Categories
Instagram Growth

5 Tips for Landing Your Dream Job Using LinkedIn

LinkedIn, the world’s largest professional network has multiple usefulness for business owners, recruiters and job seekers.

Being on the world’s largest professional network as a job seeker, gives you the opportunity to access over 200 million professionals who use the network to exchange information, ideas and opportunities. It also, increases your visibility to recruiters and hiring managers.

Recently, LinkedIn did a compilation of tips for landing your dream job as told by actual members who found their dream jobs.

Read below the slides of the 5 Tips for landing your dream job as published by LinkedIn on slide share.

Happy reading 

5 Tips for Landing Your Dream Job from LinkedIn

Categories
Instagram Growth

19 things successful people do on social media

1: They believe.

Successful people believe they are adding value to your day, on and off social media. My Forbes colleague David DiSalvo opened his very popular post: The 10 Reasons Why We Fail with a Yoda and Luke conversation:

Luke: I can’t believe it.

Yoda: That is why you fail.

If the Yoda reference doesn’t do it for you, then just watch the Jennifer Lawrence video. She believes — in herself and in her abilities to influence you with that unfortunate fall and more graceful rise. Link below for BuzzFeed’s take on it.

UPDATE 27Feb: Some additional new resources on Page 2. Social media publications/websites you should read. Plus, Part 2 of this post is: Keep Breathing Epic.

@SororityCorner on Twitter sees this belief component as keeping true to who you are and building relationships.

#2: They share what they had for lunch.

Just kidding. The real #2 is: Successful social media people listen. Listening means they monitor, observe, and respond based on what they learn.  They engage. My colleague Kelly Clay shared on Twitter: They use that listening mode to share and promote others content.

Before I continue with the rest, this post is inspired by HubSpot. If you are a business owner or marketing executive, you have no doubt heard of this online marketing powerhouse that invented (at least from all I can remember) the term “Inbound Marketing” and then proceeded to completely own it. They offer all-in-one marketing software, but what makes them so remarkable is their dedication to providing truly useful content.

A couple of weeks ago they posted: 30 Terrible Pieces of Social Media Advice to Ignore. The post has been quite popular and I’ve flipped many of the entries to the positive (instead of “terrible”) and here are many of their pointers, based on research or experience.

#3: They don’t try to dominate every single social network.

Essentially, you find where your audience is and go there. Common sense, but not so easy to do it if you listen to the buzz instead of your customer. Most often, the top 3 can meet your need: Facebook, LinkedIn, and Twitter. But you may find that Pinterest or FourSquare ring the bell. Pick a few and focus there.

#4: They don’t focus on one social media network.

HubSpot points out that no one network is the Holy Grail. You need to play in more than one sandbox.

#5: Social media leaders still use email.

Sounds funny, but with the advent of social media, many so-called social media experts claimed that email is dead. Far from it. Email is part of what allows a deeper conversation.

#6: They still believe in SEO.

Social media allegedly does away with the need for search engine optimization, according to the pundits. Untrue says HubSpot as well as the entire SEO community. Their post points out: “It’s just another case of two marketing strategies working better when they’re together. Social media posts now show in search results, social media engagement influences search rankings, and SEO can drive more people to your social profiles and posts.”

#7: They are genuine.

Genuine results in not automating all your updates. You might automate some, but without real engagement, real connecting time, you miss out. Sure you can have 50,000 followers or fans, but will they know you if you call?

Calvin Lee, from Mayhem Studios in Los Angeles, is someone who has made his mark in actually “Being Genuine.” He told me that it may sound like a cliche today, but: “I’ve heard that for the past 4 years, since the first time I jumped onto Social Media, more specifically Twitter. [But being genuine…] It’s totally true!”

I believe in doing good deeds and not ask for anything in return. My goal is in helping others where I can, sharing useful information, answer questions, reciprocating and more importantly. Be NICE! When you do good deeds, it will be returned to you 100 times or more.

– Calvin Lee

Tied to this is #8. They do not send auto DM to all their new followers.

HubSpot goes so far as to beg you not to do this: “Whether you want to thank them, tell them to visit your website, or anything else, please please please don’t send an auto direct message (DM) to every new follower you get. Auto DMs are incredibly impersonal and perceived as spam by most. Sending auto DMs not only seems inconsiderate, but it also makes you look like a complete newbie who doesn’t understand social media etiquette.”

#9: They use hashtags judiciously.

Hashtags can be useful for specific events, such as a tweetchat or live event, but people are not monitoring those tags as often as you think.

#10: Successful social media users (clearly) don’t believe the hype that prospects aren’t using social media.

You may have said it or heard it: My customers are not using social media. According to Pew Research Center, 69% of adults use social media. You have a very tiny niche market if you think none of your prospects are in that stat. Check out this HubSpot post to see how many people on each site actually fit into your target market.

#11: They publish more quality, not just quantity.

If you have read Brian Clark or Jon Morrow at CopyBlogger, you already know about content marketing. The bar is rising for content.

#12: They understand that one message does not fit all networks

This is related to automation, but specifically means you tailor each message to each network. Twitter lends itself to greater frequency, Facebook to longer updates and photos. Follow Mari Smith for Facebook advice that works. See the website resources at the end, one of which often has Mari’s advice in it.

#13: Social media leaders don’t let friends outsource.

After Tim Ferriss book, Four Hour Workweek, many jumped on the outsourcing bandwagon. Don’t get me wrong, I’m a big fan of having a team to help you, but you cannot outsource your voice, at least not very well. As Sahil Parikh from DeskAway shared with me on Twitter: “Be genuine!”

HubSpot shared how AT&T had social media outsourcing (combined with automation, not less!) go terribly wrong. If you’re considering outsourcing your social media marketing, check out this post first.

#14: They hire interns, but they use them wisely.

I have to cite HubSpot directly on this one: “Who’s even less qualified to talk about your industry than an outsourced social media consultant? A college student with no real-world work experience. Now, that’s not to say that all interns are unqualified for such a job. The point we’re trying to make here is that social media is not just some throw-away marketing strategy; it’s a public face of the company. Would you let that same intern do an interview on behalf of your company for a TV spot?”

#15: Success in social media demands that you get personal.

I find it laughable that CEOs join social networks only to post about their companies. There are , no doubt, some high profile CEOs that people follow regardless, but most knowledgeable executives understand you have to get personal. That above lighthearted joke about what you had for lunch is not what I mean. “People don’t fall in love with hex colors and logos — they fall in love with people” @RedHeadWriting

#16: They know that social media is not free, but earned.

Social media, like any marketing, takes time, which isn’t free. So to be effective in social media, you’ll need to invest in human resources. You need to invest in it, period.

#17: They measure social media.

A couple of years ago I did a project for Optify – which specializes in helping companies score and rank social media and web traffic in terms of prospect lead value. What I learned from them is that you need to track and monitor and measure.

#18: They know that fan/follower growth is secondary to getting paid.

Most business owners and executives get on social media to improve their sales and marketing. You can argue with me in the comments, of course, about how you are there to serve without selling at all. But at the end of the day, you have a reason, a goal, for being there. That’s why fan /follower counts don’t matter as much as figuring out how to get people engaged enough to buy. The number of fans/followers does matter, to be clear, just not as much as some egos would have you believe.

#19: They believe in their network and leverage it.

You are part of a community, if you’re doing this right. Some may argue that you cannot ask people to comment or follow or retweet you. There are no rules, folks. We’re making this up as we go. It can be done in an ethical and conscientious way – and it works. Ask for help. I’m just finishing a post for Yahoo! Small Business on the power of networking (no link yet, sorry), but I do plan to tell part of the story here later.

HubSpot studied that a simple call-to-action like “please retweet” can go a long way to generate more social activity. In fact, their research has shown that including “please retweet” actually leads to 4x more retweets! Start your social media day with more retweets and shares is what I advocate.

I would love to hear your social media advice in the comments or on Twitter. I want to know what has made you successful on social media. If you have a Tech Tool You Love that helps you manage social media, please share it with me or sign up for my email newsletter to keep up with new tools I’m reviewing each and every wee

Categories
Instagram Growth

How to Use Twitter in Your Job Search

Twitter, to many, is a ‘hard-nut to crack’, they just don’t get it. In simple term, twitter ‘forces’ you to learn how to communicate and share insightful ideas in tweets, which are no more than 140 characters. Actually, twitter is the ‘simplest’ of the social networks.

The above opening quote is an excerpt from an earlier post on SocialMeep and its a good anchor for today’s post.

The simplicity of twitter makes it possible for ‘real’ social communication/networking with exchange of tweets (or DMs) just like exchange of SMS. Can you relate with that?

Twitter is a great platform for sharing resources and information. Job related information are not left out as well. So how useful can twitter be to your job search? Read on please…

Here’s how you can use twitter as a job searching tool:

1. Start with a well crafted bio – write about yourself in 160 characters or less. Make your bio concise and let it be full of meaning as well.  You can read more about drafting bios for the social web here… 

2. Upload a professional profile photo/avatar – this photo is your identity on twitter and appears with your tweets. Do well to upload a professional photo/avatar for this purpose. Remember the whole essence is to make a good impression on a potential employer. So upload your profile photo wisely.

I have used my own profile as an illustration. It is not a ‘model’ or a standard, it is just one of many cool examples :-)

3. Follow thought leaders and organizations in your field of interest – your timeline (TL) is usually flooded with tweets from people you follow on twitter. In order for you to learn from professionals in your field, do well to follow them. Thought leaders are tweeting cool and valuable information and you have to follow them to profit from it. The easiest way to scope out credible people that are most relevant to you is by searching for them. For example, to find HR related thought leaders, search “HR” in the left hand side of the twitter screen, then click “search all people for HR” to find HR thought leaders. Do a similar search for organizations to follow, that way you get to see job information in the organizations tweets on your TL.

4. Use hashtags (#) in your job search – the # symbol, called a hashtag, is used to mark keywords or topics in a tweet. It was created organically by twitter users as a way to categorize messages. It is not about simply adding a #hashtag #to #everything #you #type. It’s about using hashtags that are actually useful. For your job search, there are a few hashtags that you can search and get valuable information from them, they are but not limited to – #hiring #nowhiring #jobsearch #jobadvice #HR #CareerAdvice etc. Also, job related hashtags would help you keep tab on jobs been tweeted per time.

5. Be an active participant of twitter chat – since everything happens in real-time, twitter is a great way to conduct live conversations with people you might never be able to meet in person. Twitter Chats are a live, Q&A session that typically discuss specific niche, industry issues. Try to Google and look for Twitter chats that are relevant to your area of expertise. Usually, one moderator asks questions (Q1, Q2, Q3) and any Tweeps can answer (A1, A2, A3). It’s usually an hour-long discussion once a week. I would want to add that this is a growing trend in the Nigerian ‘twitter-sphere’ today, so join the rave. 

Before I go for today, let me conclude this post this way. Value is the rule of the game on twitter. So in order to stand out of the crowd of tweeps, endeavour to share valuable tweets and not trash. Do well to engage and network with other tweeps by sharing insightful information to get conversations started. Before long you would tweet yourself to your desired job in no time.

Till next time, we are all work in progress…

Categories
Instagram Growth

Top 5 Social Recruiting Tips For Employers

Social recruiting can be defined as “harnessing the evolution of Web 2.0 technologies and social media tools to communicate, engage, inform, and recruit our future talent”.  The term has become a buzz phrase used throughout the HR world today.

As the use of social media by companies continue to expand, companies are increasingly turning to social recruiting to source candidates for employment. Companies are creating branded Facebook and LinkedIn company pages, tweeting job openings, using Facebook and mobile applications to advertise job openings and accept job applications, and actively networking with and recruiting candidates on social networking sites.

What’s the best way for employers to effectively use social media to attract qualified candidates?

Jindrich Liska, CEO of Jobmagic, the social media recruiting application for employers, shares his expert advice on social recruiting strategies employers should use to find the top candidates.

Social Recruiting Tips

1. Create a Strong Company Employment Brand on Facebook

Facebook with over 1 billion users is the largest talent pool in the world. Furthermore, Facebook ranks as the #1 website in terms of the user engagement. That explains why more and more major brands are promoting their company Facebook pages over their websites.

Any company, whether Fortune 100 global conglomerate or a corner coffee shop benefit from their strong Facebook company page which features company job openings. Currently, there are over 9 million company Facebook pages with many brands maintaining multiple pages for different geographies, job opportunities or product lines.

2. Publish Engaging Career Content to Reach Large Audiences

To reach a large audience on Facebook companies need to optimize their job postings. On social media, job postings are not found via keyword searching. They are found by sharing, liking, recommending and by other viral actions. If people like what they see – they will share it to their networks.

Create a full featured company career site directly in Facebook on your company Facebook page. Embed rich interactive features such as your company’s YouTube channel into your job postings to increase engagement and make the employment brand memorable.

Enable quick access to company and/or recruiter social media profiles, blogs, and photos. Create superior experience with advanced job search, so candidates can quickly zero down on the most suitable job opportunity. Communicate and enable registration for your career events.

3. Create Positive Experience For Your Networks

Whether you are publishing career content on your company Facebook page or on individual recruiter accounts always strive to create a positive experience for your networks. Share diverse content to your news feed.

Choose interesting topics such as your company culture, interview process, career growth opportunities and general industry employment trends.

Publish job openings only a few times a week and intersperse them among the other news items. Respond quickly to inquiries on your posts and empower recruiters to directly reach to interested candidates. Personalize job openings with individual recruiters, show their names and pictures on each job posting.

4. Empower Employees To Recommend Their Friends

Employee referrals often deliver the highest quality candidates at the lowest cost. Enable your employees to share open job opportunities with their networks. Use professional Facebook applications to make the referrals effortless and engaging. Offer referral bonuses or other perks to reward employees’ contribution to the team.

5. Allow Employees on Facebook

Employees of Department of Defense and many of the most conservative companies have allowed employees on Facebook – it’s about time you allow yours as well. Blocking Facebook on workplace computers while people can access it from their cell phones is at minimum a shortsighted decision or, at worst, makes a company to appear out-of-touch.

Facebook covers all aspects of life – including the professional development. Enable your employees to share content about company latest news and career opportunities, allow them to grow their professional contacts

Categories
Instagram Growth

Top 5 Rules for Success in Social Recruiting

Permit me to start today’s post with this words – it has been an interesting Social Recruiting blogging journey for me on SocialMeep.Com for the past 8 weeks. We have learned quite a lot thus far. If you missed any of my previous post, you can read them all here…

We have been able to established that “at best Social Recruiting is expected to support the recruitment efforts of organizations and not completely replace it”.

With this in mind, there is a need for recruiters/hiring managers to know the following top 5 rules of success when using social recruiting. These rules are applicable across organizations of any size, in any country. They are:

1. Social Recruiting is Not Just About Sharing Open Job Positions: an aspect of social recruiting is the sharing of job openings on social networking sites but if that is all you do as a recruiter/hiring manager then you are just scratching the surface!  Take it a notch higher by sharing other useful and helpful information on job hunting in general. Job seekers would appreciate information on interviewing techniques, job-seeking techniques, or resume writing. Make your social recruiting efforts career-focused and you would see great rewards as prospective candidates are more likely to share what you share through social media outlets with their friends, thereby promoting your company brand and employment opportunities.

2. Social Media Conversations Are the Key to Success: the essence of social networking sites is for social conversation and social relationship, as a result any social recruiting efforts must leverage on social conversation/relationship for success. After each of your social media accounts has been set-up, go over to start a conversation and form relationships with your social community. By listening to your Twitter stream, for example, and by being engaging, and posting useful information, your conversation could turn into something important that ends up delivering a valuable contact. For instance, a conversation that starts out as a plug for a new product could lead you to your next hire.

3. Align Your Career Brand with Your Corporate Brand: search engines love social media. It’s important to realize that everything you say and do on these forums will contribute to your organization’s online brand, just as much (if not more!) as the official company website. This is one of the way your social recruiting efforts would lead to success. Start by establishing an overall social media strategy for your company, and developing a social media recruiting strategy that aligned with the corporate social media strategy. Actions speak louder than words. Social media amplifies your actions related to hiring and recruiting, and allows them to play a meaningful role in reinforcing your overall corporate branding. Don’t try to do social recruiting in a vacuum. Join forces with others in your organization to ensure everyone is well-aligned with the corporate brand and that all external messaging is in sync.

4. Build Social Talent Community Where Your Audience Is: it is best that you should focus your social recruiting efforts where your targeted talent is. It’s much easier to attract a large following on a site that already has a large following or user base. But you also have to remember that you want to reach the right people. Constantly evaluate new social networking sites for their recruiting potential, hence go to the sites that cater to and attract the sorts of people you want to connect with. Look for quality, not quantity. You don’t have to open social media accounts on all sites but be specific to those that would give you the best result for talent community.

5. Remember that Social Recruiting Is Still Evolving: the use of social media in recruiting is still a relatively new concept for the vast majority of recruiters/hiring managers across various organizations. And it’s also new for most job seekers. There’s a lot of buzz about the use of social media in a job search, but that doesn’t mean everybody is doing it, is comfortable using it, or is effectively using it. You might not be able to reach your ideal candidate using social networks. And even if they are on a social site, they might not be open to being contacted by a recruiter. Don’t lose faith. That doesn’t mean social media in general isn’t an effective recruiting channel for you. It simply means you need to keep searching and leveraging social media outlets to find the right mix of services and engagement to start networking with your intended audience.

That is all for today. Till next time, we are all work in progress

Categories
Instagram Growth

Top 5 LinkedIn Tips and Tricks for Recruiters

LinkedIn is a powerful platform for recruiters to build connections with top talent around the world.

Follow these five key tips to optimize your presence on LinkedIn and make the most of the world’s largest professional network.

1. It all starts with your profile

Your profile is your first opportunity to build your personal brand as a recruiting leader.  Some tips:

  • Your picture is a must:   It makes your profile more human, and you more accessible.
  • Get creative with your headline:  Tell people what you stand for.  Your headline will show up in search results, so make someone want to click on it.
  • Feature recommendations:  Ask for recommendations from your team, hiring managers, and people you’ve hired.
  • Include links and downloads: Link to your company’s web site, company/career page, company blog and Twitter feed, or embed presentations and polls.
  • Give your pitch:   Your summary should show what it’s like to work at your company.  Think BRAND, not resume.

2. Utilize LinkedIn Groups

  • Join many:  Join recruiting groups or others that are relevant to your key talent pools. They’ll help you keep your finger on the pulse of the market.
  • Participate in a few:   Get involved in a few select groups to brand yourself as an expert.  Post thoughtful questions, articles the group might like, and unbiased responses to conversations.
  • Run one:   Create a group about your company, industry, or functional area to drive employment brand, build pipeline, and even source. And don’t forget to promote and drive traffic to your group—link to it from your career page and profile, and encourage others to do the same.

3. Share your jobs

Expand your reach by sharing your jobs across LinkedIn, Groups, Facebook, Twitter, or individuals.  Watch your jobs go viral by forwarding to multiple audiences.

4. Make your status  updates come to life

Use LinkedIn status updates as you would a targeted, business edition of Twitter, and synchronize LinkedIn with Twitter.   Your status updates are a fantastic opportunity to share information virally:

  • Advertise open jobs and ask your network to pass on leads
  • Share tips on job seeking to position you as an expert
  • Post updates about your company and highlight what it’s like to work there

5. Showcase your employment brand 

Make the most of your LinkedIn company and career pages to influence passive candidates. Position your company as an employer of choice to attract passive and active candidates. Encourage company followers to keep current with exciting company news. Highlight insightful statistics about your employees and feature their profiles. Keep your content fresh and dynamic to encourage return visits. Add a LinkedIn Career Page to differentiate your differentiate your company with videos, banners, employee spotlights, and create dynamic content targeted to specific job functions.

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Instagram Growth

Job Seekers: Social Media Is Your Friend

Social media is the ravel of the moment that has come to stay, at least by all indications so far. These days, people find it even more comfortable to send you a Facebook invite, follow you on twitter or ask for your BB pin than ask for your mobile number these days. You know what I mean?

According to a recent Harvard Business Review publication “People may go online to goof off but before long, they talk shop. Social media sites such as Twitter, LinkedIn, Facebook, YouTube, Quora, and even Pinterest can be valuable job-hunting tools.”

Job seekers need to embrace the job hunting side of social media and learn how to harness them to their benefit. Shared below are a few useful job search tips to securing your next job:

Start by knowing the purpose for each social networks: if the purpose of a thing is not known, abuse is inevitable.  As a job seeker, you have to know that each social network has its purpose for creation and a job seeker must understand each social networks in order to use it as a job search advantage.

Build a competitive personal brand using social media: getting a job in this social media era require online visibility – personal branding. Personal branding is one of the best way to advance in your job search. Hence, you would need to use social media in building your personal brand.

Leverage social media platforms in expanding your network: permit me to say, your social network is essential to your getting a dream job. So make conscious effort to build relationships with organizations and individuals of interest to you and don’t be afraid to reach out through several social media platforms.

There is a growing number of success stories of individuals getting jobs by actively networking on social networking sites. Lots of recruiters, hiring managers, and industry networkers are swapping job leads and industry updates on social media platforms, why not join the flow and get your dream job!

Job seeker, now you know, social media is your friend  :-)

Till next time, we are all work in progress…

Categories
Instagram Growth

7 Social Recruiting Tips from Top HR Experts

Social recruiting for many organizations is a fad! Many do not want to go the path of social recruiting for fear of failure and many are still wondering how to use social media to attract, engage and hire candidates effectively.

One of the Co-founder of HireRabbit asked HR pros/experts for social recruiting tips that businesses need to know today. Read below their advice aimed to help you pump up your social media recruiting in your organization.

#1: Find Your Audience First In Social Recruiting 

Social media is an infinitely large place to try and recruit in. When starting with social recruiting the first thing you need to do is to narrow this down, with specific focus on the types of candidates (your audience) you recruit.

Establish which social media platforms they are both present and active on, and start with them. Once there, build your position as knowledge experts first, recruiters second, by contributing and sharing great relevant content and engaging with your audience.  You will quickly establish yourself as the go-to recruiter in your sector sooner than you think. – Andy Headworth,  Social Recruiting Strategist & Managing Director of Sirona Consulting | Follow Andy on twitter at @andyheadworth

#2: Master and Balance 3 Interrelated components

In order to do social recruiting, you need three things – jobs, traffic and a place to host the intersection of the two. The difference between social recruiting and old fashioned job board style sourcing is that you are responsible for all of the pieces.

The way you get people to come back is by giving them something that they value while they look at your jobs. That’s really hard to get right. The thing you have to care about is what matters to the audience in order to get what matters to you. – John Sumser, HRExaminer | Follow john on twitter at @JohnSumser

#3: Go Where Your Audience Is

Don’t be sucked into a given tool just because you perceive “everyone is using it.” Use social media where the audience you want to reach is hanging out. If that’s Quora, Great. Facebook, Great. Pinterest, Great.

Heck, it may even be in person, at alumni events or bars or networking events. I’m always a little suspicious when I hear that “are the cool people are doing it..” – Todd Raphael, Editor in Chief at ERE Media | Follow him on twitter at @ToddRaphael

#4: Look for Consistency and Accuracy In Candidate’s Online Profiles

Employers, HR pros, recruiters and hiring managers should ensure that applicant online profiles are as consistent and accurate as possible across all social points of presence.

In other words, whoever they say they are and whatever they say they’ve done and they do is close if not the same, on LinkedIn, Facebook, Twitter, G+ and the many other industry and association niche networks and communities they might belong to. Looking for consistency and accuracy is key. – Kevin W. Grossman, Writer and Founder of Reach-West | Follow Kevin on twitter at @KevinWGrossman

#5: Learn to Communicate with Candidates on Social Media

To get the most out of social recruiting, you should look at the potential of social media in 3 ways:

  1. The web is a database of candidates with social media accounts, profiles and web pages. Learn how to search for them.
  2. Over 50% of all time spent online is on social media sites. If you want to influence people these days, you need to have a strong brand presence within your niche on social media sites.
  3. There are more ways to communicate with people then just email and the phone. Successfully using Twitter, for example, could be as simple as tweeting someone to say hi, then taking it further offline.

Recruiters need to know how to use these channels to communicate with potential candidates which means both knowing what to say and exactly how to send it.

Start with this simple framework: Database, Marketing & Communication and Social Recruiting will start working for you. – Jonathan Campbell, CEO of Social Talent | Follow Jonathan on twitter at @socialtalent

#6: Start Developing a Short and Long Term Strategy

Social Recruiting is Interactive; you can’t just post and pray on social media.  Building a recruiting strategy that will last when it comes to social media is one that involves many moving parts.  This means developing content, conversation, and community in a number of different social platforms, that suit your target candidate audience while driving job seekers to either your talent community or careers page.

Different positions dictate a different strategy as well.  Recruiters need to insert themselves into candidate and job seeker ecosystems using targeted blog posts, resources like employer branding videos, and Twitter hash tags & chats.

Companies must begin developing recruiting strategies for the short term as well as long term to develop a candidate pipeline where through your influence, thought leadership, and interactions you drive candidate populations and their friends to open positions.  Like consumer marketing, candidate marketing involves many touch points along the way.  Social recruiting uses these very engaging platforms to help facilitate these interactions bridging the gap between the job seeker and the recruiter when they are actively looking for work. Jessica Merrell, Chief Blogger & Founder of Blogging4Jobs  | Follow Jessica’s tweets at @blogging4jobs

#7: Get Your Basics Right

There are still a lot of recruiters and HR professionals out there who are either hesitant for social recruiting or simply don’t feel comfortable with the new platforms. When beginning with social recruiting, it’s important to understand the platform, have patience and get the basics right.

For example “when recruiting with twitter, you need to make sure that your job tweets contain a searchable, easy-to-recognise hashtag, an obvious description of the position, and a link to an accompanying page which describes the opening in more detail.” – Jorgen Sundberg, Founder and Director of Link Humans | Follow him on twitter at @JorgenSundberg

What are your thoughts? What social recruiting tactics have worked for your business? Please share your hottest social media recruiting tips and questions in the comments box below.

*Post culled from HireRabbit Blog

Categories
Instagram Growth

5 Social Media Mistakes Job Seekers Need To Avoid

For many job seekers, the Internet presents two very different worlds. One consists of hanging out with friends via social networking, and the other focuses on the seriousness of a job search.

Having the worlds collide could result in the playful social media environment posing problems for a job search since many employers conduct online research to determine candidate eligibility. This is why, if you’re looking for work, it’s best to avoid the following social media mistakes that could hinder your job search process:

1. Leaving Your Profile Page Open To Strangers: 

If you’re conducting a job search, now’s the time to set your personal profiles to private. Doing this ensures your personal information is viewable only to your friends list—not employers digging for information that could remove you from candidacy.

2. Displaying Unprofessional Profile Photos:

An employer doesn’t have to be on your friends list to see a profile photo of you on display. So, be sure not to make the photo of you lying drunk on the curb your main profile picture. Instead, consider a professional picture—or even a cartoonish avatar as an alternative. If an employer conducts a Google search of your name any pictures affiliated with your profiles may pop up on the first results page.

3. Allowing Friends To Post Unprofessional Comments:

Managers often judge crude or offensive comments left on profiles, even if they’re left by someone else. So, in case your profile slips through the cracks and is viewable by some hiring managers, make sure all comments listed are PG-13.

4. Tweeting About Bad Work Behavior:

You may want to tweet to your friends you got away with being late for the third time this week. But while job seeking, it’s best to avoid these types of tweets as they could look bad to a prospective employer who is looking for a way to judge your work ethic.

5. Bashing Current/Previous Employers:

Many people like to make comments about how their co-workers or boss made them mad. Keep in mind prospective employers will be looking for this type of information, so refrain from making these comments at all costs.

The slightest mistakes made while playing in the world of social media could make a huge difference in your being hired. So keep this in mind as you decide how you will allow your social networking and job seeking worlds to coexist.

*Post culled from Careerealism.Com

Categories
Instagram Growth

3 fears of blogging and how to overcome them

Despite the numerous benefits of blogging, it is common to find a common man on the street without a blog. Many are often hindered by so many fears which they convert to excuses for not blogging. Today, let’s consider 3 of the most popular excuses people give for not owing a blog.

  1. Not enough time: This is one of the most common excuses people give for not blogging. It is important to understand that blogging is not one of those activities that consume lots of time to do. If you can spare 30 minutes a day, you can own a blog. All you have to do is to create time for it just like you do for every other activity you engage in.
  2. I don’t know how to write, especially long posts: Nay!!! Blogging is not all about drafting 700 words per post neither is it all about being a professional writer. The best bloggers today were not professional writers when they started. As long as you can put your thoughts together in few sentences, you’re welcome to the blogosphere. As a matter of fact, there is no blogging rule that states how long a post must be. If your style is not to write long articles, you may just be like Seth Godin. It is very rare to find a long article on Seth Godin’s blog. This is an expert who has authored 13 books. So, you are not alone on this.
  3. I don’t have anything to blog on: Hey, you do! As long as you have a passion and hobby, there’s something to blog on. Most of the most  popular blogs today started from the hobbies of the blogger. For instance, most travel blogs started from the blogger’s hobby (which is to travel). These blogs now offer travel tips to their visitors. So, there is something you love to do. What is that aspect of life that you enjoy the most and are willing to help others enjoy? Start blogging on it.