Social networking and the job search
Recruiters love social network sites and so do candidates. A recent article on Fast Company magazine's Web site indicates it may be a way for employees to build a safety net for tough economic times and National Public Radio's site quotes recruiter Maureen Crawford-Hentz as saying "Social networking technology is absolutely the best thing to happen to recruiting -- ever."
Of course, there is reason for concern when mixing your professional and personal life. Singapore Today ran an article titled The Boss Wants to be Your Online Buddy, which begs the question...should you let her? Things as innocent as your screen name can raise an eyebrow when seen by recruiters or upper management where you work. Dr. Jennifer Jarman, assistant professor of Sociology, National University of Singapore, warns "if people put information about themselves up on social networking sites, then they can expect all manner of people to look at it, so they should consider carefully what they reveal before they publish."
Regardless, recruiting for niche jobs is easier when working with sites like LinkedIn which has 20 million users or Facebook. By entering keywords you can find members who perhaps work or have worked in the field you are recruiting for. This helps recruiters find the "passive candidate", those potential employees who are not actively looking for a new position. Non-traditional sourcing techniques are becoming commonplace, according to John Challenger, the CEO of Challenger, Gray & Christmas Inc. in Chicago.
Candidates get the opportunity to expand their network for future opportunities by getting in touch with "a friend of a friend" or requesting online introductions. In addition, you can join online communities based around your career field (OpenReq for recruiters is one on LinkedIn) or personal interests. This allows you to build your personal brand online, making you more memorable when a recruiter has a need.
Follow Jorbb on Twitter and Facebook.
Of course, there is reason for concern when mixing your professional and personal life. Singapore Today ran an article titled The Boss Wants to be Your Online Buddy, which begs the question...should you let her? Things as innocent as your screen name can raise an eyebrow when seen by recruiters or upper management where you work. Dr. Jennifer Jarman, assistant professor of Sociology, National University of Singapore, warns "if people put information about themselves up on social networking sites, then they can expect all manner of people to look at it, so they should consider carefully what they reveal before they publish."
Regardless, recruiting for niche jobs is easier when working with sites like LinkedIn which has 20 million users or Facebook. By entering keywords you can find members who perhaps work or have worked in the field you are recruiting for. This helps recruiters find the "passive candidate", those potential employees who are not actively looking for a new position. Non-traditional sourcing techniques are becoming commonplace, according to John Challenger, the CEO of Challenger, Gray & Christmas Inc. in Chicago.
Candidates get the opportunity to expand their network for future opportunities by getting in touch with "a friend of a friend" or requesting online introductions. In addition, you can join online communities based around your career field (OpenReq for recruiters is one on LinkedIn) or personal interests. This allows you to build your personal brand online, making you more memorable when a recruiter has a need.
Follow Jorbb on Twitter and Facebook.
Labels: employment, web 2.0
posted by Jorbb @ 12:06 AM
0 Comments:
Post a Comment
<< Home