Social Media and Recruiting
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WORKPLACE: Grads using more social media for jobs

WORKPLACE: Grads using more social media for jobs | Social Media and Recruiting | Scoop.it

The number of recent college grads using social media for job hunts has grown to more than 40 percent...

 

How would you feel about handing over your social security number to a stranger? Do you feel that handing over your Facebook password is the same feeling and an invasion of privacy? Facebook does. This article explains that many recent college graduates find it normal to hand over passwords of social media platforms to potential employers in the recruitment process. Facebook are the ones that are fighting this invasion of privacy for users. Although I agree that looking for red flags in potential recruits is important, I think this is going too far.

 

In the industry I recruit for, I look for extroverted candidates who have a large natural market. If I hired the perfect student who never partied in college and got straight A’s, they probably wouldn’t survive the sales industry. As long as the public cannot view immature pictures, I am ok with hiring a candidate that meets all other qualifications.

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10 People Who Lost Jobs Over Social Media Mistakes

10 People Who Lost Jobs Over Social Media Mistakes | Social Media and Recruiting | Scoop.it
In the last few years we've seen dozens of instances where individuals, celebrities, athletes and politicians have lost their jobs or been forced to resign because of content posted to Facebook, Twitter and other social networks.

 

 

People can lose jobs over mistakes they do on social media sites. Just recently a girlfriend of mine completely blew up and vented on Facebook about her boss. This was definitely a very risky thing to do since she is “friends” on Facebook with several of her co-workers. Also, being an influential person in her office, this form of immaturity could have lowered her professional image.

 

This article gives real life examples of things people have done using social media that have cost them their job. Something interesting in this article is that even celebrities, athletes and politicians have lost their jobs due to inappropriate pictures or posts on social media sites. How professional are your social media sites? Is there anything on there that you wouldn’t want a boss to read?

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The Mobile Recruiting Market Is About to Get Very Hot - ERE.net

The Mobile Recruiting Market Is About to Get Very Hot - ERE.net | Social Media and Recruiting | Scoop.it

Almost everyone I know today either owns an iPhone or a Droid. In the next twelve months we will see new and innovative ways that job candidates and recruiters will use mobile devices to maximize recruiting efforts. Jibe, the firm from New York known for social recruiting solutions, launched a mobile job application channel that allows individuals to import their LinkedIn profile as a resume to the ATS application process. CareerBuilder, another example, has spent money investing in a service known as “Mobile Ambasador,” a mobile intranet featuring chat and video.

 

With technology exploding the way that it is, I expect to see numerous more innovative ways to find rockstar candidates via mobile devices. Already we are seeing recruiters finding candidates via LinkedIn, Facebook and Twitter. These are all social platforms that allow recruiters to identify candidates. With even more specific recruiter focused systems, we will be able to keep up with the times. I am interested to see what new devices our organization will utilize.

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Gaining Commitment from Candidates: A 10-Point Checklist - ERE.net

Gaining Commitment from Candidates: A 10-Point Checklist - ERE.net | Social Media and Recruiting | Scoop.it

What are recruiters thinking and doing in the interview process? Well, if they like me, they are selling you a job! There are ten points this article describes that recruiters must do in order to judge the real interest of a candidate. These points also help in reeling the candidate in. As a recruiter, I was nodding my head the entire time I read this article! The 10-point commitment checklist is, 1) identify the decision-making criteria, 2) align the pain points with the position, 3) listen, clarify, respond, 4) directly address concerns and/or questions, 5) confirm, confirm, confirm, 6) find out who your competitors are, 7) do a play back- aligning “pain and gain,” 8) address objections- and close them, 9) establish the appropriate advance, 10) ask if they would like to move to the next step. The one step that this article is missing is, 11) be sure and build a relationship in the interviewing process. Recruiting, like any business, is about relationships. Candidates are not only buying into a job, but they are also buying into the people that work in the corporation. Other than that, this is a great article and very in alignment with the type of work I do.

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Social Media Discrimination & Social Media Recruiting

Social Media Discrimination & Social Media Recruiting | Social Media and Recruiting | Scoop.it
Social Media Recruiting & Using Social Media Sites   Companies are using social media sites as part of their recruiting and candidate selection process and even using social media in the workplace.  With more than 88 billion Google searches conducted...

 

We have already learned that companies are using social media sites like LinkedIn and Facebook in the recruiting process. In March of this year, it was reported that 88 billion Google searches were conducted on a monthly basis. It is very likely that in the recruiting decision making process, your name is being Googled. Although laws are in force that product people against age, sex, religion, race, pregnancy etc, companies can secretly use social media to weigh different information in the decision making process.

 

Although social media can be helpful in finding a position, it can also backfire. As a consumer, I like all of my social media sites to be on private. As a recruiter, however, this could present a red flag to the HR department. Overall, it is important to keep this information present when using social media.

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You Are What You Tweet - AllTwitter

You Are What You Tweet - AllTwitter | Social Media and Recruiting | Scoop.it
You Are What You Tweet...

 

What kind of brand do you want to create for yourself online? These are important topics to discuss with young adolescents. Being a technology driven society, young adults are able to access the Internet 24/7. For example, if you use Twitter at the age of 16 (sometimes much younger) your future career is not even on the radar. However, the way you behave online tells a lot about the type of person you are. Every brush of the key impacts the future you. With minimal privacy, young adults should be educated early on about the impacts their posts can have on their online brand. This is a great article describing how the world could view YOU. How do you want to be viewed?

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Screening Potential Hires with Social Media | Social Media Delivered

Screening Potential Hires with Social Media | Social Media Delivered | Social Media and Recruiting | Scoop.it
Using social media to non-invasively research the backgrounds of hires using Facebook, Twitter, and LInkedIn.

 

Did you know that recruiters throw up red flags the more private your online platforms are? In the past, private settings have frustrated me when screening a candidate. This article suggests that individuals who use privacy settings may be a suspicious candidates. Other obvious red flags include inappropriate pictures and posts, and negative comments about current employment.

 

I did not realize that employers can research an individuals background using a tool called social media investigator. This service tracks keywords across social media networks. Although many companies use social media sites to identify and select potential recruits, they also use these sites to screen prospective employees as well.

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Facebook, LinkedIn, Twitter Factor In to How Job Recruiters Hire Candidates | Moneyland | TIME.com

Facebook, LinkedIn, Twitter Factor In to How Job Recruiters Hire Candidates | Moneyland | TIME.com | Social Media and Recruiting | Scoop.it
By now, we've all heard about how employers scope out the Tweets and Facebook profiles of job seekers to winnow down the field of applicants.

 

Why is it important to watch what you post? While posting about your latest adventure, be aware that you are building an online brand. Although most people first think about drinking posts or inappropriate pictures, recruiters interestingly care more about poor grammar and spelling mistakes.

 

Did you know that LinkedIn was made for recruiting? LinkedIn has an entire suite for recruiting solutions. Although our company does not pay to utilize all of the resources this site has to offer, I still (as a recruiter) get on LinkedIn to network. Like this article states, I am still able to fish right where the fish are!

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Going Social: The Role of Social Media in Hiring | Ashley Ellis

Going Social: The Role of Social Media in Hiring | Ashley Ellis | Social Media and Recruiting | Scoop.it
Yet despite social media’s growing prevalence, the extent to which companies are using social media in their daily business routine is still surprisingly low.

 

Although social media is used to select and hire potential candidates, this article describes how social media can also be used to promote a company’s image to attract hires. By developing a presence online, companies can use social media to develop a strong brand that drives potential recruits to their company. For example, companies like Boeing, Purina and Anhesuer have built a brand and image that attracts individuals to apply to their company on a daily basis. 

 

LinkedIn is the most popular social networking site for recruiting. Facebook and Twitter, however, can be used to promote a company’s brand. This in return, impacts the attraction of future hires. Regardless of the social platform used, an online presence takes time to build. It is important for employers to be honest about their culture and mission. This will help attract the right types of employees to their organization.

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Forbes Cover Story Spells Out Why You Must Be On LinkedIn - Forbes

Forbes Cover Story Spells Out Why You Must Be On LinkedIn - Forbes | Social Media and Recruiting | Scoop.it
If you are looking for a job, or think that there is the remotest possibility that you may someday want to change jobs, you must read my colleague George Anders’ just-published Forbes cover story about LinkedIn.

 

Susan Adams, staff at Forbes, describes in the article, “Forbes Cover Story Spells Out Why You Must Be On LinkedIn” why it is important to use LinkedIn when searching for a job. The article explains how hiring managers are using LinkedIn as a preferred tool for recruiting purposes. Positions posted on LinkedIn can range from $50,000-$250,000. For $8,200 per year, recruiters can use this resource to identify candidates in their search category. George, a colleague at Forbes, describes four things job seekers should include on their LinkedIn page: 1) brief summary of current career 100-300 words long, 2) include all education and work experience, 3) include recommendations, and 4) flesh out personal contacts. Since individuals no longer stay in the same job forever, it is important to keep career opportunities open. As a recruiter myself, I am always asking people to keep their opportunities open and learn about a career with our company. 

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Recruiting Rules Everything Around You | TechCrunch

Recruiting Rules Everything Around You | TechCrunch | Social Media and Recruiting | Scoop.it
Editor's note: Hong Quan is a recruiter at Quantum Startups, which connects people with startups in Silicon Valley. He is also the founder of Prong Motors and designed a unique three-wheeled vehicle.

 

I have mixed reviews about this article. To begin, I do not agree that recruiters are just “lurking LinkedIn and spamming software engineers for their next lottery ticket.” Although recruiting is not about just filling seats, sometimes it is hard to predict who will be a good hire. Depending on the industry, sometimes the statistics show us quantity hires will produce quality. Those that are not right will fizzle out and find another career path. However, this type of recruiting gives the profession a bad name.

 

There are three great points that this article explains. First, people join organizations because of people. Second, recruiting and growth is the responsibility of the entire company, not just recruiters. Finally, the stronger you build teams, the stronger it will continue to become. Weak teams on the other hand will produce weaker teams. The key message I took away from this article is that owners must be ok with people leaving (even friends and co-founders). Understanding this disappointment, owners must be prepared for turnover of key employees.

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Recruiting Webinar: Becoming A Social Enterprise - ERE.net

Recruiting Webinar: Becoming A Social Enterprise - ERE.net | Social Media and Recruiting | Scoop.it

With social media being used as a competitive tool, challenges emerge in accordance with what strategies will work best for a company. Social media can have an influential impact on a company’s brand. Companies also use social media tools in the recruitment process. George LeBrun presents an up and coming webinar that will help companies learn what tools can be incorporated in every business area.

 

A main point LeBrun stresses is that although this information is important, social media are still just tools. We’ve learned over and over in our social media class that business is all about people. PR professionals utilizing social media tools cannot forget this main ingredient!

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A Hands-on Vendor Roundup - ERE.net

A Hands-on Vendor Roundup - ERE.net | Social Media and Recruiting | Scoop.it

There were two main interests in this article. First, a “Hands on Test” is a platform that allows employers to assess the candidates actual work experience instead of just answering questions. The selection process consists of: selecting the  candidate you want to interview, pick the exam you want them to take, evaluate the results, and finally, decide if you want to hire them or not. This article also addresses the number one complaint of job seekers: what’s going on with my application? The second interesting fact in this article is StartWire. StartWire is a new option that employers can use on their Facebook page or company site that keeps candidates informed of their application. I liked how this article states that companies should treat applicants like customers. I did not realize that 56% of candidates think twice about buying a product or service from a company if they feel as though they have been treated poorly.

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Five vital reasons for social media

Five vital reasons for social media | Social Media and Recruiting | Scoop.it
Many colleges and trade schools in South Texas are offering students comprehensive social media courses that directly connect with real-world business strategies.

 

I decided to take a social media class during my Masters program because I felt as though it would directly impact my business skills. Turns out, 32% of recent grads say they wish they took a course in advanced social media. This article lists five reasons why digital can no longer be ignored: 1) Blogging, 2) Relationship-based selling, 3) Accessibility to decision makers, 4) Branding and reputation management and 5) Leadership.

 

A huge take-away I have already been impacted by is how social media helps brand an online user. Technology continues to be a growing industry. Having an online presence cannot be ignored . Have you Googled yourself lately? Doing so may help individuals learn about their online brand.

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5 Ways to Succeed in Reinventing Your Career

5 Ways to Succeed in Reinventing Your Career | Social Media and Recruiting | Scoop.it
Job Search Statistics & Find Work in this Economy The work economy and job search statistics are staggering: The current number of people unemployed in The U.S. for the month of June – 12.7 million; essentially unchanged since February 2012.

 

“The definition of insanity is doing the same thing over and over but expecting different results.” I love this statement in Lisa Bonner’s article. This article points out that the unemployment rate has not changed much since February of this year. With technological advances, social media makes it easier to find jobs. However, people have to act upon Internet job-hunting tips. In our competitive economy, people who choose to find jobs the old fashion may continue being unemployed.

 

This article encourages individuals to get online and begin exercising social media sites to build confidence, brand awareness, and personal network. Change is difficult and scary. However, in today’s technologically driven world, we need to keep up!

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54% Of Recruiters Now Use Twitter To Source Job Candidates [INFOGRAPHIC] - AllTwitter

54% Of Recruiters Now Use Twitter To Source Job Candidates [INFOGRAPHIC] - AllTwitter | Social Media and Recruiting | Scoop.it
54% Of Recruiters Now Use Twitter To Source Job Candidates [INFOGRAPHIC]...

 

After being on twitter for three weeks now, I am astonished by some of the inappropriate posts I have read. With 54% of recruiters using Twitter for hiring purposes, it is amazing that people are not as conscious with their personal posts.

 

I am picking on Twitter because I mainly use it for status updates. Although LinkedIn and Facebook also allow for status updates, the focus of these sites seems to be a bit boarder. If an individual decides to participate on Twitter and other social media platforms, it is imperative that they conduct themselves in an appropriate manner.

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ERE.net - Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting

ERE.net - Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting | Social Media and Recruiting | Scoop.it

Due to financial pressures after going public, Facebook announces a new service to the public, a job board. I’m not sure how I feel about Facebook offering this recruiting service. Although I am a recruiter, and Facebook is a popular way to find potential candidates, I feel as though Facebook is becoming less of a personal platform.

 

As a recruiter, LinkedIn is my professional networking site. If I contact someone on LinkedIn in regards to a potential career opportunity, I feel as though they have no right to get angry about my approach. Facebook has been used in the past for connecting with old classmates, posting pictures of the kids for mother, and creating events for the next social hangout. If I contact someone on Facebook about a career, they may feel angry that I invaded their personal platform. It will be interesting to see how consumers react to the job board.

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Social Media Now Used By Great Majority Of Hiring Companies, But Traditional Methods Still Reign - MediaJobsDaily

Social Media Now Used By Great Majority Of Hiring Companies, But Traditional Methods Still Reign - MediaJobsDaily | Social Media and Recruiting | Scoop.it
Social Media Now Used By Great Majority Of Hiring Companies, But Traditional Methods Still Reign...

 

Wondering about traditional versus social media hires? Jobvite’s latest survey reports that the top three ways to find quality candidates is still through referrals, direct sourcing and internal transfers. However, 73% of hires (up 15% from last year) do come from social media.LinkedIn leads the way with 93% of recruiters using this tool in 2012, followed by Facebook at 66% and Twitter, 54%.

 

As a recruiter, I find LinkedIn the easiest for identifying quality candidates. It is helpful as well to see a timeline of education and work history. With career changes increasing, it is wise to keep a LinkedIn profile up to date.

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More hiring managers use social media when considering job candidates | Deseret News

More hiring managers use social media when considering job candidates | Deseret News | Social Media and Recruiting | Scoop.it
That angry status update about how lame your boss is acting? Delete it.

 

Deseret News in April of this year reported through CareerBuilder’s survey that more than one third of companies use social networking sites to scan a candidate during the recruitment process. With social media being a leading form of communication, employers can scan candidates’ online forums to learn more about their personality before hiring them. The article suggests that hiring managers look for how well-rounded an individual is, what kinds of qualifications they have, and if there are any reasons not to hire them.

 

An overall tip in this article is to think before you post. If you have ill things to say about a boss, do not post it on the Internet. Your online forum should brand yourself in a positive way. Post things that will boost your image to perspective employers.

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How to Use Social Media in Your Job Search

How to Use Social Media in Your Job Search | Social Media and Recruiting | Scoop.it
Most people know that the best way to find a job is through networking. You can go to networking meetings, tap into your own personal network, or ask friends who they know.

 

Being a recruiter, the topic of social media tools in the recruitment process interests me. The article, “How to Use Social Media in Your Job Search” by Rachel Levy on About.com was an interesting read. As a potential candidate or as a recruiter, networking is key to finding a career. Social media tools like LinkedIn, Facebook, and Twitter make it easier to network and find a job in today’s economy. As a recruiter, LinkedIn is my favorite social media site to use. It is specifically designed for networking purposes. Although our company does not pay to use its job posting services, I still use it to recruit potential candidates. For example, while on LinkedIn, I will search through status updates of people I am either connected to, or people in ‘groups’ that I am a part of. I also search through my center of influences on LinkedIn to identify who they are connected to that have sales experience in their background. I liked this article because Levy incorporates tips from Warren Sukernek, a consultant who found a job using social media. Interestingly, Warren points out that Twitter allows individuals to connect based on interests. They do not necessarily have to know one another. Users on Facebook and LinkedIn have to accept one another through “connections” or “friends” in order to read their profiles. Another great point Warren makes in this article is that Twitter names should be actual names in order to help in search engines by recruiters. As a new user to Twitter, I have a hard time finding friends due to usernames. If I broke into the Twitter platform for recruiting purposes, I could see how this would be a challenge. Since Facebook requires full names, it can be a very effective networking tool. Warren explains that using status updates to reminds friends that you are looking for a new position is helpful in getting the word out. Notes on Facebook are a good way to explain to your friends in-depth what your current situation is and what you are looking for in a career. Overall, this is a good article to take notes from. Social media is only making it easier for recruiters to network and identify great candidates. If you are looking for a job, please take some tips that Levy has provided through Warren’s experience.

 

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