Archive for Recruiting
A guest post from Rich Gorman.
We like to tell ourselves that we don’t really care what others think of us — but of course, it’s never really true. The fact is, popular perception and public opinion matter a great deal — whether we’re seeking to sell a product, land a job, or simply get a date.
That’s why the online reputation management industry has sprung up — because in the age of Facebook and Google, there’s never any telling what kind of information people are finding about you on the Internet. For major brands and small businesses alike, this information can be potentially devastating; if a Google search reveals nothing but negative reviews and consumer complaints, you can be sure your company’s profits will sink.
It’s not just businesses that need to be concerned about their branding and reputation, however; individuals need to be aware of this issue as well. Who hasn’t done an online search before going on that first date, following up on that prospective hire, or checking up on that new neighbor? It used to be enough to have a clean background — no arrests, no DUIs, no busted credit made for a clean bill of health. Now, one embarrassing photo or unwise Facebook comment can sabotage that first date or cost you that dream job.
But do online reputation management firms offer services for individuals, not just major corporations? The short answer is yes — all the time. Reputation management firms help lawyers and doctors, software engineers and schoolteachers, anyone and everyone remove unwanted photos or undesirable listings from the first few pages of Google, Yahoo, and Bing. They do it all day, everyday.
Your online reputation management situation may not quite call for that, however. For those seeking DIY reputation defense, there are a few basic tips and strategies that are sure to prove effective.
The first step is basic awareness. It’s vital to know what’s out there about you, and the best way to do that is to scour Google — known to many not just as a search engine, but as a reputation engine. Search for all possible variations on your name, as well as your phone number and your street address. Learning what’s out there about you is the first step toward defending your reputation, and combating unwanted listings.
Just searching on Google is not enough, though. As potent at Google may be, there are plenty of sites — including a lot of social media profiles — that are beyond its grasp. Try using a “people search engine,” like Pipl or Spock, to find out whether anyone’s talking smack about you on some long-forgotten MySpace page. These search engines will also determine whether you share a name with, say, a convicted felon or a porn star, both of which might be less than desirable if you’re trying to get a job.
If protecting your good name is the goal, opt out of mailing lists and bulk e-mail groups. Being present on these lists means your information is more accessible to those who might attempt to steal your identity. Removing yourself from these lists (or better yet, declining them in the first place) can really help make sure your identity is as safe as can be.
A great way to defend yourself from bad PR is to build a wall of good PR — which basically means making good use of social media. Populating your Facebook and Twitter accounts with information that presents you in a positive light is the key here. Signing up for those accounts but never using them is only so effective; if you post to them regularly, they’ll rank better on Google, hopefully out-ranking any negative listings you’d rather people not see.
If all else fails, online reputation management firms can provide an invaluable service, clearing your good name and restoring your reputation. However, by following these DIY defense tips, the hope is that you can keep your name clean on your own, and leave yourself with nothing to worry about on that first date or in that job interview.
Rich Gorman is a serial internet entrepreneur with an extensive background in direct marketing, affiliate marketing, and online reputation management. In addition, he helps companies and individuals with brand protection plans that prevent unscrupulous competitors from damaging their brand and reputation.
You’ve heard it time and time again: The key to a successful job search is networking… and not just when you are searching for a new position. Networking should be a constant activity you do throughout your career, whether you are searching for a new gig or happier than ever with your job.
Recently, Citi and LinkedIn launched a new group for professional women called “Connect: Professional Women’s Network”. Geared towards professional women, the group aims to help women increase their network connections, and provide members with valuable tips and inspirational stories for professional success. Group member are actively sharing interesting articles
Check it out!
And to help you network even more, Citi and LinkedIn provided me with FIVE premium year-long LinkedIn memberships to giveaway to readers. Each premium membership is worth $600 and provides you with Inmails, the ability to contact people outside your network, add personal notes to profiles so you can remember where you met someone, priority customer service, and more.
Winners will be randomly selected on Monday, May 14th.
To enter the giveaway, first join the Professional Women’s Network LinkedIn Group. Then make a comment on this blog post with a link to your LinkedIn profile. Make sure include your email when leaving a comment so I can contact the winners.
GIVEAWAY CLOSED
Traditionally, we’ve thought of the hiring process as one in which job applicants are judged based on their resumes, cover letters, professional appearances, references, and ultimately face-to-face interviews. With the rise of social media we’re seeing a new factor come into play for prospective employees looking to find a career: social media background checks. We’ve all heard stories about people getting fired for an untoward tweet or Facebook post.
Even before being hired, many applicants are rejected because of negative material found online. In fact, a recent study showed that nearly 70% of employers had refrained from hiring someone because of information found online. This could be in the form of blogs, photos, videos, and social media posts.
Social media background checks are now being packaged into services and employers will have to determine whether they think these services are efficient at choosing the most worthy job applicants. One such service, Social Intelligence, was approved by the FCC last year and has been implemented by a number of different companies.
Social Intelligence essentially mines a person’s social media profiles and creates a comprehensive document that flags and assesses racy material. Instead of focusing on credit scores or criminal backgrounds—though those may be pursued independently—SI paints a portrait of a job candidate based upon their social media activity. Hiring managers can then look at this information and make a determination. They can store this data in their archives for up seven years.
Regardless of how you view this practice ethically, it’s certainly worth both employers and job seekers taking note of the trend. In the near future, resumes and degrees will increasingly being competing with the online reputations created through social media. The implications of this are obvious: job seekers must do their own reputation management—similar to how companies monitor their brand online—to ensure that social media background check companies won’t be able to dredge up damaging material.
Yes, this means not posting pictures of yourself drunk or naked. It also means limiting the vulgarity you use. It is also certainly worth looking into your privacy permissions and making sure your social media accounts are locked to outside observers. That is, unless you want employers to see inside your profiles. If your material is squeaky clean and full of positive posts, this could be beneficial.
Hiring managers will also have to make sure that they are not overvaluing these background checks. Incidents and posts must be contextualized. A job applicant’s sterling job history, educational degrees, and skill sets should not necessarily be trumped by a propensity to post irresponsibly on social media sites. That said, cavalier online behavior is certainly a characteristic worth looking into, especially if your company deals with sensitive or highly classified material.
Many employers may ask for a written recommendation letter from a previous employer, professor or personal reference. Here are a few things to consider when it comes to reference letters.
You should carefully consider who you ask to write a letter of recommendation. When you do, it’s important that you explain why you have chosen them and what unique relationship you have with that person that will allow them to effectively communicate your skill sets to your next employer.
You should arm your former colleague with the tools she needs to write you a recommendation. It’s time-consuming and inconsiderate to just ask someone to spend lots of time to write something for you from scratch. You don’t need to put words in her mouth, but do give her some direction. She needs to know your specific intents with the letter (is it general, for a specific job, the job description, etc.) and the characteristics and skills you’d like to highlight. Giving some points of reference or even a draft will help you get a more customized, stronger recommendation letter.
Components of a Recommendation Letter
First paragraph: In the introduction of your letter, provide an explanation of how this person knows you. It might be your previous boss, a professor of a class that relates to the job you’re applying for, or a personal friend who can vouch for your character.
Second paragraph: This is the meat of the reference letter. It should detail about your qualities as they relate to the job description, what you bring to the table, and why this person is writing the letter for you. If necessary, this can be expanded into two paragraphs, but don’t make it too long.
Third paragraph: If there is a specific job description, this is the part where you specific skills for the job should be explained. Remind the person of any examples from your past they could highlight in the letter.
Conclusion: Be sure to summarize your — the job seeker’s — skills and recommend you for the role.
Contact info: The recommendation letter should also provide all contact information for the referrer – name, job title, company, phone number and email.
Keep a Copy
You may need a similar letter for future applications, so make sure you keep copies/scans of your letters in a safe place. You can use the same letter for multiple job applications, although if it was geared towards one job, you’ll obviously need to have it modified another position.
It’s a good idea to keep your references list and your recommendations on hand and current. Scrambling to get references together at the last minute looks disorganized and if getting the job comes down between you and another candidate, the lag time could cost you the job. Some contacts might be a better fit for some jobs than others, so keep a list of more than you need so you can rotate them.
Not too long ago, having a long list of roles on your resume was a drawback to potential employers. Is that still the case?
Times are a’ changing
The average person under 30 changes jobs once a year, while the average American changes jobs once every three years. Gone are the days when we put in a good 20 years at a company and got a pension. The younger the person, the more likely they are to have a changing work history.
Some employers are bothered by short stints (it works the other way – some employers worry if you have worked at the same company for too long!). You may encounter some prejudice if you’re labeled as a job hopper, but it’s up to you to turn the situation around.
How to Spin a Changing Work History
If you’re worried your long list of jobs will impede your ability to get your next job, find a way to show the silver lining. Focus on the benefits you’ve received from working in many positions.
You’ve likely gotten exposure to many different types of companies, which makes you well-equipped to handle a variety of work environments. You’ve learned more skills and have become highly adaptable by proxy of different employers’ requirements.
Honesty is the Best Policy
Don’t play down the fact that you’ve worked at many companies (especially if some of them are well-respected in your field; employers should know you’ve worked at these places and will probably find out by asking and searching around). You can ease some of the initial questioning by not listing the exact months of employment on your resume (employers know this trick). Keep the places of employment that best relate to the current role you’re applying for, and toss the rest, as in your university or immediate post-university jobs that are no longer relevant.
Sometimes it’s not your fault; many people have fallen victim to layoffs and cutbacks, so explain that if it’s the cause of your job hopping.
Employers major concern with job hopping is you’ll get bored and leave their firm after a long, grueling search and significant investment in hiring and training you. They may also question your decision-making process, especially if you have weak responses for your reasons for moving on or you seem to follow typical pattern.
Consider Your Own Reasons
If you feel you’ve been labeled a “job hopper”, have you considered why are you changing jobs so often? Is there an underlying issue you can prevent?
Do you like what you do? If it’s an issue with your profession, there isn’t an employer in the world who will make you happy if you continue down a career path that makes you miserable. If that’s the case, it’s time to consider a big career shift.
Does it seem like everywhere you go you have personal issues with your boss or colleagues? As hard as it is to admit, it might be time to look at your interpersonal communication in the workplace.
If you constantly seek change or get bored, look to take on new roles and responsibilities at the same company. Even if you move from one position to another, staying with one company shows you’ve taken initiative to be promoted or moved to other areas.
We know social media is playing a large role in job recruiting, but how big? Jobvite recently looked at how companies like Whole Foods, Etsy, Starbucks and Zappos are recruiting online. Here are the findings.
LinkedIn Takes the Lead
It should be no surprise that companies recruited the highest number of employees through LinkedIn. Out of all social hires, LinkedIn accounted for 73%, while Facebook lagged behind with 20%, and Twitter 7%.
Surprisingly, though, Facebook beat LinkedIn by 2% (43%) of employee referral hires through social networks. I suppose it makes sense considering people tend to be more interactive on Facebook, and LinkedIn takes more of an effort to interact. Many users seem to use it more as their online professional profile. It’s easy to put up a profile, connect to people and let others come to you rather than really use all of it’s features to its full potential.
Referrals Work
While you know that having a friend refer you for a job gives you a boost toward getting hired, it shows in these results as well. For every 10 applications a company gets, one referral applicant is hired, as opposed to one out of every 100 general applications.
What Industries Turn to Social Media?
Not every industry uses Twitter, Facebook and LinkedIn to find new hires. These industries ranked highest among those that do:
1. Engineering
2. Sales
3. IT
4. Marketing
5. Customer Service
There are also certain roles that get recruited more online than others, and on different social networks. On LinkedIn, Product Management and IT roles were the highest type shared, while on Facebook, it was Marketing and Customer Support jobs. On Twitter, companies looked for Administrative and Accounting & Finance staff.
Clearly, the way companies look for new employees is changing with social media being an easy way to either amplify a job posting or access talent quicker than more traditional ways of the past.
How Can I Find a Job Through Social Media?
If you’re not already looking for a job through social media, set up a profile, connect with the companies you’re interested in working for, and start sharing posts that illustrate your knowledge in your industry. Share posts and links to content that speaks to your industry, and ask and answer questions. The more complete your online profiles, the higher chance you’ll have of being “shortlisted” by potential employers and recruiters.
But be proactive! Also look out for which accounts post jobs (sometimes a company has multiple accounts, especially on Twitter, and may have a dedicated job profile set up) and act quickly when you see a job you want.
Image credits: Jobvite
If you’re considering your next job move, you may wonder whether it’s better to work for a large corporation or a small business. On one hand, big business often offers you as an employee more opportunities (or different opportunities) for advancement and a more competitive package, especially benefits.. On the other, working for a small company can expose you to many parts of a growing business you may not otherwise experience and operate at a more agile pace, and include you much sooner in business changing decisions. Which you choose depends on your own personal preference for work environment.
Benefits to Large Businesses
Bigger businesses tend to have more formal and comprehensive benefits packages than smaller firms. You may have lower health insurance premiums that cover more of your medical expenses, as well as 401k matching and other perks.
Working for a bigger business, you’re more likely to have more resources at your disposal, such as newer technology, software and support staff or other employees who can help you with your work. You may have more opportunity to move up in ranks simply because there are ranks to move up; small businesses, by their nature, are smaller and have fewer roles for you to occupy.
Drawbacks to Large
Bureaucracy is a common complaint at larger businesses. If you want something done, it may take five signatures from executives who are rarely in the office. Decisions often take time. If flexibility is something you crave in a job, you may not find it at larger corporations, as it’s harder to quickly change the more the company is set in its ways.
Employees of big corporations often are restricted to a limited job description, which, if you prefer dabbling in different areas, may lead you to feeling like a small cog in a large wheel. There may also be a long lineup of employees vying for the next leadership position and you could easily be passed up by someone else internally.
Benefits to Small Business
If you’re looking for the opportunity to feel like you are part of the growth and success of a company, small business may be the direction to take. There are approximately 95,000 small businesses that employ up to 49 people in the US, according to ADP. Each offers a work experience you simply won’t get at a bigger firm.
Small companies often require you to wear many hats, due to smaller payroll budgets. So if you work in marketing and are curious about communications or PR, chances are you can take on some of that work at a smaller company.
Many employees feel like their opinions are valued and used in smaller companies, who have the nimbleness to change directions as needed, and have less red tape to get to a decision than larger firms.
Drawbacks to Small
If you’re looking for major perks and benefits, small businesses can’t always deliver. And your salary may not be as competitive as with a bigger company. Some employees of small firms may feel overworked because they take on a larger role than they would elsewhere, and opportunities to be promoted to other roles may be limited.
Small businesses may not have as many resources for professional development, such as tuition reimbursement, or the opportunity to attend conferences, which is a negative for some employees. You may also be on your own when starting a new role at a small company, simply due to the fact that there may not be someone to ease you into your new role.
Every company varies, and these characteristics aren’t meant to define all small or large companies. Look at each job opening individually, and weigh the perks and drawbacks of each, no matter the size of the company.
As social media becomes a valid source for finding a job or networking with people who can help your career, it can be harder to stand out in a sea of Tweets and status updates. If you’re not sure how to use social media for job hunting, here’s a list of seven types of updates you can use to get the attention of employers and industry leaders.
The key is to connect with people who work at the companies you’re interested in, as well as industry colleagues. Blanket following any and everyone won’t help you achieve this, so focus tightly on the right network.
1. Share Your Content
You should have a blog to show off your writing style as well as your philosophy on your industry. Share these posts through your social media channels.
2. Reshare Others’ Content
If you scan through your contacts’ Tweets, Facebook updates, LinkedIn posts and Google + links, you’ll likely find tons of links to articles and blog posts that you enjoy. Read and comment on them, but also reshare them. This shows the person who originally share the article that you’re paying attention. Try to include a personal comment (“I really need to work on Shelly’s fifth tip for writing!”) to give it a personal touch.
3. Ask a Question
Industry experts are on social media, and with the right approach, available to you. Why not get advice or start a conversation as a way to connect? Say you’re in PR (or want to be): you could ask a journalist or owner of a PR company their thoughts on a current industry issue. It’s a good conversation starter, and one others might jump in on.
4. Answer a Question
Besides the usual social channels, there are sites like LinkedIn Answers, Quora and Focus where users ask questions and get answers from others. You can be on either side of this fence, but answering questions shows you’re knowledgeable in your field. Follow anyone who asks a question in your field, as well as others who answer them to build your network.
5. Comment on News and Trends
Employers want to hire people who are passionate about what they do and knowledgeable about industry news and trends. The best way to stay on top of them? See what people are saying on social media and share your own insights. Got an issue with the Online Piracy Act? Voice your opinions. But make sure your comments aren’t emotionally based and have fact to them, or they might turn off potential employers.
6. Connect on a Personal Level
Not every Tweet and status update has to be about work and your industry. Get to know the people you’re connected with. Wish them a happy birthday. Ask about their kids. Respond to their personal status updates. It’s a good way to build trust without an agenda.
7. Follow Hashtags
Hashtags are designed to help people find information about a particular area of interest. That might be your next #PRJobs or advice from #journchat. Not only do you learn things, but you also get great contacts.
There’s a million ways to use social media to network and find your next job. Use a combination of all these strategies to come up with your own way.
Many people who use social media connect with both friends and coworkers on sites like Facebook, LinkedIn, Google + and Twitter. In a study by Millennial Branding and Identified.com, results showed that people on average are connected to 16 coworkers, yet still share intimate details of their personal lives. Good idea? Maybe not.
What Gen Y’s Doing (or Not Doing)
Generation Y (those 18-29 years old) tends to be the most open about their lives, but may not do a great job of separating personal and professional profiles online, to their detriment.
It’s sad but true: people have been fired for what they’ve posted to social profiles, so it’s important to realize who’s “listening” to what you’re posting online.
Many people don’t really use social media effectively to network professionally online, so while they’re great at using it to connect with friends and family, there’s a huge opportunity for young people to use social tools to find a job or get a promotion.
The study by Millennial Branding and Identified.com shows that only 36% of Gen Y social media users post a job entry to their social profiles. With employers searching online for job candidates, this means that while your social profiles will pop up, there won’t be any job history appearing in search results for you unless you add the details to your online profiles.
Separating the Two
Given the privacy features all social media sites offer, there’s no reason you can’t have business and pleasure online, and separate them as well.
Facebook and Google + let you target who you share certain updates with. Create groups for people you don’t mind sharing personal details with, and create groups for people you work with. If you’ve got last night’s party pictures, share with Friends and Family, and leave the Coworkers group out.
Consider only linking with coworkers on sites where you’re 100% professional, like LinkedIn and Twitter. Save the personal side of you for other sites, like Facebook. I don’t personally follow this suggestion because I choose to share only what I am comfortable with everyone knowing about me and certain posts I will only share with certain groups of people.
Don’t be afraid to not connect with coworkers. If your boss sends you a friend request and you’re uncomfortable accepting it, explain to her that you would prefer to keep work and personal separate, and that you have a policy of not connecting with coworkers online (just make sure that’s true). There’s a balance in being social media savvy and being a professional employee. Determine your own business/pleasure policy and stick to it when it comes to hanging out on social sites.
I’m just a bit late on this post now that it’s almost March. Getting the business organized before the arrival of Baby #2 in just few short weeks has kept me on the go. All the preparation has kept me thinking about my career goals as Paradigm Staffing and Hoojobs continues to grow. After so many years in this business, I fear boredom and the feeling of career stagnation. To conquer these fears, I need to be continuously improving myself and seeking new ways of doing my work the best I can. Goal-setting and goal tracking is a big part of how I stay motivated.
What Do You Want to Improve?
I think everyone can agree we all have areas we can improve our skills. You shouldn’t depend on your employer for all of your professional development opportunities. Plenty of resources exist to help you gain new skills that come in handy on and off the job.
Here are a few ideas on areas to explore to get your wheels churning:
- Learn new technology applications. Study up on SEO, accounting/personal finance software and project management systems. You can surely find a way to apply them at some point in your life.
- Ramp up on social media knowledge and personal branding activities
- Hone those writing skills
- Expand your general knowledge in a variety of subject areas
- Become a better networker
- Learn the ins and outs of business and explore areas outside of your specialty
Where to Learn Online
An overwhelming amount of information can be found online – from blogs and tutorials (that’s how I learned to sew!) to online courses via video, text, and audio. You can be as formal or informal as you want in your learning.
The open course movement has gained traction in the past several years with universities such as MIT, Yale, Stanford, Harvard, among others offering free online courses
If you want something with less of a university feel, but still structured, check out these online learning platforms:
- Khan Academy: more than 2,800 videos and exercises in math, business and humanities
- Udemy: free and paid courses on a variety of topics
- Udacity: technical and computer courses
As an avid reader, I try to read one to two business books a quarter and not just in my area of expertise. Try some of the suggestions from Josh Kaufman, author of the Personal MBA, Master the Art of Business lists the 99 Best Business Books to get started.
What to Do With Your Newfound Knowledge
At your next performance review, let your employer know you’ve taken the initiative to learn new skills that help you perform your role better. Hopefully your boss will have already noticed. Your goal is to let your employer know you’re serious about your job and you’re commitment to your professional development.
And at the very least, your new interests and knowledge will keep you sharp and ready to chime in during those off-topic business dinner conversations.
This blog is to share my recruiting experiences and discuss thoughts on the job market, PR industry and technology.
Alison Kenney is an independent PR practitioner with more than 15 years of PR consulting experience.
