DBM Spain, first world of professional outplacement company, sees the selection of candidates through social networks 2.0 a basic tool for human resources departments in the coming years. Every day there are more professionals interested in placing data of interest and develop their social networks with the intention of staying in force in the labour market. Therefore, both companies specializing in search of candidates and human resources departments considered important contacts source networks, since in addition to not incur new costs, turn out to be an interesting filter to be able to have information such as age, academic level, interests, hobbies, among others. The main advantage offered by these networks is that the curriculum provide as much useful information, so that evaluations are more comprehensive to select candidates. On the other hand, they allow access to diverse in many geographical locations profiles to expand the spectrum of search.

In addition, there is greater interactivity, ease to contact candidates and the possibility of offering detailed information about the company and the job that you want to cover, explains Esther Mari, Director of DBM Spain prospecting area. DBM has also tested with customers which aspects should be taken into account to maximize the potential of executives through social networks: *) position ourselves within an area of activity; It is essential to clarify that our professional development has to do with finance, human resources, marketing, and so on. **) Eliminate embarrassing contacts on sites like Facebook, MySpace or Twitter that might embarrass us and does not add value to our profile as well as embarrassing photos that show aspects of life that should stay in the intimacy. **) Select profiles; create a network of contacts whose profiles are solids at the level of professional experience. **) Create a full blog with professional experience, mentioning aspects that most dominate.

**) Relate friendship and work; share with friends information that will be useful, in that way, they will become also our own network of employment if they notice any position that suits our interests. **) Updating regularly; keep up to date professional profile, include news, accept recommendations and find new contacts on a continuous basis. Without a doubt, the use of professional networks to select candidates responds to a trend for the future, especially in markets as the Spanish, where the vast majority of job vacancies are covered by recommendations, i.e. a network of acquaintances who recommend that post and never get published in any job search platform. Firm Drake Beam Morin (DBM), founded in New York in 1967, he has over 40 years of experience in human capital management, transformation and transition of organizations. They offer their services in 24 languages and have served more than 50,000 companies and 3 million people worldwide. DBM Spain with offices in Madrid, Barcelona and Bilbao, are He created in 1982 with a team formed by professionals of different profiles that give solutions to individuals and organizations. This company bases its efforts in two business lines: Outplacement and transformation.