Great question!
Simple answer, probably.
More complex answer, it depends. If your candidates are (IT, Sales & Marketing, PR, HR to name 4 types of candidates who are) then you better be.
Best long term answer, YES!
We will all be on it sooner or later. So, do you want to start now or later?
Or are you going to ignore this like you did email? You know who you are, though you won’t admit it now.
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If only someone would put out a simple, no nonsense guide, to help one decide how to approach/tackle this “Tweeting” stuff.
Done correctly, Twitter takes time, and can take TOO MUCH time very easily. But yes, it is a communication channel that can no longer really be ignored. It has become a communication channel where an investment of time and energy probably should be seriously considered.
Folks this isn’t a fad, it is the future.
I just found a great white paper that offers a candid and realistic road map to answer some of these questions (and doubts) from the good folks at Bullhorn. Think of it as a Twitter for Recruiters Dummies Guide. It is an exceptionally useful tutorial and guide to figuring Twitter out, with great links if you want to learn more and give it a try. For you skeptics, they also share three rather compelling reasons why you should seriously consider what Twitter can do for you as a search, staffing or recruiting professional, if you are still unsure.
You can check it out at (you may have to register as a Bullhorn Community Member first), or click on the document below and it will take you to an archived copy of the report.
http://www.bullhorn.com/research/Twitter_for_Recruiters.pdf
Is the ROI really there to make Twitter something every search and recruiting professional should be doing? I think the best answer to that can be found in a quote from the article itself:
“As one recruiter wrote recently in the Fordyce Report, ‘From a long-term perspective, I can’t think of another single service that can deliver this caliber of value.’“
Jeff Skrentny, CERS, had an inauspicious start in the recruiting profession as his first placement quit after 93 days. Then he was sued. Despite that start, Jeff has been an executive recruiter for 23 years, and has also been a trainer, author and motivator for his profession for the last 15 years, as well as being a business consultant and adviser for its producers, managers & owners for the last 10 years; all while still running a busy IT search business in Chicago at his firm Jefferson Group Search.
