We’ve welcomed a few new players to the job search field. Today’s job seekers have more resources to help draw out the Xs and Os than ever before. The wealth of online resources and social platforms can help you break free from getting caught up in zone defense and look out on all sides. Social networking, employee referrals, and even mobile devices are now helping job seekers bolt past the competition and score their dream jobs.
The infographic below — compiled by CareerShift, a comprehensive job hunting and career management solution — shares six new trends impacting job seekers. It’s time to ante up and use these game-changing trends to help you score big on the job field.
Some stats to note:
94% of recruiters use or plan to use social media in recruiting efforts
78% of recruiters hire through social media
72% of active job seekers use mobile devices in their job search
Employee referrals account for 40% of all hires
Check out the full infographic below and develop your playbook with these game-changing trends in mind.
Career advancement is one of the major aspects of human development. It is the process through which an individual’s identity is formed in the society, ultimately affecting other aspects of human development. People judge the capability and talent of a person through the work he does.
Though there are several factors that affect career development but the socio-economic factor serves as the most influential barrier. A person is unable to prepare for a chosen career because of his or her family’s financial situation.
Here is an infographic by Affordable Schools showing some important stats on career advancement and economic opportunity:
I just want to say that I love my Mac. I used it to put together a pretty slick video résumé yesterday in just a few hours. I often talk about standing out from the crowd, and I believe video is the way to do that. That being said, I am a total Rookie video maker. This was my first-ever produced video; I know it probably falls short of your standards, but hey, at least I gave it a shot. Right! and that’s what I’d like you to do.
In fact, I will be having a contest. So stay tuned!
Social media is more than just a tool for interacting with friends and family online. In fact, it’s one of the most important tools you can use to a land a job.
If you haven’t spent time building your online brand, you’re missing out on a huge opportunity to get noticed by employers. According to the 2014 Jobvite Job Seeker Nation Survey, 93 percent of recruiters look at social profiles when researching candidates.
For job seekers looking to stand out online and land a job fast, here is your ultimate guide for a successful social job search:
If you want to get noticed by employers, you need to be active on LinkedIn. According to Jobvite, 94 percent of recruiters are active on LinkedIn, whereas only 36 percent of job seekers use the platform.
Here are some tips to maximize your LinkedIn profile:
Include a professional headshot, concise yet catchy headline, and a summary filled with keywords that relate to your experience.
Last night a light bulb went off during my hands-on 2 hr workshop.
The workshop started off as usual. Introductions. LinkedIn, personal branding ninja techniques, getting to Google’s first page. And just as we were about to get into Twitter…Time ran out!
I realized that I’m giving out A LOT of information. Way too much for just 2 hours. Instead of raising the price, or cutting the amount of content I’m giving away, I decided to make my 2 hr workshop 3 hrs.
I don’t know anyone else simply giving away so much powerful material for so little money. And I feel good about it because my goal is simple. Help you get jobs faster. End of story. And I’ll do that as long as I can.
Way Too Much to Do with Social Media
During one of our break-out sessions, an attendee asked me, “how much time do you spend in front of the computer?”
“What do you mean?”, I asked.
“Well, there is just so much to do on-line. All of the LinkdIn applications, branding and soon Twitter. I don’t want to be spending all day there when I should be in front of interviewers.”, she retorted.
I’m so glad she brought this up.
Remember, everything you are doing online…from LinkedIn, to VisualCV to Twitter is for one end. And one end alone. To get to interviews.
There is no prize for the most pretty LinkedIn profile. Or the most well designed VisualCV. [quote]
I’d like to share my answer to her concern with you. Remember, this is the crux. The reason. The main and fundamental motivation for every job-seeking activity you do.
“Do only as much as you need to in order to get interviews. No more, no less. Even if you just do 1/3 of what we learned tonight, and if that is enough to get you interviews, then stop.”
I felt a collective sigh of relief from the group.
Maybe I can hear your sigh.
But here is my challenge. And I’d like your comments and feedback.
How can I effectively teach ALL of this material without overwhelming people. Without making them feel there is just so much to do? How can I better re-enforce the idea that we should only do as much as we have to to get interviews? That social media is just a tool and not an ends.
How can I help people overcome their fears and concerns about using this?
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.
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.
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: