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.
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.
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.
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.)
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.
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.
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.
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.
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.
Developers from all over the industry will be recruiting new talent throughout the show, and the Career Pavilion gives GDC attendees the chance to interact with these companies face-to-face.
The final exhibitor list [PDF] includes traditional game developers, social companies, mobile studios, and much more. Regardless of their interests or discipline, attendees should have no problem finding a company that appeals to them.
The Career Pavilion is open to all GDC pass holders, and will take place Wednesday March 7 through Friday, March 9 in the West Hall of the Moscone Center in San Francisco. Those interested in purchasing a pass can do so on-site starting March 4 (Student passes are only available on March 9).
It’s arrived – TimeLine for Facebook pages. Signalling yet another change in the world of social recruiting. Gone are the beloved Landing pages. We’ll miss them. (Or will we?) But there is a nice big ‘picture’ banner to utilise. Tabs have ‘moved’ with only the first two prominent on the page. The Timeline (nee Wall) is now even more critical to tell your employer brand story. It challenges the need for more sharable content and more interesting posts. (Ironically, strengthening some ideas we’ve been playing around with for future campaigns – but that’s another blog.) Posts from candidates are viewed differently. Not to mention that private messaging is now possible – eat your heart out Twitter DM’s.
Original post by REP. ERIC CANTOR via Politico America has always offered immense opportunity because innovators have had the ability to take risks, work hard and be rewarded for it. Innovators, entrepreneurs and small-business people built the framework for American success, creating legacies lasting generations.
Companies like Ford, Apple and Boeing started as small businesses and became industry leaders, creating high-quality jobs and boosting economic growth. More recently, companies like Google and Facebook were launched by a single idea and then revolutionized the way we live.
The entrepreneurs who had these ideas are the key ingredient in the formula for success and opportunity in America. Each one took a risk and did whatever they needed to do to make it work. In the process, they helped thousands — if not millions — of families, neighbors and friends.
Those who earn their success not only create good jobs and services that improve our lives, they give back and help everyone move just a little bit further up the ladder of success.
Yet, today, the ability of an individual to take a risk and create a small business or startup company is threatened because of the barrage of red tape and uncertainty — much of it from Washington.
Washington: Two young Indian-American entrepreneurs are attempting to make the traditional paper resume a thing of the past by connecting the job seeker and the employer through video resumes.
The Palo Alto Mayor, Yiaway Yeh, and several other top corporate leaders of the city which is known as the heart of the Silicon Valley – lined up last Thursday in its downtown to inaugurate the new office of GetHired.Com, which currently has just 14 employees.
Less than three weeks ago, on January 30, the duo Suki Shah and Naresh Patel announced having raised USD1.75 million in an oversubscribed round of seed funding for their GetHired. Com; which is said to be the most comprehensive video-based social recruiting platform and job board.
Shah argues that GetHired.com is the first job board to embed video capabilities directly into its social recruiting platform so that job seekers can record and submit personal, dynamic responses to an employer’s most pressing pre-screening questions at the start of the hiring process.
You will have heard about a few high-profile cases in which someone has lost their job because of a Facebook or Twitter post.
However, the number you can reference is probably quite limited. And yet, according to lawyers, how bosses control the use of social media by their staff and utilise it to judge job candidates, is one of the biggest legal employment issues currently on the agenda.
Last month, John Flexman, a former human resources executive, began a tribunal against his former employer, BG Group (a major gas exploration firm based in Reading, Berks), accusing the firm of forcing him out after he put his CV online through LinkedIn. He is thought to be the first person in the country to bring a case for constructive dismissal after a dispute with bosses over his profile on the professional networking site.
Mr Flexman is claiming hundreds of thousands of pounds from BG Group, where he earned a £68,000 salary from his job in charge of graduate recruitment.
Shares of professional-networking website LinkedIn surged Friday, jumping 18 percent, after the company reported quarterly sales that more than doubled and passed a major milestone, chalking up 150 million registered users worldwide.
Michael Graham, an Internet analyst at Canaccord Genuity, raised his earnings estimate for the company, writing in a research note that LinkedIn has taken “another step on the path toward becoming the default global hiring solution.”
The growth in users cements LinkedIn’s position as the largest professional network on the Internet. The company’s performance and outlook is keenly watched by investors as an indication of whether the business model of Internet companies is solid — especially in light of Facebook’s filing for an IPO last week.
Facebook’s public offering looks set to be one of the largest and most talked about in recent memory and follows public offerings from other companies in the social media space, including Groupon, Pandora, Zynga and LinkedIn.
Started in the living room of ex-PayPal executive Reid Hoffman in 2002 and officially launched in May 2003, LinkedIn is similar to Facebook in that it connects people but it is much smaller and is geared towards professionals.
It makes money by selling premium subscriptions to its members and by helping companies with hiring and marketing. Its services are also used by professionals seeking jobs or contacts.
Monitoring your brand online is getting simpler and simpler by the day. It’s becoming clear that hiring a reputation management firm not only is a wasted expense but something your in-house marketing team can do itself if trained in the right tools and methodologies.
After all, why spend money on defending a brand when you can spend money promoting a brand? Unfortunately for the unsuspecting client, there are some reputation management companies that are nothing more than snake oil salesmen who over promise and under deliver and in return drain your business of critical capital.
Let me introduce you to some of my favorite new online reputation management killer apps that are of an immeasurable value.
The first tool that is a pretty new application or startup is ifttt – if this then that. Simply, ifttt is a robust and powerful social media scripting suite.
When a user joins the site they can select from pre-made recipes or create their own tasks to monitor their brand online.
If you’re just starting to monitor your brand online, the following simple tasks will help you monitor your name and also allow you to broadcast updates to multiple social media platforms, keeping everything up to date and in sync.
Technology has changed the game for today’s job-seekers: candidates are searching on websites such as Facebook or LinkedIn, and asking employers questions using Twitter or a smartphone application, or app.
Companies, for their part, are turning to new channels to find talent, especially among “passive” candidates – typically experienced professionals who might not be actively involved in seeking a job, but could consider a career move if an interesting opportunity appeared on their screen.
This shift to new ways of finding candidates, and recruiting them, has been studied for several years by Potentialpark, a European recruitment and employer branding consultancy. The firm has surveyed employers’ recruitment websites since 2002 and has recently expanded its research to cover Twitter, Facebook, LinkedIn, mobile devices and apps, as well as companies’ career blogs.
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According to Potentialpark’s Julian Ziesing, businesses have refined their online careers sites and recruitment processes over the past decade. But even organisations with sophisticated online tools have been taken aback by the rapid development of social networks, such as Facebook.
“Facebook career pages have mushroomed across Europe, the US and Asia,” he says. “We had thought employers would need more time to do this, but they have learned to overcome corporate communications restrictions quickly.”
But new ways of reaching candidates also present new challenges for employers. Companies need to ensure that the way they approach candidates is consistent across all channels, and complies with any local employment laws or cultural mores. This is no easy task, given the informal and often off-the-cuff nature of many exchanges on sites such as Twitter – and also the global reach of these sites.
“Websites still do the main job, and social media pages are satellites around it,” says Mr Ziesing. Career websites have become more interactive, he says, but they are not necessarily social. That is where Facebook and other services come in. “But there is also a difference between social and professional networks, between say Facebook and LinkedIn.”
LinkedIn has established itself as useful in some areas, as well as being a venue for job-seekers to demonstrate their experience and expertise. Facebook, for now at least, is more about putting the idea of working for a particular company in front of would-be candidates, especially students and recent graduates.
Bill Curry spent only a decade away from coaching. But when Curry returned to coach Georgia State in 2008, in some ways it felt like it had been a century.
“I didn’t know doodly-squat about Facebook and Twitter,” the former Georgia Tech, Alabama and Kentucky coach said.
Then Curry discovered that any one of his recruits could be reached at any time through social media. The next day, Curry had a Facebook page. Soon after that, a Twitter handle.”Those things have affected recruiting enormously,” said Curry, known on Twitter as @coachbillcurry. “You better be conversant with how to use it.”
Social media has irreversibly transformed how recruiting works in college football. For coaches, it’s another medium to contact, recruit and gather information about players. For players, it’s a way to get recruited, control the message and interact with fans and other recruits at unprecedented levels.
“We are very involved with Facebook,” said North Carolina coach Larry Fedora. “We are constantly messaging kids.”
The NCAA limits how many phone calls coaches can make to recruits. Text messaging is banned altogether. Social media, meanwhile, is far less regulated.
Coaches can’t write on a recruit’s Facebook wall or instant message him, but are free to send private messages during contact periods. On Twitter, coaches can’t publicly mention recruits, but they are allowed to send direct messages.
As a result, social media messaging has become the en-vogue method of communication between coaches and the players they recruit. Often, recruits even have Facebook and Twitter messages sent directly to their smartphones in the form of a text, one reason why there’s an ongoing push to relax the rules on text messaging.
Social media “is an incredible tool,” said former Stanford assistant Brian Polian, now tight ends coach at Texas A&M. “If you are not using it, you will fall way behind.”
Through social media, coaches can learn who else is pursuing their recruits by whom they “friend” and “follow.” It can also give them useful information on how to best recruit those players.
“Some guys that come on an official visit, they want to go see the town,” Curry said. “Others want to go to an F.C.A. meeting. You need to know which is which.”
Florida coach Will Muschamp said social media also provides another glimpse into a player’s character, warning that “kids need to understand that they have to be very careful about what they do on social media.”
Cornerback Yuri Wright found this out the hard way. Wright, No. 40 in the ESPNU 150, was kicked out of Don Bosco Prep in Ramsey, N.J., last week after several sexually graphic and racially explicit posts appeared on his Twitter account.
Facebook is snubbing the so-called sillicon roundabout – home of start-ups around the Shoreditch area – to move into Covent Garden instead.
It will put Facebook in tube-taking distance to the East London Tech City, proposed by the government to be a bustling hub of start-ups and established tech powerhouses. Facebook has committed to a developer garage for the project.
But anyone who has taken the tube from the crowded Covent Garden in the evening would probably know it’s worth giving a miss.
Covent Garden’s 42 Earlham Street office building was packed full of 600 Expedia employees who will now set up shop in Angel, Islington. It’s a fair bit closer to Old Street.
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