As always Jerry...thought provoking! As having been a part of the Animal's show on using Twitter as a Recruiting Tool I feel compelled to make a comment or two. Twitter is what it is. It is not a silver bullet of recruiting. It is a tool to be used in a way the application warrants. if you want to build communities of candidates with certain skill sets use Twitter for that. If you want to gain exposure to a potential "Holy Grail" client use it for that. In this contracted market, both are necessary with a repertoire of JIT/LEAN Boolean Sourcing tools.
Oh yeah, don't forget to build a relationship with the candidate and the client and remember how to close the both of them. That helps quite a bit in my experience.
That is my take anyway
Thanks for all the replies folks! One common theme that surfaces in most Twitter threads seems to be the amount of information shared there.
While I'll certainly agree the amount is staggering - I'm just reminded of the need (for me personally) to be conscious of "prime time" and "non prime time" during business hours.
I can just picture my first recruiting boss stopping by my desk in the middle of the afternoon to find me wading through a pile of encyclopedias.
"Uh, what are you doing - more specifically - why are you not on the phone?"