The document discusses using social media for recruiting and job searching. It notes that employers are increasingly using search engines and social networks to find candidates. Candidates need to manage their online profiles carefully, build their personal brand on social media, and participate positively to showcase themselves professionally. The key takeaways are that employers use social media to source candidates and screen profiles early in the hiring process, so job seekers must represent themselves well online.
2. “He or she who gets hired is
not necessarily the one
who can do that job best;
but, the one who knows
the most about how to get
hired.”
– Richard Lathrop, Author of Don’t Use a
Resume
3. WHAT DO YOU USE SOCIAL MEDIA TO DO?
Chatting with friends What about:
Sharing pictures, videos • Showing expertise
Telling stories, jokes • Staying in contact
Playing games • Keeping contacts up to date
Venting frustration • Finding work
7. SEARCH ENGINES ARE USED MORE THAN JOB
BOARDS
Over 38 Million Job or
Career related searches in
Canada every month on
Google alone (English and
French)
8. AND THERE ARE JOB SEARCH ENGINES TOO
Job search engines – aka
Job aggregators
Indeed has more traffic
than major Job boards
like Workopolis
19. 3 TAKEAWAYS
1. Employers are using Social Networks and Search Engines to find
job applicants.
2. Social Media and Search Engines are being used to screen job
applicants.
3. Employers are looking at the social networking profiles of
candidates very early in the process.
20. FIRST, DO NO HARM
1. Manage your profile:
Learn privacy settings and use them
1. Know what you will share and with whom:
Share what’s appropriate with the right people
1. Are you ok if your mom / teacher / boss sees this?
Account name
Post
Update
Share
Like
Tweet
Tagged photo
21. SECOND, BUILD YOUR BRAND
Identify your target audience(s)
Determine what Content they want to know
Integrate into your Profile (Summary, updates, etc.)
Curate that Content
Share and comment on that Content
Network with like-minds
22. THIRD, PARTICIPATE POSITIVELY
1.Paradox – the more you “sell”, the less you sell
2.Social happens fast, but success/influence is accrued very slowly
3.No shortcuts – success comes from hard work and putting
in/making the time
Think of your time on social media as building proof of your
reputation…
23. OR SIMPLY REMEMBER THIS
1. Share with Care
2. You are your Brand Ambassador
3. You are responsible
24. Your use of social media provides a lasting impression of you as a
professional, with people you may not actually meet or talk to
It all reflects Brand You
How do you want to be known?
Notas do Editor
MAURA
MAURA
MAURA Social media – what sites? how do you use it? Why? Have you thought about what you share? Why do you friend someone? How would you find a job? Lines are blurring – personal and professional
CLINT Case for change Media consumption habits changing
CLINT Update with Canadian stats from Google Adwords Keyword tool Sympatico.ca uses Bing search Google – based on Job, jobs, career, careers – over 33 million monthly Emploi, emplois, offre d'emploi, offres des emplois – over 5.2 million monthly searches
CLINT
CLINT According to research study by Kelton Research Feb 2012, job seekers want to use mobile now: 65% would search for jobs 55% would receive alerts 47% would apply to jobs 45% would track application status 32% would seek advice/references 23% would share info with friends through mobile email 19% would share info with friends through mobile social Benefits to applying on mobile: can be done anywhere can be done immediately Challenges to applying on mobile: career sites are not optimized for mobile difficult to do multiple tasks
CLINT
CLINT
CLINT
MAURA
MAURA LinkedIn – 187 million members globally, approx. 6 million in Canada – mostly white collar Facebook – 1 billion members globally Twitter – 350 million users globally Google+ - recently hit 500 million users globally
MAURA
MAURA
CLINT 3 key takeaways from the study: 1. Whether you like it or not, hirers are using social networks to screen job applicants. This means it is important to carefully manage your image on these types of sites. 2. Facebook and Twitter are being used a lot to screen job applicants. On Facebook and Twitter, we believe hirers are trying to get a more personal view of a candidate, rather than the resume-like view they will see on LinkedIn. 3. Hirers are looking at the social networking profiles of candidates very early in the process. This means that job seekers need to have their online act in order before they begin looking for a job.
CLINT
CLINT Your resume is (will be) your internet presence Experts become publishers on their topics, become known and found E.g. Dan Schawbel, on personal branding http://www.personalbrandingblog.com/ What is your goal? How do they want to be approached? What do they want to know? Active vs Passive? Share that! Support the goals of your audience, they can help support yours
CLINT
CLINT
Emphasis on unofficial Brand ambassador for the company, but how they are not spokespeople Don’t post anything that would embarrass you or the company Would you be comfortable if it ran on front page of Globe and Mail? Would you say this to Dominic in front of 1000+ employees?