However, I can see we are nearer than ever to recruiter awakening as the audience themselves (passive & active candidates) take the lead in where increasingly they will reside and can better be communicated and found.

At a time when skills demand increase, methods of finding people will need to be complimented with methods of two way engagement and retention – whilst at the same time, reducing costs and time to hire. Leaders will win, not sheep!

Or maybe I’m just jaded!

In regards to getting people to use our social media and building a community, it can be difficult as a recruitment company to stop users dipping in and out. Any ideas on how we can keep users interested once they have a job?

In The Apprentice TV show, in the interview stage, much is made of the content and veracity of the candidate’s CV’s. What isn’t stated however, is that these were never CV’s, but merely application forms to get on a TV programme. Most companies retain a CV of an individual as a part of their HR record after they have joined the organisation, when it should really be thrown away as a completely irrelevant document after their appointment.

My point is this; a public CV may bring you to the attention of a recruiter or an employer, but a more detailed document should then be used, once all the parties know exactly who they are dealing with. This Second Stage CV is the one that should be treated with absolute confidentiality, as it will contain sensitive information that should not be available to anyone else.

Sorry for going off the Pepsico topic, but it’s a topic I have firm views on.