“Once I get rid of all these other candidates, I’ll be a lock for that head taster position at Meow Mix!”
submitted by Tonya Sanchez

We thought it succinctly, effectively and humorously conveyed an HR message that the general public could relate to as well.

It was a tough decision and came down to the winning headline as well as these three noteworthy entries:

- The sign of a progressive admincat is one who overrides PawMaster, prefers a touch pad over a mouse, and efficiently clears up space on the harddrive.
submitted by Dee

- “MY dinner was late because YOU had to review resumes?? I don’t think so….”
submitted by Judy Ottinger

- Pumpkin applies for Manager Position at Fish Store..Hmm, “OK” stands for “Orange Kitteh,” right?
submitted by Melanie Harple

Thank you all for your clever entries and we hope you come back next month for more fun and prizes!

Hmm, “OK” stands for “Orange Kitteh,” right?

We’ve tested (stuck the proverbial toe in the water) Social Networking for a couple of positions with positive results (check out Jen Greenfield’s blog) and I cetainly will continue. Building (or rebuilding) your network via LinkedIn, Facebook, Twitter (still makes me feel like I’m talking like Elmer Fudd), etc. has been fun. I even brought out the old Rolodex for contacts not in my Outlook address book. Here’s a cliche for you: Recruitment with Social Networking, the future is now!

The report notes that the agriculture/energy industries primarily in the central US have come through almost unscathed (Egwuekwe’s animated graphic shows us that too), but right now manufacturing centers are starting to add back jobs – next up it just might be technology with the retail/hospitality industry to follow. But as the ABC report noted – much of this is projection!

Mike – I think the recruiting angle will follow (as usual) as people start filling out their Google profiles/buzz info with more details then the ability to target can not only be by geography but occupation, industry, key word, etc. I think Google has a lot on their hands right now figuring out how to get out from under the bad press re: privacy issues with buzz. Time will tell…

Ang – In 2 sentences or less: Google Wave provides a “platform” to share documents/projects etc. that multiple people can access/edit/alter/communicate Wave is ‘live’ with edits, etc. Buzz is Google’s method for sharing content/likes/dislikes/links/videos etc.

A real issue will be how open they make the API. Twitter exists because they made the most open API possible and allowed 3rd party developers to write tons of apps on top of it. Facebook has done the same…although they aren’t as open and flexible as Twitter. If Google doesn’t allow ways to post/access Buzz via an API…it’s a non-starter.

From my perspective, I’m trying to figure out the recruitment angle…how can recruiters potentially tap into this for reaching those hard-to find candidates…and right now, I don’t quite see anything special.

Through Alstin’s support we have entered the world or recruiting via the social network; Facebook, LinkedIn and Twitter. As efficient as on line applicant tracking systems can be for seeing and moving information they prevent real dialogue between a candidate and the recruiter. I can access all of the networks at any time from my Droid. Whether or not you want to be available 24/7 you have the ability to access your information when ever you want. It’s pretty cool.