Social Media For Hiring?
Corinne Burkhert asked:
So here we are…Social Media has been exploding, now the inevitable comes….
Using Social Media to locate, reference check and even perhaps interview an applicant?
Indeed. It has been growing in popularity! The trend is developing to use the popular social media channels, which are helpful to screen potential employees and more. Currently a large number of foundations are using social media with their grant award process. There are organizations and programs available to help you understand how to look for passive job seekers online, how to check for references, and how to set-up corporate HR Brand that would attract the best talent.
Other organizations take it even further with sourcing applicants, then driving them to a Social site like Ning. There they can have a Skype based video introduction along with joining groups and blogging so companies can identify how they really are. This way they’ve built relationships, engaged them and identified talents way ahead of the interview process. It is a great way for both the company and applicant to get to know each other.
Are we surprised of this use?
No…we’ve seen the same trend happen with myspace and chat rooms…it’s inevitable…if you spend time online, you are creating an imprint of what you do and who you are.
Examples of what turns employers away:
- posting provocative or inappropriate photos or information.
- posting about them drinking or using drugs
- bad-mouthing previous employer, co-workers or clients
- discriminatory comments
- lying about qualifications
- sharing confidential informations from previous employer
Examples of what Employers are looking for are:
- Profile provides a good reflection of the applicant
- Profile supports applicants professional qualifications
- Applicant is creative
- Applicant is well-rounded
- Applicant has good references posted about themselves
- Applicant has received awards and accolades.
Things to do before you start job searching..
1)DO clean up digital junk BEFORE you job search. Remove photos, content and links that can work against you in a potential employer’s eyes.
2)DO create your own professional group on sites like Facebook, LinkedIn or Ning to establish relationships with leaders, recruiters and potential referrals.
3)DO keep complaints offline. Keep your content focused on the positive, whether it relates to professional or personal information. Makes sure to highlight specific accomplishments inside and outside of work.
4)Remember others can see your friends, so be selective about who you accept as friends. Observe all comments made by others. If you need to consider using the “block comments” feature or even setting your profile to “private” so only designated and allowed friends can view it.
5) DO NOT mention your job search if you’re still employed.
Top arena’s using social media to search for possible employees are:
- Communications
- Technology
- Professional & Business Services
- Media.
Social Media is the future, no question there… it’s becoming an increasingly persuasive way to research your potential employees.
So here we are…Social Media has been exploding, now the inevitable comes….
Using Social Media to locate, reference check and even perhaps interview an applicant?
Indeed. It has been growing in popularity! The trend is developing to use the popular social media channels, which are helpful to screen potential employees and more. Currently a large number of foundations are using social media with their grant award process. There are organizations and programs available to help you understand how to look for passive job seekers online, how to check for references, and how to set-up corporate HR Brand that would attract the best talent.
Other organizations take it even further with sourcing applicants, then driving them to a Social site like Ning. There they can have a Skype based video introduction along with joining groups and blogging so companies can identify how they really are. This way they’ve built relationships, engaged them and identified talents way ahead of the interview process. It is a great way for both the company and applicant to get to know each other.
Are we surprised of this use?
No…we’ve seen the same trend happen with myspace and chat rooms…it’s inevitable…if you spend time online, you are creating an imprint of what you do and who you are.
Examples of what turns employers away:
- posting provocative or inappropriate photos or information.
- posting about them drinking or using drugs
- bad-mouthing previous employer, co-workers or clients
- discriminatory comments
- lying about qualifications
- sharing confidential informations from previous employer
Examples of what Employers are looking for are:
- Profile provides a good reflection of the applicant
- Profile supports applicants professional qualifications
- Applicant is creative
- Applicant is well-rounded
- Applicant has good references posted about themselves
- Applicant has received awards and accolades.
Things to do before you start job searching..
1)DO clean up digital junk BEFORE you job search. Remove photos, content and links that can work against you in a potential employer’s eyes.
2)DO create your own professional group on sites like Facebook, LinkedIn or Ning to establish relationships with leaders, recruiters and potential referrals.
3)DO keep complaints offline. Keep your content focused on the positive, whether it relates to professional or personal information. Makes sure to highlight specific accomplishments inside and outside of work.
4)Remember others can see your friends, so be selective about who you accept as friends. Observe all comments made by others. If you need to consider using the “block comments” feature or even setting your profile to “private” so only designated and allowed friends can view it.
5) DO NOT mention your job search if you’re still employed.
Top arena’s using social media to search for possible employees are:
- Communications
- Technology
- Professional & Business Services
- Media.
Social Media is the future, no question there… it’s becoming an increasingly persuasive way to research your potential employees.