Some good questions in this post, arikhanson , but I also have to agree with what ValerieSimon says. Social media, although it has been with us for what seems like forever, is still an evolving piece of the total planning process. Those of us who are have been around longer (my students say "old"; I say "experienced") are still to some extent wrapping our collective heads around effective incorporation of social media into our corporate/client planning processes. While the Gen-Xers want things to move more quickly, we (Boomers) are still, to a great extent, in the driver's seat. As we move on to greener retirement pastures, the younger, more social media savvy pros will step in and step up. I believe that is when you will start seeing more calls for senior, "experienced" social media pros for leadership positions. The next five years will be very interesting...just be patient!! :-)

Interesting post. After reading, I decided to go back to the recent Pew Social Media Demographics  report from Feb. Statistics do show that a higher percentage of those in the 18-29 category use social networking sites than the 30-49 category (83% vs 77%), Significant, but certainly not a tremendous difference. I believe the reason you find fewer experienced dedicated social/digital professionals is not because of a lack of talent, but that  there are fewer high paying jobs that are exclusively social/digital. In most corporate organizations a social media specialist, ( sometimes a SM manager and less frequently a SM strategist) reports up to a Director or VP of Marketing (or possibly PR, Advertising, Communications etc). While there are certainly some organizations that have senior level positions dedicated to social, I think many companies do not have the resources and are embracing an integrated strategy where leadership positions require strategic responsibilities across channels. 

So here is the biggest problem. The people hiring do not know really what they want because A. No vision, goals, objects, and tactics to execute. B.evaluating the team that is necessary to drive out and execute those business goals, objectives and tactics. C. Reputation and budget.  So A and C are the critical components to delivering. C. is the most problematic.

The reputation of most companies they have no clue how to do business in this new world. Yes it is a new world of getting shit done. Now  there some things we should still be doing honest, ethics, and building good business relationships. Companies have not adapted how to do business which affects who they hire. If they don't really know what they are looking for and this really evident in interviews and job postings, do you really want to work there?

Arik this happens a lot in the career skill set I have. Companies need to look at results data to find the right people, very few companies know how to do this!

Interesting post. There was just a story on the news that the current HR reasoning of "we can't fill positions because people don't have the skills" may not be as widespread as once thought. 

I think that many corporations and hiring managers are QUICK to assume that younger folks don't have ability to be strategic, simply because of age/current role. When in reality, they have the abilities but aren't (allowed? encouraged?) to participate in strategic decisions because of their position on the totem pole. Not saying it's the norm, by any means, but certainly probable for a few.

I'd also argue that there are a lot of Gen Xers that lack strategic abilities - at least judging by some "social media strategy" presentations I've been to lately.

My opinion:  If you cannot hire the talent you want because of cost, train the talent. Most younger people don't have the experience but with a little training could be the right person for the job.

This is an age old problem indeed. Many agencies and corporations have yet to understand the importance of the social/digital role.  I don't believe it has anything to do with what you refer to as "the talent hole."  These agencies and corporations are recruiting and posting the digital job position with a salary and description of a junior-level experienced resume. The results is a pool of applicants with little if any marketing, communications, and public relations experience.  Those of us who work in social/digital know that in 2013 the social media hemisphere is moving past the set backs of inexperienced social media people handling corporate relations. The Super Bowl set the corporate standard of what's expected in a fast digital world today. It's the agencies and corporations that are miss-forecasting the digital and social media position roles within the corporate structure and or organization. Talent is sought out, and rarely is talent looking for a open position on LinkedIn. Companies may have to go back to corporation recruiting for this is a top talent position, a seasoned experienced digital applicant  "senior social/digital role" will be found online. Using Minneapolis/St. Paul as an example,  not many people find long, harsh winters appealing...thus Agencies need to recruited accordingly.  Yes, indeed this is an old Ad Age... problem. Talent costs, and finding a candidate to work at any agency may cost them relocation expenses, car allowances, and other salary benefits.