Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
Finding the right IT candidate for your openings has been difficult in recent years. Maybe you should take advantage of the recession/not really a recession/recession-but-no-reason-for-panic to capture some new candidates. If you haven’t tried web 2.0 strategies, then perhaps you did not realize that 70% of undergraduate students and IT professionals in North America actively maintain social networking profiles.
You don’t have to learn what to do on your own, though. According to this article, Ernst & Young builds relationships on Facebook using job lists, employee contacts, videos, news releases, even polls and surveys. Deloitte held a film festival on YouTube of videos made by their employees about life at the firm, reaching a “diverse and rich” pool of potential candidates.
These are case studies to get you thinking. The exact network you use should target the candidate(s) you desire. Just off the top of my head, I would suggest this surprising example.
More tips to help you plan or improve your strategy:
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Make sure your current hiring process can accept seamlessly candidates found on social networking sites.
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Next, search through user-generated content to identify top candidates.
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Plan to contact these candidates – the vast majority of professional social networking site users say they are looking for opportunities. It may be better to use the site’s own comment function.
Want to go big? Engage a vendor to create a social networking site for you to use, in part, to interact with potential candidates. For more quick research, stay on this site and search (top right of most pages) using the terms “social network.”
Posted on: March 26, 2008 11:08 PM |
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