everything you need to know about social media for your job search
Post on 17-May-2015
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SPEAKERS:Moderator/Referee:Aman Singh, Senior Editor, Corporate Responsibility at Vault.com
Speakers/Contenders:Omowale Casselle, CEO of mySenSay, Inc.Nereida (Neddy) Perez, Vice President, Inclusion & Diversity, National GridMichael Scheidemann, Assistant Director Recruiting, CapgeminiMargaret Davidson, Manager of Editorial Research at Vault.com
Social Media & Your Career:
What You Need To Know
CHECK-IN > TWEET > CONNECTJoin the global conversation at @VaultCareers #SMWCareers
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• All stats and quotes are from Vault’s 2010 Social Media Survey
• Approximately 150 companies and 3,500 job seekers in a variety of industries took the survey
About The Survey
CHECK-IN > TWEET > CONNECTJoin the global conversation at @VaultCareers #SMWCareers
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• 93% of employers claim they haven’t rejected a candidate based on their social media presence • “What people do outside of work is their own business,” says one employer.
Employers Say They Don’t Care What You Do
Online…
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• More than a third of recruiters view candidates’ social media profiles during the recruitment process
• 28% admit to “spot checks” on
candidates
…But They Are Looking
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…And Here’s WhatThey’re Doing
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• 86% of employers think candidates should take at least one action to make their profiles more employer-friendly
• 45% of employers think that it’s fair to judge applicants based on their social media profiles
Job SeekersShould Be Careful
“Personally, a candidate’s social media presence plays no role in their hire-ability. But, not every person inside a company has the same feelings so candidates should be cautious and fear the worst (that someone inside the company will look and will make a employability related decision based on what they see),” says one employer.
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• 60% of recruiters think candidates should take steps to hide personal pictures
• Only 51% of candidates do
• Only one-third of recruiters think candidates need to go as far as removing or de-tagging pictures
Hide Your Pictures
AP Photo/Jeff Chiu
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• 56% of employers believe you should delete objectionable wall posts—even if you didn’t write them
• 51% think you should make your wall private altogether.
Police Your Wall
AP Photo/Rusty Kennedy
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• 36% of employers think candidates should omit political and/or
religious views from profiles
Keep YourBeliefs To Yourself
AP Photo/Matt Dunham
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• 48% of employers had a social media policy in 2010, up from 36% in 2009
• A further 27% have a policy in the works
Check the PolicyWhen You Find a Job
AP Photo/Keith Srakocic
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Don’t Miss Out OnKey Opportunities
Which of the following do you use to share/research informationabout careers and specific job opportunities?
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Be Careful When Contacting Employers
Via Social Media
I am comfortable with potential candidates contactingme via social media regarding job opportunities
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• 74% of recruiters are actively using LinkedIn to source new employees.
• “LinkedIn has proven to be our most used social media venue for recruiting candidates,” says one employer.
Use LinkedInFor Your Job Search
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Learn AboutCompanies On Facebook
Top 5 Uses of Facebook – Employers
1. Promote my organization’s brand
69%
2. Communicate with potential candidates
45%
3. Sponsor a group 43%
4. Advertise specific job opportunities
41%
5. Source potential candidates 28%
“We were late in the recruiting season for intern hiring. We posted a status message saying if there were still interns interested to email us their resume. We received over 20 resumes in less than 1 day,” says one recruiter.
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Follow And Engage Strategically With
Key Contacts On Twitter
“Job seekers that actively use Twitter can act fast when opportunities arise [i.e. mini links about jobs or networking opportunities posted within Tweets], and/or can connect with recruiters,” says one candidate.
• 46% of employers reported using Twitter to advertise specific job opportunities. • Almost 40% of employers say they update their Twitter feed one or more times per day.
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Establish Credibility With
Your Online Presence• “I have recruiters on my facebook, mostly because…I do
things others my age don't, and have found that giving recruiters access to my personal life gives them more leverage in being able to convince their peers of my competence. I've been told twice by recruiters that something I posted on Fb that was particularly insightful helped sway a colleague or two,” says one candidate.
• “An online presence is of utmost importance these days…As a Career Development professional I teach my students about the importance of creating a professional online presence. In today’s world of instant and constant information it is not only easy to create an online presence, but it pays off for the job seeker who is able to clearly show what s/he is interested in and what s/he can bring to the table…,” says one respondent.
• “I have been approached by several headhunters who have used LinkedIn to learn about my career, expertise, and how I may be a good fit for their clients. I have also developed a reputation in legal marketing circles for helping my firm be at the forefront of social media applications in the professional services environment.,” says one candidate.
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For further information about Vault’s Social Media Survey, please contact:
Margaret DavidsonManager of Editorial Research
mdavidson@vault.com646-792-6253
Questions
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