On May 1 this year, theMediaFlow was a year old and looking toward the next stage of development which includes building the team. I find therefore, I’m rather highly-tuned to any mention of recruitment, job-seeking and job searching within the industry.
When I saw this tweet from Lyndon Antcliff (@Lyndoman) on Monday, I couldn’t help but agree that the CV/resume is dead and think there’s a number of reasons why this is the case.
Tweet from @lyndoman
I agree that the CV is slightly redundant as a format, in an industry where commonly one's digital footprint tells a much clearer (and possibly more honest) tale of knowledge and history.
It’s my view that by nature, the search industry tends to attract those of an entrepreneurial nature. Those that seem to question the assumed status-quo tend to make good SEO’s. Combine that with the level of access and data provided to us by social media and search engines, and in addition to the methods of qualifying perspective employees mentioned above, we also have the means for some rather entertaining ways to land a job, or "steal" your next superstar SEO.
1. The Alec Brownstein method
I first came across this story via the Huffington Post on May 13th, though as far as I can tell it was Mr. Brownstein himself who first publicised his inventive method of getting a job via his YouTube channel. Quite simply, Alec used Adwords to promote his skills to top advertising execs that he (quite safely) imagined to be in the habit of hanging out with their "vanity SERP".
Bidding on the names of these six target execs, Alec managed to bag four interviews, two offers and a job. Oh... and he spent just $6!
2. Facebook advertising
During last month's SMX Advanced London, it was Guy Levine in the "Killer Facebook Marketing" session, who mentioned the capabilities of using Facebook advertising as a headhunting tool, during his presentation Facebook Marketing on Steroids.
Guy explained that given the very specific targeting capabilities Facebook affords, you can quite easily target the employees of a competitor, with ads for roles in your company.
3. Facebook meets Brownstein
On the other hand, if you're looking for a job and you know where you want to be and if you managed to find a suitable exec with a public profile; you could quite easily reverse-engineer their employer, age range, marital status, political views and interests to refine your target group to include little more than the person you're after, (with a reasonable degree of certainty).
Of course, there's a fine line between chutzpah and stalkah.
4. Start a fight
Okay, so I'm deliberately exaggerating here; but to publicly, reasonably and intelligently offer a different viewpoint to a piece of research or a blog-post conclusion is a great way to get the attention of the author.
It doesn't necessarily have to be adversarial. In fact to take and expand in detail on a point made, or to test an espoused theory using your own research is just as good a way to get noticed by a potential employer.
Naturally, such a move might not work best if the sole objective is to get a job rather than to gain the respect and attention of the author; however if done well - taking it upon yourself to further the research or offer an alternative conclusion of an author, using considered and reasoned arguments, is something that always makes me sit up and take note.
And now, for giggles; a couple of things that might get you a restraining order rather than a job.
1. Query spamming the search suggestion tool
Yep. Definitely one to avoid, would be to query-spam the search suggestion tool.
Calm down. I totally hacked this together in photoshop.
2. Unsolicited DMs
If you know somebody well enough to DM them, then you shouldn't need to DM them for a job.
Although I'm pretty much of the opinion that the CV is a redundant tool, I'm not sure how all of these above methods might go down with different types of organisations and different cultures.
I do personally feel quite strongly that social media is just as valid (if not more) a method of assessment for prospective employees/employers to scope each other out. I also think we'll be seeing many more such creative ways of using one-to-one targeting (or near enough) to connect recruiters and seekers. It's would be in keeping with the social-mantra after all.