With more employers are using LinkedIn, Twitter and Facebook, hire staff, says Graham Snowdon's tactics and how job seekers can use to their advantage

The chances are you're already familiar with social networks as tools for keeping in touch with friends, or transfer your thoughts. But their value has existed as a way of connecting with potential employers you by it 's time to be as fast. A recent U.S. survey found that nearly 90% of employers either, or plan to use social media for recruiting.

In the fast changing world of social recruitment goes by, hardly a week goes by without the appearance of some new gizmo site or change the face of allegedly looking for a job forever. For example, last month saw the launch of the \ key "with LinkedIn \ Apply" so that job seekers send their public profile data from the business professional network directly to the employer. Reports of the death of the traditional paper CV may be premature, but clearly there is an increasingly \ less influential part of the job seeker's arsenal.

LinkedIn, with 100 million members, is still the site of choice for companies hiring directly, but Facebook (750 million) and Twitter (200 million) to catch up, set with many believing a turning point in the way employers want to reach staff.

But what does this all mean for jobseekers? Understanding the rules of social recruitment is the key. At first glance, the employer, it seems to hold all the cards, but understanding their tactics can greatly improve your chances of getting noticed.

"It 's over the full extent of proactive now," says Matthew Jeffery, head of talent acquisition, software company Autodesk. "It 's not enough to simply push your resume on the website and hope that a company will come to you. The burden of proof lies with you to get up and move to something"

1 You don 't have "search" to be sought

If you are one of the 10% of LinkedIn members actively looking for work, the bad news is that the site 's corporate recruiter tool, which it sold to employers, allowing them the "passive" access 90% of members in jobs.

"From the perspective of the company, the talent pool shrinks \," says Jeffery, co-author of an essay titled Recruitment 3.0: A vision for the future of recruiting. "The participants are getting better and hire people, rivals and graduate talent is always somewhat mixed quality. We need to get more aggressive in the passive pool."

Nevertheless believes Jared Goralnick, founder of e-mail management service AwayFind, social media expertise to the job seekers.

"If the employer for people who have a job, filtering, if they get 're recruiting, maybe you can' t in this pool. But it 's just one of the pools," he says . How people present themselves online, he says, "a great chance to put in a position of authority".

LinkedIn Goralnick says "predictive algorithms that tell when someone looking to move on to when someone starts updating their profile in a certain way \ hat." - One reason why it pays to keep your profile up to date

2 Build your own brand work, but well thought out with him

In order to see themselves more as you showcase and express experiences and skills on a LinkedIn profile as carefully as you think it with a paper CV. Keep your resume concise and experience and browse to the point, recording key search terms.

And you stretch out your calling by linking to blog posts or articles of professional relevance - even to your other social media profiles, if you are sure they describe in a good light (see point five). LinkedIn has more tips here.

But too much noise, no substance can be risky. Employers may be suspicious of people who try too hard to get noticed seems to think so carefully about fee-based services, the flag up your visibility, such as LinkedIn 's Job Seeker premium quality.

"Who are you a 'featured' candidate? Says all this to me that to pay you, so you move to the start of the search list can be decided. It does nothing to demonstrate that a prime candidate "writes entrepreneurs and employers Adrienne Graham Forbes on their blog, Work in Progress. "If you didn 't get attention off what you think paying a few extra dollars to make you suddenly desirable?"

"When we are down to personal information, there 's two ways," he says. "It 's what you can partner with the world in social networks, and I think that' s all fair game. Then there 's information that you had no intention of sharing, by one mechanism is made available ... morally runs foul of what we call privacy. "

Tarnowski notes that can be the Facebook data of real interest to employers lie about drunken holiday snaps and in primary and secondary compounds, which together paint a far more accurate picture.

"The list of people I choose to be friends with says a lot about the kind of person I am," says Tarnowski. "Past job titles say a lot done on what I 'do m probably in the future. The courses I' \ ve say much about what is potentially suitable jobs be. All of these snippets, if put them together, could incredibly valuable. "

For now, there remains an understandable risk for Facebook users about the type of information employers could make claims. The Network 's data-protection laws remain notoriously lax, and it is difficult to permanently delete a Facebook profile. Google +, a new attempt to rival Facebook tries to resolve these problems by the users of their contacts in \ group bridge the "circle" - family, friends and work colleagues - and share different updates with everyone, and the use of much stronger privacy rules .

Perhaps, thankfully for jobseekers, there is a silver lining in that transparency can work both ways. Jeffrey likens the situation for those checking out employers to that of researching a hotel on Tripadvisor: "I don't trust the spin in the brochures, I see what other people have written and trust them to help me make my holiday decisions. You can see the same in recruitment."

For many larger employers such openness has taken a little getting used to. "The companies building social media communities are no longer responsible for the message, which is a bit scary," says Jeffery. "In the old days, you could a message out there in print or broadcast, and there was no way to respond. In the social media age, everybody is talking out there. So, what companies say about themselves must realistic, or we 're going to get shot down. "

Mirror image