Some employers are checking social networks for information about job candidates. "Companies are more interested in a holistic view of who they are hiring," says Kate Kendall, a recruiter who specializes in social media. "You can't really try to hide."
When you're in a war for talent, it's often difficult to recruit in an orderly way, but this recession gives companies the opportunity to evaluate and improve their processes, Kevin Wheeler writes. Look at issues such as technology and social media, he suggests, and assemble recruiters and managers who have "versatility and agility."
A new survey by the Society for Human Resource Management indicates that more employers are surfing social-networking sites to recruit potential employees. While 17% more human resources managers are using Facebook, MySpace and LinkedIn to check out applications, about 3% are using them as their primary springboard for recruiting because they can search for people with specific skills.
As soon as you share a brilliant idea, there's a risk someone will steal it. Geoffrey James shares his strategy for avoiding being ripped off, including how to position your ability to implement the idea as the real product.
"Who you are being in your job search is a reflection of who you will be on the job," writes recruiter Margaret Graziano in this piece about what top recruiters do and know. You can apply many of the concepts to how you recruit and evaluate all job candidates.
Consider how well they know the language of their professions and the most common metrics. Think about how they responded to your job posting -- did they dazzle you, forget to address some requirements or just include the bare minimum?