Call me crazy, but I still don’t quite “get” Twitter. Or perhaps more accurately, let me say that I don’t see any special usefulness that this popular tool brings to the standard job search regimen, despite the tons of e-books and webinars sprouting up that claim Twitter has become a major weapon in finding new employment.
If you’re a professional targeting jobs in the social media space, that’s one thing. But for the average sales representative, office clerk, accountant, or civil engineer, I’m just not seeing what all the fuss is about. In fact, after running yet another quick set of experiments, I’ve been hard pressed to find a single lead in the Twitter universe that hasn’t already been widely publicized on the mainstream job boards such as Indeed.com and Simplyhired.com. So if somebody out there feels they can enlighten me on how Twitter has specifically played a positive role in their job search, I’m all ears. I truly do have an open mind on the subject, I just haven’t seen any convincing evidence yet suggesting that Twitter is a must-use resource for the majority of individuals today on the lookout for their next assignment.
This issue aside, however, my main reason for penning this article was to showcase an interesting little story I came across about somebody who DID use the Twitter site successfully in a career-related way. It was pretty ingenious, in fact. As you’ll read in the article here, an advertising agency was looking to hire a new “Assistant Content Manager” for their team, so came up with the idea of asking interested parties to submit their application entirely using the Twitter system. This was no easy task, since if you didn’t already realize this, a Twitter posting is limited to a mere 140 characters in length! So they were basically asking people to condense their entire “pitch” down to a string of text not much longer than the average haiku poem. The winning applicant, however, managed to rise to the challenge and prove beyond the shadow of a doubt that he knew how to use the creative potential of Twitter to full effect. Again, I’ll leave you to enjoy the full details of the story via the above link.
In closing, I wish there were more examples like this one running around out there where employers demonstrated a willingness to try new and unconventional ways to recruit — and screen — potential candidates. Engaging assignments like this one seem to level the playing field, at least to me, since they allow applicants to prove their worthiness for potential positions in a much more direct and creative way than simply firing yet another formulaic resume and cover letter package along. Let’s hope we see more companies willing to think outside the box in their hiring practices, going forward If anybody has come across any other good examples of this type of unconventional recruiting approach, please let me know!