An unemployment rate of 10.2% means that serious jobseekers are using every tool they can find. So, it's not at all shocking that social networking tools top the list, with LinkedIn, Facebook and Twitter leading the charge. Openings are being tweeted, hints of a new position are being monitored and hot candidates are being hit up directly, even if they aren't saying they're on the prowl for a new gig. Social media is a tool to use in a job hunt but not necessarily the only one, according to Challenger, Gray & Christmas. Instead, it makes sense to balance a search with many tools.

John Challenger, CEO, says, "The job search has changed radically over the last two decades with the advent of electronic mail, the internet, social networking, smart phones, etc. However, it is important to remember that all of these technologies simply enhance the job search; they will never replace the face-to-face connections that are critical to a successful search." But, he continues that "we feel that these new networking tools are essential and now advise all of the job seekers going through our program to open LinkedIn accounts and to consider other services such as Facebook and Twitter.

Because of continued troubles at Sprint (NYSE: S), the company's CEO, Gary Forsee, essentially got the boot. In fact, over the years, the CEO spot has been pretty tough – as seen with companies like Disney (NYSE: DIS), Boeing (NYSE: BA), and Hewlett-Packard (NYSE: HPQ).

So if big companies have trouble, what about small ones? Unfortunately, hiring a CEO is extremely difficult for any company.

"For an early stage company, the wrong CEO can be costly," said Gordon Gould, the founder and CEO of ThisNext. "Divorcing the executive can mean wasted time, money, momentum and possibly the company itself."

So, if you have doubts about a candidate, it's probably better to wait. "To get the right CEO, it takes time," said Dipanshu Sharma, the founder and CTO of V-ENABLE. "So allocate at least three to four months for the process." Actually, his company recently hired a new CEO.

Sharma believes it is critical to hire a recruiter. "A top-tier venture capital firm recommended a recruiter for us," he said.

And the process was strenuous: "We set up a weekly call with the recruiter and the board/management. Every week we would prioritize the candidate list. After a few weeks, we got candidates that we had initial conversations with. Of those we found that matched our selection criteria, we held several rounds of interviews. In the final process, we flew them to our offices and introduced them to a broader team before finalizing the candidate."

It was also important to spend time on creating a candidate profile. As for V-ENABLE, the company focused on a CEO with:

• Demonstrated success in previous CEO roles
• Team player
• Growth oriented
• Raised capital and has experience in M&A
• Worked in wireless and has relationships with wireless service providers

"Our board and management went through several iterations to make sure we were covering the short term as well as long term needs for the company," said Sharma.

Tom Taulli is the author of various books, including The Complete M&A Handbook and The Edgar Online Guide to Decoding Financial Statements. He also operates DealProfiles.com.

Are recruiters using Technorati or other blog search tools to find talent? So says the Wall Street Journal in today's paper, pointing out how blogging used to be a screening tool (maybe you shouldn't have gone on that rant about your ex-girlfriend...) but has become, for many more mature members of the job pool, a gold mine. That "about me" page does have some use after all, and many blogs I've visited have a standard resume format where the ironic sideways self-portrait, list of favorite songs and stats on children and puppies usually go.

Who would hire from a blog, and what kind of people, exactly, might they hire? The WSJ uses Ryan Loken, a recruiter at Wal-Mart Stores, Inc. (NYSE: WMT), as an example; he says he's hired about 125 people because of their blogs, but doesn't say in which departments.

You might expect graphic designers and web developers to be frequently hired because of their blogs and fun little "side" projects -- and they are, it's true, but don't decide to stick to anonymity on your blog just because you're not in a high-tech field. I'm in (variously) product development, parenting and financial writing, and photography, and all my interests have inspired the occasional recruiter contact to my personal blog address (but, for the record, I'm sticking with this job!). The companies they represented were ones you'd never think of: packaged goods, wireless phones, organic farms. I've found great candidates for contract writing positions in everything from scrapbooking to cooking to living a simpler life through the blogosphere, and that's just the tip of the iceberg.

Blogging is an invaluable way to showcase one's expertise in any area, from keeping chickens to CSS design to technical stock analysis, and it's becoming, more and more, the leading way to see and be seen. Networking clubs and who-you-know? Passé. It's about how well you SEO. And I could write a whole separate post on that...

Microsoft spends a lot of time in the hallowed halls of academia, and according to an article today from the AP,  more than most companies of its ilk. The company sponsors contests, research centers, and academic chairs, as well as giving deep discounts to students and faculty.

Sure, Bill Gates & wife are big on education through their foundation. But the AP warns this may not be all about altruism (and really? is anyone surprised here? oldest trick in the book, right?), but about persuading "young minds to become loyal to Microsoft products." The AP interviewed Bill, who told them that putting money into colleges and universities is "an investment" and there is a "commercial element ... [a] benefit to us that people have this exposure" while they're still impressionable. After all, he says, the idea of creating the next version of Microsoft Office or the Xbox console is way more fun than the idea of inventing the next, um, hamburger.