20 Recruiting Influencers to Follow on Twitter

To be successful, you have to have your heart in your business and your business in your heart. – Thomas J. Watson20 Recruiting Influencers on Twitter

Recruiting is a tough job. In the world of staffing, it is your job to stay on top of the latest trends and insights into what the average candidate is looking for in a firm. From using social media as a recruitment tool to tracking what the millennial generation is looking for in a career, you have to consistently show your skills online as a rock star recruiter.

For insight into who and what is influencing the staffing industry in today’s candidate market, here are 20 influencers you can follow on Twitter to gain expert recruiting advice on all levels.


The Social Influencers

For tips on how to leverage social media as a recruitment tool, here are some experts to follow.

  1. @tonyrestell | Tony Restell

Tony gives tips and strategies on social media marketing for recruiters and small businesses.

Followers: 45,300

  1. @erinbaz | Erin Bazinet

Erin gives advice on how to utilize social media for branding, blogging and sourcing candidates.

Followers: 3,702

  1. @socialtalent | Johnny Campbell

Johnny’s focus is in driving productivity for recruiters through candidate sourcing and measuring social media analytics.

Followers: 19,800

  1. @billboorman | Bill Boorman

Bill discusses social recruiting product advice, social recruiting integration and social referral programs.

Followers: 23,800

  1. @emiliemeck | Emilie Mecklenborg

Emilie tweets on how social recruiting affects HR and how social media benefits the candidate experience.

Followers: 10,900


The HR Influencers

For advice on how to manage HR as a tool for effective recruiting, these mavens will show you the way.

  1. @susanheathfield | Susan Heathfield

Susan gives advice on how to use human resources to manage development of forward-thinking workplaces.

Followers: 5,529

  1. @sharlyn_lauby | Sharlyn Lauby

Sharlyn tweets on social solutions, company culture, and how to work through workplace issues as both an employee and a recruiter.

Followers: 24,400

  1. @mattcharney | Matt Charney

Matt’s no holds barred approach to recruiting and HR delivers advice on how to manage your staffing firm effectively and pursue the right candidates.

Followers:  17,100

  1. @kevinwgrossman | Kevin W. Grossman

Kevin posts on how to build an effective HR team and how to train candidates effectively, along with daily news articles.

Followers: 60,400

  1. @steveboese | Steve Boese

Steve discusses how to use HR as an effective tool for avoiding mistakes in the workplace involving employees, candidates and customers.

Followers: 36,900


The Sales Influencers

These experts offer great advice on how to sell your recruiting skills on social media.

  1. @jill_rowley | Jill Rowley

Jill tweets on social selling tactics and the relationship between effective sales and marketing.

Followers: 30,800

  1. @jillkonrath | Jill Konrath

Jill posts on how to get the attention of prospects through effective sales tactics and strategies.

Followers: 33,900

  1. @peoplefirstps | Deb Calvert

Deb provides insight on how to invest in your sales people and provide them the skills to recruit effectively and profitably.

Followers: 18,600

  1. @chartedpath | Mike Cleland

Mike offers advice on strategic planning, sales and recruiting productivity, and management coaching.

Followers: 1,046

  1. @binghamcp | Amy Bingham

Amy’s sales soundbite tweets offer advice on how to sell to customers and candidates in order to grow your staffing firm.

Followers: 537


The Sourcing Influencers

From hiring to firing, these top influencers provide tips and tactics on how to source the best candidates for your team.

  1. @shally | Shally Steckrl

Shally provides key insight into what it takes to source a great team and how to build great recruiting skills.

Followers: 24,000

  1. @meghanmbiro | Meghan M. Biro

Meghan tweets on how to use social branding and content marketing to source the right candidates for your recruiting firm.

Followers: 124,000

  1. @deandacosta | Dean Da Costa

Dean offers sourcing advice on topics ranging from staffing to technology and how to get the most out of your recruiters.

Followers: 51,700

  1. @stacyzapar | Stacy Donovan Zapar

Stacy offers recruiters advice on how to manage their time effectively, increase social engagement and build great candidate experiences.

Followers: 39,000

  1. @glencathey | Glen Cathey

Glen posts on his insights into Boolean search and how recruiters can use social media networks such as LinkedIn to their advantage.

Followers: 25,900


These 20 influencers provide insight into how recruiting is a multi-functional job with many roles that need to be filled. Follow them on Twitter for tips, knowledge and advice into how to succeed as a recruiter.

Discover how staffing software can further increase your recruiting abilities through social media integration and robust business intelligence tools.

Top Dogs: Our Experts Offer Their Favorite Recruiting Strategies

Our “Top Dogs” Offer Recruiting StrategiesAlthough the average Twitter user spends almost three hours a month on that network, busy recruiters who are prepping for the morning meeting, tracking their submittals in their recruiting software and checking out the latest laugh-out-loud dog memes likely don’t have the time.

To help you get the most out of Twitter, we created our list of the top recruiting experts who you can follow for insight and advice that helps you grow in your career. This month we’re highlighting advice from these “Top Dogs” on topics from staying organized to connecting with potential candidates at conferences. Instead of spending three hours on Twitter looking for the best recruiting strategies, you can scan them here in about three minutes.

And since you spend part of your workday chuckling at the latest pet memes, here are some entertaining ones. Fetch!


squirrelSniff Out the Details – Take Time to Research

@Work_GR – Miles Alters

“Knowing the job description is not enough; you must know the job. What is an actual day like in that position? Searching keywords on Monster or CareerBuilder will pull thousands of resumes for the job description yet may not yield one person great for the day-to-day job. If you know intangible soft skills that make a person a great candidate for the position then focus on those skills during the search.”  



gate-openHeel! Stay! – Remember the Basics

@blogging4jobs – Jessica Miller-Merrell

“Organize and plan your day. Keep a detailed calendar and focus on hitting certain targets to meet sourcing and recruiting specific goals.”    



selfiePlay Outside – Maximize Conferences

@shally – Shally Steckerl

“To source candidates from conferences – people who attended or presented at conferences can not only be prospects, but also fabulous networking connections who can introduce you to others they met at that event, even those who don’t have much of a social footprint.”



wont-throw-itselfPlay Nice at the Dog Park – Connect with Prospects

@Work_GR – Miles Alters

“Treat every person you interact with as if they will be the most important business contact of your career.  Why? Because they may be or one of their referrals may be the most important. Referrals are your bread and butter. Your Lifeblood. Your secret sauce.  Word of mouth spreads like wildfire. When you’re a good recruiter or good employer and you ask others for referrals you will receive quality candidates. However, when you’re a GREAT recruiter/employer, people come to you.”


fasterInvisible Fences – Know Your Technology

@mattcharney – Matt Charney

“To reach mobile job seekers, source their number and use the phone part of a mobile device. It’s amazing but it still works – and is easier to reach them.”


diguise-masterDon’t Bark Without Purpose – Pinpoint Content

@WinningImpress – Katrina Collier

“If you are going to add social media to your current recruitment methods, find the right social network to find the right people for your clients. Then remember that it’s social and not an advertising platform. You want to create a profile that represents you, share great content, engage as you would in real life, and pay it forward, then when you do very occasionally share a job, your followers will be happy to share it.”


cheeseGood Boy! – Value Personal Connection

@greg_savage – Greg Savage

“Please don’t confuse candidate identification (via technology often) with candidate recruitment, via human beings (always).”


let-me-inUse Your Stellar Hearing – Search out Connections

@shally – Shally Steckerl

More on sourcing candidates at conferences, “For example, use to find #hashtags about a specific event or conference, then use and to find tweets from people mentioning or participating in the event. You can also find folks who attended, were following or spoke at specific events by searching the listings at destinations such as,, and which has a neat index of speakers by topic.”

Take it from our “Top Dogs” in recruiting. Apply their recruiting strategies, save yourself three hours and find five great JAVA developers. Then go reward yourself with a doggy snack! Good boy!

For more expert advice, check out our recruiting and staffing software resource download center, which is full of in-depth whitepapers, webinars, e-Books and more.  

Gorilla Glue: Recruiting Strategies That Help Clients Retain New Employees

Gorilla Glue’s motto is, “Get the job done right the first time.” Apparently most companies aren’t following Gorilla Glue’s mantra when it comes to hiring — according to a recent article on, 40 percent of employees who quit their jobs in 2013 left within six months of starting. This presents an opportunity for recruiting firms, who can help clients utilize recruiting strategies to find, place, and retain employees who will stick Gorilla Glue strong.

Recruiters have unique skills, including honing in on a job order’s specifics, discussing onboarding procedures, tracking results with recruiting software — actions that help determine what candidate will be “just right” and stay long term.

Recruiting Strategy #1: Gain Clarity on the New Position.

You’re an expert at delving into what a job will really, truly be like and what it can offer your candidates’ long-term careers. Help candidates clarify if this will be an excellent fit or a “pass” by sharing your expertise on the following:

  • Daily Job Requirements. Before interviews begin, recruiters should know exactly what the job will entail. You don’t want your candidate to begin a job and then discover it is not what they expected. Clients may be tempted to highlight only the best components of the job — but that doesn’t set realistic expectations. Daily job requirements, including the mundane and challenging, should be outlined for candidates.
  • Salary and Benefits. You don’t want to put time and energy into a candidate who goes through the process and then turns down the job due to a lower salary offer than expected. From pay to healthcare benefits, vacation days to tuition assistance, your recruiters should know exactly what the candidate will be getting if they’ll eventually be a permanent hire.

Contract employees or statement of work (SOW) candidates should be clear on how long the contract will last, deadlines, if there will be opportunities for additional work and other factors specific to contingent work.

  • Current Stars. In an article on, Sue Marks, CEO of Pinstripe and Ochre House, says that as part of her recruiting strategy she asks clients, “Who are your star employees, and what is it about them that make them such great employees at your company?” If your recruiting team can learn from clients about what makes future stars, it’s a win for everyone, and they can offer candidates who match that profile.

Recruiting Strategy #2: Encourage Insight During Interviews. Recruiters should encourage candidates to actively ask questions and get a strong feel for the company and the position. The last thing you want is for your candidate to leave questions unasked, only to discover later that there are frequent weekends on call for IT, expectations of working late nights or a micromanaging supervisor, and then quit. For their part, clients should hone in on not just what the candidate can do now, but in the future as they grow in their role.

  • Company Culture. Suzanne Lucas, the self-proclaimed “Evil HR lady” who’s an expert on recruiting strategies, hiring employees and workplace issues, recommends asking certain questions to determine what the company culture is and what candidates may be the best fit. For permanent employees, determine the average employee tenure, frequency of promotions, how employee performance is measured and why the position is open.
  • Pace of Environment. Recruiters should provide insight into whether the job is fast-paced, slow, or a “feast or famine” workflow. Candidates should ask about the job pacing during interviews, because some individuals thrive in a fast-paced environment while others would find that extremely stressful.

A recent study found that professionals who have more experience are less concerned about salary and more focused on living a good lifestyle, which includes work-life balance. Recruiters should make sure that top candidates have absolute clarity on the intensity and pacing.

  • Opportunity for Growth. Both the client and candidate should be considering not just the job description but where and how the new worker can grow. Is the candidate happy with the track the job is expected to take? Does the client have clarity on how a new employee could advance?
  • Ability Trumps Resume. One tactic that Lucas recommends for clients is having candidates do a project rather than just answer questions. “[G]ive candidates a real task to complete or ask them to prepare a presentation,” she writes in her post titled 3 Simple Ways to Hire Better. “Throw them problems and see how they solve them. It will give you a better idea of what they really will bring to your organization.”

Recruiting Strategy #3: Follow Up After Placements. As part of your firm’s long-term recruiting strategies, recruiters should follow up with candidates after they’re placed in order to analyze the quality of the placement, hear about onboarding processes and share feedback with clients.

  • Onboarding Process. According to another article on, studies found that onboarding directly has a positive effect on employee productivity, retention and engagement during their first few months at work. Placed candidates can give recruiters feedback about strengths or areas for improvement in a client’s onboarding process that can be passed back to the client.
  • Candidate and Client Feedback. How recruiters’ placements feel about the process is critical for improving the performance of your agency. How clients feel about their new employees is of utmost value as well. Recruitment management software can help your team track employee evaluations, dependability, attendance and work quality. That way you’ll know what works and doesn’t and can make future changes as necessary, or know that you’re on the right track to finding your clients employees who stick.

Lucas says that “length of service” data can help both recruiting companies and candidates have insight about a company. “If people are booking it out the door in six months … it’s because … management stinks,” she writes. High turnover is a definite red flag.

Your recruiting team can use your tried-and-true recruiting strategies to help clients find employees who stay long term. From gaining clarity on the position to encouraging insightful questions during interviews, your team can be of true value to clients. Like Gorilla Glue, you can help your clients find candidates who stick — the first time.

Discover more recruiting strategies that your firm should know about regarding the re-recruiting trend in our whitepaper, “How Staffing Professionals Can Counter Companies That Re-Recruit.”