3 Good Things About Social Media recruitment

Many entrepreneurs are using social networking and other Web 2.0 tools to recruit employees. On LinkedIn and Facebook you can learn about candidates in depth. In a typical resume, you might get a line on interests, on LinkedIn, you can find out who they associate with. On Facebook, you might find some groups and associations and even pictures. It gives us more dimensions than a static resume can offer.

The mushrooming of Web 2.0 technologies coupled with employers' heightened understanding of how to use these tools to find and hire attractive employees promises to radically reshape the recruiting landscape. There's never been a better way to proactively go out and find and hire people you think are a good fit for your position.

Todd Raphael in his post 3 Good Things About Hiring via Social Media highlights the advantages of social media recruitment:

• The company’s more prepared, and can conduct better interviews and be better at selection. If every interviewer, from recruiter to manager to senior management (if they’re involved), has read the candidate’s blog, viewed his/her videos, or perused their Tweets, they’re better prepared going in.
  
  
• The candidate’s more prepared. If the candidate has read about a company on Glassdoor.com, connected with current employees on LinkedIn, looked at what company employees are saying on Facebook, kept up with a company blog, and so on, they know more than they would by looking at company marketing-speak. They can decide themselves that they do or don’t fit.
  
  
• Onboarding. No more nervously asking random people, “tell me where the bathroom is again?” Life’s easier on the new employee because they know a lot of people on Day 1 — or at least recognize them from their Twitter photos.