There is a strange revolution going on in the world of recruitment. What was once the domain of job boards and agencies is slowly and surely being integrated with a flourishing social networking movement. Yet while advertisers have been quick to capitalise on this burgeoning market of potential candidates, HR has been less forthcoming about taking the plunge.

With jobseekers turning to Facebook, Twitter and LinkedIn to find work, how can HR make the most of social networking and unearth the talent?

When you look at the figures, it seems almost foolhardy for HR to not integrate Web 2.0 into its recruitment strategy. Take Facebook for instance; currently it has nearly 200 million members worldwide, including more than 500 groups with the subject 'jobs'. It offers the opportunity for organisations to create professional profiles, post events, comment and engage with potential employees across the world. More interesting still, far from being the domain of Gen Y, the fastest growing population among its users is aged 25 and older.

And then thereís Twitter. With a somewhat smaller share of the population with just over six million tweeters, the microblogging site is another new target for recruiters Ė and it seems to be catching on fast. In fact when TwitJobs launched in March it gained more than 4,500 followers instantly. And now with TweetMyJobs and TwitterJobSearch joining the market, HR is spoilt for choice.

One organisation that has been using Recruitment 2.0 to find new staff is global hosting company, Peer1. They wanted to create a new UK team of 'customer-service focused geeks' who would get a buzz out of client satisfaction whilst also knowing all there is to know about web hosting. In order to find these illusive candidates and test the resolve of successful applicants, they created an offer where new starters would be given £1,000 if they opted to leave within the first two weeks. The company used this to seed the opportunity into online media using Twitter and Facebook, as well as news rooms and blogs to draw attention to the offer, and received 85 applicants in 24 hours and now have a very successful team on board.

"Social media is a crowded space, with a lot of spam as well as news that you have to fight against," explains Dominic Monkhouse, UK managing director. "This strategy worked because it literally got people talking and generated a buzz. People were passing details on to their friends and colleagues and basically doing the

recruitment for us. We hired an outside consultant to filter the applicants due to the scale of the response."

So will social networking replace other more well-established methods? "Where social networks are best is around educating in order to increase the quality of dialogue between the company and the candidate and those that do have a good strategy in that space could really set themselves apart," reflects Howlett.

Tarnowski agrees: "The change thatís going to come to the recruitment space off the back of social media is going to be absolutely huge. Iím absolutely 100% positive that in between one and five years every single corporate brand will have a social media engagement platform where theyíll be engaging with stakeholders, potential candidates, potential customers, current customers. And Iím absolutely sure that will happen."

- Extracted from an article by VerityGree on HrZone.

From India, Madras

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Hi Vimal,
Nice Article. Web 2.0, either as is or a modified version of the same with more accurate Viral delivery of Information, news and articles is going to be the norms in future.
And the article rightly points out that we in the HR are yet to capitalize on it.
But the sad part in India is that still our recruitment, employer branding are still not automated. We are still in the era of where we our resume database in excel, local folders or Outlook & the resume is still received by email. (while the world has moved on to high tech recruiting 10 years earler)
While most of the US companies have automated their recruitment process, in India we are living in the 90's. While we want to compete with US in technology, we in the HR are not willing to adapt to technology.
Hope things will change for the good.

From India, Coimbatore
Rightly pointed out Sankar. But even in India, many companies, have their profiles in some social networking sites like Linked-In. But, The Onus lies on the recruiter's to make use of the technology (which only a very few do..) My opinon is , There has to be an emphasie on (social marketing ) in channel mix while recruiting.Unfortunetely, we don't have any tool to measure/oversee this.:(:(

From India, Madras
I agree with you.
Have you gone through RecruitPro Live - It is a Web 2.0 Recruitment Software which helps exploit the Social Network of Recruiters as well as employees. The demo of the software is available in the website.
RecruitPro is our product. Pl do let me know your comments about it.

From India, Coimbatore
This is not the the place to promote products. Making use of this forum to promote your own product is against the norms our group.
I don't encourage such activities.

From India, Madras
Hi Vimal,
This is a reply to a post you have put. And since it is a open forum and your post is open, I have put up my reply. I have not promoted my product here. In fact I have provided you with information about a product which helps in Web 2.0 recruiting which is the topic of discussion.
Don't tell me that you have put up this article here because you don't want people to see it and comment about it.
You have the choice to know more about the product or ignore the comment & also write your opinion of the comment (which you have given).
So nothing to feel offended about an information provided.

From India, Coimbatore

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