I still consider myself a newbie when it comes to Twitter. I'm still learning about all the ways to use it. But I've found it really easy to find and interact with company recruiters there. For instance, there's Will Staney of VMware or Michael Long of Rackspace or Tim Malate at Dell.
When I interviewed Intuit recruiting director Chris Galy, he told me that it's a must for job seekers to be on Twitter and other social-networking sites. Said Galy:
My recruiters are not invisible, they're out there. So if you want to engage, to ask questions about what it's like to work at Intuit, to ask, "Do you have any jobs like this?" We're out there and most of the leading companies are out there. That's a trend in the recruiting industry. So if you're not using those 24/7-type of tools in your career search, you're going to be left behind.
In this post, he offered tips for engaging with company recruiters.
It's a fun way to interact that acts as a reminder for both parties that there's a real person in that recruiter role or at the other end of that resume. [Candidates] are looking for confirmation that their resume doesn't just go into a black hole.
Developing those relationships can be a win-win for both sides, helping companies find the right talent at less cost than other more traditional routes. U.S. News also quotes Joe Fahrner, CEO and co-founder of InboxQ, a social-lead generation company, saying:
We found Twitter was a really awesome way to get this true representation of who that person was outside of the context of the typical recruiting process, where someone knows they're being evaluated.
He said he watches how these people interact with others and whether they exhibit "thought leadership" in their area. At the same time, while reading this some alarms went off in my head as I remembered the admonitions from my colleague Lora Bentley, the lawyer, that some information is off-limits in hiring even if it is publicly available.