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If a tree falls in the middle of a forest does it make a sound? If a job seeker builds his or her personal brand on social networks but hiring managers don’t see it, does it really matter?

We live in a world of social internet exposure. From Search Engine Optimization to retweets to recommendations and blogs, social networking is all about seeing and being seen. However, if your personal branding efforts have not caught traction with decision makers, then you may be missing the mark. While I am a strong supporter of social networking and personal branding, I caution job seekers to avoid putting all their efforts into just creating an online persona. Even in an age where 77.3% of Americans are using the internet[1],Human Resources Departments are a laggard when it comes to adopting effecting social networking processes. Recruiters, however, have embraced social networking and serve as both a link between job seekers and hiring managers and as an advocate for qualified job seekers. And they are looking for YOU.

In the social networking age, I encourage job seekers to continue to work with recruiters for the following reasons:

Recruiters are a direct pipeline to job opportunities.
Recruiters serve the purpose of helping organizations find the right candidate for a job. Our current economy and new technologies such as online applications and job boards have combined to create an environment where the number of applicants per position has skyrocketed. It is a crucial advantage to have someone on your side that has the ear of prospective employers. For example, as an HR Specialist for my current employer, I recently recruited for a position posted on a reputable job board in the Washington DC area and had over 300 applicants for the position. Had I used a recruiter to help fill the position, it would be his or her responsibility to analyze each candidate and serve as the liaison between HR and selected prospective candidates. Instead, honestly, it was easier to use the application system which screens resumes and ranks individuals on fit, from 0 to 100 percent. Only the top candidates are usually screened and only a select few of those are contacted.

Which brings me to my next point…

Recruiters provide a “personal” touch.
One of the most common complaints that I hear from job seekers is that the job search process seems so cold and impersonal. Candidates hate not getting calls back and HR professionals post ads that routinely say “Please no calls about this position.” Unfortunately the process is designed that way for a reason and is not going to change anytime soon. The online job application process has made recruiting more efficient for HR. It allows us to use algorithms and screening tools to distinguish between the best and worst candidates and to capture data that we need for mandatory Federal reports and record keeping. Recruiters, on the other hand, use the old fashion method of screening resumes one by one and use their experience and “gut” feeling to reach out to potentially qualified applicants. Often times, recruiters scan online job boards and social networking sites such as LinkedIn and Twitter to find eligible candidates.

Recruiters help present you in the best light possible.
First impressions are everything in the job search process and so is credibility. Once your resume hits the desk of a hiring manager or HR staff member, you are being evaluated based on those two to three (please no more than three!) sheets of paper. A recruiter knows the needs of the company and will make sure to discuss with you the key points of the position. Not only that, but they will speak with the company regarding you and how you can help address the key points of the position. If you are a really good candidate, the recruiter serves as a trusted advocate and can help you stand apart from the rest of applicants.

So as you can see, a recruiter can help you enhance your career search by serving as a direct liaison between you and potential employers. How should you optimize your experience in working with a recruiter? Sell yourself and sell the brand that you have worked so hard to build up and establish. In your attempts to build your personal brand, ensure that you are broadcasting your efforts to recruiters and others that can help lead you to decisions makers in the hiring process. In addition, once you get contacted by a recruiter, you can list all of the strides that you have made on social networks and perhaps have it serve as evidence that you are remaining current in your field in spite of your current employment situation.

Best of luck in your career search!

Joey V. Price is an experienced Professional in Human Resources (PHR) and founder of Push Consultant Group, LLC. He has been featured in Ebony Magazine, CNN.com, Monster.com, CareerBuilder.com, and more.  Contact him on the web at www.pushconsultantgroup.com, on Twitter at www.twitter.com/pushjobs, or by email at This e-mail address is being protected from spambots. You need JavaScript enabled to view it .