The terrain of hiring job applicants, applying for positions and evaluating talent is changing. Social media is now a tool that can be used by all those mentioned above, as well as others in the HR space.

But does everyone know how powerful and to what extent these new tools can be used? People trying to get jobs now need to decide whether they should create a social media persona, dial back their personas, or hope their prospective employers do not dig too deep.

Do applicants care? Do HR professionals now use social media and social networks as a determinant in hiring? HR and social media are hot button issues these days, so lets raise the level for everyone and talk about the role of social media in HR, hiring and job searching/applying.

All of these questions  as well  as the following will be asked tomorrow at 12 noon eastern at our 3rd #socialmedia Unpanel by Michael Long aka @theredrecruiter

1) What level of transparency is expected of a candidate? In other words, How visible should you ( the candidate)  be with your social media participation?

What are the new expectations? For the hiring manager and the candidate?

2) Who should and who should not be transparent in their efforts?  OR  Who benefits the most from a candidate being transparent?  Is it industry specific? Are there any limits?

3) How will being transparent change the way people are hired in the future?

Tomorrow’s Unpanel should be one of our Liveliest yet! Look forward to being there and make sure you bring your “A” game for this discussion.