I have to say that Twitter is a good tool for job seekers and recruiters too. Recently I have received several candidates from my Twitter posts. I have also been posting some of our open job orders via splits.org onto Twitter and have set up some split partnerships with other agencies.

I like the ability to follow other people and many people have started to follow my tweets as well. It's like having a syndicated column that people can subscribe to and you can poat as much or as little as you like.

Since recruiters have a constant need for new talent and are always looking for top candidates to present to our clients it makes great sense to take your needs to the public and promote your services. As Twitter grows in users like Facebook and Linkedin it will become more and more useful to recruiters but for those of us who jump in early you will be the power users of tomorrow. Why wait until everyone is there when you can start now? Why not jump in and take advantge of new tools and technology?

In my recent speaking engagements for CA Staffing Professionals and The Fordyce Forum I asked the attendees if they were using Linkedin or Facebook and about 66% of the hands went up, When I asked if they were blogging yet about 40% of the hands were up and when I asked them if they were on Twitter yet only about 10-15% of them said, "yes". Facebook is growing by over 1 Million new users each day and Linkedin is getting 1 Million new users each month, and there are already over 112 Million bloggers out there so these tools are now what some might say are proven tools for recruiting. Twitter is newer on the recruiting scene and coming on very fast.

My suggestion is to get set up with a profile and start to use it. Take class as several are popping up for recruiters from the likes of Shally/Arbita and others to help you get started or read the various articles and blogs posts on how Twitter can help you in recruiting.

You can check out my tweets and follow me here

Happy Hunting,

Craig Silverman
Albin Engineering - "Driving Competitive Advantage"
www.aesi.com