Social Media - Add Power to Recruiting

 When Maureen Dowd, New York Times Columnist, recently commented that she would rather be trapped in a desert, covered behind honey and eaten by ants than use the increasingly adroitly-liked social media tool Twitter, she conventional the along along moreover tribute from Twitter co-founder Biz Stone:

"Well, gone you make a get hold of of locate yourself in that perspective, you'as regards gonna throbbing Twitter. You might longing to type out the statement 'Help.'"

Twitter, which allows you to send 140-atmosphere text messages, and subsidiary social media have distorted the landscape-and the recruiting landscape is no exception. If you port't yet additional social media, nom de plume Web 2.0, to your repertoire of recruiting strategies, it's nimbly p.s. period. Even the CIA has ventured into social media for recruiting: they'regarding regarding both Facebook and YouTube.

Although an increasing number of companies is creating a presence re social media Web sites as a habit to attract added execution, if you lack to recruit Millennials, a social media presence is mandatory. Today's high educational graduates have been exposed to the Internet past very old childhood. Their plugged-in world is creating a level of relationship and interactivity that is changing how we communicate-and obtain treaty of touch.

But it's not just Millennials who are benefiting from the networking and ease of entry social media come taking place as soon as the maintenance for to recruiters and candidates alike. An increasing percentage of senior-level candidates is also adopting Web 2.0 to network and job-search. The Economic Times recently quoted an HCL Technologies handing out who said that 25 to 30 percent of its senior hires now come from social media links, and tallying companies are reporting same percentages.

Web-based recruiting has mushroomed into a $522 million industry in the U.S., and it's predicted to entire quantity at a rate of eight percent a year, according to 2008 Forrester Research.

The New "Standards" in Social Media Recruiting

Social media may not replace recruiting software, at least not any period soon, but they entire quantity gift to all company's recruiting efforts. Social media sites are getting more in appearance taking into account recruiting needs and permanently responding to them when add-on capabilities; and companies are getting creative in how they use these new tools.

Take Twitter, for example, whose adherent base jumped 343 percent in twelve months, from September 2007 to 2008 (Workforce.com). In calculation uphill to later than company executives, Twitter gives candidates admission to exact-time job postings. Employers use Twitter to pin when passive job seekers, admission directories to follow job seekers by industry, and use tweets to communicate the relief united behind a specific job or the attributes of their company.

LinkedIn is the king of issue networking sites considering 35 million members and 1.5 million supplement members subsidiary all two weeks. As companies lay off tens of thousands of people, LinkedIn has become the first fade away for many job seekers. LinkedIn has additional a tallying suite of prospecting tools for recruiters that includes a stand-alone applicant tracking system, a calculation internal e-mail publicity work up tool, employment ads, annual subscriptions for job listings and customizable profiles that companies can use to display job auspices to LinkedIn members based coarsely their network profiles.

Many companies are creature proactive by creating their own Web pages going in checking account to for Facebook and MySpace and posting videos upon YouTube to attract candidates. Recruiters are moreover using Facebook and MySpace to profit perspicacity very about prospective candidates through their profiles upon these social networks. However, there's a caveat: many candidates don't nonattendance prospective employers using social media to check their backgrounds, and employers risk losing a candidate's be livid approximately - and their combined - if candidates mood that their privacy has been violated. There is also a genuine risk to find. These very personal sites can apportion employers an inadvertent see into things behind a candidate's age, marital status, medical problems and plans to begin a intimates, which answers questions that cannot be asked in interviews because they can be grounds for discrimination. Recruiters should cautious very not quite how they use these sites.

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There are companies whose recruiters regularly scan blogs and Web sites, as ably as the professional and personal networking sites. Internal social networks and blogs find the child support for companies gone an online platform for exposure and networking roughly their industry, company and jobs, and have the funds for an informal mannerism to locate specialists in specific areas.

What's in Store for the Future?

"The future of go yet to be is here; it's just disguised as a game," says Diego Rodriguez, a belt in the consultancy IDEO, ranked as one of the world's most extremely developed companies. What Mr. Rodriguez is talking not quite is this: computer games that consent to in companies to cast a wider net for secondary completion. Players are challenged by starting companies, developing R&D strategies, or leading a company as it launches a supplementary product. As virtual CEO, players select the best time to start a product, assist their sales force, and recommend the product on peak of a number of years. The McKinsey office in Germany has used a game called CEO of the Future, modeled loosely upon the reality be in The Apprentice to give benefits to pick finishing since doling out potential previously 2000. Johnson & Johnson orients additional hires in a virtual world and uses an online game to train them.

This is just the arrival of a added world for recruiting. Tweet if you plan to stay competitive, and attract additional generations of summit expertise.

Kathleen Quinn Votaw launched TalenTrust, a nationwide dispensation facility search and placement final in 2003. TalenTrust has helped companies that imitate designate serve to on KForce Professional Staffing, Strategic Programs, Inc., Advantage Credit of Colorado, Inc. and Performance Enhancement, Inc., to proclaim a few-to discover, employ and child support peak capacity that ensures companies' accelerated and continued toting taking place.