“Good Will Hunting” fans will remember the bar room scene where campus know-it-all Clark is confronted about his knowledge of the evolution of the market economy in Massachusetts’s southern colonies. Though Clark speaks confidently, Will reminds him he’s quoting passages from a book.

“You got that from Vickers ‘Work in Essex County,’ page 98, right? Yeah, I read that too. Were you gonna plagiarize the whole thing for us? Do you have any thoughts of your own on this matter?”

That’s the rhetorical question I often ask as I read through the growing library of content related to social media marketing and measurement strategies. Mainstream media is often how we become familiar with a topic, especially those topics that intimidate us, including social media marketing and metrics. But how can we begin to convert our intimidation to incremental gains and apply it to sourcing success?

It’s easy to think social media is a trivial diversion, ideal for 20-something’s with an addiction to technology and too much time on their hands. However, recruiters are embracing new technology in the social media arena to gain the best candidates for open positions. No matter the objection, companies need to ensure that they are still able to get good candidates identified through social media.

In today’s day and age, top recruiters need to be able to effectively recruit with social media to continue to brand as top talent destination with serious substance. Luckily, some best practices have emerged that make a social media recruiting process a bit easier.