Employers are using social networks , blogs and other Internet tools to hire the best employees, having gained a lot of information about candidates. In a typical resume, you may know the general interest, but social networks offer greater scope for critical data. In addition, staff of the industry is beginning to offer 2.0-style functionality for Web sites for the selection and recruitment of professionals.
already send instant messages (rather than email) to connect candidates, employers and recruiters. There are networks that create a channel for current employees guide to candidates and provide information about jobs and corporate culture. Candidates know what is expected of them and know how is the performance of the company are easier to recruit and show better results.
sites Facebook, LinkedIn and MySpace have the disadvantage of being designed to establish connections with others but not for recruitment of potential employees. These sites use the email that is slower and less interactive instant messaging. There are other networks that are only designed to work, but tests indicate that in recent times have joined them more recruiters employees or candidates.
The cost of these tools is the main attraction. Compared to the fees of talent recruiters, the prices offered by these social networks are engaging. However, nobody sees Web 2.0 as a substitute for recruiters. These new tools can not replace face to face conversation, only to be used as a resource to find more qualified people.
Source: http://www.entrepreneur.com/magazine/entrepreneur/2009/february/199672.html
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