Imagine world where your tablet, smartphone or computer takes the hard work out of a job search. The advent of the semantic web could take the headaches out of the job hunt once and for all.
Recruitment represents the lion’s share of Internet traffic, and while people are increasingly savvy when tapping into online opportunities – those looking for technology and media jobs are already harnessing the power of the social web to connect with recruiters and raise their profile with the people in the know, but as we hurtle towards a more ‘intelligent’, adaptive web how will this affect how we find our next role?
What Does Web 2.0 Look Like?
Those already using Web 2.0 are using the power of social media channels such as LinkedIn, Twitter and Facebook, as well as blogs, to maximise their employment and networking opportunities and to develop and promote their brand. Web 2.0 allows people to connect and share, it allows them to post content and shape their space.
The current web mean job hunters can connect with recruiters, approach employees of companies they would like to work for, put themselves in front of business leaders and conduct thorough and timely company research and they can engage in real-time discussions with like-minded individuals from across the globe.
Web 2.0 makes the recruitment process more fluid; job seekers no longer have to go through the motions of sending out hundreds of resumes and scouring the classified ads. You can share your resume via the social web, have ads delivered straight to your inbox and talk to the people that matter, all from the comfort of your armchair.
How About Web 3.0?
Where Web 2.0 allows interaction and mass publishing of content, Web 3.0 will blur the line between people and machines and try to make sense of that content. Using machine learning and algorithms, 3.0 will present you with information it believes you will value, based on past activity.
While 2.0 allows you to conduct your job search from the comfort of your armchair, 3.0 will enhance any experience while you’re out there experiencing it, and while 2.0 sees social media as a recommended way of searching for a job, with Web 3.0 it will be the norm.
The technology offered by 3.0 will lead to heightened and more fruitful and offline events. For instance, delegates at career fairs and networking events will use their smartphones to scan and share data and link in with the recruiters in a way that’s both immediate and relevant. Some of these events may even be virtual, where you can send your avatar to do the hard work for you. Heard of Hyperfair? Then you know what we’re talking about.
Including QR codes on resumes and job seeker cards will allow you to control your brand and the information recruiters see about you. If there’s anything in Cyberspace you would rather recruiters didn’t see, directing them to a well-ordered library of data is a useful way of giving them everything they need, without them attempting to find it themselves. This partnership between people and technology will see online and offline brands becoming more congruent and will lend job seekers a level of control they’ve never had before.