How can I personally have an eight million person candidate database when many Fortune 500 companies have less than a million? Of course: it’s the simple, exponential power of social networking sites. You have probably heard how important these sites are to recruiting, and how they will only increase in value over time. Many companies have implemented programs to enhance the online and network potential of their sourcing teams and management. Programs include budget increases, marketing campaigns, and professional education for corporate recruiting leaders.I would like to address how best to implement an evolved sourcing team structure that emphasizes the new developments in social networking. Many people have theorized the need for, and/or named themselves, “Chief Networking Officer.” This is a new title constructed out of the need to place serious emphasis on external company relationships and large active candidates databases. The title is a cross between VP of Marketing, CTO, and Chief Sourcing Officer. Practically speaking however, companies are probably ten years away from constructing an executive level role from even very advanced social networking expertise. The suggestion to create such an emphasis is perfectly legitimate and well thought out, however usually made by people somehow involved in the transformation.To bring the same forces to work for your organization, consider having a Social Network Administrator. The position works best when overlaid with a Sourcer or Recruiter title. Centralize the expertise in that individual, and have them educate others on best practices and innovations within the space. But do not misconstrue this as a personal endeavor, but rather a business pursuit to which to leverage your entire enterprise. Allow this person access and development of their network using the full resources of your candidate database, corporate website, etc… to integrate the external and internal databases to their fullest capacity. However, if you take this approach to forming a SNA postion, you do run the risk of having your full network walk away from you with your employee! So just as standards have evolved about corporate databases and Internet policies, have a policy in place for the people who manage your social networks. Make sure the network is your company’s, and that the logins pass ownership if that person moves on.Using this strategy, you can create a safe, reasonable, and actionable plan to tackle your biggest challenge - the evolution of your company’s database into a universe of real-time market information.Talentbar, http://www.talentbar.com, is a leading community for Human Resources and Recruiting professionals.About AuthorTalentbar, http://www.talentbar.com, is a leading community for Human Resources and Recruiting professionals.Source: ArticleTrader.com