Is there a place for a ‘web 2.0′ approach to recruitment?

A huge number of the blogs that I read are trying to tell me that YouTube is a great recruitment tool. I want to believe it, because I love YouTube, but I was sceptical of how well it was being used, particularly within the public sector. A quick search revealed some very dodgy videos of Chief Execs sitting in front of rubber plants spouting irrelevant nonsense that the average YouTuber (and the average job seeker) isn’t going to be the slightest bit interested in. I won’t name names, but go and have a look for yourself. It’s like the worst customer service training video you’ve ever been subjected to. Cringe!

Plenty of private sector organisations out there are doing it brilliantly (Google for one) – so why should there be a difference? Well, lack of money, obviously, and apparently creativity if the evidence is anything to go by. But they’re all avoidable pitfalls, I believe you could create a decent online presence for your public sector organisation with a bit of imagination and not much cash.

But even if you do get it right, what are you opening yourself up to? After much searching, I found what I thought was a great video. Engaging, interesting, modern, clearly not done totally on the cheap but they haven’t fallen into any of the other dangerous pitfalls, like using voiceover artists who don’t have the same regional accent as your employees (Leicester City Council, take heed). Have a look:

Brilliant! Not too cheesy, informative, professional, great video. Just the sort of thing I’d enjoy watching if I was looking for that sort of work. I was feeling really positive that it was possible for public sector organisations to use technology in a modern way. Then I looked down, and read what the great British (and international) public had seen fit to write about this video.

Not quite so positive. Downright offensive in fact.

So here’s what I want to know.

• In looking for a job, would you ever use independent social networking tools like Facebook, Twitter and YouTube to learn more about your prospective employer?
• Would you think more of an employer who had a presence in these areas?
• Do you think the kind of comments attached to the video above negatively impact on the organisation’s ‘employer brand’?
• What should the organisation concerned do in response to these negative comments – enter the debate, delete them, or just ignore them?

I’m looking for opinions folks – whatever you think is all welcome. And if you’d like to be really helpful, do me a favour and get your friends or colleagues to comment on this too.

Loving your work!

Oh, and just to be on the safe side, I’ll restate that the above represents my personal opinion, and in no way reflects the views of my employer. Who I haven’t named, but just in case.