Just who’s watching your social media sites?
Over one in three jobseekers believe employers will not look at their social media profile, yet 60 per cent of employers use social media to gain a deeper understanding of a candidate’s skills and experience, according to a survey by recruiting experts Hays.
Of 561 Australians polled, 37 per cent said they do not alter their social media habits when job searching because employers won’t look at their profiles. But 51 per cent said they change their privacy settings when job searching and the remaining 12 per cent untag pictures and edit content.
Yet a separate survey of over 280 hiring managers found that 60 per cent use social media or Web 2.0 tools to gain a deeper understanding of a candidate’s skills. 57 per cent use such tools to validate CV content and 50 per cent use them to screen candidates. One third (34 per cent) do so to find out who a candidate associates with.
Right Person, Right Time, Right Place: Barbara Van Gorder Joins the Right Source Marketing Team
Original post by MIKE SWEENEY via sys
The recruiting game has changed dramatically over the past decade. The practice of social recruiting, once considered a trend, is now an essential piece of the recruiting puzzle. According to Jobvite’s Social Recruiting Survey 2012, over 66% of recruiters use Facebook, over 50% use Twitter, and over 90% use LinkedIn to find new talent. For the job seeker, minding your Ps and Qs on these properties can mean the difference between landing your next gig or never getting the chance to interview.
Here’s the part that hasn’t changed: if you don’t mind those Ps and Qs during every other step of the recruiting process, the social networking part will never even enter the picture. Attention to detail is one of the core values of Right Source Marketing, and in most cases the recruiting process has a way of showing us who is paying attention, and who is not.
The Right Source Marketing team is proud to announce that those Ps, Qs, and many other fantastic qualities brought us Barbara Van Gorder, our new Account Manager based in our Reston office. Barbara started with us 10 days ago, and is charged with providing sound marketing advice and an outstanding client experience for a variety of Right Source clients.
Original post by Alyson Shontell via Business Insider
At Lerer Ventures’ CEO Summit, SV Angel’s David Lee took the stage. A CEO in the audience asked the investor what innovative hiring tactics his startups use to recruit talent.
Lee referred to a strategy he heard Mark Zuckerberg used in Facebook’s early days.
We should note — Lee said he heard this happened — it may just be a rumor. But it’s a very cool rumor and it’s innovative, so here goes.
When Facebook was young and hunting for talent, says Lee, it combed through Stanford’s syllabi and course catalogs to find relevant students. Facebook was already well-known on campus.
If, for example, Facebook needed engineers, it would search for engineering classes.
Original post by Sasha Pasulka via Geek Wire
My first clue that something had changed forever was the police.
In bright yellow vests, they descended on the area, guiding rush hour traffic out of parking garages and into the streets, down Harrison and onto Fairview.
At lunch, the line for the taco truck was clear around the block.
“Why do we all keep building tech startups?” I asked a friend. “Think about the profit margin on that taco truck.”
In retrospect, it was pitifully naïve – this idea I had that there would forever be one food truck on the corner of Republican and Boren. The face of South Lake Union was changing, and I was focused on burrito access.
Before the basement offices of Founder’s Co-op became home to Zipline Games, they housed a number of startups, including Startup Weekend and Seattle 2.0 (which would later be acquired by GeekWire). I wrote a weekly column for Seattle 2.0, and on occasion I worked from those offices, windowless and clockless and exceptionally bent to singular focus. (“It’s like Vegas,” commented then-CEO Jennifer Cabala.)
Original post by Millenium Staff
The recruiting world is a fast paced one, and the trends change from year to year. The past few years have seen a huge influx of social media resources that recruiters can easily use to their advantage. The question is, are you on board? The Society for Human Resource Management shared some key stats that might motivate you to get connected to candidates and companies via social media like LinkedIn and Facebook, to name a few.
Facebook. According to a survey by the SHRM, 58% of human resource professionals are using Facebook to recruit and get to know more about potential employees. However, there are currently over 850 million Facebook users, easily making Facebook the number one social networking site on the web, so more hiring managers should jump on board. What better way to see how a person really is than to view their page? Said Boese, an HR podcast creator, ““As Facebook has become more intertwined and engrained in what people do on the web … there’s a little bit more of a lowering of that bar between public and private and personal and work.” With that said, Facebook is a great tool for recruiters looking for specific personality fits for different positions.
With more than 845 million monthly active users on Facebook and Twitter estimated to have 250 million active users by the end of the year, it’s clear that social media is an expected part of any business’s strategy. We’ve already outlined the top reasons why HR professionals should participate in social media, but now we’re going to tackle the ways your recruitment strategy can benefit from a social media presence.
What kind of social media presence? Sure, your company may already have a Facebook page, but we’re speaking of a dedicated social media career presence like a Facebook careers page, a blog or a Twitter job feed. It’s a place, like the careers portion of your website, that’s specifically dedicated to describing your company’s employment opportunities. It’s a place to share job listings, benefits, career advice, and interesting anecdotes about your company. And here are the top 5 reasons why it’s great:
1. Reach a new audience.
Social media websites rank high in search engines like Google. That means potential candidates have an increased chance in stumbling upon your company’s Facebook or Twitter presence before they even seen your website. Also, sites like Twitter allow you to add hashtags like #jobs, #career, or #marketing. When people search these hashtags on Twitter, your tweet – and the link to your job posting – will appear.
2. Communicate directly with job seekers.
The instant feedback and quick questions you’ll receive over Facebook are insightful. Maybe a job positing is confusing or maybe your job application process is a bit confusing – you’ll find out fast once you establish a community online.
Original post by SARAH O’CARROLL via news.com.au
TEACHERS, advertising executives and non-profit workers should go to Facebook. For retail and energy workers it’s Twitter.
And if you’re turning to social media to look for work in hospitality, health, law or defence you should be looking at LinkedIn.
These were the findings of a survey looking at what social media channels Australian recruiters use to find candidates.
The online survey of 35,000 people, done by recruiting software company Bullhorn, revealed the sites used varied widely between industries.
Scroll down for the Top 10 Industries posting job ads to Facebook, Twitter and LinkedIn.
Interestingly, the top four industries posting jobs to LinkedIn, the ”professional” social network, don’t even feature in the top ten industries to post ads to Facebook or Twitter.
Similarly, recruiters posting jobs to Twitter, don’t choose to post job ads to LinkedIn or Facebook.
Original post by Brent Daily via mashable
Brent Daily is finally contributing to the GDP again as a founder of RoundPegg, a company culture intelligence platform that quantifies culture to help companies hire for culture fit and engage employees.
You’re really good at what you do, but you were just passed over for a job that you would have killed. So what.
The typical hiring process is fantastically dysfunctional. There is little that’s right, so it feels quite random and unfair if you don’t land the gig. And that stings because we’ve deluded ourselves into thinking the job and the company were perfect (and we hate losing).
We never imagine what it would have been like to work there after the honeymoon period fizzled.
As the great philosopher George Costanza once said, “It’s not a lie if you believe it.” But failing to do our own diligence has its costs.
I know because I’ve also been willing to overlook red flags in order to win a job. And after “winning” the job at a then-hot startup, I proceeded to be miserable and an awful contributor for the next 7 months and 17 days. The light bulb went off when driving to work a stoplight turned from green to yellow. My body physically went slack with relief as I realized this was 45-seconds less that I’d have to spend in the office that day*. But those 227 days cost me:
- Confidence, which spilled over to our initial failed attempts to raise money (I wasn’t going to work for someone else again) and took almost two years to regain.
- Motivation to engage in the other important areas of my life — family, exercise and hobbies.
Original post by GIANNA NERI via liquidprint
Even though unemployment rates have begun to decrease, finding a job in the professional world is still a long, difficult process. While the journey can be dismal at times, there are shifts in today’s job searching methods that may be the light at the end of the tunnel for the unemployed. For one, social media’s revolutionary effect on online interaction has made companies reevaluate how they’re recruiting employees. In fact, through a poll conducted by TweetMyJobs.com, it is reported that 29% of job seekers today are using social media as their main job searching tool and that 45% of companies plan on investing more money into social recruiting for 2012. With all of the social media available out there today, though, where should job seekers begin?
The most obvious first choice is LinkedIn, a network built to connect professionals throughout the world. LinkedIn’s “Jobs” tab allows members to create job searches much like a job board but by also including people in your network that currently work with the companies, which allows job seekers to take one step further. Members can search companies they’re interested in, find employees of those companies–like the hiring manager–,and contact those people directly, possibly giving them a leg up on the competition who is merely emailing in a resume with no sincere connection. LinkedIn also has a “Groups” tab. By joining relevant groups, members can take part in discussions and polls that might gain them positive recognition. Members can also choose to receive regular emails from these groups, which usually include job postings by other members.
Facebook has added some applications similar to LinkedIn that provide many of the same benefits. BranchOut and BeKnown are the two most prevalent right now. Job seekers should also navigate to companies’ pages where job listings might also be found. If not, interacting with companies you’re interested in can bode well for your professional image.
Original post by Terri Lee Ryan via chicagonow
I just discovered a site that will aide your job search efforts by enormous proportions! A common problem in looking for a job position, is finding what is available ahead of the curve before others do and the recruiter is inundated with resumes! Social media is becoming a primary source for recruiting for many companies. Yet, how do you as a job seeker best utilize Facebook, LinkedIn and Twitter for your job search?
Check out JobsMiner. This unique service allows users to search the vast social media for ‘hidden’ job opportunities. They bring job seekers job offers people post to their Twitter, Facebook and LinkedIn accounts, or in professional Blogs and Forums. These opportunities are hidden from users that are not connected with the person posting the job.
