RecruitingTools.com » branding

Site Surfing and Brand Management for Recruiters

admin — Sun, 09 Jan 2011 15:00:03 +0000

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As a recruiter one of your key drivers is to create value around your insights. Creating this value can sometimes be a difficult task. Having the proper tools to efficiently mine conversations and comments better ref, “micro-conversations” will provide you with some great ammunition when targeting prospects both candidates and clients.

I’ll look at this from 3 different perspectives and show you one of my favorite mining tools in the video below. When leveraging these tools I really focus on 3 key areas; Candidate prospecting, Client prospecting, and Personal brand management.

As difficult as it can get, with the proper tools it can be easier. And I’ll stress the ier part of that because this job is not a cake walk. But having the ability to set filters, targets and mediums allows you to get inside of the candidates and clients world is essential.

One of the first rules of social media or social recruiting is listening. It’s about understanding how to build your social world around you in an effective and efficient matter that I refer to as the 4C’s.

Understanding where and how you prospective candidates and clients are communicating with each other will not just provide you with some critical messaging but will allow you to be genuine in your approach and help you to refrain from sounding like a sales person that just read up on the company website.

Here are 2 key tools we’ve been playing with and find to be pretty solid:

WhosTalkin

This is a failry in depth search tool with free acces to monitor conversations online across more than 60 top social media sites. You can use the tool direct from their site at WhosTalkin or you can use the very cool iGoogle widget or one of teir 2 search plugins below.

Click here to add gadget.

Browser Search Plugin

The WhosTalkin Browser Search Plugin brings the power of the WhosTalkin.com platform straight to your browser search bar! You can now use the WhosTalkin.com Platform by simply typing in your search request into your browser’s search bar. To install check out the video guides below.

Installation Instructions for Firefox

Installation Instructions for Internet Explorer

Quarkbase

Quarkbase provides an easier way to find website information. You can find out how good a site is, get comprehensive website details, discover competitors and analyze them. One can call Quarkbase

‘whois on steroids’ or ‘imdb for websites’. Quarkbase saves you from spending hours on search engine finding website details, as it provides you with up-to-date information in seconds for free!

Why we like it:

This is a great site for gathering key compeitor infor for free in an easy to read and real time format
You can serch by topics, category or industry sites
Tracks realt time updates including twitter
With nothing more than the website address you can serach individual controbutors in your competitors

Give these 2 tools a try and subscribe here to get updates on more tools like these.

22 Tutorials and Insight Posts on #Recruiting with #Linkedin

admin — Sun, 22 Aug 2010 11:30:50 +0000

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Top LinkedIn Sourcing Posts from RecruitingTools.com and some of our friends:

Sourcing and Video Tutorials:

These tutorials were gathered from various sites including RecruitingTools.com, BooleanBlackbelt and StaffBytes.

Articles about LinkedIn (Links direct to Arbita’s blog. Great info and resources.)

Here is the direct link to Arbita’s LinkedIn page: http://aces.arbita.net/LinkedIn

5 Free Job Posting Sites for #Recruiters and #Employers

admin — Mon, 05 Jul 2010 17:02:09 +0000

If it’s free, it’s for me. That seems to be the mantra these days. We’ve been getting a lot of questions around free resources not just for sourcing but for job posting as well. Here are 5 free job posting sites that I use to help spread the word of openings I am working.

(This is not a sponsored posting and the services below are not clients at the time of this posting.)

5 Free Job Posting Boards and a brief overview with the text taken directly from their websties without modification.

Here are 5 Free job posting and Spidering sites in no particular order of preference.

Resumark.com (Text is from the Resumark.com website)

Unlike most other job websites on the Internet, we will list your jobs for free. That’s right – you can post as many jobs as you want – completely free. We are the first website to come up with this idea and here is how it works:

ZipRecruiter.com (Text is from theZipRecruiter.com website)

ZipRecruiter offers a do it yourself web based hiring solution as an alternative to recruiters. Founded in 2010, Ziprecruiter enables companies to post to multiple free job boards with a single submission and vet all applicants through simple-to-setup online interviews. Hiring personnel can toggle between applicants answers and resumes online as they collaborate to rate and select the best candidate.

Jobvertise.com (Text is from the Jobvertise.com website)

Jobvertise basic services are FREE to employers and jobseekers because we generate our revenue through premium services and advertising on the site. As an employer using the basic services you never have to pay a fee to post jobs or search over 800,000 resumes in our database!*

JobZoom.com (Text is from the JobZoom.com website)

To make posting easier, we want to go beyond the norm. You have the option of posting INSTANTANEOUSLY, without lengthy processes, boring signups, or hassle, in under a minute your job is up and running, it activates simply through email. BUT… if you want to easily manage jobs on your very own DASHBOARD where you can edit and delete jobs right there on one screen… we recommend a free member account. click here for the dashboard area We have many more features coming and job posting will only get smoother.

JobSpider.com (Text is from the JobSpider.com website)

JobSpider.com is a free employment information exchange job board actually modeled from http://www.craigslist.org. My name is Chris McGarry and I designed it because I was looking for a network administrator and it was frustrating to not see an intuitive and nicely organized free job board. The response has obviously been overwhelming and my “small project” has blossomed into a very popular job board that, in many ways, rivals the big boys (i.e. Monster, HotJobs, etc.).

JobSpider.com is FREE to employers and jobseekers. There is no charge to post a resume, post job(s), search through the resumes, search through the jobs, or create a job alert. JobSpider.com is FREE to employers and jobseekers because I generate revenue through advertising on the site. The only fee that I will charge is to bulk import jobs for employers.

Free job posting sites used to contain very little functionality, or at worst, be a simple forum of spam type posts without very much value. However, it seems now like free job boards may be able to offer some interesting services. Free job posting is here to stay and will keep the non free job boards innovating and adding more value for recruiters, employers, and job seekers.

6 Things a Hiring Manager looks for in a #Recruiting partner

admin — Wed, 26 May 2010 13:48:09 +0000

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This post was contributed by Michael Goldberg can be found on Twitter “@SuperRecruiter”

All this hype around Cleveland Cavalier guard Labron James – will he be a Net, Knick, Cavs, Bulls? Is he the next Michael Jordan? Magic Johnson? Larry Bird? No! Each one of the players mentioned had a major impact for elevating the level of play for their teams and the NBA. However, when you look at the four players mentioned…whose the odd man out? Who hasn’t elevated his A-game come playoff time and who hasn’t won a title. Sorry Cleveland! Labron James. So why and how does this relate to recruiting?

When you look at Michael, Magic, and Larry you need to look at the teams they played on. Each player had other A-level impact players on the team which helped them win a world champion. Who are the other A-level impact players on the Cavs. Sorry again Cleveland (and Shaq)…no one. Corporate teams whether in Sales, Operations, Accounting, or Human Resources need to have a team of supporting cast members that bring their A-game every day. When one or more of those team members leave the organization or transfer to another department, it is up to us as Recruiters to go out and replace that person with the same type of play style in order for the department to stay on top of their game.

We can use Google, ReferYes, LinkedIn and play a game of source till the cows come home but it is up to us as recruiters to educate our hiring managers to go beyond the buzzword bingo and identify A-level talent. Not to switch gears, but one of the best books a recruiter can read is MoneyBall by Michael Lewis. It’s about my other favorite sport-baseball.

In his book, Lewis discusses how the Oakland Athletics used sabermetrics vs. traditional statistics to find the best talent and at an economical price and helped produce one of the hottest teams in baseball during the late 90s and early 00s. Sabermetrics is the objective knowledge around the game of baseball. A good example of this focuses on reasoning saying the number of runs wins the game and not high batting averages. Recruiters and hiring managers tend to take the subjective approach or the batting averages and says this candidate is the best because he has tenure, he is a currently working, and he has all the skills you are looking for. Boom! The candidate is hired at big money and thought to be the A-level talent but turns out the department cannot progress forward. 12 months later –gone!

We tend to think that high dollar talent equals A-level talent when that is definitely not the case. I have talked to that type of talent and find them to be average at best. Why because they want to be the superstar and when they enter the organization will mow down anyone that tries to get in his/her way. Here are some of the objective stats I look for along with the technical skills my hiring manager seeks:

Level of engagement – candidates who take the time to ensure I understand their world. The best IT types I have recruited have stopped to explain how the technology works together. This is key especially when this person will be asked to engage business leaders and speak in layman’s terms.
Consistent enthusiasm for each position they have held –hearing the enthusiasm will transfer to positive energy for team dynamics on your hiring manager’s team
True understanding of their role, the department’s role, and the company’s vision
Accomplishments centered on team play and not just individual play.
Passion for the work they do everyday –from the tactical to the strategic tasks
Money is not the most important factor to be hired..yes, I said that.

I take a two pronged approach in delivering candidates. Not only do I send a write up of the must have skills, but I also schedule a call with my hiring managers to talk about objective points for consideration. Encourage your managers during their face to face interviews to ask questions around those objective points and listen carefully to their responses as well as watch the nonverbal cues to determine if those characteristics are present.

Real world example-After 10 years with AT&T Chris Hoyt (aka The RecruiterGuy) decided to make a move to Pepsico /Frito-Lay. If you have not read Chris’ blog (www.therecruiterguy.com), you will understand how much of a rock star this recruiter is. Jim Schnyder recognized that Pepsico / Frito-Lay someone with Chris’ accomplishments, knowledge, passion, and enthusiasm he has for recruiting. With so much A-Talent on one team, that recruiting team will win the title every year.

SO…looking for the next Labron James or would you want a Shane Battier on your team? Read the article and see what I am talking about: http://is.gd/cfvk7

Are there other objective factors you look for? Reply to the blog and share!

Don’t be different; Be Better

admin — Tue, 02 Feb 2010 00:21:10 +0000

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I was reading a blog post discussing “Why do we always have to be different? Why can’t we just be better?” and it got me thinking… How many times have you heard someone say, “Huh, that’s different.” It’s not necessarily a compliment. Different will only get you so far, it may grab someone’s attention however to keep it, you need to be better, more importantly you need to be effective.

The technology landscape has changed dramatically over the last few years. Every month new tools are emerging within social media, video, mobile technologies, etc. and tools to manage all the tools. With so many avenues available it is easy to get swept up into using something different because it is new. I am a huge fan of technology so I am not suggesting that we shouldn’t be innovative or dismiss new tools, but rather evaluate our successes and failures and determine how to get to the next level.

Social Media has been a great resource for me professionally (and personally) to learn from and meet some great recruiters, sourcers, and thought leaders in the recruiting and hr industry. I’ve watched several in the industry be innovative and implement successful programs. For many, it was not an overnight success but the result of a lot of hard work, trying different tools, and taking calculated risks. Moreover, it could be stated that key components to their success were strategic planning and evaluating how they would be more effective.

Currently I have been evaluating video and the possibilities of how it could be integrated to engage candidates. I have considered what has been done in the past, with respect to candidate contact, and how to best incorporate the tools available to deliver a personable, compelling message. Ultimately, following new trends may make you different but being effective will make you better.

My challenge to you is to

Build on the basics
Take notice and evaluate trends/new tools
Strive to improve
Ask yourself how will this help me be more effective

Here are some sample questions when you are evaluating a new tool

What is your goal?
Will this tool help you achieve it in ways others won’t? Faster? Cheaper? Better?
Are you using it just to test it? Do you have time for that?
Is the tool reliable?
Is it better than similar tools out there?
Does it need to be compatible with other programs you’re using?
How can you measure/track your results?

About the author:

Marianthe Verver has been active in Corporate Recruiting and HR Roles for 10+ years. Currently she is the Corporate Recruiter for NeoSpire, where she specializes in full life cycle recruiting for IT and Sales positions. In 2009 she was honored with “Employee of the Year” for her contribution in placing top talent.

Marianthe is a member of DFW TRN (Texas Recruiters Network) and is currently serving on the Social Media Committee. She actively speaks and enjoys volunteering for Job Seeker Workshops and Recruiting Panels.

Feel free to connect:

Twitter: @mverver
Linked In: http://www.linkedin.com/in/verver
Email: mariantheverver@gmail.com
Blog: http://marianthe.wordpress.com

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Decide on your Brand and Move Forward

admin — Fri, 29 Jan 2010 01:33:45 +0000

Some of my clients own an astounding amount of little used web addresses and seem to be split all over as to what they should do and how they should do it when it comes to Branding. Some of them have been searching and wandering around for quite sometime and I spend much of our initial time determining their best Brand course.

I’ve been a successful entrepreneur many times over in a row, built and ran multi-million dollar companies from the ground up. Thankfully, I can bring that business experience to my Social Media Consulting. Its a curious thing to me because I always did my business’ a little backwards, sometimes we would go right up to an hour before filing the Corporation name – NOT having a name for the Company.

I’m not kidding, what the thing was named wasnt our biggest concern. Many times that was my LAST concern. I was more interested in the business model and our plan, than the semantics of calling it something. Really, think about it. Twitter to me is one of the stupidest names for a company concept, but now given its Branding, it makes some strange sense (not really). Their business concept works. Mobile 140 character texting is huge, why not do it on a computer too. Its not rocket science. Really, have you ever tried to explain to someone what a “Tweet” is. People look at you like you are from the psycho ward. Google sounds to me like a name for a “peeping tom” or someone who needs sexual harassment sensitivity training. Its not the title of the Song that moves you, its the magic feeling you get in the music and the passion dispersed in the Lyrics.

Web 2.0 is on its way out so its not so much about what you name something, but the Brand you build behind it and driving traffic to it with Social Media.

Google only brings me about 4% of my traffic. I DELIVER THE REST. I’ve often joked that with the power of Social Media to drive traffic, you could probably run www.sh*t.com and be a success. With my Clients, we can quickly nail down where their potential Brand lies and usually, they do actually know, they just need a little focus and some help from me. Its hard to get confused with a choice on so many decisions. The world seems like an open book thats too large. Many times people are distracted by what they hear are “better ways to make money,” that many times are alien to them. Here’s some of my advice:

1) Do what you love or what motivates you passionately. Can you repeat that first item for me again please. I’m an old war horse, having owned interest in over 20 companies. After a time of building our own Companies, me and my partner started buying into troubled companies for investments. We did it largely for investment return interests, but I can tell you it was hard to get interested or really care about a business you weren’t really passionate about. Yes you try to think of it as investing but it was hard sometimes to really care. Do what you love, you’ll enjoy it and nurture far much better. You’ll wake up in the morning exited about what your doing.

2) Stay within your realm of knowledge. Don’t reinvent the wheel with a learning curve. Stick with what you know so you can Brand yourself as an Expert in your field. There is plenty of money to make in every industry, its up to you to innovate it and make it a success.

3) Have you made a successful income doing it in the past? Once again dont reinvent the wheel. If its been a successful money maker – take it to the Social Media level.

4) Who or What the hell is it about? Really, is about you personally Branded or your Company? Decide. Its amazing to me how easy this answer is in giving direction to what you want to do. Unless you have employees, for now its probably just about you. In the future how much of it is going to be you? Is it going to be convertible to the enterprise you see it becoming?

5) Get Moving – You can change the name later. Well it’s not highly advised, you can always change the name later as your Brand or the market redirects your focus. I’ve done it after the market fed back to us that the name wasn’t working, but the Brand and our business model still marched on. You’d be surprised how many successful businesses changed their names early on. It’s more important your business model is working.

6) Choose one Brand and direction. If you have multiple sites that help your brand, just point them at your one site.

I’ll add some more advice to this later. Quit buying websites and let’s get some work done. Call me for help and lets get you going. My office phone is 310-997-2204.

About the author:

Chris Voss has been a CEO, built, managed and invested in over 22 Corporations in various fields of industry for over 20 years.

His experience of Business Ownership and Controlling Interest Investments range from: Mortgage, Real Estate, Stock Markets, Investing, Mall Retailing, Computers, Clothing Lines, Talent Agencies, Courier Companies, Personnel Companies, Telemarketing Call Centers, Construction, Pay Per Call Industry, Club Promotions, Social Media, etc.

At 18, he started his first company. In 1992, with a mere $2000, he started his first Multi-Million Dollar producing company, that ran for over 13 years. A year later, with $4000, he started his second Multi-Million Dollar company that still operates today. After that he oversaw 3 Companies simultaneously, while building and investing in over 22 different companies.

He is proficient in most all aspects of Business Management, Operations, Start-Ups, Sales, Motivation, Training and overseeing thousands of Employees. He brings Vision to a Business.in his ability to “think outside the box.”He can innovate outside the paradigms of a company’s self-limiting belief systems. Given his breadth of diversity he can assimilate a business quickly and assess its good and weak points. In one case, he took over a company going into bankruptcy, turned it around, saved it from bankruptcy.

A successful Entrepreneur of Multi-Million Dollar Companies, he’s consulted people and business’ alike on a wide range of Business and Personal Life issues. On Twitter his advice is followed by over 100,000 people and growing. He is in the 1200 of the Top Twitter people followed out of and estimated 20+ million users daily He has become the Social Media Marketing Expert other “experts’ call for help.

He currently writes a blog, The Chris Voss Show, in which many of his market predictions come into play. He predicted the current recession in 2007 and that it would be the worst since the Great Depression.

“Thank you for joining me here with my thoughts. I hope you leave positive impressed, inspired or at least the better informed to make your world better, thanks.” – Chris Voss

I am available for speaking engagements and consulting.

Feeding Your System

admin — Mon, 11 Jan 2010 04:00:39 +0000

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Feeding your system is a recreated posting from Chris Brogan @chrisbrogran. It’s a great article that fits very well within the community here at CruiterTalk. It’s not a recruiting based article but it’s really a no brainer on how it’s closely related. Take a quick read and let me know your thoughts.

The decision to use social media and content to build business relationships requires that you feed your system and build out your channels for further development. I’m asked frequently how I can make so much content every day, but if you take into account that my content drives my business’s sales, the question might better be, “why aren’t you making more?” To me, feeding your system requires a lot of planning, and constant execution.

A Media Company of One

I’m my own media company. I speak live at conferences. I produce videos. I author books. I produce ebooks. I write a daily blog. I keep a weekly newsletter. They all serve different purposes. Here’s a quick rundown:

Live events let me connect and custom tailor my message, plus meet people before and after the event.
Videos let me emote and show my humanity behind my content.
Books are a way to reach people not queued up in the social web.
eBooks deliver distilled value outside of a blog. They’re also an “object” to share.
The blog gives you constant insight into my way of thinking.
The newsletter is setting you up for my next move, and cultivating a new set of relationships.

That’s a platform. I fill that in with all kinds of social networking. I spend a few hours each day communicating and cultivating relationships. Mostly, I help other people. This gives me social capital. (That, by the way, is the most important detail that most people skip and miss. If you want to highlighter your laptop, the last two lines are the most important part.)

Why Feed The System?

Sometimes, I’m asked why I give away all of my ‘how I do it’ information. I’m asked whether this gives others the ability to compete directly with me. Frankly, I don’t worry about competition. I worry that there aren’t enough people executing effectively for companies. I’ve got plenty of work to do as it is. New Marketing Labs picks up plenty of clients and has even when I give away all my major points and ideas.

I feed the system because I believe you can take something I’ve started, run with it, and advance the whole space. I give you all that I can because I know that you’ve got your own ideas, and maybe components of mine will help you.

Oh, and the more I share, the more business comes my way. It’s a built in reciprocal loop.

Build and Feed Your System

You’ve got the same opportunity. In fact, you have a better opportunity. Find your niche, and dig in. If you’re Shashank Nigam, you mix social media with the aviation industry and create Simpliflying (disclosure: I’m on the advisory board of this company). If you’re Jay Baer, you focus on conversion tactics (instead of every little bit of marketing) and create Convince and Convert.

You don’t have to do every media type. You don’t have to blog daily. You have to build a system that you can feed, and you have to feed it, and you have to build it to deliver business value.

What do you think? Does this align with how you’re seeing things? What’s your niche? What parts of the system are you building?

Chris Brogan is President of New Marketing Labs, a new media marketing agency, and home of the Inbound Marketing Summit conferences and Inbound Marketing Bootcamp educational events. He works with large and mid-sized companies to improve online business communications like marketing and PR through the use of social software, community platforms, and other emerging web and mobile technologies. For more information on this, please contact Chris directly.

Chris is co-author of the book Trust Agents, with Julien Smith.

Chris Brogan is an eleven year veteran of using social media and both web and mobile technologies to build digital relationships for businesses, organizations, and individuals. Chris speaks, blogs, writes articles, and makes media of all kinds at [chrisbrogan.com], a blog in the top 5 of the Advertising Age Power150, and in the top 100 on Technorati. He is co-author of the New York Times bestselling book Trust Agents.

Click HERE to contact Chris

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Twitter + Your Passion = Your Brand

admin — Sun, 08 Mar 2009 17:39:29 +0000

So check it out. Twitter is the tool of the end of 2008 and for sure the tool of the year for 2009. Let’s face it, America is a branded society and everything we do, eat, speak and sleep on is a brand. The time to build it is now. Your Brand Equity will determine your success in 2009.

Follow me: @ryanleary

If you haven’t read the first article in the series check it out HERE. If you have than you already know my top 5 twitter tools I love to use. Chances are they have changed already, but whatever, it works. Each day I get emails about branding, and how can I build my brand? I have a blog, but nobody reads it, what can I do? I can’t answer that, heck I really don’t have a 50K views either, but the people who read my stuff like it, and they read it regularly; and that’s what I want.

My brand is my life line, and if you are reading this you obviously agree that yours can be too. So let’s talk about twitter and how we can leverage this tool to help build and MARKET your brand.

Those who I speak with or who have heard me speak, know that I like to throw the 4C’s out there. Collaboration, Communication, Conversation, Community. Though all are important let’s just focus on two. Conversation and Community.

Conversation simply refers to joining the talk, joining the chatter and contributing your views. Forget about you for a moment and understand that the true power of media or “social media” is really the ability to market or distribute your knowledge to your audience. You have to participate to accomplish this.

So if we are talking about Twitter, it seems simple right? Follow like 5k people and start replying to there post. Maybe, but that won’t be all that effective. It might get you a few looks but let’s be real, let’s be genuine. And to accomplish this, you have to understand your passion and be able to produce some high quality content that readers are going to not just enjoy, but gain something from. If someone is investing 5 minutes to read your post, they better walk away with something or your bounce rate will hit the 90% mark quick. Try turning that around. It’s tough. Ask Pete Rose, who can’t enter the Hall of Fame.

I don’t care what your passion is, if you love it, join it. I am a recruiter at heart. I love strategy and technology. In its simplest form I love to help and create game plans. That’s it. So what do I do?

I connect with every recruiter I can and share knowledge. I join the conversation. I comment on other recruiters blogs. I watch their videos and let them know what I think, bad or good. Now, I do this because I love it and I can be found damn near ever Friday and Saturday night mid morning (1-3am) online leaving a comment. Why? Do I really need to answer this?

BUT…

This is about twitter. It’s about following the right crowd. There is no need to hang out at the basketball courts drinking beers if your crowd is not there. Search and Follow the right crowd and you will have no shortage of comments or content you can contribute. Check out some tools HERE. Contribute some quality and genuine content and your ROI will be amazing.

The second piece to this is community. I can write about this for days and days, heck I’ve talked about it for longer. If you are in this game to win it, you must 100% understand the true value of a community. Gathering 35K members in a LinkedIn Group, or your Facebook fan page is useless if you do not capitalize on the conversation piece. Get it?

If you generate it, they will come. High Quality output = Higher quality Input.

I know I will get 40 emails today with comments similar to: But how can I do this with Twitter?” I will answer each and everyone. It’s my community I’ve built and I will answer you and your friend, and their friend and answer you again if needed. Do you get it now?

No matter how you slice it, there is no special sauce that will magically make you king. But here is a break down of how Twitter can help.

Follow the right Crowd. Drink your beers with the right crowd, they are much more welcoming.
Pump out some high quality content that is relevant to…YOU. If you are in the right crowd forget about morphing your posts and content to their liking. They will feel the passion and love it regardless.
It’s Twitter…RT RT RT – Share your content and share your groups content. Great information goes a long way in building strong meaningful relationships
Understand that this is not about you. If your twitter story is about how many followers you can get, you’re screwed. Listen, it’s no longer about who you know. It’s about who they know. “social media” success stories are built on helping your community achieve their goals. When this happens everyone succeeds. Trust me, you will see the rewards.
Do not abuse the system and spam. There is no need to post your links on every comment you leave or post tweet you put out there. (Except this one)

Listen, in the end, your passion is a passion, and you will succeed. Twitter is just a tool to help push forward that passion and connect you with the right crowd. By the way – If you haven’t figured it out yet:

Your Passion = Your Brand

Thanks for the time and please let me know your thoughts and feel free to RT this to the world! Digg it, Stumple it whatever you want!

VisualCV – Continuing to build your online Brand

admin — Tue, 25 Nov 2008 17:35:51 +0000

For recruiters and candidates, online branding is very important. By getting your profile online and up to date, thousands of people can find you.

I’ve noticed recently many people adding VirtualCV to there list of online media to promote themselves and brand themselves online. What is it? I hate when I get pictures on resumes, I think it’s silly (though that mindset can change tomorrow and probably will).

But this is different. It’s a way to add some pizzazz to your on-line brand.

VisualCV is highly indexed on Google and can really search as a landing page for those sourcing your name on-line. Hmm… as a recruiter this could be a great tool. Well, maybe not. Why would I want my profiles index by the one powerhouse of a search engine so candidates can research me and contact me? Do I need to answer this? It’s an actual question that was posed to me earlier today.

Seriously though give VisualCV a shot. Creating an online brand or a presence is obviously important as a recruiter. Findability is key to your success and how you brand yourself will dictate just that.

Visual CV is a pretty neat tool that can be used in a variety of ways. Employers can search for resumes or even promote a brand. Candidates can promote themselves; look for a new gig, or to promote a speaking engagement. The opportunities are endless and the marketing ability you gain can be priceless.

Social Networking, job boards, Blogs, career repository – these are just a few ways thousands have used this service. Online branding continues to play a greater role in job search, professional networking, and general life.

Sourcing Tip: the key to building an established on-line brand is inter-connectivity among all of your social networking sites.

Oh did I mention this is FREE!