Notes on Recruiting 2.0
by Virginia Miracle
Category: Best Practices, Digital Influence
Since using social media to issue the call that we are building the strategy capabilities of the 360 DI group in DC, NY and SF, we have learned a lot about Recruiting 2.0. We received great response using tools like our blogs (this one and our team’s individual blogs), Twitter, and our social networks to get the word out. By also publicizing where and when we are out and about at events, speaking engagements, etc we’ve also been able to facilitate a large number of offline introductions using online tools.
The biggest takeaway is that the standalone resume, for social media strategy work, is no longer enough. Recruiting 2.0 is all about demonstrating that you eat, sleep and breathe social media instead of simply saying it is so.
The pros of Recruiting 2.0 begin with the fact that you can learn a lot more about a candidate by reading their blog, Twitter, and visiting online projects or social networking profiles than you can from reading a resume. Some creative submissions have included video elements and custom web pages for us. Interviewees also come in here knowing a lot more about us because they have been able to read up on us in a meaningful way. I had a new experience last week of my own words (via my blog) being quoted back to me in an interview. That certainly wouldn’t have happened 5 years ago.
The con of Recruiting 2.0 is that researching each individual candidate is extremely time consuming. You can no longer quickly filter resumes by doing a scan for experience, education or achievements – you need to invest the time to go much deeper.
It is my hope that the payoff of this more diligent vetting process (on both sides) will produce great, long lasting business partnerships as no one is going in underinformed.
And with that, we have another Recruiting 2.0 announcement! We are also hiring a VP, Digital Strategy for our Chicago office and looking for a social media-savvy summer intern for the DC office. If you are interested in either, please visit the careers section of our website and email me at Virginia( dot )Miracle( at )ogilvypr( dot )com.
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April 21st, 2008 at 12:14 pm
Which makes it all the more important for people to be wary of what they write while online. No more can blogs just be personal vent space for you never know who might be watching.
April 21st, 2008 at 8:44 pm
While Recruiting 2.0 is more time consuming than sorting through a stack of paper resumes, it is time well spent. A one or two page paper resume paints such a small picture of a candidate - albeit with valuable professional information. Just like when David Ogilvy would tirelessly research clients and their markets when designing an advertisement, it is important that employers use the same methods and strategies when researching candidates. These are the ways to build your “company of giants.”
April 22nd, 2008 at 11:34 am
Being on the opposite side of the fence - looking for a job, I’m always surprised at the lack of online presence. I’m being interviewed by people in digital spaces - where are they online?
December 3rd, 2009 at 5:23 pm
The good thing about Recruiting 2.0 is, to Chris’ point, that it allows potential candidates to be more than just a quintessential resume. Even now, resumes for the most part follow a specific pattern. If an individual is trying to make a change and use their skills differently, social media allows them to do so.
For this very reason, I also think that it’s a blessing in disguise that looking at individuals skill set takes longer. I for one, have changed how my apply my skill set multiple times and across the globe - and social media has allowed to communicate in a way that just my resume alone never would. Resumes may not have photos of individuals (and rightly so) but Social media definitely puts a face to the individual that allows them to stand apart.