What are the Biggest Myths Around Social Media and Recruiting

What are the Biggest Myths Around Social Media and Recruiting While there are some obvious dos and donts when it comes to using social media in recruitment there are also some things you should take with a pinch of salt. But in the climate of fake news, what should you believe and what are complete lies? This week our panel help to bust some of the biggest myths when using social media for talent acquisition. Ariel Jolo Dont post on weekends. Youll be amazed by the amount of people who apply on Saturdays and Sundays. During the weekends theres less noise (of course people tend to use less their phones), but get a sense of your audience and benchmark your results using different days and hours. Another common misconception is that if you share something, your audience will read it.. Nowadays, platforms select which content gets to their users and yours might have not made the cut. Try posting it a few times over a couple of days, at different hours (dont spam!). Ariel Jolo,  Global Employer Brand Manager, at Medallia. Adrian Cernat You must use every channel. We often hear this and, let me tell you, it couldn’t be more false. Don’t use them all. It’s a waste of time and resources and, most of the times, truly counterproductive. Make sure you focus on channels that fit your company and candidates and make sure you do a terrific job there. Adrian Daniel Cernat, CEO co-founder SmartDreamers Sarang Brahme • Job posting on social media is social recruiting â€" social is much more than just posting jobs. • Having our employees featured as brand ambassadors on social media will result in attrition â€" not if they are proud and love working with your company. Great talent attracts others and it is important to leverage employee networks and business leaders in this initiative. • LinkedIn is the only social platform for recruiting â€" the trick is to understand your target audience, identify where they hang out and build presence. Sarang Brahme, Global Social Recruiting Talent Brand Manager, Capgemini. Carmen Collins The “if you build it, they will come” myth. Just because you start a social media account doesn’t mean people will follow you, engage with you or even care about what you say. Social media isn’t a push medium, where you can have a one-way conversation. It’s a community, it’s about connections, it’s a two-way conversation. And it takes a lot of work. Carmen Collins, Social Media Talent Brand Lead, Cisco. Cameron Brain Fundamentally that social media isn’t relevant to recruiting.   Make no mistake, every single person a company hires is on social in some form or fashion.   Social is not the be-all-end-all, however it offers myriad options to identify, connect, and engage with people that just aren’t possible in any other context.   Doesn’t mean you and your colleagues should give up the other things you’re doing, but if you avoid social you’re doing it at your own peril because many of your competitors are already in the game. Cameron Brain, CEO Co-Founder, EveryoneSocial.com. Mark Cavanagh ‘I need a presence on all social media platforms’ â€" A common marketing myth which translates directly into the world of recruitment. Much like any job board, you will see different types of candidate on different platforms. Dependent on the roles you are recruiting for, some may be of more use than others and some may be of no use at all. The question to ask yourself, can I convert a follower to an applicant from this network? If the answer is no, then it may not be worth your time building content for the platform. That said, this does not mean for a second that the network could not be used for more general employer awareness and branding. Mark Cavanagh, Marketing Manager at The One Group. Victoria Sorensen Volume is not the answer! Just because you have an abundance of social media profiles on every platform does not mean that the candidates will suddenly come rolling in. Just being on every site and using every tool is not a recipe for success. Engagement is key. Engaging with your potential audience with comments and interactions in their channels will give you a better response rate compare to just randomly targeting everyone. Victoria Sorenson , Senior Talent Advisor, Oracle. Othamar Gama Filho Most people think that social media is either a magic bullet or a waste of time, both are wrong. Social media won’t solve all your candidate attraction problems, but it can truly help if done correctly. Another myth that I hear a lot is that it is expensive to create relevant content, and it is not, you just need to really do your research upfront and put a couple of hours a week to curate and add your opinion to some topics. Othamar Gama Filho, is the CEO at Talentify. Stephanie Scher Social media is not the silver bullet to attracting talent; social media is an important component to your overall talent attraction and talent branding strategies. We must be present where the candidates “live”. Social media is a key way to access your target talent pools. Stephanie Scher, Talent Brand, Social Media, Vanguard. Eva Baluchova The biggest myth out there is that recruiters think there are not enough people on social media. We live in the age of social media; everyone is/will be online. If they are not on Linkedin, they are somewhere. Look for them! On the flip side, some recruiters think that we have to be on every social medium. Choose up to 4 and be sure you are consistent enough to get the most significant reach. Third, recruiters dont want to be personal. Remember: people want to relate to you; they will not relate to a cold professional post. We are humans; we connect with humans. Eva Baluchova, Talent Lead , Levelup Ventures.

Top Ways NOT to Quit Your Job

Top Ways NOT to Quit Your Job Chances are, if youre connected to the internet you might have seen a viral video pass your way of Joey DeFrancesco quitting his job at a Hotelusing a marching band. This got me thinking, Im sure Joey isnt the first, nor will be the last to try to go out in style. So I searched and dug through some of the most moronic, crazy, and clever (but still stupid) ways people have quit their jobs. Enjoy #1. Dont Invite the High School Marching Band http://www.youtube.com/watch?v=Iblen2effLU #2. Dont Quit Via Dry Erase Board Yes I know this was a hoax, but it was still a very creative, yet destructive way to quit. #3. Dont Blast a Beat While You Rock Out Your Quitting Anthem #4.   Dont Quit in a ThongSeriously #5.   Dont Quit on the Air During a Live Broadcast #6.   Dont Quit Using the Company Intercom Then Run Around Like a Mad Man #7.   Dont Quit Using Your Companys Readerboard Do You Have a Story? Im certain these arent the only crazy stories of people quitting their jobs in stellar fashion.   If you have witnessed someone quitting in a less than typical method, Id love to hear in the comments.

You Dont Give 100% In Jobsearch, You Have To Give 150%

You Dont Give 100% In Jobsearch, You Have To Give 150% As a student or a graduate of any age, one piece of advice anyone would give you in your job search is to have good time-management. Thats like a dude being dumped by his girl and his best mate saying never mind, there are many more fish in the pond. It means nothing more than words. I dont want this to be a post about dating, I dont do dating advice (I failed miserably in dating, its my soft spot ?? ) Anyway, but you know when you get dumped, and you get over the boring memories and shit, you think: thats it, I am going to work hard on myself, be smart, and get the best girl in town. 10 months down the line you probably dont achieve that, but hey, you gave it a go! Why dont you do that in your job search? When someone tells me I am 100% focused on my job search I cringe. Guys, you need to give more than 100% in your job search. In fact, let me be honest take time-management and throw it out of the window when it comes to the job search. OK, some are just born with a gift of being so smart, companies chase them. But if youre not one of them, like me, let me tell you I was a crazy guy looking for an internship. 76 Number of internships I applied for. 1 Number of internships that I finally managed to grab. But those applications didnt happen on their own. I was sitting at my desk applying for internships during the later half of my second year at university. I used to ask my mates to go ahead and enjoy themselves, whilst I stayed behind doing an internship application that had come to my notice late. And you dont always have to kill fun. I used to enjoy myself but then come back and do an application or research for an internship. I had one goal and you should too unless you get a job or internship, you are not giving everything in your job search. Some might argue its hard. But think about it is there anything youve achieved without giving your everything? Do you not want to tell all those people who say graduates are not good enough, to stop bullshitting? You know, there is a part of your job search that is not about how you write your answers, whether you follow the STAR method, understand the job recruiting* software or not, or even if you are a graduate with 2.2 degree. It is about your passion, about your work rate, about your effort to fight all odds and get that damn job on offer. You are the master of your own destiny, dont hold yourself back by terms like time-management, go give it your 150%. Some may call you crazy; there will be days when you are tired and knackered, when you are down, when the first email you read in the morning is a job rejection and the last email is about how you didnt pass the psychometric assessment. At those times, remember this: 1. I was one of 5 out of 120 that got an internship in my course 2. When I graduated, I had two job offers simply based on an interview 3. My internship gave me the cash to enjoy my final year without debt 4. I now write this blog and pass on my experience 5. I am satisfied with my effort and happy I was crazy enough to do 76 applications And all 5 of them could be you in a year or two. So dont give up, get up, apply and give it all you have. You will do it!  photo credit: david_a_lea via photopin cc *disclaimer this is a text link ad. Find more about advertising on Career Geek 24

Forget about the wage gap. What about the Web 2.0 gap

Forget about the wage gap. What about the Web 2.0 gap There is a media feeding frenzy over the last study released from the American Association of University Women Educational Foundation about the wage gap: All hands on deck! Women dont make as much as men do! There is a lot of hoop-la about this study, which says that the wage gap happens immediately upon entry after graduation. Here is the Associated Press article that got picked up everywhere. I have written before about how the reason women dont make as much as men is that when women have kids, they are more distracted by them than men are. Even if men and women have the same experience and are in the same job, and they both have kids, the woman will probably earn less. So the wage gap comes when women have kids. But this is not shocking because most parents will tell you that in the case of all things being equal, the woman will be the one who interviews the nanny, not the man. The small things add up and its not far fetched to say that on balance, women who work in an office spend more time taking care of kids than men who work in an office. So, the wage gap is not going to change until this changes. (Men, here is a secret about women: In front of you, your wife says you are an equal parent. On girls night out, its a different story.) The person who did interviews about the study is Catherine Hill. I like her a lot. She has spent a lot of time on the phone with me letting me argue with her about her research. So this time, it turns out that the pay gap between genders in business is dramatically smaller than other professions, like science professors, and the mean of the gap is skewed. In fact, the pay gap between genders in business is so small that Hill says the gap is statistically not significant. Yet no one is reporting this. I also asked her why a pay gap matters. I told her I think it only matters if women are not as happy as men at work. Hill says this is very hard to studyworkplace happiness. So she studies wage gap instead. I would argue, though, that its an irrelevant topic. If we dont know the harm in a gap, then we cant decide what to do about it. And I think it would be tough to argue right now that women are not as happy as men are at work. So if they are equally happy then maybe the issue of pay gap puts too much emphasis on money and not enough on happiness. Tim Ferriss is the author of a book that has catapulted to the top ranks of Amazon: The Four-Hour Work Week. One of the most interesting ideas of this book is that money is not a primary goal. Rather, quality of life is the end goal, and the yard stick for measuring your success. And quality of life is not about money earned but how you bring time and mobility into your life. Ferriss lays great groundwork for a discussion of why the wage gap doesnt matter. I suggest we take Ferriss cue and concern ourselves not with the wage gap between genders, but the time gap. Or, heres another idea. Instead of worrying about the wage gap lets worry about the Web 2.0 gap. The second round of the Internet revolution is being run largely by men. In fact, as tech companies need less and less marketing, the usual spots for women in tech companies are disappearing. And as the barrier to entry gets lower and lower, and founders get younger and younger, the hours people put in to start a company verge on 100% of waking time, something that women seem to be just plain not interested in doing. I am not sure what should be done about the Web 2.0 gap. I have a feeling that it ends up getting more and more male centricjust like video games. For example, most blogs are aimed at technical types. Something we might be able to overcome. Yet the most prominent blog ranking site, Technorati, ranks blogs based on how many people link to them. So a blog catering to people who dont blog themselves would be ranked lower in the blogosphere. The subtle burying of womens voices online. Im not sure if its a big deal or not. But I am definitely sure the time gap and the Web 2.0 gap are having more impact on the business opportunities women see than that statistically irrelevant pay gap is. Its just that the mainstream media is accustomed to writing about pay gap, and not about who is playing poker with the founders of Digg and who is playing Xbox with the founders of Reddit. But look, if you want to make sure youre getting your fair share, dont be afraid to negotiate salary, sure. But before that, get clear on what you want in your life and your career. Dont get derailed by letting someone else frame your issues for you.

6 Emerging Suggestions to Include in a Resume to Make it Attractive CareerMetis.com

6 Emerging Suggestions to Include in a Resume to Make it Attractiveâ€" CareerMetis.com For any job opening you’re applying for, the first thing you require is a great resume.Human Resource personnel is the people who rely heavily on a resume. They are always looking for ways to filter out candidates as quickly as possible.evalYour resume needs to stand out from all the resumes they have received. To make you stand out, we have curated six emerging suggestions to include in a resume to make it attractive.When you are applying for any job opening, you are counting on your experience and skills and overall personality to land that position.A great resume should showcase your skills, experience that is relatable to the position you’re applying for. Let us check some great suggestions to include in a resume to make it attractive.1) Use a Modern, Professional FormatDid you check the sample resume image shown above? It looks appealing right! With time everything is evolving. You should always use a nice-looking format for your resume. Become an HR for a few minutes, look at some resume formats and evaluate them. Ask yourself a question: if presented with this resume, would you look at it? If your answer is yes, then go for that format.You should also make sure that you are not selecting a very colorful and very fancy resume unless the position you’re applying for requires such skills. Go for a resume that is attractive yet professional. Your resume should have less than three colors.2) Craft Your Resume for the Position You are Applying forIf you are sending the same resume for every job profile you are applying for then, my friend it is time to reconsider. If you send the same resume for the same job profile then sometimes it is fine. We suggest you to carefully go through the job description provided by the organization and see if the skills they are looking for are on display in your current resume.evalYou should include the organization’s needs in your resume. It is possible that the job profile of two different organizations is very similar , but there are some differences.3) Use Appropriate Industry Keywords When RequiredIf you are a Graphic Designer and searching for an excellent opportunity. Your resume should include skills and industry-standard keywords such as creativity. You should also highlight tools you are familiar with like Adobe Photoshop and others.Be it any job profile list-down the keywords HR and organizations will look for. Properly include them and don’t stuff keywords. Make sure you have the required skills and experience before you mention any of it in your resume. You can still end up not getting selected for that job profile if you are not able to justify the things you mentioned in your resume during the interview.4) Make Sure It is Easy to ReadevalYour resume represents you. To make sure you have a great first impression, you should make your resume carefully. One of the ways to have a good first impression is by creating a resume that is easy to read, free from typing mistakes and grammar mi stakes and overall polished.Put the most recent and most important information on page one. Make use of clear headings. Define how you are fit for the position you are applying for via resume. A professional resume writer Ann Baehr once said, “Do not use an objective. Think of it as a billboard.”5) Keep Things ProfessionalTreat your resume as your LinkedIn profile and not as your Instagram or Facebook profile. It is a professional representation of yours. Do not include a lot of personal information like the reason for leaving the previous job, previous CTC. Don’t share hobbies or interests. Stick to facts about your career.Talking about facts, showcase your quantifiable achievements. Let’s say; you delivered 10% more performance than your company expected or saved a 5% cost of your client. Your value increases if you show such achievements. Usually, employers assume that future performance can be determined from your past performance and achievements. Showcase how you make a difference.6) Proofread Twice Before You SendYou must proofread your resume once before sending it out. It is possible that you may find some mistakes in it. Proofreading will also allow you to make minor improvements. After you complete initial proofreading on a screen, you should print it out and then perform further proofreading as our brains will read more carefully compared to when the words appear on a screen.Sit alone for 5 minutes and read out your resume aloud. It will give you the ability to filter out words and phrases you may have missed otherwise. When your hiring manager asks you the big questions like: “Tell me about yourself” or “Walk me through your resume,” you will be able to answer it more confidently as you have gone through it more than once.Some Other Suggestions to Include in Your ResumeWrite a concise resume that can showcase your experience, skills and overall personality. Generally, a resume should not be longer than one page but, if you have mor e experience and certificates, you can use an appropriate amount of space to make it longer. Use what you need to, but do not make it unnecessarily long.evalDo not forget to include a nicely written cover letter with your resume. Many HRs may not go through your resume if your cover letter isn’t appealing. Unless it is mentioned in the job description that a cover letter is not required, make sure you include one.We hope all the suggestions we have shared will help you make your resume more attractive.Feel free to connect with us in the comments down below if you need any help. We wish you all the best for your next job!

LinkedIn Tip #3 Tell Your Unique Story in the Summary - Sterling Career Concepts

LinkedIn Tip #3 Tell Your Unique Story in the Summary LinkedIn Tip #3: Tell Your Unique Story in the Summary The LinkedIn Summary is your opportunity to tell your story. It varies from your resume in that a LinkedIn Summary can be written in the first person (I, my) because you are speaking to the reader through your profile. Here are five questions to ask yourself when writing your summary: Is it well constructed and distinctive?   An effective summary is unique and can only describe you, and not someone else. It should concisely tell who you are and what you want to do with your professional career. Is it the appropriate length?  A strategically-written summary maximizes the words allowed â€" up to 2,000 characters. Is it engaging? A compelling summary should contain interesting information that will entice the reader to want to read more of your LinkedIn profile. Does it flow?   A well-written summary should have an effective rhythm and flow to it. Does it add to your profile?  A strong summary should not duplicate information found elsewhere in the profile â€" instead, it enhances it. The LinkedIn Summary is the ideal place to capture  your visitor’s attention, creating a stand-out message, unique to your experience, talents, and accomplishments, that will entice them to read the rest of your profile. Next, week we’ll talk about how to focus the content in the rest of your profile. Do you need to check in with a professional for help? Do you have questions about your LinkedIn Summary or other areas of your LinkedIn profile? Contact us today to achieve results tomorrow! [photo courtesy of freedigitalphoto.net]

Learn How To Write An Effective University Resume

Learn How To Write An Effective University ResumeA well thought out and complete University resume writing can help you get the best job you deserve. Most of the job-seekers simply take the first offer that they are presented with. It is not their fault, but rather the way the job market functions these days.There are many sources where one can find resume samples. But often, the best resumes are not necessarily the most expensive ones. It is in fact in the cost that these samples actually differ. Nonetheless, there are still some things that make the cost of a resume sample differ from the others.The content of the University resume can be easily customized for the specific needs of a particular job opening. As a matter of fact, resume writing is not the only thing which can be customized. There are other things that can be. If you are a talented graphic designer, then you can create a resume that is very attractive and flexible. Or if you are a gifted writer, then you can put some of your best ideas into it to improve it for the purpose of better results.These resume writing samples should be able to produce impressive results. The ones that will work for one person cannot necessarily be the ones that will work for another. So, the best approach is to read them several times before submitting them to your prospective employer. By doing so, you will be able to check how well they are working and learn how to improve the effects in order to get you hired faster.However, it should also be noted that a University resume is not the same as a CV copy. While a CV does its job by simply pointing out how you have done in your previous work, the resume has a different role. It should at least be able to show that you have done the kind of work that the job seeking company requires in order to hire you.Now, when you are ready to compile the University resume, you will see how difficult it can be. In fact, this could be the most difficult part of the entire process. The truth is that there are many people who are proficient in this type of job. However, when there are more qualified applicants than jobs available, it is pretty obvious that the job hunters will try to cheat the system and get a job faster.What you should be looking for though, is the career development experts who can help you get hold of the best jobs for you. Do not go too much into the details. As a matter of fact, you should not go much into the details at all.Instead, find the right professionals who can give you an idea of what the market looks like. They will help you determine the correct and the best things to focus on. However, when all else fails, take out the valuable advice given by these professionals and you will be all set to put your job hunting on a professional track.