Finding a job is all about connections. It’s about networking with former colleagues, clients, vendors, classmates, and friends. However, with the increasingly important role of technology in the job hunting process, how do employers and job hunters find or develop those connections? Just as friendship has gone the way of Web 2.0, with sites like Facebook and MySpace becoming the norm for socializing, so have corporate recruiters embraced online networking as a means of establishing professional relationships with potential employees.
One way in which recruiters are reaching out to job hunters is through targeted ads, groups, and messages on social networking sites. For example, Victoria’s Secret hosts a Facebook group which directs members to internship opportunities with the clothing and lingerie retail giant. Southwest Airlines has a similar group, offering not only internships but also job openings targeting college students studying in technology programs. The post specifically invites software engineers from six Texas/Oklahoma schools to apply, since Southwest is based in Dallas.
The idea is that by reaching out to current students and recent graduates, recruiters will be able to speak directly to potential entry-level employees. Also, as Southwest’s efforts demonstrate, those who spend time on Facebook and other social networking sites are more likely to be tech savvy, hence the job postings for their technology group. Employers have had great success with these targeted messages. According to the Wall Street Journal, Verizon Communications also used sponsored posts and groups on Facebook, which resulted in over one million clicks on their career site.
Recruiters and job hunters alike are also using video sharing sites to promote themselves and connect face-to-face with each other. A good example of this is the proliferation of recruitment videos up on YouTube and other video sharing sites. For example, this spot from Cisco highlights the diverse workforce, the fluidity of roles within the organization, and the personal interests of their employees. The actors (or real employees?), none of whomlook older than 35, are shown not just at work, but also at the beach surfing, at sporting events, in volunteer roles, and traveling around the world. The message is strong, the video is high-quality, and the market they want to reach is active on YouTube.
Job hunters are turning the tables on recruiters by using YouTube for self-promotion videos. This clever spot follows a graphic designer as she hands out resumes around town. The videographer asks her potential interview questions which highlight her passion for her field. Another great idea? Model Tomiko Foster created a video of the best shots of her portfolio, giving potential clients not only a look at her past work, but also an idea of her presence in front of the camera. The video also features a plug for her agency, Ford Models, and invites interested parties to visit their website.
Recruiters and potential employers are also utilizing video technology to set up interviews and meetings without the commitment of flying candidates across the country and picking up a large expense tabs. Employers can virtually meet with job candidates, and executives in offices around the country could potentially participate or observe the interview. Industry experts predict that more and more computers will feature video conferencing technology to allow the average job seeker access to employers all over the world.
Perhaps one of the first web tools to be utilized by recruiters and employers was the search engine. Most hiring managers spend a few minutes “Googling” job candidates before calling them for an interview, and if they find something unsavory or unattractive, the job hunter may not make it to the interview stage. If a potential candidate is featured in drunken photos on MySpace or wrote an inflammatory blog post about a past employer, recruiters are going to think twice about hiring him or her. It may be judgmental, but it’s the nature of business. Recruiters want to meet with people who conduct themselves professionally, and a racy Facebook profile could work against a job hunter.
Those candidates who are tech savvy are creating websites and profiles on business networking sites like LinkedIn. LinkedIn is essentially Facebook for business. Job hunters and employers alike create professional profiles which showcase their experience, opportunities, and best qualities. One can connect with former coworkers and find job opportunities through the online network. Once you establish a connection with a professional contact or colleague, you have access to all of their connections, etc. The site is fast becoming a new frontier for turning personal and business contacts into job leads and professional opportunities.
While a personal connection is always a sure way to find job leads, Web 2.0 technologies are helping to bridge the gap between technology and face-to-face contact. Through video conferencing, social/enterprise networking, and personal promotion, recruiters and job hunters are making it easier to get to know each other on the internet.