Lots of women have a "shoe thing." I wish I had a "shoe thing" because generally shoes continue to fit when other parts of you have grown and clothes don't.  But then styles change so quickly - that you almost can't keep up.  Last season's shoes - just won't do this season. Of course, fashion designers deal in planned obsolescence.

Case in point.  Here's an interesting shoe. 

This shoe is a Louis Vuitton Designer Shoe.  It is called the "Spicy Sandal" and can be had for $3,390. It has something for everyone. A stiletto heel, lace, python, fringe, beads sequins and gold rivets.  If I could squeeze my size 10's into these, I don't know if I could walk in them or what I'd wear with them. (The largest size is a 40 EU?  What is that?)  Next spring, when these are no longer "in", what do I do with them?  Where is my $3,390?

Here's another option:

It's considered a gladiator-type sandal (Huge this season!) - and echoes some of the features of the Louis Vuitton Sandal.  Admittedly not as many bells and whistles.  A t-strap with a couple of stones as embellishments.  A comfortable wedge at a reasonable height. I could probably find things in my closet right now that I could wear with these. This is certainly a toned down version of the designer sandal - a mere suggestion.  At the end of the season, they might be worn out - but they would be out of fashion anyway.  At the price tag of $26.99 - I could toss them out at the end of the season guilt-free.  I could easily get my $26.99 worth of wear out of these. 

Social networking is being touted as the newest and hottest thing in recruiting. Beware of extremes.  When the job boards emerged in the mid 1990's, they were supposed to put an end of third party recruiters.  Companies were going to post jobs, candidates would apply directly and the "middle man or woman" would be totally unnecessary. Look at the job boards now. One posting brings a zillion responses and most of them not relevant.  Corporate recruiters are growing reluctant to use them.  The third party recruiter with an established network and relationships is still valued. Fast-forwarding proved that predictions of planned obsolescense of recruiters hasn't held true.

Social recruiting is an important trend.  Whether you are a corporate or third party recruiter, you should be learning about it and engaging in it.  But it isn't the only weapon in your arsenal.  It should be part of a mixed strategy to recruit.  Your whole life shouldn't be consumed by social networking - and it is easy to be sucked in and spend too much time on it if you're not careful.  Be reasonable. I think five years from now - social networking will still be a valuable strategy for engaging with candidates.  Those who have patience and endurance to use it in that way will succeed with the strategy.  Those who want a quick fix will count it as useless and drop it. 

Louis Vuitton or Payless?  What is your strategy for social recruiting?  What's working for you?