Job Search Blog
HOUSE: I love the cranky bastard.
During last year’s season finale of the TV show House, though, I learned something … and that is the absolute power our right brain has over our lives.
The parallel is drawn between House’s patient, whose right brain doesn’t communicate with his left brain, and his own dissociative hallucinations. The patient’s left hand (right brain) seems to have a mind of its own. His hand throws things at people, slaps people, and even pinches himself. Yes, weird.
The right brain, home of our subconscious mind’s functions, controls not only our left-side motor functions, but also 95 percent of our behavior. Hey, did you think “you” made that choice today, or did your right brain choose? (For hard-core neurologists, you know this isn’t 100 percent true, but bear with me for a moment!)
The patient’s left arm (right brain) was unable to use language to communicate, so it used emotional responses. Slapping, throwing things, and scratching through his own skin. His right brain was trying to tell him a message.
Here’s the kicker:
Originally posted 2009-10-05 08:03:27. Republished by Blog Post Promoter
Entelo Diversity, a search algorithm created by Entelo, allows companies to scrape the Web to recruit more diverse job candidates. A company that needs to hire more women, for example, could use Entelo Diversity to find female candidates. The tool can also search for candidates based on race and military service. Entelo’s current customers, which include Yelp and Facebook, may pay as much as $10,000 per year for the tool.
If you’re a female, a veteran or a member of a minority race, tools like Entelo Diversity won’t get you hired, but they could help you get your name into the applicant pool. To make sure that you fall into the diversity net, find subtle ways to flaunt your characteristics on social media.
Isn’t Mentioning Your Gender or Ethnicity Considered Bad Taste?
Many affirmative action opponents claim that hiring for diversity gives minorities an unfair advantage. They imply that minority applicants often take good jobs away from candidates that have better qualifications. Some companies might feel uncomfortable emphasizing diversity because they pride themselves on hiring based solely on merit. However, Entelo CEO Jon Bischke says that his company’s tool creates more diverse applicant pools; it doesn’t make final hiring decisions.
Getting more diverse candidates into the mix provides better applicants from which to choose. In a blog post for the Harvard Business Review, management and human capital consultant Jevan Soo points out the advantages of multi-cultural hiring processes:
Your company has just hired a new person for the promotion that you deserved. Not only did you not get the job, you didn’t even know that the job was open. If this scenario describes you, you’re definitely not alone. Many companies do a terrible job of cultivating and promoting internal candidates.
Before you head over to LinkedIn in a huff to find a job with a new company, consider using LinkedIn to find a new position within your current company. If your company has 100 or more employees, then LinkedIn’s search algorithm will show you open jobs not only in new companies but also within your current company. LinkedIn updated the algorithm because 42 percent of employees would prefer to remain with their current companies if their companies advertised a job opening matching their skills and experience.
Why Promoting From Within Is Good Strategy for Your Company
Businesses hire communications experts for marketing and public relations (click here for information about MA in Communications programs) because they think that their image as a company depends on how they market their brand. However, companies can have great product or service brands and still struggle to attract talent. This disparity often happens because companies fail to invest in their greatest resource: current employees. They underestimate just how much satisfied employees improve recruiting and talent acquisition.
There is no doubt that social media is changing the way we are communicating.
New polls, published on FastCompany put this trend into perspective for Job Seekers. Thank you CareerBuilder.com for running the surveys:
- 45% of employers check social networks before hiring
- 11% plan to use social networking sites for screening in the near future
- 35% of companies had rejected a candidate based on information from a social-network profile
- 14% rejected a candidate for using an emoticon
Here is a summary of why companies DID hire people based on their social media profiles:
- 50% chose a candidate because the profile communicated a “good fit” and personality
- 39% based on professional qualifications
- 39% based on the creativity of the candidate
Lesson: Clean up your dirt online, keep it real, be creative.
You can view the full article here: http://sn.im/qm85x
Originally posted 2009-08-20 18:21:13. Republished by Blog Post Promoter
Hiring managers want to bring in someone they’ll get along with, someone who seems a bit like them and someone with whom they’d want to spend time. Therefore, in addition to selling your background and your understanding of the company, you need to sell yourself as a likeable candidate. One of the fastest ways to end up in the slush pile is to badger the hiring manager on social media.
Using social media to find a job and to connect with someone who has pull at your target company is smart strategy. However, too much contact (TMC) coupled with too much information (TMI) could kill your chances of getting hired. No one likes a stalker, no matter how well qualified the person is for the job. Some common sense rules can help you walk the line between enthusiastic and creepy.
Profile of a Social Media Stalker
Criminologists define stalking as “a pattern of repeated and unwanted attention, harassment or contact directed at a specific person.” To gauge whether you’re a social media stalker, ask yourself these questions:
I was shocked.
I was in disbelief.
I gave a presentation on how to use social media for a job search yesterday. I explained HOW it get’s you job interviews faster. I explained how 80% of companies use it to find their next employee. I showed why job boards don’t work. And I still got this comment response to my question: Do You Feel this Info Will Help You Find a Job Sooner?
I’m not convinced
That’s fair…if you want to NEVER find a job.
Originally posted 2009-08-19 09:32:32. Republished by Blog Post Promoter
A recent survey revealed that 91 percent of employers use social networks to screen prospective employees. But do most job seekers realize that employers are weighing social media so heavily? And are these social profiles a fair representation of job seekers as professionals?
Software Advice interviewed recruiters to see what red flags they look for when reviewing a candidate’s social media profiles. Then, we created an online survey to find out whether the red flags recruiters use to size up candidates matched with common social media practices among job seekers. We collected a total of 1,542 responses from randomly selected adults within the United States. Here’s what we found.
- Only 66 percent of respondents reported having a social media presence—though many recruiters view this as a red flag.
- The majority of social media users do not always ensure their social media profiles match their resume.
- Most social media users do not speak poorly of their current or previous employers.
Over One-Third of Respondents Don’t Use Social Media
The first thing most recruiters and business owners pointed out as a red flag when it came to recruiting on social media was simple: a lack of social media presence.
“When a job candidate does not have a social media presence or has poor activity on a social media profile,” Andrew Bauer, CEO of Royce Leather, a retailer of fine leather products, points out, “I see that as a red flag.”
However, when we asked respondents whether they used social media, only 66 percent noted they did. As such, eliminating candidates based on a lack of social media profile could result in companies ruling out qualified candidates who may simply prefer not to be active on social media networks.
Respondents’ Social Media Use
Additionally, we asked our survey takers which “red flags” they thought employers should not use to eliminate candidates. Approximately 32 percent of respondents thought that disqualifying an applicant based on a lack of social media presence was a recruiting tactic that should be avoided.
Social Media “Red Flags” Respondents View as Unfair
After all, some people prefer to not to conduct personal interactions via an online medium as a means of simplifying their lives, or because they believe that by staying off of social media, they will be able to better maintain their privacy from companies that use these mediums to conduct research. In any case, the reasons people prefer to be inactive on social media—or avoid it altogether—often do not preclude them from being stellar employees.
I was reading Chris Brogan‘s newsletter and really resonated with a paragraph of his about how using the same message across all social media platforms is just wrong. He didn’t spend much time on it, though, so I want to elaborate.
By the way, Chris Brogan is at the forefront of social media and internet marketing. He’s been blogging since 1998 and is considered by many to be one of the leading internet marketing gurus. Here is what he said that caught my eye:
I don’t like using a service like Ping.fm to send one message across multiple platforms. It’s lazy. It’s mechanical. And the platforms all have a different vibe.
First off, Ping.fm is a social media aggregation service. You input all your social media logins and then from a single interface, it sends out updates. A lot of people like this service because it seems efficient and a time saver. And it is.
But Chris’s problem with it stems from the way you interact with, say Facebook, which is totally different from how you would interact with a more formal community, such as LinkedIn.
As a job seeker, your asset is time. If you were blogging and marketing for a business, then Ping.fm and other shortcuts might make more sense. But you’ve got too much to lose by ignoring the rules set out by each platform. So, just as a frame of reference:
- LinkedIn: The most professional outlet you have. ALL of your updates need to be professional and somewhat formal. Generally, there needs to be a professional reason for you to connect with anyone here.
- Facebook: More casual is okay. You can keep things personal. Just remember that a potential employer might get a glimpse if you aren’t paying attention to your settings. The rule of thumb is that Facebook friends should be friends, or have a good reason to connect.
- Twitter: Anyone can connect with anyone. There doesn’t need to be a reason or an introduction. A good rule of thumb is to tweet about personal (not too personal!) things about 80 to 90 percent of the time. The remaining 10 to 20 percent of your tweet material can be about what type of job you’re looking for or trying to reach out to certain companies.
If you did a blanket post on all of these, it would come across weird — you need to frame your content according to the style or format of the different media.
I have found a tool that doesn’t require blanket posting, but still allows you to aggregate your profiles. It’s called DandyID. I’m just getting started with it, and I love the analytics. I can see who is looking at which social media profile. This helps me focus my communication message on a specific platform.
Play around with it, or stick around and check for updates, because I’ll be reporting back to you on how I use it and whether it is worth signing up.
Let me know what you think of this post — or what you think of DandyID if you check it out! Your comments are always welcome, and useful for others.
Originally posted 2009-08-17 10:36:12. Republished by Blog Post Promoter
If you post a lot of compromising photos or inflammatory material in your social media feed, then you might be passed over for job opportunities.
According to a survey by the Chartered Institute of Professional Development (CIPD), two out of every five employers looks at candidates’ Facebook, Twitter or LinkedIn profiles before recruiting them. At the same time, a profile that’s too squeaky clean might actually turn off recruiters in certain industries. It’s crucial to know when to sanitize your social media presence and when to leave it as-is.
When to Polish Your Profile
In early 2014, the Warwick, R.I. police department set a goal of recruiting 800 applicants for its hiring list. To increase outreach, the department set up a Facebook page dedicated to the recruitment effort. Interested applicants could simply “like” the page to receive updates and to obtain application instructions.
Imagine that you’re a candidate who has an MS in Criminal and Social Justice and meets all of the department’s physical fitness requirements. Despite your qualifications, if the recruiting officers click on your Facebook profile, they could see photos that would cause them to question your qualifications.
If you’re tagged in some questionable photos or if you post an iffy status, such as a rant about an employer or a complaint about stress, the Warwick police department might question if you would “demonstrate good judgment, [possess] an even temperament, respect and appreciate diversity, show creativity and problem-solving skills, think on their feet, handle pressure and show leadership skills” when you’re under stress.
The verdict: If you work in a field in which appearances matter, such as public service, or you want to work for a company with a buttoned-down culture, give your social media profile a scrub-down before filling out a job application.
When to Leave It Alone
Forbes once reported on a 21-year-old college intern, working at a recruiting firm, who’d been hired to vet candidate social media profiles for her bosses. The intern was ordered to toss candidates who didn’t have wedding photos, baby photos or photos of themselves attending parties with friends on their social profiles. A profile without character, according to the recruiters, suggested that it had been scraped clean to get rid of racy or controversial content. The recruiters also thought that a clean profile without photos indicated that the person didn’t value relationships and might not get along with co-workers.
Before we get started, I would like to apologize to Derek Weeks for the quality of the video. This was my first time recording a Skype conversation, so the video and audio aren’t great. Actually, by the end the voices don’t quite sync up. (Yes, I am a cheapskate and used the free trial version of Call Record, and yes, I did eventually pay the $20 for a license.)
But for my readers, don’t let that fool you. The information Derek reveals is POWERFUL.
Derek Weeks is a hiring manager as well as a LinkedIn power user for over 5 years.
- Over 750 REAL connections; he doesn’t play the numbers game
- Over 40 REAL recommendations
- Career success though connections made on LinkedIn
- Member of elite group of LinkedIn users
From the video, you will learn the importance of having a simple, clear and short profile summary. A company gives your entire profile about 90 seconds — the first 30 seconds are spent reading your profile. If the profile isn’t compelling, the hiring manager doesn’t even bother with the rest of it.
He discusses a hugely powerful technique that will allow you to get in touch with your target company’s customer base so that you can add real value to your conversations during an interview. Imagine being able to say, “Well, I’ve had several conversations with your customers and they love your product features….”
He tells how he averted disaster by finding the dirty laundry on a company that wanted to hire him — thus avoiding a potentially career-killing move. This illustrates how important it is to find out if your target company is actually a fit for you.
Originally posted 2009-08-31 08:52:27. Republished by Blog Post Promoter