This multi-pronged approach to candidate engagement – I am also happy to report – hast lost its novelty value and is now imbedded in the recruiters’ workflow, which is where it makes a difference. It is now part of the day to day for a material number of agencies and internal recruitment teams. This is not going away; we’re not going to just post classifieds anymore, is my bet.

Concomitant to this evolution, job seekers need to think now (more than ever) as to how to nurture a multi-channel job hunting platform online. Which employers do you want to be targeted by? Who do you want to meet? What is the first search result you want to appear when someone Googles your name? What is the best platform to research a company or agency or individual recruitment consultant?

What I am pointing to is that we, as job seekers / professionals in constant career flux, need to understand that it is our responsibility to determine/influence our reputation online and to use the channel other than just clicking the ‘apply online’ button to get the job you want. We are empowered and able to do so without the need for technical wizardry or expensive/cumbersome overheads.

Given this, I thought I would start a bit of a list as to what you can/should do/consider when refining your ‘interactive job seeker’ self. Hopefully the list and the points outlined can be enriched with adds / edits from the readers.

1. Reports of the demise of the standard word/text/PDF resume have been greatly exaggerated. This is still the document that recruiters work with when it comes to the crunch. So if you are going to post one of this mothers online, ensure it is a current one and it reflects your agenda/interests pretty much up to the minute.

2. The resume format of choice might be the same but possibly there are smarter ways to manage its distribution/broadcasting. Give emurse a try to keep multiple versions of your resume, and a fairly clear trail of who you’ve sent it to. If you believe a fancier CV format will contribute, register with VisualCV and give it a crack

3. If you want to be seen and approached at an early stage of the recruitment process or as recruiters conduct their sourcing activities, work on your online profile. LinkedIn is still very much the place to go for this (XING is not playing in Australia and has no plans to do so – in any English-speaking nation, for that matter). Beef up your profile with work experience, academic pedigree and associations; all of this gives the system a chance to connect you with (arguably) solid connections.

4. Avoid things that create churn for the recruiter. Serial/batch job applications to classified ads are as counter-productive as multiple postings of the same advertisement. In both cases you as the job seeker are on the receiving end. If your name crops up multiple times for a large variety of roles, you may not be considered as a serious applicant. I know this is a broad generalization and a perception that maybe overridden in case you happen to be a good candidate for any of the roles, but I think it’s a reasonable rule of thumb.

5. Google yourself, and have a look; which result comes first? If you have a common name (you know what I mean, so don’t take offence) narrow down your search to your profession or company. Are your results showing within the first 10-15 results? Are you happy with the results that point to you as an individual / professional? I spend a bit of time on my LinkedIn profile and it appears that LinkedIn corresponds by investing in SEO on my behalf (and theirs, of course)

6. Search yourself on Zoominfo. This engine crawls the net to work out a profile extracted from the info accessed. You can actually register and ‘claim’ the profile the system works out and update it with current information

7. If LinkedIn appears too slanted to networking as opposed to to-the-point job hunting you can keep an eye for the LinkedIn job ads. Alternatively you can have a look at resume databases like LinkMe, which is more a job-seeker ready environment with some social features. Remember also that you have the option on several job boards to make your profile and CV visible to recruiters

8. Use Google, LinkedIn, Zoominfo and Facebook to research a company of a specific individual recruiter. If you want to check out a company, also check their careers site; further to this, create a Google email alert so you can receive news or blog postings about the company you are interested in (you want to hear from people that have actual experience with the company, not with their PR machine). While you are at it, create an email alert for yourself (e.g. enter your name as a search key)

9. Publish (this is a bit of a big one to elaborate) may tackle on part 2

Just run out of time, I am sure there are good/better ones to add for job hunters to consider; send your comments and adds to keep building this up over the next few days.

Send me an email if you need further help on this, I might be able to tailor a few things for your specific situation as a job seeker (jorge at latinocean.com).

Have a great rest of the week

Taleo has new plans to join Facebook as a way to give small- and medium-sized business customers the ability to network and source passive candidates.

Slowly but surely, we’re moving towards a multi-channel sourcing platform.