Authors, Brenda Greene and Coleen Byrne point out that the basic interview process has not really changed, despite the radical switch to online searching and networking. After applying for a job, the process has remained the same as it always has. The recruiter still calls to set up an interview appointment. The interview, for the most part, is still in person (though there is a growing trend toward virtual interviewing using tools such as Skype). The interview still consists of the same basic questions. The strategies required to get you to the interview process, however, have changed forever.
It’s no secret that most of today’s jobs are no longer advertised via hard copy newspaper. Even with online recruiting through popular sites such as Monster.com or Yahoo, there is still an even deeper hidden job market. According to the industry professional between 20-30 percent hire through referral programs.
The Web 2.0 Job Finder provides an excellent discussion concerning the hidden job market such LinkedIn, a professional social media site. Breen and Byrne confirmed through the hiring pros that companies never stop hiring, even during an economic downturn – they hire differently. LinkedIn groups are communities that share not only industry knowledge, but industry jobs within the company of its users. Greene and Byrne provide detailed instructions on how to set up a LinkedIn account, improve your profile and get found.
With the lack of privacy on the internet, The Web 2.0 stresses the importance of branding and monitoring the information you place out on the internet. The authors call it “protecting your reputation”, which is imperative. When dealing with the internet, it would be unreasonable to expect complete privacy. So if you’re looking for a job, your internet dealings should be professional.
The authors have delved into the experience of many Fortune 500 hiring managers and recruiters to provide a wealth of information on everything from branding to writing resumes and social networking. They also include personal experience points as part of the research used to write the book. The Web 2.0 Job Finder is a short read at 217 pages; however, fifteen of those pages are reference notes for the many contributors.
Unfortunately, the last paragraph is written as though the writers needed to tie it all together with an unnecessary cheerleading session. Terms such as “proceed with gusto,” “forge ahead”, “no need to be afraid” are really not necessary. Despite the odd ending, the book does contain valuable information and insights on how to operate in a social media environment.
Note: This book was checked out of the local library for review.
This book is available on Amazon.com
The Web 2.0 Job Finder: Winning Social Media Strategies to Get the Job You Want From Fortune 500 Hiring Pros
