En una entrevista concedida a la página web de ABC.es, la especialista en recursos humanos Amparo Díaz Llairo, autora del libro "El talento está en la web" ( Le talent est sur le Web ") believes that the search for a job is nowadays necessarily via the Internet. According to her, having a virtual profile on the Internet can help us to be selected more easily by employers.

The expert believes that it is much more efficient to publish one's curriculum on LinkedIn than to send dozens of e-mails. In fact, having a professional profile on the Internet allows the human resources manager to access our skills no matter where he or she is. Over the last decade, it has been necessary for candidates to send their CV in Word or PDF format to the company in order to be considered for a job interview. Today, things have changed. In addition to sending the traditional CV to the employer, it is now useful to have a professional profile, a real "business card" for the candidate who is looking for a new job. This virtual "business card" will help to draw the attention of the human resources professional to important aspects of our qualifications.

For Diaz Llairo, the main activity of human resources is currently based on Web 2.0. Talent selection is more a change of mental model than a technical one. The main obstacles to the evolution of personnel selection often have to do with the standards pre-established by companies. For example, companies with more protocol will take longer to adapt.

"Social networks are a real breeding ground for talent, but the candidate must absolutely interact in order to obtain more visibility but also to help us in our search," says the author.

A simple Google search of our profile will allow the candidate to measure his or her presence on the Internet. Amparo Diaz Llairo also believes it is important to join different networks such as Facebook, LinkedIN or Twitter. On LinkedIn, the candidate can register on different discussion lists about a specific sector of activity or on forums.

"When we decide to publish our profile, it is essential to write a short, clear, concise description of our personal brand. This description must be understood by the reader over a period of time equivalent to walking up two floors of a building, i.e. about two minutes". "The summary must be attractive, capable of creating an emotion", adds the specialist.

The Talent 2.0 selection strategy is based on four principles: collaboration, technology, innovation and transparency. It focuses on social networks that promote the type of candidates the company is looking for. Social networks allow candidates to be catalogued according to categories of activity. For Amparo Diaz Llairo, the most effective social networks are LinkedIn, Xing and Viadeo. Facebook offers the possibility of publishing job offers or creating events related to the life of the company.

In the face of the economic crisis, searching for staff on the Internet allows companies to reduce the costs of selection processes. This enables a company to follow the trend of its competitors despite difficult times. On the other hand, a certain amount of time is needed to attract "followers", make contacts and build a personal brand for both the candidate and the company. Finally, Amparo Diaz Llairo explains that 80% of "Generation Y" is on the Internet and this fact must be taken into consideration by companies because it is a real talent 2.0 showcase.