They say it's not what you know, it's who you know. Candidates have known for years that to get hired, they will need connections to the organization; the best often don't apply online or respond to an ad. Savvy social networking is about a lot more than how many "friends" or "links" a recruiter has, it's about how that recruiter uses the network to bring contacts into the fold.

Yet navigating through these labyrinths can be arduous and complicated for those new to talent acquisition. Even seasoned experts may not understand how to capitalize on the array of technology offered in the space, or how to convert their rolodex-style network into a modern workhorse. This learning track aims to discuss not just the new technology behind social networking but the fundamental thought processes needed to be successful.

Social computing is a very hot topic right now. It is estimated that well over 100-million people in the United States alone have set up one or more profiles on social networking sites like Facebook, MySpace, Friendster and LinkedIn. Add to that market people in Asia, Europe and the Middle East, and it is safe to say that a good percentage of the world's talent supply is indexed by one or more social networks. Research by Forrester tells us that a greater concentration of social computing users are professionals with advanced education, and that they are open to being recruited via their networks. However, many recruiters have tried and failed to recruit via social computing, spending hours setting up profiles here and there, searching for talent, making introductions, and getting nothing in response. If social computing is the panacea for recruiting that everyone claims it to be, how do you leverage social networking tools effectively?

During this interactive session with renowned global thought leader and corporate advisor, Dr. John Sullivan, we will dive into the why's, what's, and how's related to sourcing via social networks. Specific topics will include: