Social Media & HR
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Social Media & HR
How Social Media can affect both your roles as an employer & potential employee
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Social Media Is Lead Search Tool for Grads Looking for Jobs - HispanicBusiness.com

In an effort to jumpstart this topic, I found this article particularly interesting about how many recent college graduates used social media to search for jobs. Jack Katzanek compares these college grads to the other job seekers who were midst complaining about the fact that their companies were requesing Facebook passwords.  Some people also found it odd for a potential future employer to request access to Facebook pages and other social media accounts.  As opposed to getting tangled up in this debate, 41% of college grads from the class of 2012 utilized social media in an attempt to find a job.

 

The study that determined this percentage also discovered that this number had jumped 33% from 2008, which was also the year that Facebook and other social media sites had first become popular.  Katzanek makes it known that regardless of whether or not you decide to share your Facebook password with your boss, you should still keep in mind that sharing too much can create a problem for you professionally.  

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10 Tips for Job Seekers in the Digital Era

10 Tips for Job Seekers in the Digital Era | Social Media & HR | Scoop.it

David Clarke provides readers with 10 tips to land your dream job in this digital era.  He agrees that job seekers have a plethora of websites and social media accounts available right at their fingertips, they just have to know how to access them and utilize them correctly to achieve maximum success.  His first piece of advice is to conduct an endless amount of research in regards to what the company you're applying for stands for and what they are looking for specifically.  His second piece of advice is to connect somehow with the company before your interview by liking one of their posts or re-tweet a comment they made.  He then suggests to build your social presence and make your personal online brand known.  He stresses the importance of you being prepared for your interview, which can come from your research.  His fifth step is to arrive to your interview early, at least by fifteen minutes, so as to mentally prepare yourself.  

 

His sixth piece of advice is to remain flexible in regards to your wages.  His seventh piece of advice is to make sure you diversify yourself and make it known that you like different things.  This will contribute to the company's culture.  He also suggests that you think long-term in regards to this being your potential career not just a short-term job.  He urges you to keep details in mind such as not chewing gum or checking your phone.  His final piece of advice is to follow-up and maintain contact through use of social media, again either by e-mail or Facebook or Twtiter.  This will once again remind them how tech-savvy you are by promoting your personal online brand.   

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5 Ways Social Media Could Be Hurting Your Job Search

5 Ways Social Media Could Be Hurting Your Job Search | Social Media & HR | Scoop.it

Tony Morrison agrees that "using social media the right way can hook you up with the right people, in the right place, at the right time."  He urges job seekers to carefully read through this article to ensure that they are using social media the right way.  He suggests that its use can hurt your chances of landing that perfect job if it is not used the right way.  He lists 5 ways that it can harm or help (if used properly) your chances.

 

The first of these 5 ways is through your own personal interactions with your friends.  He urges us to keep it clean and make sure that our friends are interacting appropriately with us.  The second way is to make sure that we participate in our online accounts and are not just setting them up just to join a social network.  The third way is by not sharing everything, thus avoiding T.M.I.  He agrees that it is best to remain somewhat discreet through our online actions.  The fourth way is to not just search for our jobs through social media outlets but rather utilize all of our networks.  While he agrees that social media should make up the biggest part of our search, it should not be the only thing we use while jobhunting.  The fifth and final way social media can hurt or help us is by what Morrison call the "time suck."  He argues that as consumers, we tend to get "sucked in" to social media and can end up spending an hour on the web as opposed to our planned 5 minutes.  He suggests that we stay on task and focus on our job hunt so as to not get sidetracked and "sucked in" to social media.  

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8 Ways To Recruit Startup Talent Using Social Media

8 Ways To Recruit Startup Talent Using Social Media | Social Media & HR | Scoop.it

Having top talent is a crucial way to guarantee startup success.  How can you use social media to get the best team for your startup?  Scott Gerber attempts to answer this ever-popular question through this article.  In his quest for an answer, he determined that the best way would be to interview "successful young entrepreneurs" for their social media recruiting advice.  He conducted 8 interviews and each had a different piece of advice to give.  Colin Wright of Exile Lifestyle suggested that the best way to draw in top talent is to sit back and let people want to work for you by achieving expert status through your company's brand.  Another piece of advice was to tweet with very specific job-related hashtags.  It was suggested to make Twitter your best friend.  

 

Thursday Bram suggested to pick the people you want.  It was also suggested to conduct a contest.  Erin Blaskie advised to get a referral and pre-select a candidate for more guaranteed success.  Ryan Holmes suggested to listen, converse and engage with your population to build better relationships with your potential employees.  Michael Margolis of Get Storied went out of the box and suggested to create a YouTube video of your vision and what specifically you are looking for within your company.  

 

Gerber agrees with these entrepreneurs that when social media is utilized properly, it can achieve great success in a short amount of time.   

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How to Use Social Media for Employee Referrals

How to Use Social Media for Employee Referrals | Social Media & HR | Scoop.it

Kes Thygesen is Co-Founder of RolePoint, which is a social recruitment tool that helps managers successfully conduct social media recruiting and hiring.  He discusses how competitve it is to hire the best of the best.  He suggests that the only way to go about achieving this is to become more competitive in your company's use of social media recruitment.  He determines that it is cheaper than the average amount spent on the traditional hiring of new recruits.  He also gives four ways that a company can use social media to positively gain results. 

 

He advises companies to "look beyond your first degree of connections." He argues that friends of friends can be a good target audience, as well as the passive job-seekers.  He suggests that companies go in-depth with their circle of connections.  He shares the secret to finding the "perfect matched" candidate.  He elaborates on this by telling companies that social media now allows us to formulate key-words to describing the "perfect" job candidate.  He agrees that social media recruitment allows your company to expand on their culture and what sets them apart from other companies.  This is all apart of your company's online brand.  He also suggests that to achieve recruitment success an employer should share the bonus.  This bonus being the employee referral bonus.  He argues that if you offer someone half of your bonus to find another person who would be a perfect fit for the job, then in return your company will gain a wider selection of candidates.  

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Are You Using Social Media for Recruiting?

Are You Using Social Media for Recruiting? | Social Media & HR | Scoop.it

In this short and simple article by Susan Heathfield, statistics involving social media recruitment were researched.  These statistics were all reported through the Jobvite Social Recruiting Survey of 2012.  In this survey, Jobvite tracked different companies through their use of social media recruitment and provided statistics regarding their successes.  This survey proves it is not quality or quantity which are more important, as 49% saw an increase in quantity of applicants, while 43% saw an increase in quality as well.  The most shocking statistic to me was that "in a 15% increase since 2010, 73% of recruiters have hired a candidate identified through the use of social media." This is a fairly high number and is only expected to increase exponentially in the future.  

 

Heathfield also offers advice to both applicants and employers on how to benefit most from social media use.  Her advice stems from results of the survey.  She suggests that applicants listing volunteer work and any professional organizations involved in have a positive impact on his/her chance of obtaining a job, while any form of substance use and grammar/spelling mistakes have a negative impact.  Her advice to companies is to compete by offering (if capable) better benefits, flexible hours, a faster hiring process, the option of working remotely and higher compensation. 

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Using Social Media for Recruitment Advertising

Using Social Media for Recruitment Advertising | Social Media & HR | Scoop.it

Using social media during recruitment and selection campaigns is a great way to attract unique job seekers. Learn about the benefits and risks of using social media in this article written by Andrew Puhanic.  This article was discovered on recruitmentfundamentals.com which highly recommends social media recruitment.  Puhanic discusses the basics of social media and what exactly makes up this newer category of recruitment.  He touches upon the benefits of its use as well.  He states that it allows for higher exposure to candidates who are already interested in your company, and it is free and easy to use.  

 

He not only discusses how it can benefit a company to use, but he also discusses his own personal success with social media recruiting.  I felt as though this article was thoroughly helpful because it is real.  As mentioned above he discusses his own personal experiences with social media recruitment and how it truly either helped or harmed his organization.  He even discusses his "mixed" feelings experience with LinkedIn and why he felt this way.  He is quick to warn companies about the harm of using social media but balances it with the benefits of its use.  

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5 Ways Social Media Is Revolutionizing Talent Acquisition

5 Ways Social Media Is Revolutionizing Talent Acquisition | Social Media & HR | Scoop.it

"Does your company recruit talent via social media? It should." Sajjad Masud, co-founder and CEO of Simplicant, discusses 5 ways for companies to utilize social media in terms of talent acquisition.  He illustrates how social media is "revolutionizing" the way companies recruit.  Social media makes talent acquisition more personal, more transparent, not just for HR, more marketable and more easily shareable.  

 

He supports how social media has revolutionized talent acquisition in these five ways through specific examples.  It's more personal because employers can now reach out to their friends whom may desire a career change and the employer just is not aware of this.  It's more transparent because it allows the outside public to criticize the company and corporation; no longer are these comments just coming from internal minds.  It is no longer just for HR because it allows CEOs, entrepreneurs, and companies that are just starting up and lack HR to locate potential candidates.  It allows for more marketing because it is easier to implement your company's brand throughout the web.  It is being shared because it is easier to share these webpages, posts, and tweets with other people, even those you may not know yet.  

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More Than Nine In Ten Employers Turn To Social Recruiting - Small Business Startup News - Breaking Small Business News - Entrepreneur Resources

More Than Nine In Ten Employers Turn To Social Recruiting - Small Business Startup News - Breaking Small Business News - Entrepreneur Resources | Social Media & HR | Scoop.it

"Companies are relying on sites like Facebook, Twitter and LinkedIn to identify and recruit new employees as social recruiting hits an all-time high." This article illustrates how more than nine in ten employers are now using social media as a primary form of recruitment for their company.  "92 percent of U.S. employers now use social media networks to locate potential employees..." This is a major increase from when social media was first introduced a little over five years ago.  

 

This article not only illustrates that the majority of businesses are now using social media, but it also discusses those who are successful with it.  "Seven out of ten employers have achieved hiring success using social media."  This statistic prove that it works for businesses.  

 

 

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Recruiting, Reinvented: How Companies Are Using Social Media In The Hiring Process - Forbes

Recruiting, Reinvented: How Companies Are Using Social Media In The Hiring Process - Forbes | Social Media & HR | Scoop.it

This article works at answering the ever-popular question, "Can the use of social media actually benefit job seekers and employers?"  In an interview conducted with Chirag Nangia, CEO of Reppify, he elaborates on his company's use of social media and the benefits gained by both potential job candidates as well as employers.  

 

He suggests to recruiters, "social media can be a great source for discovering passive candidates – those who are employed but ‘open’ to changing jobs for the right opportunity – who represent nearly half of all currently employed talent."  His term "passive" here describes the hidden candidates who normally would not come across these open job positions if not for the use of social media.  His advice to recruiters is to not forget about those who are currently employed but desire a career change.   

 

He describes a benefit of social media for potential employees, "what used to take a tremendous amount of legwork on the part of the candidate can now be done through a quick search on the web."  He also discusses the benefit of the time it now takes to hear back from a potential job offer because of social media use.  

 

The information delivered here in the article does an excellent job of describing how social media can benefit both parties in the hiring process.  

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How to use LinkedIn, Facebook, etc., for your job search

"With more than 90 percent of recruiters now using social media to find job candidates, if you want to improve your job search, or your career, you’ll have to engage on social networking sites such as LinkedIn, Twitter and Facebook."  Eve Tahmincioglu works to answer the important question as to how you go about engaging in these social networks.  Tahmincioglu conducted a live Q&A session with Dan Schawbel, a social media guru, and received answers to the most-asked questions about how to be a successful online media job seeker.  

 

Schawbel advised that job seekers be on Facebook & LinkedIn to expand their professional opportunities.  He also suggested to be as linked to as many people as possible on LinkedIn in an effort to have access to more people, thereby giving you more opportunities for professional connections.  He also advises job seekers to "think of everything you post as being public."  He states that you never know who will have access to what and just because your setting might be private does not necessarily mean it is.  He also advised to change your notifications as to who is notified of what specifically.  This will help to let companies know you are searching for a job while perhaps keeping your friends from finding out, if that is what you desire.   

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Social media advice for job-seekers, from CEOs, HR execs & recruiters

Social media advice for job-seekers, from CEOs, HR execs & recruiters | Social Media & HR | Scoop.it

Scott Kirsner, a columnist for the Globe, recently posted on one of his blogs for entrepreneurs to answer.  He posed two questions, what should job seekers be doing with their social media accounts in order to gain success and what shouldn't they be doing.  He received answers from several successful businesspeople and wrote this article in response to it.  He separated the responses by entrepreneur and by appealing versus less appealing online habits. 

 

It was suggested that job seekers make themselves known on their accounts and that they keep their posts work-appropriate.  This is not to say don't get involved on these accounts personally, just make sure to keep it professional.  It was also suggested not to overpost about your need for a job and come off as too demanding.  Nearly almost all entrepreneurs agreed that it is important to have and maintain a blog.  They also agreed that it is important to balance how often you post/blog.  If you don't post enough it might show that you are not as active as you perhaps should be; whereas if you post too much it might show that you have too much time on your hands and nothing better to do.  If I were a job seeker, this would perhaps be the first article I would read as it gives a very in depth look at how one should behave through his/her social media accounts to gain hiring success.  

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7 Ways to Optimize Your Professional Profile

7 Ways to Optimize Your Professional Profile | Social Media & HR | Scoop.it

Jesse Gant wrote this article in an effort to help social media job seekers optimize their professional online accounts, thus enhancing their chances of landing their dream jobs.  Here he suggests that any consumer can improve his/her personal brand by successfully following the 7 recommended steps.  His first suggestion is to keep all profiles up to date, especially if you change anything in your life.  This will help to keep your profiles fresh and current.  His second suggestion is to be cautious and ever-changing with the keywords you use to search for.  He urges consumers to be everywhere and to have different social media accounts.  He also suggests that you brag a little about your accomplishments while remaining honest and humble.  He argues that it's good to talk up your achievements to an extent.  

 

He also suggests that consumers diversify their recommendations.  Using different contact as personal and professional recommendations will look much better to a potential employer.  This being said, he also urges to request these recommendations from different people whom you've had recent contact with and had different experiences with.  His final piece of advice is to get involved in job forums and make yourself known.  

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Do You Pass the Social Media Recruitment Test?

Do You Pass the Social Media Recruitment Test? | Social Media & HR | Scoop.it

In an article written by Boris Epstein, social media recruitment and its uses are elaborated.  Epstein believes that "we went from candidate scarcity and limited information to an overabundance of candidates and even more information available on each one."  He states that we must find a way to simplify this problem and know how to pick the right candidate out of our "overabundant" pool.  He gives examples of whom to contact for the position based on how his/her social media accounts look.  

 

He uses LinkedIn, blogs, Facebook, Twitter, and Google as the social media accounts to be on the lookout for.  While he lists several different aspects of each outlet that will help employers to highlight the perfect candidate, he concludes that the candidate must be genuine on all accounts, they update often, and have a picture attached.  These details seem to be theme for each social media account.  After listing these details, he concludes that the way a potential candidate conducts him/herself online is important because it contributes to who they are as a person.  He continues that employers should no longer just be looking for a person who possesses the job skills but for the "entire package."  A person's social media presence helps to display their outgoing personality, sociability, and likeability.  

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Jobscience Survey: Facebook Is a 'New Essential' for Social Recruiting

Jobscience Survey: Facebook Is a 'New Essential' for Social Recruiting | Social Media & HR | Scoop.it

In an article published by MarketWatch, a division of the Wall Street Journal Online, Facebook is targeted for social recruiting. In fact, a recent survey discovered that about 36% of U.S. corporations are planning to utilize Facebook for recruiting more for this next year than they did last year.  The survey also showed that 60% of these companies determined that reaching a higher number of customers both on Facebook and LinkedIn is necessary for recruitment success.  

 

Despite the fact that this article is mostly about Facebook, the survey determined that 81% of companies felt that LinkedIn was the quintessential social media outlet for recruiting purposes. It listed Facebook as second important, and Google+ as third.  Much to my surprise, Twitter was found to be the least important social media recruitment tool weighing in with a 16% vote.  This survey was conducted by Jobscience, whom MarketWatch defined as a "leader in Talent Relationship Management for today's social enterprises."  My favorite quote from this article is that "Jobscience understands that social connectivity is more than just a feature--it's the future."  This is probably how most companies should view social media recruitment.   

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The Evolution of IT RecruitingStafflink Toronto IT Staffing and Recruiting Blog

The Evolution of IT RecruitingStafflink Toronto IT Staffing and Recruiting Blog | Social Media & HR | Scoop.it

This infographic offers a "just for fun" view of how technological advancements have also forced social media recruitment to advance.  It displays the differences between technology involved in recruiting during the 1980s and today.  It not only shows the differences, but it also discusses the benefits of using technology today versus the downfall of technology from the 1980s.  The categories displayed in this infographic are those of phones, collecting resumes, Internet use, networking and job posting.  

 

In the 80s, phones were big, bulky and had answering machines attached to them.  However, now most recruiters are always attached to their "smart" phones equipped with Internet and e-mail access.  Collecting resumes back then was nothing more than just a waste of paper, yet nowadays resumes can be collected through the internet and stored for much longer.  With Internet use just coming out in the 80s, the only things recruiters used a computer for were typing and editing.  Nowadays, the computer can allow a recruiter to do just about anything he/she desires.  

 

In the 80s, the biggest way to network was through a career fair which required strategic planning and advertising in a way to get the word out.  In today's society because of social media, it takes one simple post and people sharing said post to get the word out about a company hiring.  Much like networking, job posting in the 80s consisted of job boards, help wanted ads, and using too much paper.  Today, job posting can be done through the internet via sites such as Monster, Craigslist, Workopolis and many more. 

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Social Media: the Most Powerful Recruiting Tool Since the Telephone - ERE.net

Dr. John Sullivan, author of this article, states it best when he says, "using social media to support recruiting is not only not a fad, it is the most powerful tool added to the recruiter’s tool box since the invention of the telephone."  Throughout this article Sullivan attempts to assure companies that the use of social media is not something that will disappear overnight, but rather it is worth investing time and money in.  "Social media is a wildly complicated tool that requires much more strategy and skill to master than other tools, but presents organizations with unrivaled capabilities."  As stated throughout the article, the use of social media has the capability to deliver numerous results in terms of recruitment--if used properly.  

 

Sullivan warns companies to "get off the bandwagon and focus on results."  He states that companies should not want to use social media as a form of recruitment because "everyone else is doing it," but rather they should want to use it simply because it works.  He gives 10 key power factors that prove social media recruiting guarantees results.  These key power factors are as follows: it offers broad capability, a large audience of ideal prospects, leveraging of employees, relationship building, authentic messages, mobile access, multimedia messaging, low cost, prioritized applications, and production of quality hires.  He continues that "doing it right" is definitely not an easy task, but it is one that your company will benefit from long-term.  Reading Sullivan's advice and utilizing it could help any company with their use of social media recruiting.  

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How to Use Social Media as a Recruiting Tool

How to Use Social Media as a Recruiting Tool | Social Media & HR | Scoop.it

"There are millions of people on social media sites like LinkedIn, Facebook or Twitter. More companies are using social media to target candidates. Here's how to use social media as a way to find your next hire."

 

This article discusses the benefits of using social media sites for recruiting, a phenomenon we call social recrutiing.  It also touches upon how to use the sites of LinkedIn, Facebook and Twitter specifically for social recruiting so your company can maximize these benefits.  

 

To achieve success on LinkedIn you should try, "building connections to people you already know," then "broadcast that you are hiring."  This will allow your connections to see your broadcasted message which could prompt them to apply depending on your relationship to the user.

 

Taking advantage of the Facebook Ads, Facebook pages, and Facebook Marketplace will allow you to achieve recruitment success via Facebook; while Twitter "can be powerful for small companies or a recruiter who wants to get an edge over the competition."  Whichever social media outlet your company chooses to use, if used properly, social recruiting can lead to success.  

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Social Media And The Job Hunt: Squeaky-Clean Profiles Need Not Apply - Forbes

Social Media And The Job Hunt: Squeaky-Clean Profiles Need Not Apply - Forbes | Social Media & HR | Scoop.it

“'There’s a sense that a profile with no character has probably been scraped of some racy stuff or else the person has no social skills and won’t fit in.'  Either way, that resume has been moved to the bottom of the pile."  The author of this article, Meghan Casserly, describes a career held by one of her friends in which she has to filter through job applicants' social media accounts.  She let us in on some secrets employers are looking for through these online searches.  

 

Casserly says, "it seems that our advice might have crossed over from helpful to problematic." She is referring to the advice to potential job candidates on cleaning up your social media accounts.  This article mentions that a person with a "squeaky-clean profile" could come across as having something to hide.  It could also appear that they have no social life and will not fit in well with the company. 

 

She gives advice as the article continues on how to balance making your online social presence known in a way that will not harm your likelihood of landing a job.  One piece of advice she gives to online job seekers is to make a post at least once a week in all social media accounts, that way you make your social media presence known.  

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7 Reasons Businesses Need Social Media [Infographic] | | Social MagnetsSocial Magnets

7 Reasons Businesses Need Social Media [Infographic] |  | Social MagnetsSocial Magnets | Social Media & HR | Scoop.it

"Social media is the new internet and is changing how we share our brand and business."  This infographic highlights some key points and suggests the future of businesses.  It displays several benefits gained from businesses utilizing Social Media.  This is the direction social media is heading with companies.  

 

"Social media is getting harder and harder to ignore in the business world.  Businesses had a similar attitude to the internet 10 years ago."  I like how this article compares social media to use of the internet.  Most people were skeptical of the internet when it first came out too yet look at how far that has taken companies and businesses, not to mention society as a whole.  This article elaborates on how to embrace social media much like first use of the internet.  It also gives statistics to companies about other companies using social media.  It then gives advice on how to utilize social media to benefit your company, such as "don't count likes and followers.  The only number you should count in social media is the number of interactions you have with customers."  

 

If this does not convince businesses to switch to Social Media outlets, I don't know what will.  

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