Companies Use Social Networking Sites To Recruit And Prescreen Candidates

Companies use social networking sites to recruit and prescreen candidates by Randi Bussin | Dec 7, 2006 | Employment Trends | 0 feedback Companies use the net to get the inside scoop on job candidates within the recruiting process On two totally different events this week, I have heard that corporations are using the net, and particularly, social networking sites (corresponding to Linked In) to passively recruit candidates and to additionally pre display screen job candidates for jobs. As the saying goes, “Information desires to be free.” Savvy job-seekers know this. Millions of people log on every single day to analysis corporations and evaluate potential employers. Company web pages, job boards and different recruiting sites, and blogs posted by disgruntled former staff and upset customers present a treasure trove of knowledge to help us make career choices. The web is also finding application for recruiting functions. Increasingly, employers are utilizing social and skilled ne tworking websites and “folks-centered search engines like google and yahoo” to identify and consider candidates early within the recruiting course of. While referrals still rank as the most useful recruiting supply, based on a recent Direct Employers/Booz Allen Hamilton examine, social networking websites have edged out employment websites because the quantity two recruiting supply, based on the variety of new hires recruited and employers’ recruitment budget allocations. One such device is Zoominfo (), which payments itself as “the premier summarization search engine.” Zoominfo approaches info discovered on the net like items of a digital jigsaw puzzle. It aggregates and cleans information and manipulates the pieces until a clearer picture of every topic emerges. As of November, 2006, the positioning boasts profiles on greater than 33 million individuals and a pair of.6 million corporations. Variations embody Ziggs (), which focuses only on professionals and Blue Chip Exp ert (), an invite-solely site for top-caliber hires. Newcomer Spock () will take the invitation-only strategy to the masses. Spock aims to have a hundred million profiles when it goes live in late 2006. Internet recruiting isn’t limited to third-party search instruments, however. Some recruiters use candidates’ personal words to weed them out. According to the University of Illinois Urbana-Champaign, one in four employers uses social networking websites similar to Facebook.com or MySpace.com to display screen out applicants based on the data they post there. A CareerBuilder.com survey found that about 63 % of employers determined in opposition to hiring someone after seeing content material the individual had posted on-line. Remarkable! As user adoption reaches the tipping level, expect these sites to become even more robust and embrace more tools and choices that delve even deeper into personal and skilled lives. Herman Trend Alert: Internet Recruiting and “People Search Engi nes” December 6, Email Address * First Name * Example: Yes, I want to receive emails from Aspire for Success. (You can unsubscribe anytime)