By BREANN PETRO

For recruiters and job-seekers alike, there is no denying that networking sites such as LinkedIn are powerful resources.

In fact, a recent survey of human resources professionals suggests the day may come when profiles on social and business networking sites will eliminate the need for traditional resumes.

The survey by staffing agency OfficeTeam showed that more than one-third of the 500 people polled thought it was somewhat or very likely that profiles on such websites as Facebook and LinkedIn will someday replace resumes for getting a job.

While local experts agree that LinkedIn is a valuable supplement to more traditional recruiting methods, many said there is still a place for the resume and cover letter.

Elizabeth Vealey, manager of the OfficeTeam branch in Buffalo, said the poll is a sign of how important one's social network presence can be, but that doesn't indicate the resume is going away anytime soon.

"I don't know if (a LinkedIn profile) will ever completely replace a resume," she said. "It's a supplement and it's an added transparency."

Though LinkedIn has become a staple for OfficeTeam recruiters, they also use online job boards, company websites and, most important, face-to-face networking to find qualified job candidates.

"It adds a whole other dimension when you're with a person (face to face)," Vealey said.

LinkedIn, however, gives greater transparency to a person's background, connections and interests, which helps employers find candidates who are a good fit for specific positions, she said.

Lynne Marie Finn, president and CEO of Superior Staffing Resources Inc., said LinkedIn helps recruiters build a larger network and establish the credibility of a job candidate. It instantly provides information such as who an individual is connected to and recommended by. But landing a job is not only about who you know; it's about what you know. Finn said recruiters also want to see a candidate's complete resume, including past and present job responsibilities, in addition to checking references and conducting an in-depth interview. A resume and customized cover letter - usually in the form of an e-mail - still help give a more complete picture of a potential employee.

"LinkedIn is just the opening; it's just a profile of someone," Finn said. "The same screening process is followed, regardless of where a candidate is sourced. LinkedIn just gives more access to more candidates - and more targeted candidates - and provides more information up-front."

Others have a slightly different perspective, however.

Traditional resumes and cover letters are nearly extinct already, but not only because of sites such as LinkedIn, according to Stephanie Weigel, a senior recruiter with Rich Products Corp. She said many employers, including Rich Products, use their company job websites to obtain an online application with someone's professional experience rather than asking for a traditional resume.

As a recruiter, she often turns to LinkedIn for inside knowledge on where to find job candidates. For instance, one of Weigel's connections on LinkedIn may be able to tip her off about a colleague who just left his or her job and may be qualified for a position she is looking to fill.

"A lot of professional courtesy is extended to one another, so it works very well," she said of the dynamic of LinkedIn.

Gord Cumming, senior vice president and administrative officer at Independent Health, along with Sandy Calandra, director of talent management, said they see LinkedIn as especially useful for searching out candidates at the national and international levels.

"It's always our goal to find the best and brightest from across the country and bring them to Buffalo," Cumming said.

While LinkedIn offers numerous advantages, he said it is more helpful in finding talent in certain fields - technical or specialized jobs, for example - than others. He and Calandra agree that there is not yet strong representation from some professions on the site. For instance, a posting for a nursing position would likely attract more candidates from local print advertising than a LinkedIn posting.

But a broader range of professionals may join LinkedIn if they see more people experiencing success at finding jobs through the site, he said.

Jigar Shah is one of several success stories at Independent Health. Shah, who learned of a job opening there through an informatics group on LinkedIn, joined last month as a research analyst.

While living in the New York City area, he used a variety of sources to look for employment. He said he LinkedIn more to prepare for his interview with Independent Health than to search job postings. While his activity on LinkedIn worked to his benefit, Shah doesn't foresee a profile on a networking site taking the place of a resume in the future.

Michael Bielat, a 27-year-old software engineer and entrepreneur, has been using LinkedIn since 2007 primarily to network with professionals in his industry and gain potential partners and clients for the two small businesses he owns.

"I try to really branch out into my friends' and colleagues' networks," he said. "It seems like this is the closest thing to word-of-mouth advertising in this day and age."

A software analyst by day, he also owns Paramour Photography, a wedding and portrait photography company; and Buffalo SEO, a Web design and search engine marketing business.

Bielat said if he were hiring, he would turn to social and professional networking sites to research possible candidates.

Meanwhile, Cumming and Calandra said they see a glaring technical glitch that prevents employers from relying solely on LinkedIn profiles for hiring.

Companies need to be able to keep a record of all candidates who apply for jobs in order to comply with Equal Employment Opportunity laws. Independent Health requires applicants to use the application on the career page of the company's website, which includes a feature for uploading a resume. They also see a practical reason for requesting resumes.

"A resume is what we truly focus on, and it will probably look different than what you saw on LinkedIn because it will have more information," Calandra said. "I think for legal reasons, too, we don't want to necessarily trust what someone has on their website."

Adding Cumming: "The resume is the beginning document to which we screen against what a person's skills and abilities are. You still need that document."

Those on the recruiting and hiring end offered similar opinions. Vealey, of OfficeTeam, said the greater transparency of LinkedIn is something that the millennial generation is requiring.

For those looking for jobs, she added, it's worth the time and effort to be cognizant of personal information on the Internet.

Finn, meanwhile, predicted that over time, LinkedIn will penetrate all kinds of job sectors. She said Superior is currently investing in research to make such sites more accessible on mobile devices. She sees video resumes becoming more popular.

According to Weigel, there is still a small percentage of the population shying away from technology. But she has simple advice for those who are trying to take advantage of resources such as LinkedIn.

"Connect with recruiters such as myself who might be able to bring attention to companies in their field," she said. "I want to be accessible. I'm a big believer in Buffalo and keeping jobs in Buffalo. I'll do whatever I can to help people stay in Buffalo or come back to Buffalo.

Breann Petro is a freelance writer from West Seneca.