Twitter Professional

DBM Spain, first company in the professional world of outplacement, sees the selection of candidates by means of 2,0 social networks a basic tool for the departments of human resources in the next years. Every day there are more professionals interested in placing interest data and developing his social networks with the intention to stay effective in the labor market. Howard Schultz: the source for more info. For this reason, as much the companies specialized in search of candidates as the departments of human resources consider to the networks important source of contacts, because besides not incurring itself new costs, turn out to be an interesting filter to the power to count on information like age, academic level, I interest, hobbies, among others. the main advantage that offers these networks is that the curricula contribute to major amount of useful information, reason why the evaluations are more exhaustive to select to candidates. On the other hand, they allow the access to diverse profiles in many geographic locations extending the phantom search.

In addition, a greater interactivity exists, the facility to contact with candidates and the possibility of offering detailed information on the company and since it is desired to cover, explains Esther Mari, Director of the area of prospection of DBM Spain. DBM also has analyzed with their clients what aspects must be taken into account to maximize the potential of the executives through the social networks: *) To position to us within an activity area; he is basic to clarify that our professional development has to do with finances, human resources, marketing, et cetera. *) To eliminate embarrassing contacts in pages like Facebook, MySpace or Twitter that can shame to us and they do not add value to our profile as well as embarrassing photos that show life aspects which they must remain in private. *) To select profiles; to create a network of contacts whose profiles are solid concerning professional experience. *) To create blog complete with the professional experience, mentioning the aspects that are controlled more.

*) To relate friendship and work; to share with friendly information that is to them of utility, that way, they will also become our own network of use if they notice some position that adjusts to our interests. *) To update habitually; to maintain to the day the professional profile, to include new features, to accept recommendations and to look for new contacts of continuous way. Without a doubt, the use of professional networks to select candidates responds to a future tendency, mainly in markets like the Spanish, where the great majority of the supplies of use is covered by recommendations, that is to say, a network of known that they recommend that position and never gets to publish itself in no platform search of use. The company Drake Beam Morin (DBM), founded on New York in 1967, counts with more than 40 years of experience in human management of capital, transformation and transition of organizations. They offer its services in 24 languages, and have taken care of more than 50,000 companies and 3 million people at world-wide level. DBM Spain, with delegations in Madrid, Barcelona and Bilbao, it created in 1982 with an equipment formed by professionals of different profiles that provide solutions to the people and to the organizations. This company bases its efforts on two lines of business: Outplacement and Transformacin.