水行业越来越意识到这一需求 吸引新人才进入关键岗位，尤其是 随着婴儿潮一代的退休。同时，公众 对水质、环境和环境的期望 管理和安全问题继续升级。 实用程序使用新的Web 2.0是至关重要的 信息技术的产生，促进 劳动力发展和招聘当今的 明天的求职者。本文介绍了具体的 水资源机构和组织如何 在他们的网站上使用新的工具和技术 和社交媒体网络（如Facebook和Twitter） 描述可用的工作、福利和教育 以及获得这些技能所需的技能；上市 作为理想的雇主，积极主动地 接触潜在的理想候选人；还有 执行质量控制，并获得他们的反馈 招聘和甄选过程。作者也 鼓励区域和国家层面的合作 以促进这些努力。包括16篇参考文献。

The water industry is increasingly aware of the need to draw new talent into mission-critical jobs, especially as Baby Boomers retire. At the same time, public expectations regarding water quality, environmental stewardship, and security continue to escalate. It is critical that utilities use Web 2.0, the new generation of information technology, to promote workforce development and to recruit today's and tomorrow's job candidates. This article presents specific examples of how water agencies and organizations are using new tools and technologies on their websites and social media networks (e.g., Facebook and Twitter) to describe available jobs, their benefits, and the education and skills necessary to obtain them; to market themselves as desirable employers and proactively reach out to potentially desirable candidates; and, to perform quality control and get feedback on their recruitment and selection processes. The authors also encourage collaboration at the regional and national levels to facilitate these efforts. Includes 16 references.