3. Our Agenda
• Today’s Hiring Environment
• Personal Branding Online (including privacy)
• Social Media for Finding Job Leads and
Researching Companies
• Job Board Do’s and Don’ts
• Google Tools for Organizing the Job Search
12. Employers Use Social Media To. . .
1. Screen applicants (mostly out)
2. Announce job openings
3. Source qualified applicants
13.
14.
15.
16.
17.
18.
19.
20.
21.
22. Implications for Job Seekers
• Need positive online presence/ “brand”
• Join and participate in online networks to
make connections and “be seen.”
• Utilize social media to find job leads
– Networking/referrals
– Job postings
35. Your Profile
• Complete the entire profile!
• Upload a professional photo
• Have a great headline
• Highlight accomplishments, not
responsibilities
• Set Profile to “Public”
• Link to other online tools (Twitter, Slideshare,
etc.)
37. Requesting a Recommendation
• Select carefully
• Send personalized request
• Provide some guidance on what they should
highlight for your job search
• Try GIVING one first!
40. Building Your Network
• Join and participate in Groups—great way to get to
people for connections!
• Be a good “neighbor”--update your status, share
articles, make referrals, give advice.
• Ask for introductions from your 1st level contacts to
get to 2nd and 3rd level connections.
• For 3rd level connections, join groups they belong to
and interact via the group
41. 7. Interact!
• Update status with professional
info/announcements
• Review newsfeed and comment/respond to
activity.
• Join groups and respond to discussions.
• Share links to online resources that are useful
to your network/profession.
42. 1. Clean up “digital dirt”
2. Project positive image
43. Facebook Posting
• Remove all photos that are not “professional”
• Untag yourself in photos that are
unprofessional.
• Review timeline and delete posts/comments
that reflect poorly in job search
• Review Fan Pages you’ve “liked” and “unlike”
inappropriate pages
• Review apps/games
44. Facebook Privacy
• You have to choose privacy
• If you need to go on “Lock Down”
– Settings at “Friends” or “Only Me” (through
“custom” in settings page) for posting
– Limit audiences for past posts
– Disable public search
– Disable searches by email address
45. Positive Strategies
• Use status updates to • Share links/resources
connect, let people • Choose friends wisely
know about job search, • Join and get active in
comment on groups and on Fan
professional issues. Pages that are
• Revise profile to connected to your
emphasize profession and/or to
professional/ companies that interest
educational you
accomplishments
49. Twitter for Branding
• Professional photo/background
• Share professional resources with followers
• Provide tips, advice, etc.
• Connect people
• RT and DM people
• Participate in #chats
51. Wikispaces.com
• Can upload documents and images
• Can embed PowerPoint, video
• Use to share:
– Introductory video
– Work samples
– Certificates
– Recommendations
54. Keywords
• Names of companies
• Names of key people in organization
• Industries
• Key skills/certifications
• Industry trends
55.
56.
57.
58.
59.
60.
61.
62. More Ideas
• Search for all target companies to see if you
have 1st or 2nd level contacts.
• Search for people with your skills in industry
you are targeting to see where they work.
• Build “weak” ties—more likely to give you
leads.
• Strengthen weak ties to strong ties—will go to
bat for you.
63. Finding Leads on Facebook
• Company Fan Pages
• Job Board Pages
• Facebook Applications
• Networking with friends
BEWARE—You’re mixing personal/professional
on Facebook!
76. The Challenges
• Many openings outdated
• Multiple postings for one opening
• Too much competition
• Employers find least qualified applicants here
• Employers using boards less
77. Disability “Niche” Boards
• Pros • Cons
– More targeted to people – Disability first, person
with disabilities second
– May be advertised to
satisfy EEOC/ADA
requirements
– Only a subset of
available jobs
78. Tips
• Don’t spend a lot of time on boards—LEAST
effective form of job search
• Use boards primarily for research
• Search locally and specifically
• Use industry/occupational “niche” boards
where possible
• Find lead:
– Do you know someone at the company?
– Go directly to company website to apply
80. Online Job Scams
• Company asks you to share personal, credit
card or bank info, including SSN, bank account
info, etc.
• You’re asked to send money
• You’re offered a job without an application,
interview, etc.
• Company email is not a primary domain (e.g.
“OmegaInc@hotmail.com”)
92. Other Features
• Share calendars with others
• Invite people to add item to their calendars
• Have reminders sent to cell phone
• Set to automatically email daily agenda each
morning
• Embed calendars in other websites
• Can enable attachments to events
Notas do Editor
Fewer job openings plus highly qualified applicants begging for jobs. Plus, in many cases, they have current employees who are afraid of losing their jobs pick up the slack.
From McKinsey report: http://www.mckinsey.com/Insights/MGI/Research/Labor_Markets/An_economy_that_works_for_US_job_creation Companies are outsourcing work to contractors; they are hiring people to work part-time or “just-in-time”—as needed. Driven by technology improvements and costs—especially for healthcare. Employers don’t want full-time, permanent employees because of healthcare costs and also UI benefits. Their rates go up when they have to lay people off and people collect unemployment. Want a more flexible workforce.
When they do advertise for jobs, ost employers are buried in resumes and applications The more entry-level the job, the people who apply Not all companies have HR managers to manage this either.