specific individuals to find out if their backgrounds match what their firms are looking for in an employee.
Donâ€™t overlook MySpace and Facebook, says Breckenridge, whose own firm hits these popular sites to find out about potential recruits for the company. â€śIt helps us get to know the person and gives you a feel for his or her personality and personal interests,â€ť he says. â€śIt can also be a great ice-breaker, providing a connection between the interviewer and the interviewee.â€ť
Social networking sites are good places for midsized companies to set up shop by creating pages and posting information about what itâ€™s such as to work at that company as well as what job positions are open. Online tools such as blogs, which can be monitored and updated by a handful of current employees also work well, Orrell says. Good topics to cover include new company initiatives and their effectiveness; details about the employee benefits package; and information about the firmâ€™s corporate culture, including employee affinity groups.
While some new online recruiting strategies appear to be time-intensive compared to simply writing up an ad and sticking it in the Sunday newspaper, Breckenridge says the payoff can be significant. â€śItâ€™s a matter of reach and speed,â€ť he says. â€śNot only do firms have instant access to millions of candidates all over the world, but they can narrow those numbers down to a select few qualified candidates for a position and reach out to them very quickly.â€ť