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Use of Social Media in Recruitment

The use of social media and social networking is gathering pace in Europe – lead by the United Kingdom, Germany and France, with Russia in 4th spot.
Not only has it become a fundamental part of the global online experience, but it is also making a huge impact on the process of recruitment, job search and candidate attraction.
The traditional approach in this market has always been very simple — writing a resume, sending it to a recruiter or placing it on a job board. Then you cross your fingers and wait until an interested potential employer calls you to arrange a face-to-face interview. In a market where the amount of vacancies has shrunk and the competition has been enhanced by thousands of qualified professionals recently made redundant, this is hardly the most effective way.
The new future-proof approach should be different. It is important to think outside of the box. This is not to say the traditional approach is no longer an option, but the process of your job search should turn into a consistent strategy exploiting all resources available. The new approach is about building a powerful personal message and attracting job opportunities directly to your social network account.
A daily challenge for any recruiter is identifying and attracting the right candidates. Ninety percent of search time is spent online, and the percentage spent on social networks versus conventional job boards is increasing.

It is important to have a fully completed profile that will be just as elaborate as your CV, if not more. A well-written summary of your experience will increase the chances of your profile coming up in keyword searches when the recruiter is looking for some specific skills or expertise in your area. It is also a good idea to receive a few recommendations from your network.

Having a fully complete and visible social network profile will put your experience in front of the right recruitment consultant, and that one click may eventually change your career and get you the job of your dreams.
While social and professional networks increase access and reach for many recruiters, it is largely the quality, completeness and data richness of candidates’ profiles that enable recruiters to find you promptly — the right candidate for the right job.
  • Develop a complete and visible social network profile;
  • Build and maintain a trusted professional network;
  • Regularly update your profile and professional summary;
  • Join professional groups and associations on the networks;
  • Receive references and recommendations from your trusted work partners.
Commenting on behalf of one of his clients Peter Arkwright said that” it is now common place for teases to  the CV’s of candidates of interest to be sent out by social media to Employers with a general interest as you are never sure who is and isn’t recruiting.” It keeps her clients in the mind of future employers but the key is a quality CV.
Author: Chris Slay

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