Gerry and Mark assembled a panel made up of Shally Steckerl, Carmen Hudson of Yahoo, and Joel Cheeseman to discuss new tools and technologies for recruiting. They ended up only getting through a few of the tools as the audience wanted to engage in deep discussion about corporate policies on the use of some of the tools and probe more deeply into the value to recruiters of tools such Facebook and Twitter.
Twitter received a lot of comments as it is the newest and the most difficult to appreciate. Carmen gave several potential ways it could be used for recruiting including as a way to post new jobs. Lots of recruiters felt is was a time sink and, while it could be useful, it was not worth the time it takes. Shally and Joel agreed with Carmen on its value.
Check it out for yourself, if you are unfamiliar with it, at www.tweeter.com. You can follow me on tweeter by going to www.tweeter.com/kwheeler and clicking on the “Follow me” button. Decide for yourself if it could be useful. I know of many recruiters who have used it to inform small groups of candidates about different open positions. I also know that they have used Twitter as a way to keep engaged with candidates on a daily basis. I believe that the more interaction you have with a candidate, the better the chances are of closing her. Twitter is an interesting tool for exchanging small bits of information, over time, that improves the candidates understanding and knowledge about you and your organization.
