Talk to any seasoned recruiter and a top factor that they will recommend in coaching job seekers is to network. Why? Because it is true that many positions are filled because of WHO you know! And even when you don’t personally know a hiring manager, having a network that puts you in a position of having a second or even third-degree connections with someone can be an advantage. And who knows what advantage it will be that gets one the interview.
The internet has had a major impact on talent acquisition from the perspective of both jobseekers/applicants and recruiters/hiring managers. The first generation of internet technology involving job search was, of course, the internet job board. The next generation is social networking, which is ideally suited to the task! Why? Well, just think about all the information that is out there about you. It may be rather jumbled up in a standard Google search result, but imagine if our digital footprint was organized and presented in such a way that it serves as our implicit curriculum vitae? Cool, huh? All it takes is a bit of a paradigm shift – to start using the power of social networking technology rather than applying old thinking to new technology. In a nutshell, tweeting open positions does not equal social recruiting. Nor does linking to practically any of the existing Applicant Tracking Systems that dominate the job application process for many companies.
So, not only might companies (and perhaps, SHOULD) be utilizing candidates social media profiles in their search for and identification of great talent, it might also be said that they should encourage employees’ access to and use of social media in promoting the company’s employment brand. We all know a few companies that have reputations as great places to work, right? How do you suppose such reputations are attained and nurtured? It is through branding, marketing and ‘word of mouth.’ Just like in marketing products, companies and brands can market their employment brand and create interest in and demand for their open positions.
So this week, we take another look at social media and networking and the recruiting/job search process:
Q1) What does a resume document have that a LinkedIn profile doesn’t?
Q2) How does our social/digital footprint meet the requirements of a resume/cv? Or not?
Q3) Does the term ‘personal brand’ accurately define one for the purpose of a job application?
Q4) How well have the traditional recruitment practices adjusted to the rise of social networking?
Q5) How do you define the term ’employment brand’?
Q6) Should marketing and recruiting be converging in the age of social networking? Or at least collaborating?