Web 2.0 Augments Traditional Recruiting

Social networking technology has seemingly become all the rage in the HR and recruiting industries. Case in point: CATS Software has this blog, plus our Twitter and LinkedIn accounts, and a Facebook page coming soon. But are people actually using these applications? And if they are, does maintaining a social media presence work?

Yes, according to the “Social Networking Summary Report” published by Taleo Corporation (registration required). Within the past year, these social networking sites have grown by leaps and bounds, growing their user base to include both casual and professional users. For recruiters, this means an increased number of referrals and candidates available through online communities. It also means they can access a large amount of candidate information in just a few keystrokes, and can easily manage that information.

Even though LinkedIn is the most well-known professional networking site, several niche sites are popping up. For example, AffinityCircles connects users through established communities like alumni associations and employers, while Doostang caters to elite young professionals. Any and all of these networking sites can be used to build contact lists.

Another useful tool is blogging, says the report. The most potent example of this is Twitter. Twitter can be viewed as a microblog, where recruiters can market themselves, find candidates, and engage others in the industry. Candidates are also increasingly looking to Twitter to find job postings and expand their professional network. Another benefit of Twitter and other social sites is that, by reaching out to Internet users, recruiters can get the attention of passive candidates (those who are currently employed but could be lured away by a better offer).

Overall, the pull of these methods stems from the fact that job seekers and recruiters can sync up faster and easier than ever before. But even though these developments have certainly expanded recruiting resources, the report’s writers still cite tried-and-true methods of phone calls, asking for referrals, and searching in-house candidate records as the building blocks of the recruiting business.