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Monster vs LinkedIn vs Twitter battle heats up

These guys are spoiling for a fight.

Just as the classified ad market was ‘stolen’ from newspapers by an upstart in San Francisco with a list server not a printing press –which is what Craigslist is after all –the employment + career solutions business has many forces aligned against it.

Monster revolutionized the career management, recruitment and talent search business when it first arrived on the scene in 1994.  I liked Monster so much (I was once hired away from a company thanks to Monster) I featured it in an article in 2006. Then the story was about the shift in search, and how your next job could find you, instead of the other way around.

There has been lots of coverage of the job boards and recruiting recently.

In Businessweek, a very timely piece on how the challenges are coming fast and furious from social networking site LinkedIn, and other social media Davids that threaten Goliath, um, Monster.

In the Wall Street Journal, the focus was about the software and the relevance of job boards.

Not far behind, however is Twitter that’s anecdotally turning into a recruitment tool as well. Lots of advice out there, for sure. Ever heard of Twitjobs UK? Guess what? They have a … LinkedIn presence !

 

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Job hunting and speed dating

A WIRED story about the web 2.0 speed dating sites reminded me about the value of instant, real time feedback in another type of courtship: Job hunting.

Unlike the old days of waiting for the newspaper to land on your doorstep, faxing your resume to the “black hole” and waiting a week or so for a recruiter to call, we are now into what I would call Human Resource Speed Dating. It’s gone beyond the Monster and Career Journal model of setting up profiles and filters, and using those so-called resume keywords so that HR people find you.

A blog is the best form of Human Resource Speed Dating.

From the HR person’s perspective, a blog gives the recruiter a deeper look at the person, not on the basis of the well crafted resume, but on the basis of his/her ideas, network and passion about fields of interest related to the job. It makes redundant the “tell me a little bit about yourself” question in phone interviews.

From a candidate’s perspective, a blog can give you instant feedback as to what pages and what posts are being scrutinized every day. A cover letter could provide a links that drives a recruiter to your ‘about’ page on your blog. Are other pages being viewed? It’s the equivalent of eye contact in dating, that provides vital cues about whether things are going your way, whether you ought to make the next move, or dry those sweaty palms and expect the phone to ring.

 
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Posted by on December 20, 2007 in Marketing, Social Media

 

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