Software developer Felipe Coimbra designs software applications for Twitter which can be found on his website Montreal-based company Twtapps is offering a variety of Twitter applications to create resumes

Need a job? There’s an app for that

So you think condensing your training and work experience into a two-page resume is tough? Try paring down those details to just 140 characters.

So you think condensing your training and work experience into a two-page resume is tough? Try paring down those details to just 140 characters.

The notion that job seekers could describe themselves to prospective employers in the same amount of space typically allotted to a text message may be too daunting for some.

But brevity is the name of the game on Twitter, and a Montreal-based company is harnessing the power of the popular social networking site to create special applications to help job seekers and employers connect online.

Felipe Coimbra, the force behind Twtapps — or “Twitter apps” — has developed a host of different applications to give that power to the “tweeple” as Twitter users are known, including the capability to create resumes, job postings and business cards.

With, a career manager application, users can create a Twitter resume marrying traditional elements of the CV with the modern-day online.

Users are asked to include their educational and experience levels along with their Twitter name, skill tags and a headline. Twtjobs also allows users to post job openings.

For both those posting resumes or job openings, they are limited to 140 characters to describe themselves or the position on offer.

“The best way to actually find a job is through your networks, through people you know,” said Coimbra, 28, a software engineer and entrepreneur originally from Salvador, Brazil.

“If you have the network on Twitter, and if you can leverage not only the people you know, the network of people you know but also the viral network of Twitter, then it’s a win-win situation.”

While basic services on Twtapps are free for use and without ads, there is an option to pay a one-time fee for unlimited branded jobs and resumes.

Welcome to “Job Search 3.0” — at least according to Alan Kearns.

Kearns, founder of CareerJoy, a national career coaching company, said that job boards and the inclusion of social media sites like LinkedIn and Facebook among others, mark “the next wave” as people use online networking to move forward in their careers.

Adam McNamara, an Ottawa-based software developer and entrepreneur, used traditional job search methods like job aggregation and company websites in his search for work.

But the 23-year-old said he landed his current job to build “Government 2.0” for the federal Liberal Party after he was recruited via Twitter.

McNamara said many Twitter clients have a search function built in, and in his case, he set up custom searches for software development jobs in Ottawa which would run throughout the day, reporting back any search matches.

McNamara, who is also COO of Select Start Studios, a mobile game development start-up, said he doesn’t think Twitter should be considered a “different” way to find a job, and said he prefers it over traditional job search websites.

“In my experience, the companies who post on Twitter are the ones who are forward thinking and realize its power, not the hype,” he said in an email interview.

“People who look for jobs on Twitter are usually the ‘Silicon Valley Types,’ young, technologically savvy, and engaged. It’s usually a good fit between company and employee.”

Derek Gagne is CEO of West Vancouver-based Talent Edge Solutions, which helps clients recruit and retain talent. Gagne said there has been a big spike in interest among clients seeking to integrate social networking into their online and recruitment strategies.

In the case of Facebook and LinkedIn, there are many corporate pages on both sites where employers are able to create a pool of applicants who are potentially interested in working for them now or in the future, he said.

“Having that online presence on these sites allows you to create a tool where you can sort of bring these people into your recruiting orbit and engage them so that when an opportunity does arise, whether it be today or down the road, you have … a pool that has already been generated as opposed to realizing we have a vacancy tomorrow and having to start from scratch.”

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