Last weekend, I had the pleasure of speaking on a panel at Geekend in Savannah Georgia about social networking and the job search. I got quoted for saying “Don’t be stupid”. I like to keep it short and simple and if you know me in real life, you’re probably not surprised.
One of the topics we discussed is a concept of social networking tiers – who do you connect with online and how? Do you only connect with specific people on certain networks?
I’ve done this but I doubt many others are as selective considering I’ve seen so many people with a personal and public Facebook page. I only have 1 page per account but connect selectively because I share different opinions and information on different sites.
Here’s how I organize the different sites and contacts into 2 tiers:
Tier 1: LinkedIn and Twitter
If I meet you at a networking event and get your business card, I’ll send you a LinkedIn invite and check out your Twitter account. If I see you speak, I’ll seek you out on Twitter. I also find it crucial to my sanity to follow people I think are really hysterical or really smart (ideally both).
Tier 2: Facebook
My fellow Geekend panelist Hal Thomas said it best in Savannah: “Facebook is like 3rd base – we’re not going there on the first date.” I have a similar understanding of Facebook friends. The Facebook friends that can view all elements of my page (pics, posts) are only my real life friends. People I’d recognize in any real life setting without trying to remember an avatar. I’ve created lists with custom privacy settings for certain large groups of people I connect with like coworkers. It’s good to organize your friends via list even if you’re not associating different privacy settings because it will help you manage messaging if you’re using Facebook for business.
So where are you connecting with people? How selective are you?
Katrina Kibben is the Founder and Principal Consultant of Three Ears Media. For most of Katrina’s career, she has been a marketer living in a recruiter’s world – listening to both sides of the talent equation to understand the real issues and find solutions for engaging and hiring better people. Today, she uses her technical marketing know-how and way with words to help both established and emerging brands develop and deliver content that fuels smart recruitment marketing that makes the right people apply.
Katrina has written for Monster.com, HR.com, RecruitingDaily and many other digital publications. She is a recognized leader in recruiting and employer branding who speaks regularly at conferences around the world.