EMPLOYERS may want to consider using social networking websites, such as MySpace, Friendster and Facebook, to market their company to new employees, according to Challenger, Gray and Christmas Inc, a global outplacement consultancy.

The online networking craze could place employers in contact with thousands of potential candidates. The social networking site on everyone’s lips, MySpace, has more than 78 million members and this includes multiple profiles from one source. Facebook, a site for college students and recent graduates, contains nearly five million profiles, photos and blogs.

“Presently, company recruiters check networking sites during background checks to screen for indecent behaviour of potential hires,” said John A Challenger, chief executive officer of Challenger, Gray & Christmas Inc.

“At the same time, recruiters can expand their candidate pool by searching the profiles to find people with the desired skills and experience to meet their company needs.”

Challenger suggested that companies include an introduction video to show a sample of day-to-day operations. Blogs can be used by employees to give candidates an inside preview to workplace culture. The site could include invitations to networking events. And, of course, employers should screen all content before posting.

Challenger, Gray and Christmas Inc developed the following list to provide guidance to employers who wish to use social networking sites as a recruiting tool:

. Keep an open mind. Companies should realise that a considerable number of their candidates are not Boy Scouts or Girl Scouts. But with that said, there is certain behaviour that is intolerable. If anything is found online that is troubling, hiring managers should learn more about a candidate’s personality and work ethic through follow-up interviews.

. Embrace the media age. Attract candidates to your company through blogs, video or audio clips. Hire interns or find media-savvy employees to create a profile that is visually appealing and eye-catching.

. Be proactive. Rather than wait for contacts to link to your company through employees, seek out talent by taking a few minutes out of the day to browse profiles.

. Blogs can be a great place to take the pulse of the workforce. Take the time to read them. They might provide the key to one-up your competition in finding talent, especially in coming up with unusual, but worthwhile perks. Blogs can contain complaints about hours, lack of vacation, annoying co-workers and bosses – practically anything under the sun. But it is not only complaints. There are some blogs that actually praise their company and the work being done.

. Plan networking events. Bands and social groups use social technology to advertise upcoming events. Companies can have the talent come to their doorstep by planning small events at a local restaurant or bar.

. Set up a group for people in your field. Do you work at a non-profit organisation and are you in need of talent? Set up a profile labelled “Non-profit Workers Rock!” Provide blog posts and interesting media, and “shop” the profile around to any current contacts. At some point the public will take notice, and before long a large pool of applicants will want to check out your team.