based
data on where the
user goes —
workplace, home,
travels, restaurants,
gigs, etc.
KLOUT
Quick summary
of the topics they
most discuss,
share, and interact
with on Facebook
and Twitter.
MEETUP
How much of
their personal time
do they devote to
professional
passions?

16. The world’s talent at your fingertips
STEP THREE:
CONTEXTUALIZE THEIR
SKILLS AND PERSONALITY.
FOR EACH “MUST HAVE”
REQUIREMENT, SUMMARIZE
EVIDENCE OF CAPABILITIES.
ILLUSTRATE
CULTURAL FIT
THROUGH EXAMPLES.
CALL OUT WHAT YOU CAN
CONCLUDE, BUT IS NOT
EXPLICIT IN THE RÉSUMÉ.

17. The world’s talent at your fingertips
STEP FOUR: USE THESE
ASSESSMENTS TO MAKE
AN IMPACT.
CHOOSE YOUR
MEDIUM.
FIND UNCOMMON
COMMONALITIES.
ILLUSTRATE YOU’VE DONE
YOUR HOMEWORK.

18. The world’s talent at your fingertips
YOU MAY BE ABLE TO DO THIS ON
YOUR OWN, BUT WHY? With Open Web
you could assess candidates in less time
than it takes to flip through this
presentation.

19. The world’s talent at your fingertips
USE OPEN WEB TO GET
THE FULL STORY.
Open Web makes tech
recruiting easier by bringing
together social data from
across the 130 sites that
matter most in tech, and
presenting the data in a way
that's simple to act on.
Learn more at dice.com/openweb

20. The world’s talent at your fingertips
JOIN THE OPEN WEB COMMUNITY

21. The world’s talent at your fingertips
SOCIAL
RECRUITING
PRO TIPS SERIES
With Stacy Zapar
UP,UPANDAWAY:
How touse social data to increase
response rates.
LATE
SEPTEMBER