Jobseekers beware. There is a new trend on the horizon that goes beyond Web 1.0 “brochure-ware” like resumes, referrals from associates or friends, and status quo job seeking activities: social network screening.

According to ComputerWorld’s Heather Havenstein’s article, One in Five Employers Uses Social Networks in Hiring Process: “the number of hiring managers turning to social networks like Facebook to delve into a candidates’ online behavior is increasing quickly: Some 22% of employers said they already peruse social networks to screen candidates, while an additional 9% said they are planning to do so. Only 11% of managers used the technology in 2006.”

Jobseekers Opportunity

CareerBuilder’s survey, which polled some 31,000 employers, revealed that “24% of hiring managers found content on social networks that helped convince them to hire a candidate.”

More pointedly “Hiring managers are using the internet to get a more well-rounded view of job candidates in terms of their skills, accomplishments, and overall fit within the company” according to CareerBuilder’s Vice President of Human Resources Rosemary Haefner.

How Do You Stand Out? Your Differentiating Factor

A robust profile will take you only so far in your quest to show the value, expertise, and experience you will bring to any company. How do you stand apart from the competition?

The Solution Part 1

In a fantastic Wall St. Journal article by Joann Lublin, Networking? Here’s How to Stand Out, the answer takes on more clarity as online networking consultant Scott Allen describes the new trend.

“For job hunters who use networking Web sites like Linkedin a more-sophisticated approach is necessary. When you invite someone to join you on Linkedin, include a personalized offer of help, such as an introduction to a customer OR a useful link to a relevant article“.

Blogging to Employment

The dawning of a new age is upon us as the Web 1.0 brochure-ware resume strategy is no longer the most important strategy for jobseekers. As foreshadowed by Scott Allen, jobseekers must be willing and able to deliver their knowledge, expertise, and experience. But how?

1. Employment Campaign: Create an employment campaign that utilizes the strategies of a direct marketing campaign to target hiring managers, companies, industries, and niches.
2. Blogging: Create a blog that is the “killer” Web 2.0 delivery system, and centerpiece, that supports a campaign that provides exposure and a method that is proactive and not reactive.

Analysis

The move away from resumes as the delivery system for your value message is only the beginning of a bigger trend in the process of finding a job. Today’s jobseeker must be aware that hiring managers and companies are being forced, in many cases, kicking and screaming into the Web 2.0 world of blogs and social media networking. As more and more companies adopt these Web 2.0 tools, they will specifically seek out those candidates who have positioned themselves on the Web and those candidates who have the Web 2.0 skill sets to prove it.

Related articles:

Susan Mernit’s Social Media Must Have’s for the Recently Laid Off

Inner Architect’s Blogging to Employment