How is social media working for you in your career? Is it a help? A hindrance? Or does it even make a difference? Like it or not, social media is part of our world today and it impacts nearly every part of our life.
First – Clean Up Your Act
Complete a search of your name on Google and see what pops up. If you have a very common name, like David Hall, you will likely find an overload of unrelated information. If your name is less common, like Jessica Touchard, your search should populate relevant information about you. You may want to set up a Google Alert with the different variations of your name and your business name to stay up to date on what is out there on the internet.
If you haven’t already, you will want to create a LinkedIn account. The search engines index everything on the internet, so your social media should also show up in search queries.
You should also be careful about what you post. Even if you delete it, the internet saves a copy of everything you have done online. This includes what you have liked, shared, and commented on. You will also want to check your privacy settings on Facebook and limit the scope of some of your posts to friends and family.
Common Social Media Tools
LinkedIn, with over 500 million current users, is considered the top spot for people looking for work. This social media platform has morphed from a place to post your resume to a place to connect with people in your industry, recruiters, potential referral partners, and clients. LinkedIn provides job seekers and hiring managers with the most professional networking tools.
Make sure you are engaging in these activities on LinkedIn:
Facebook, though primarily a social network continues to become a one stop shop for connecting with people – from friends and family, to colleagues, coworkers, and clients. You never know who in your network is able to help you, so be sure to leverage this platform as you advance your career. With 2.19 billion monthly users, it seems most of the world is on Facebook.
During your job search:
Twitter, averaging 336 million active users, is a bit different for a social network. It can be very interactive and you can connect with and follow literally anyone on the planet with a Twitter profile (Professional connections, friends, the President, or one of the Real Housewives!). Job seekers can connect with people that they know and communicate with groups of individuals through "circles" of contacts. Those networks can be tapped for referrals professionals who might share information, advice and job leads. “Circles” are similar to the discussion groups that exist on LinkedIn and Facebook. While Twitter might not be the social platform that first comes to mind for job seekers, 92% of companies are using social media for hiring, and we're not just talking about hiring managers checking up on applicants' social profiles.
Here are some tips for Twitter:
How to Best Present Yourself Online
As they say, “you never get a second chance to make a first impression” and that is potentially even more true on social media. For your professional Twitter feed and your LinkedIn profile, make sure you have a professional headshot. Leave the fun and family profile pictures for Facebook.
LinkedIn and Twitter also give you the opportunity to put out a headline as a bit of a tagline for your personal brand. Be sure to answer these three questions in your headline:
LinkedIn gives you space to add a personal summary as well. Be sure your summary answers these key questions:
Be Aware of the Pitfalls
If you are currently employed, be aware of what you are doing on social media. We can’t emphasize this enough. Anything you like, share or comment on is visible to your entire network on LinkedIn, those you choose to allow to see it on Facebook, and the entire universe on Twitter. Don’t forget about co-workers who you are connected with and what they may report back to your current employer.
Too much information can “poison the well.” Employers will scan social networks to get additional information on potential hires. Even with privacy settings in place, there is software that can get around that so don’t post anything which may paint you in an unflattering light.
Lastly, social media is just a tool and it is not the only one. Getting out from behind the computer and connecting with people in person or on the phone is perhaps the most valuable tool.
Let us know how we can help you in advancing your career!
Recruiters are hired by companies to help them source, screen and send them qualified talent. Although we do help job seekers in their job hunting process at times, that is not our main function. Our main goal is to fill the positions we are assigned.
Why do companies hire recruiters?
Some of the most common reasons companies hire recruiters are:
How can job seekers use a company like GeoSearch, Inc. to find a job?
The best way to get started it to visit our website at www.geosearch.com. There you can register as a job seeker and be notified when we begin to work on new things. If you see something of interest, apply and/or call us to discuss the position in more detail. If you can tell who the company is by the job description, we still encourage you to call us… we have additional information to offer!
What is the benefit for job seekers to use a recruiter?
Access and information. Even if it is obvious what company the position is with, calling us first can give you more background information on the position that you can’t see from the job description. Also, we are often working with higher level management or the owners of the company rather than HR. Working with us gives you direct access to those people and eliminates some of the screening mechanisms their website or HR department may present.
What input do you receive from the hiring companies that might help job seekers gain insight into what employers want to see in an interview?
Companies need to see specific technical skills in a resume before moving on, but once you are invited to the interview they must have determined you meet those qualifications enough to move forward. At this stage they are looking at attitude, communication skills, curiosity and professionalism.
The main feedback I get after a candidate is selected is how much they “liked” that person, or how they could see them as a valuable part of the team. The main feedback I get after someone was not selected was their lack of enthusiasm, inability to communicate their experience as it relates to the opportunity at hand, or negativity about current or past employers.