Selling yourself / Becoming more Enterprising- Need of Personal Branding through Social Media .... (Facebook, Twitter, LinkedIn, Google, MySpace)

Have you ever thought of most possible ways of getting a job? think once... or may be twice too since time is changing every now & than and things are changing too... earlier, things were very traditional and straight.. however due to over educated population all around ..... the same simple concept is on toss.... "High Supply and Less demand" .... to battle up with this kind of situation Top consulting firms or MNCs have tighten up their hiring strategy which is as good as Charles Darwin's "Survival of the Fittest" ..... the one who will justify all the needs and conditions based on the company's profitability will get a job or else will go for Fishing :)

These changing hiring strategies could also demands multiple roles in a same resume with same or less salary or may be multiple responsibilities to be executed within the same working hours  ..... bottom line is that "Multitasking is in Demand!... "

Now, after understanding the above scenario ... let's get back to our main subject ...How to sell yourself creatively..? or Need of becoming more Enterprising ....?

Having your resume posted in several job boards like; Monster, Naukari, Dice etc. wouldn't identify you much more like an active or passive job seeker since posting a resume on one of the pay boards limits who can search the resume to only those who pay heavily for a user license. Also, Users spend a lot of time posting thier resumes to each of the job boards...

Now the time demands to think out of box in a more creative way where your profile is accessible to potential  employers without any heavy cost.. or may be with no cost.. thus there is a need to be associated with others, become more accessible to others ... in a simple way there is a need of Networking with like minded people.. Now a days, Social Media has emerged as one of the most favouraite platform for any kind of networking whether it is based on Personal level or enterprise level...  The active job seekers can utilize this platform in more efficient way to get more out of it....

if we discuss the latest developments in any industry, social media is a prime target for everybody, here we would specificially discuss about IT Staffing industry...  for an example..

Facebook is continuing to add more job related content and users can add their job history to their Facebook profile. ResuWe allows it's users to have their Facebook friends comment and make recommendations on their resume. ResuWe also allows it's users the ability to tweet their resume and have a vanity ResuWe URL which will allow user's resumes to be searched and viewed via the Open Web.


following the same path Google has also announced last week that they struck a deal with Twitter to include real-time tweets in Google's search results. Even passive job seekers are actively creating thier profiles and putting all thier work experience in a hope to get more better oppourtunity someday or the other..

With a 9.8% unemployment rate (US BLS September, 2009) and a slowly improving economy, workers unhappy with their current job may still be hesitant to actively start looking for a new position. This information, coupled with more and more companies spending money on technologies involving open web searches to find passive candidates, are reasons why to be a passive job seeker.

And for all the job seekers i would revise the same comment by Seth Godin on Personal Branding....

"I think if you're remarkable, amazing or just plain spectacular, you probably shouldn't have a resume at all" However what you must have in you are; Humbleness, Positive attitude and a deep sense of cooperation.

Dice.com has more to offer :- Offering Recruiters Something Extra, Passive Candidates Search

In the changing scenario, where every single company is trying to find alternatvies for Job boards to reduce down thier expenses .... they could probably do so with the help of Web 2.0 (A Revolutionary Concept in Enterprising world).......... However on the other hand.. to strengthen thier market value Job boards companies are also paying enormous attention towards adding new features for searching active and passive candidates in order to justify thier need even in the tough economy....

Specifically Dice.com has always appears to become Number 1 in upgradation and adding something new everytime ........

Let's explore more about it............

Dice.com recently debuted two new tools. One will help with your sourcing research and the other promotes the passive candidate who may be overlooked by tech recruiters seeking fresh candidates.


Dice.com, the IT job board, introduced a new search result report that allows recruiters to toggle between the results that meet their criteria and other candidates who also match the criteria, but who haven’t been active on the site for a year.

Tom Silver, senior VP North America of parent company Dice Holdings, said the thought of offering additional results came about because more than half the searches on Dice are for candidates who have been active in the last 90 days. In their quest for fresh job seekers, recruiters were missing candidates with equally good skills.

“So,” says Silver, “We wanted to make it easier to see older candidates. We’re just trying to prompt recruiters to look at the entire database.”

Recruiters now get the results they asked for, as well as a tab that allows them to see candidates who first submitted a resume more than a year ago and haven’t been back since. The passive candidate results have all been filtered by Dice to make sure the email addresses are still current.

Why pick a year instead of six months? For the same reason eggs are sold by the dozen and reunions are celebrated in 5- and 10-year increments. “When you talk to people you hear they want to go a year back,” Silver explains. “It’s a natural calendar thing.”

Dice’s new feature is a curious twist on the usual recruiter pursuit of the passive candidate, a subject that’s come in for some ethical give and take in this economy.

Job boards typically don’t see a lot of searches for candidates a year or more old. Job board sourcing is almost by definition a search for candidates who can fill a req now, so limiting results to 60 or 90 days is fairly typical. Job board denizens are, by definition, active job seekers. Thus aged resumes are inventory that is just not all that valuable, one reason the big boards encourage candidates to regularly update their profiles and resumes.

By offering up vintage candidates who now may have another year or more of experience and maybe even stronger skills, Dice is encouraging recruiters to look at job boards a little differently — as a rich repository of passive candidates, which may be why there is no current plan to offer up fresh resumes to recruiters searching for older ones.

It’s actually quite a clever approach: Give recruiters exactly what they want, but tease them with easy access to vintage candidates they wouldn’t otherwise see. A value-add that may raise the value of aging inventory, and benefit once-active candidates.

What do recruiters who have tried it say about the new feature? It’s “yummy,” Silver told me. Seriously.

Revolutionary Recruiting in the year 2049 - From Web 2.0 to Web 29.0? By Fraser Hill

What if we had a crystal ball and could look ahead 50 years to see what the recruiting trends will be. How will people be recruiting? Will it be some with the aid of some high tech "Web 29.0" job boards?



If we go back 50 years ago, how useful would a crystal ball have been then? Had any of us had a crystal ball we could have predicted many things and by now been richer than Bill Gates and Warren Buffett 10 times over. That's because we could have foreseen the explosion of contingency recruitment, contract and temp recruitment, job boards, ATS technology and the list goes on. Recruitment as we know it today didn't exist 50 years ago, so how will it look 50 years from now?


With the internet, job board advertising and email usage dominating the contingency recruitment market over the past 14 years or so, recruiters have had more and more opportunity to be lazy. In theory a recruiter can get a job emailed from a client, post the job on a job board, get the responses, exchange emails with potential candidates and forward the top three to the client. In theory that recruiter can make a placement with very little interaction with either the client or the candidate. This is not recruiting!


50 years from now it's easy and scary to predict how little interaction a recruiter may need to have in the process. Maybe computers will replace the need for recruiters in 50 years? We can all argue that this could never be, but with a large percentage of contingency recruiters already working as "administrators" and not much more, we can be forgiven for observing a trend curve pointing towards automation.


I feel very fortunate though to have a crystal ball. (-: I know what effective recruiting is going to look like in 50 years, and even 100 years from now. How can I possibly know this? Well it's the same reason that in 2009 so many contingency recruiters miss a trick. With a very high percentage of competing recruitment companies relying almost exclusively on job board advertising and their outdated databases of candidates, they're all fighting over the same candidates.

These are the 10% or less of the working population who are actively looking for work. In 50 or 100 years one thing is not going to change drastically. The percentage of people who are not actively looking for work will remain the high majority. So whether it's today or in 100 years, why go fishing in the same pond as thousands of other recruiters? Why not take a leaf out of our high end head hunting friend's book and start to focus on the population of the workforce who are not looking?


Mapping out company organization structures and headhunting shouldn't only be for board level executive positions. Just because someone is not actively looking for work, it doesn't mean to say they'll not be open minded to a conversation about a potential career move. In 50 years, picking up a phone and asking an employee of a well respected company if they are "open minded to a conversation about a potential career move right now", will be no different to doing that today. A high percentage of them may not be open to moving, but will be open to hearing about what's going on in the market. This is where relationships starts. This is where quality referrals happen.

Of course the cynics are going to say "well it takes too long to headhunt candidates when I can just be advertising for positions". Well how long does it take to work on a position only to find out your candidate has already been forwarded? I'm not talking about giving up your job board subscriptions and focussing exclusively on headhunting. Why not do both, and over time I believe job board administrator recruiters will develop a much more rewarding career. Who knows, maybe you'll like it so much you'll be around in 50 years to tell the ERE community about your "most successful half century ever".