Wow…..I have seen, and heard of, some crazy ways of conducting background checks and looking into someones social resume….but a website that was referred onto me seems to do it all. Check out Yasni:
It is kind of scary. I did a search on myself and found some new things I did not know existed out there on the web.
Thanks to Chelsey Kuzyk for referring this on to me.
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There has been a substantial amount of buzz around social media and how it applies to recruiting for some time. We even held a Recruiting Best Practices seminar focused around some of the elements of social media. Note – I underscored some. Because social media is much more than Linked In, Facebook and Twitter. Social Media will ultimately define your employment brand.
Now… I do not want to move too fast on this topic. Some employers are still trying to figure out the true definition of employment branding. Some still think it is just their logo. Others understand that a company’s employment brand is not necessarily defined by them, but rather those who are talking about them. And where are people talking? In various forms of social media. And social media can be everything from an old school chat room to the comments made within a blog post, the discussion between two jobseekers after walking past your booth at a career fair to websites that expose company dirty secrets.
So how do we measure all this stuff? Because as HR professionals, we love to measure. I found an article recently that is not HR specific. But it is metric specific. And they list 100 ways to measure social media. I thought I would share a few:
Here are some of the expected:
Here are a few that you can tweak to add HR-centric metrics:
You can read the entire article here.
Many thanks to everyone who attended our Recruiting Best Practices Seminar on Social Networking on March 11. And a big THANK YOU to Chelsey Kuzyk from DeVry University! We had 44 people from some of the top Las Vegas employers attend! We hope the information we passed along was very helpful to you and your company. If you need any additional assistance on social networking or have any questions, please contact us at 702-240-4100. And, stay tuned for information on our next Recruiting Best Practices Seminar in May!
If you haven’t already added us to your LinkedIn connections, please do by clicking on each name:
Doug Geinzer
Chelsey Kuzyk
Tamya Lemke
Have you googled yourself lately? Do you know if your privacy settings on Facebook allow everyone to view your personal photos or photos that friends have posted of you? A recent survey by Microsoft found that over 70 percents of hiring managers reject job applicants because of information they find online.
What kind of information prompts hiring mangers to reject a candidate?
– 58 percent say data on lifestyle
– 56 percent say inappropriate written text
– 55 percent say inappropriate photos
See original article by Cecilia Kange, The Washington Post
This is just one of the many topics we’ll be discussing on Social Networking on March 11 . Join us and network with other Las Vegas Human Resource Professionals at our FREE Recruiting Best Practices Workshop “The Ins and Outs of Social Networking”, March 11 from 3 pm – 5 pm.
Advertising Age recently published their Official Social Media and Mobile Glossary of 2010 by Pete Blackshaw which includes their top 20 labels and buzzwords to describe our curious stampede to the social-media and mobile future.
So, just in case you’ve had a quad stalker or too many twitstops, perhaps you need to take a digital detox.
For a very informative discussion on Social Networking with other Las Vegas Human Resource Professionals, please join us for our FREE Recruiting Best Practices Workshop in March.
Originally published: In Business Las Vegas
Employers are often turning to social networking sites to research job candidates, a study by Challenger, Gray & Christmas, an outplacement company, found last month.
This is a chance for workers looking for a job in Las Vegas to use those sites to their advantage.
Any tool to help laid-off Las Vegans is welcome, being as the jobless rate was 13 percent in October. Workers are having to get creative when looking for job leads.
The classified ad section in Sunday’s paper showed more ads were for house and car sales than were ads placed by employers looking for help.
This means expanding your search to your network, and one of the easiest ways to do that is by letting people on Facebook, LinkedIn and Twitter know you’re looking for work.
“It is important to remember that all of these technologies simply enhance the job search,” Challenger CEO John Challenger said in a statement. “(Technology) will never replace the face-to-face connections that are critical to a successful search.”
But Challenger advises job seekers to, at the very least, set up LinkedIn accounts and consider setting up professionally geared profiles on sites such as Facebook and Twitter. Try establishing relationships with managers who could be looking for employees.
Then, instead of run-of-the-mill postings about family vacations or what you made for dinner, focus your posts on the industry you would like to work in.
Once the domain of young people, social networking sites are gaining popularity among adults. The median age of LinkedIn users is 39 years old; for Facebook, it’s 33; and for Twitter, the median age is 31, according to a recent study by Pew Internet and American Life Project.
Social networking tips from Challenger:
Challenger also suggested several groups on LinkedIn that job seekers should join including the Talent Buzz, Executive Suite, Linked:HR, JobsDirectUS and Project: Get Hired.
A word of caution from Challenger:
“Perhaps the most dangerous aspect of the Internet is the permanency and pervasiveness of any and all information that finds its way there. Comments on a friend’s blog, reviews on consumer sites and inside jokes made for a private audience on a social networking site’s public group page are all available at the click of a mouse to potential employers.”
Employers and recruiters are rushing to social media at crazier rates than the Dot Com gold rush back in the late 1990s. Facebook, LinkedIn and Twitter are just a few of the websites that are constantly making the news as everyone from Ashton Kutcher to Oprah Winfrey use their popularity to drive new user registrations.
Job Boards have been ‘experimenting’ with the social media space for years. Recruiting Nevada has had a Facebook (Fans of Recruiting Nevada), MySpace (disbanded) and Twitter (VegasJobs) accounts for a few years. We periodically do some testing to see if we can find any hint or sign of measurable results. Most of the time, we do not. Periodically we do.
Many of our colleagues have jumped into the Twitter-pool head first. They have created an automated feed of all of their job postings to automatically post to Twitter. Each approaches it a little different. One colleague has a single account and all jobs get tweeted from it. Another has a multitude of accounts and tweets each job under the Twitter account name that mirrors the category of the job.
Regardless of the strategy being used, the strategy presents itself as “Twitter Spam” to me.
Because I do not have hours upon hours of extra time in my day to follow countless tweets, I established Tweet Beeps - which in essence are like Google Alerts. You simply enter in the key words you are interested in and every time a tweet includes those key words, they are included in a daily or weekly email notification.
When I open the regularly scheduled (and delivered) Tweet Beeps, they are full of the same suspects who automate the Tweeting process. If I were a jobseeker, I would find this to be overly intrusive and would probably consider it Spam. Yes – I can always ‘opt out.’ But this forced messaging will find its way into my radar in another shape or form. It kind of reminds me of the mentality of the email spammers who send our billions of unwanted emails each year in the hopes of getting just a fraction of a percent to open and respond.
I do not see Recruiting Nevada following this practice. We value our brand and do not want to tarnish it by being a Twitter Spammer.
We all here the buzz about recruiting on the various social networks. Personally, I am not certain if this is a viable sourcing tool yet. We have conducted a series of experiments, Some with measurable results, others without. But in our travels, I found a few videos that are worth sharing……. Enjoy:
[youtube=http://www.youtube.com/watch?v=obCHKPYHuhA]
[youtube=http://www.youtube.com/watch?v=nrlSkU0TFLs]
Twitter, tweet, #, @…… are you tired of hearing about Twitter? Yeah….me too. But, Twitter must be working as we witness more and more companies beginning to ‘tweet’ their jobs out there. The latest is Barrick Gaming who offers mining jobs in Nevada.
Barrick has actually done a phenomenal job on their careers website. They have incorporated all the various types of social media and highlight testimonials from their current workers. This is all found to be highly effective.
Oh….by the way, Recruiting Nevada has had a Twitter account @VegasJobs for quite some time. We haven’t really done much with it yet, but have plans to soon. We are still determining what would be the most meaningful strategy. Most job boards are just feeding all of their jobs out to Twitter. At some point in time someone will scream ‘this is spam,’ as tens of thousands of job postings clutter the system. If you have any ideas of what may be effective, I would love to hear them…Doug[at]RecruitingNevada.com.
We all hear about recruiting on Facebook, MySpace and LinkedIn (heck – my last post was about LinkedIn). But what happens when what is ‘tweeted’ …is too much. Or the tweet is exposed to the wrong audience?
Cheezhead, one of my favorite blogs, uncovered a great example – Destroy your job prospects with one tweet.
Basically, a jobseeker shared her recent job offer and uncertainties if it was a job she would truly enjoy. An employee of the employer (Cisco) read the tweet and sent the entire situation viral!! Needless to say, Cisco will more than likely rescind the offer. Probably not the smartest thing to ‘tweet.’
