Ondrey, the Marist College applications report specialist, says he and his colleagues are getting that message, so they're beefing up their online professional presences by posting or tweeting articles they find interesting along with their own commentary. They're updating their lists of skills and responsibilities on their resumes more frequently. And they're adding videos — both their own and others that are relevant to their field of interest.
That fits with what's happening at Appirio, a San Francisco-based cloud technology company with 650 employees globally.
"We have definitely seen more candidates modify their resumes to include links to their social media profiles," says Jennifer Taylor, Appirio's senior vice president of HR. Resumes now include Twitter handles and links to LinkedIn profiles and blogs.
The process works both ways, Taylor says; she and her colleagues use social media to reach out to potential prospects. "Often we have found that it's through a Twitter conversation that one of our employees will identify someone in the ecosystem who is contributing unique ideas or products," she says. "We use those as an opportunity to say, 'Look at what this person is doing, we should start a conversation with this person.'"
And while Taylor says she hasn't yet received a video resume, she and her hiring managers use video to promote the company to prospective employees and to interview candidates — something they do live using Skype, Google+ and occasionally GoToMeeting.
"We still believe that there is no replacement for face-to-face interviews, and we do make that a requirement before anyone is hired. But video is a very powerful format," she says. "It makes information about our company as available as possible, and it gets people familiar with us. It creates some rapport right off the bat. The candidate feels like they're getting to know us, and vice versa."
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