Experts in the local staffing industry were asked for their views on the use of social media in recruitment.
Robert Sussman, joint CEO of information and communications technology company Integr8
Social network websites have revolutionised our lifestyles and have a profound effect on the workplace.
Businesses across various industries have been quick to implement procedures, policies and strategies on social networking in order to capitalise on the growth of this immediate, pervasive forum.
We adopt a straightforward but effective approach to the use of social networks. In terms of recruitment, we do not advertise every available position on every website. We are selective about the website, the position being discussed and the information related to the position.
We encourage prospective candidates to follow up with us directly or follow prompts to our official corporate website for more details.
The advantage is that we narrow the field - we try to use the power of this forum to gauge interest and it serves as a gatekeeper of sorts, to help us differentiate serious candidates from opportunists.
Pieter du Plessis, independent distributor for Nu Skin Enterprises We use YouTube extensively for training and marketing purposes. Although social networks like Facebook are great tools in network marketing, we don't use them to market our products directly.
Social networking has to be used in a very subtle way. It is like constantly visiting with friends and family at a braai. So don't do anything on Facebook or Twitter that you wouldn't do or say around the fire!
Ina van der Merwe, CEO of Credentials verification company MIE
Many of our clients request internet searches as part of their background checks that they require to be conducted.
A lot can be learnt about a person from their online profiles, often more than when talking to that person in an interview. MIE conducts a search for candidates' online profiles and media listings. Looking at where profiles are, what those profiles say about previous employers, current employers and to some extent the social aspects of the candidates gives a potential employer an idea of the personality and history of the candidate. Combined with an interview, this gives a well-rounded picture of the candidate and will help determine whether the person is someone that would fit into the corporate culture.
Remember, any information you post online is like writing a postcard; it is accessible to anyone, so think carefully about posting comments or photos online.
Using internet employment websites just to respond to job postings is missing their true value.
A savvy jobseeker will use websites to identify trends in the job market, to build relationships, to tap into the grapevine and to target companies and opportunities that may not be obvious to others.
New technology means employment and company websites can offer easier links with jobseekers. This has led to a new kind of job hunting online - "inter-networking" - with a global virtual community.
Management expert Tom Peters says the internet is revolutionising the job market, and candidates will need a recognised name online.
And, with increasing numbers of people after fewer jobs, employees will need to act like they are self-employed to stand out from the crowd.
Creating a recognised name online and mastering the art of self-promotion could mean building a personal website, creating a professional blog or using existing specialist sites that help individuals connect with, and market their talents to, employers and clients.
Social networking sites like YouTube, Facebook and Twitter have exploded in popularity in just a few short years.
Increasing numbers of companies are tapping into social networking sites and posting job vacancies there too.
These are excellent forums to establish a global presence and showcase your talents.
If the thought of signing on to yet another online network makes you shudder, consider Robert Lewis's story.
After he was made redundant from his marketing job he was determined to find an in-house communications position.
He tweeted about his decision and included a link to his professional blog. Within days his tweet was retweeted. That is, an acquaintance forwarded it - to the person who is now his boss.
"I don't think I would have got this job if not for Twitter and my professional blog," says Lewis.
Here are some tips about using social networks in the job-seeking process.
To use LinkedIn and other social networking sites effectively you should:
l Communicate with purpose: whether you're a business professional or a jobseeker, ensure you are selling that professional side. Think of LinkedIn and other social networking sites as your online CV.
Make sure you have indicated on your profile that you are happy to look at job opportunities.
l Build as many contacts in your areas of interest and expertise as you can: it's not what you know but who you know. You never know where your next employment opportunity will come from or who is going to refer you.
Use your social networking sites to link to groups of interest and to highlight references from past associates. Don't sign up and immediately blast people with a message saying you're out of work.
Desperation doesn't sell: instead, build momentum slowly. Position yourself as an expert and someone who is genuinely interested in your target industry.
Include a link to your professional blog, where you describe the kind of work you are looking for and the skills, talents and achievements you are offering.
You can create a free blog at www.wordpress.com.
l Communicate the value, or benefit, of what you do: one way to do this is to include case studies or testimonials of people who have worked or had professional dealings with you.
l Sell yourself: when using the profile section of Twitter, put in a few lines about what you do professionally.
Since users can search Tweets by topic, that's one way of making your feed more visible. It also helps with your searchability.
l Search for leaders in your industry: find companies you'd like to work for and other potential professional contacts. Find the thought leaders in the field you would like to enter and follow them.
Many companies - especially in marketing, public relations and technology - use social networking sites to post job openings. A lot of recruiters do too.
l Update your status regularly: position yourself as an expert. Offer your opinion on news, industry happenings and seminars.
If someone you follow, particularly an industry leader, says something controversial or interesting, retweet (forward) it, e-mail, or send the person a direct response.
"There is nothing revolutionary about this stuff,'' says Angela Johansen, who, after losing her job in New Zealand, used Twitter to network her way to a great job in Britain.
"The beauty of Twitter is that it's as if you're at a networking event all the time, in real time.
"You can hear about jobs, get a feel for a company, determine how to interact with them and see how you would fit in."
Increasing your social and professional networks is all about building relationships and, in turn, tapping into the hidden job market - the 80 percent of jobs that are never advertised.
However, nothing beats face-to-face contact in building trust and enhancing relationships.
Wherever possible, try to get in front of the employer. - The New Zealand Herald
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