What Media Should You Use In 2013 To Find a Job?

By Jez Styles, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development

What Media Should You Use In 2013 To Find a Job?

It has become increasingly clear that with inexorable rise of Social Media that the art of looking for a job has become more complicated than ever before. The methods you decide to employ when looking for a job will depend on your industry, job function and level of seniority. Here is a quick round up of what Social Media sites and media  you should consider using when looking for a job in 2013. It is worth bearing in mind that our advice is focused on the UK Retail market.


Linkedin has become the recruiter’s (in-house & agency) tool of choice for ‘identifying’ suitable candidates. Most recruiters treat it as a secondary database.  It tends to suit people on at least their second job rather than entry level. While it is great for enabling you to be found, it doesn’t work particularly well as a ‘job board’ yet. Therefore you need to be very proactive to put yourself in the shop window. What Linkedin has enabled professionals to do is to load their ‘CV’ on to a platform (which is ostensibly a job board)  in a socially accepted manner. It is worth bearing in mind however, that you have limited control over how third parties use your details as the new profile (when printed via a PDF) mimics a standard CV format. That said, it is great for passive and active professionals. You can find a handy ‘how to create a profile’ guide here


A lot of companies have set up Twitter feeds for vacancies however this tends to be a continuous stream of updates of new vacancies and is, as a result, not particularly targeted. Recruiters use Twitter to identify new candidates for specific searches but on the whole it is very time consuming and as a result not overly used for recruitment purposes. I suspect that there will be some innovative advances in how recruiters and candidates use Twitter in the next couple of years. In my opinion, if you are time restricted it is not worth investing significantly.


Despite Facebook’s best efforts, it is unlikely that it will become a significant platform for job seekers in 2013. A number of recruiters have used FB prolifically at entry/graduate level but as yet it lacks the credibility of Linkedin. What is interesting though, is how recruiters are using it in the US to gather personal information about applicants. In our opinion it is not currently worth investing time in FB however if you do, you should carefully consider any content you load up.

Job Boards

Recruiters are investing less time in searching for CVs on the job boards than they did previously and it has been suggested that if you are mid-senior management level that loading your CV up could damage your credibility. Even the specialist boards are struggling to compete with Linkedin for new candidates. However, it is still a great place to look for a new job. The simplest approach would be to sign up for alerts (set your criteria) for several of the key websites. There are several decent generic boards with specialist boards servicing specific job functions. Feel free to email us directly if you need any specific advice (Retail & Hospitality markets only!). This remains a useful tool for the active candidates.

Publications (print & online)

The cost of advertising in print has become prohibitive for most volume based recruiters. While it does make sense for some specialist vacancies the reality is that recruiters will tend to use a combination of online adverts and targeted searches. If you have traditionally relied upon your trade publication for browsing vacancies, 2013 is the year to move your search online.


A very specific tool for visually led employers. We have seen the beginnings of a trend for recruiters to search for candidates and advertise positions within fashion, design or creative led positions. It is still very niche however well worth considering if you want to try something innovative.

And finally….Agencies

Clearly I have a bias here, but there is a growing trend for companies to move their recruitment mix from larger corporates to boutiques. More often than not, this is service and knowledge driven. With this in mind it is worth thinking about your network across the agencies. Boutique agencies will tend to be relationship and referral driven so it is worth speaking to a couple of trusted peers to get some recommendations.

I hope this helps and as always we would be keen to hear from anyone with any other suggestions.

By Jez Styles, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development