BraveNewTalent.com

I have come across BraveNewTalent.com today. The site is an interesting new blimp on the Social Networking sphere, connecting job seekers directly with employers. Think, LinkedIn although more focused.

Users can create a profile and then follow employers of choice which then allows users to follow bites of information that the employers choose to deliver via the network.
BraveNewTalent.com seems to be a valuable tool by allowing potential recruits to research and gain insight in to employers of choice. To date, they have 685 business’s online ready for you to follow. Notable names include Google, Microsoft, Unilever, PricewaterhouseCoopers and many more.

Interviews with potential employers can be a daunting task for some. In such cases, information is power. Offering ‘candidates’ the opportunity to research employer insight, values, current news, projects and so forth – generally paves the way to a positive and successful interview. Yes – this insight can usually be gained through company websites, although company websites are usually slanted toward clients and not so much toward potential employee empowerment.

BraveNewTalent.com definitely provides this aspect – assuming the employers and business they profile are compliant in keeping the relevant information fresh.
While I am all for social networking and value it as a real way forward in the Recruitment industry, I can’t help but disagree with some of their statements:

“Our approach is simple. We think the recruitment process is outdated. Candidates and employers are too often relying upon methods which have not taken advantage of the social networking revolution. Members of Generation Y are used to having instant access to information, and being as well informed as can be when making a decision. At BraveNewTalent.com, we think it should be the same when job-hunting.”

The recruitment process is outdated? Really? Since when? It’s still a booming industry with new key players arising every day. Large, medium and small organisations still value the process and still retain trusted Recruitment agencies for their expertise.

While BraveNewTalent.com is clear in offering their focus on the needs for Gen Y, this is definitely a ‘brave’ statement.

We can’t lose sight of the fact that Social Networking will never be successful in replacing the principles of face to face networking. Social Networking will never replace, but can compliment face to face networking.

Here at Cyber Placements we bridge traditional recruitment (networking) principles with new trends. We utilise Social Networking to add value to our relationships with our clients and candidates. Although, we have done the ground work. Our relationships are in place. They have been developed with care and devotion, and traditional networking values.

As far as I can see from BraveNewTalent.com, Gen Y would not appreciate our values. Which, again, is a ‘Brave’ approach to take.

The site is an interesting concept that adds value to a keen professional who is keen to present themselves in the best light. At the end of the day - Recruitment requires expertise, insight, knowledge and a tuned approach. I don’t feel it is something than can be overrun by Social Networking alone.

Don't Believe the Resume Myths

Your Resume should only be less than two pages long. MYTH! As long as your resume includes only relevant information, and doesn’t list every single position / role you have had since 14 years old in massive detail – it can be however long it has to be. Although, as mentioned – only as long as it has relevant information and doesn’t read like a short story.

Your Resume MUST have a career objective. This is a border line myth. Unless you are able to write a unique and compelling career objective, leave it out. If your career objective is anything less than perfect then it is a total waste of space. So yes – a career objective is definitely something worth including although only if it is done well. Feel free to ask me for advice about this.

Your References must be listed on your Resume. No no no and myth! At the very bottom of your resume write: ‘References Available on Request’. Reference contacts hate nothing more than receiving 5 phone calls a day regarding your job applications without any warning. Generally they will become less than pleased in giving you a glowing reference. If a Recruiter or Employer would like to contact your Reference, email or call your reference, ask for a suitable time for the Recruiter or Employer to call, explain the position you are applying for and thank them ever so much for the great favour they are giving you. It is worth while having more than 2 references, as some may not be contactable at the time a Reference is needed and it’s good to ‘spread the load’ if your job hunt is extensive.

You should include your hobbies and interests on your Resume. Simply put – no. Unless it directly relates to your career.

Include your salary expectations. Never! Unless your Resume is being submitted by a Recruitment Agency.

Pretty Resumes attract more attention. Don’t include a photo of yourself, don’t spray it with perfume, don’t have colour headings and text, don’t play with page colours – just don’t do anything to it that doesn’t include a white background with black or navy text. The only exception to the rule is if you are seeking work within a creative field. If this is the case, make your Resume subtly attractive. Remember less is more.