Consulta-M

Following the industry for the past couple of years I never seen so much pressure and creativeness from recruiters and candidates.

Starting from the printed adverts in the newspapers, moving to the online jobboards like Monster and ending now with the social networks like Facebook, Linkedin, Plaxo and Twitter the business made a big step in the process how to find their “golden nuggets”.

It is not a surprise and a lot of professional predicted last year that a big move is on the way and the recruitment channels are changing. And not only that, but the candidates are changing and particularly their approach and self- marketing. They promote themselves and give enough information so one can find them at practically no cost.

The social networks are giving them advantage in terms of speed and access to information.You can address the right person in the comfort of sharing the same group, network or interests.

The recruiters are using the social networks to reach the passive/sleeping candidates that are not looking for new opportunities but are ready to listen.

James is an IT specialist. Few months ago he was made redundant form a local company because they’ve lost contracts abroad.

He was left outside with no idea were to start as he was not looking to change his job. He submit his CV to the usual sites like Monster but there was no good response as the service is paid and not many companies can afford to use it.

He became more active with Linkedin, Facebook and Twitter. Get in touch with old friends and colleagues and made him self “popular”. One day he received message from recruiter if he is looking for job or does he know anyone who might be interested. He made a favor to his recruiter when he “went” online. Nowadays recruitment companies are struggling and their budgets are tight too so they can’t afford to use the job boards, advert or outsourced databases. It was a win – win situation.

James wanted to know more about the employees in the company and he referred again to the social networks. He had look and knew more about the teams, skills, knowledge, their background and interest, found few friends and this was important wile he was taking the decision.

The social networks are good and helpful hand but at the same time they can be your worst nightmare. Most of the recruiters are using Google, Facebook, MySpace etc. and you’d be surprised at what they’ve seen when researching candidates.

One day Owen, recruitment consultant with international company, received a call from a candidate asking for meeting. Professional reciters rarely say no to calls like this and he accepted that meeting. Everything went OK and when he comeback to the office he made a standard research in internet about the candidate. He found very interesting information – the candidate had a website were he had pictures as a member of radical movement with aggressive views about different social groups. In this case the search helped to prevent a mistake, but not every professional is insured. Once one of my colleagues forgot to do the research and manage to place a candidate who was involved in fraud and many people were looking for him.

Be careful what you post and what your friends are posting for you – pictures, comments, jokes. Structure carefully your presentations and be selective when you give or ask for references especially on Linkedin.

Divide the sites by their focus – Linkedin and Plaxo are more professional and networking, Facebook and MySpace are far more social and entertaining.

Google regularly your name so you will be familiar with the search results and there won’t be any surprises. Make sure you know every thing that might put you in difficult situation and if you cannot remove it at least think about good answer.