Social media and recruitment 2012,content marketing job description,make money working from home for free - How to DIY

Making yourself attractive to employers online and marketing your company’s ability using, for example, your LinkedIn Profile is becoming one and the same and no longer compartmentalized tasks. Many executive branding blogs talk about having an page, your own personal website and a personal blog, whether you do that on LinkedIn Publishing or your own URL Blog. If you are interested in working with Lisa Rangel, an accomplished executive resume and LinkedIn Profile writer, LinkedIn Job Seeker Group Moderator and job search consultant, to achieve the social media exposure and land the interviews you want, sign up for an exploratory call now and learn about how Chameleon Resumes can help. We have all heard that old saying, “It’s not what you know, but who you know,” and in many things in this life that saying does turn out to be true.
Not just your family events, but events at your job and any associations you may be a part of.
Holiday parties also typically aren’t forced social situations which is what can make more professional networking events so uncomfortable. It’s no secret that LinkedIn is always rolling out new features to make their platform easier to use and more effective for finding work. With the rise of social media it’s become apparent that connecting with other professionals online can lead to tremendous opportunities.
Creating a targeted Twitter list can help you keep potential job contacts and opportunities all in one place.
As you know, your LinkedIn profile is one of the most important resources you have to reinforce your personal brand and candidate appeal. Some really effective places for LinkedIn keywords are within the headline, in job descriptions and under interests. According to the LinkedIn website, these groups are like online forums where professionals in the same industry (or with similar interests) can connect with each other, share content, and position themselves as experts within their field. We recently spotted this infographic created by Fred Cavazza which gives an up to date overview for social media in 2012. We like this because it starts connecting the type of engagement with the platform and technology. You can authenticate their work experiences and character through the business friends they keep on professional social network.
Status and Update: Most professional social networks keep a long history of a profile’s status update.
The quality of a candidate’s professional social network is clear evidence to his past work’s achievement. Portfolio Showcase: If you are evaluating a consultant for hire, try research on his online contribution to blogs, wikis, presentations and proposal on portals like Slideshare and Scribd. Business Socially: Many search firms are using professional social network to connect with other recruiters and hirers. If you are a head hunter, forming an alliance with your peers will reduce your time and effort looking for a candidate for your client. This entry was posted in Social Media and tagged Business Owners and Technical specialists (PMETs), Do Business Socially, Executives, Portfolio showcase, Professionals. Learn how job seekers are increasingly using social media to look for their next job — and get ideas how to use it yourself to fill your next vacancy. That’s probably why half of all job seekers are active on social networking sites on a daily basis, and more than a third of all employers utilize these sites in their hiring process. Greg Simpson, a senior vice president at Lee Hecht Harrison, said in a press statement that job seekers must understand how hiring managers and recruiters are using social media in all phases of the selection process. Resource Solutions has released their Social Recruiting Playbook, a ‘working guide’ on how to harness the power of social recruitment. Written in conjunction with industry specialists at Carve Consulting, the playbook is designed to introduce senior executives in HR to social media.
There was an amazing amount of press last weekabout Facebook’s new social jobs app, even forcing LinkedIn’s stock down a few percent.
Remember that the recruiting industry, which consists of over $130 billion spent on products and services to help employers find people, is all about “finding the right candidate.” And with so many people actively sharing all their personal information on Facebook, there are a lot of opportunities for companies (Facebook and others) to develop tools to help recruiters find those candidates (and vice versa).

That all said, going after this market takes intense focus (it’s a complex and highly competitive space), and it does not appear that Facebook is there yet. When you use this application, you essentially type a search term into the box and select which of the five organizations you want to search from. First, you have to select which job source you want to search (which more or less makes the system frustrating, since each of these five providers reaches different and overlapping parts of the market). Social media and recruiting is the next gap to bridge in hiring and recruiting, the next frontier in finding great candidates better and faster than your competitors (and turning those candidates into employees). Social media not only makes candidates more transparent, but it also makes your company and the recruiting process more transparent. The study commissioned by social recruiting firm Jobvite of Burlingame found that three out of every four workers are actively looking for, or at least open to taking, a new job.
I’m sure not everyone is guilty of these hiring faux pas in the social media era, but I’ve seen it enough in the past 4 years of interviewing and pitching for social media positions and clients that I know many business owners are hurting their business in the process of recruiting. The social media professionals you are hiring, know and live by these rules, and you can expect they’re sharing your ignorance if you make it obvious that you don’t.
Check the following infographic and you’ll see super social job seekers are likely to have connected with far more people on social networks, with the top 40% of candidates having 150+ connections each. CNN cites the perspective of Gretchen Gunn, a principal at the recruiting company MGD Services, to help illustrate the evolving roles of the resume and the web in the job search.
The entertainment business is engaged in nothing less than the reinvention of narrative, and the leading edge is something called transmedia. Steve Coulson, Campfire’s creative director, says the company thinks more in terms of medium and platforms than technologies. The information you use for your resume can be a springboard for creating your mobile-friendly LinkedIn Profile and your page, which feeds off your LinkedIn Profile content.
If you take the time to comment and share other’s content, then you are fostering engagement. Some of the newer mediums on the scene (or older mediums now becoming mainstream for executives to use) involve video, live streaming and more interconnected static pages such YouTube, Facebook Video, Blab, Periscope and pages. LinkedIn Referrals, which is being called the next generation of LinkedIn Recruiter, is where recruiters use profiles of their superstar managers and employees to find other applicants with similar traits and expertise to add to the rock star employee roster. In the medical industry, it is important to continue to foster relationships with other executives and even the doctors in the medical field.
Next year is already shaping up to be a major year for job seekers on the platform thanks to apps and resume trends. Thanks to social media you’re no longer just limited to your local community or live networking events. Furthermore, companies are also using social media to post jobs and Twitter is no exception. In a few months time all LinkedIn members will have the new design which includes a larger profile picture and customizable header image. Regardless of what side of the fence you are on one thing remains certain: Twitter is a powerful tool that can help you build your own personal brand and expertise.
Users must engage with each other, share content, and take action in order to get the most out of this social media platform.
Make it a standard practise to have all level of management on professional social network like Linkedin.
With more than 175 million professionals using LinkedIn and Facebook having just reached one billion users, it is clear that social networks are becoming the primary way in which the world communicates, connects and shares news. And today the company is selling plenty of recruitment advertising (we don’t know what percent of its ad revenue is from recruiting, but with nearly 1 billion users there’s plenty of opportunity). And as you can see from the promotional page above, Facebook is promoting the total number of jobs in the system.
Relationship recruiting is a popular term being used often, and recruiters are focusing on screening potential candidates over social media.

Sign up for social networking sites so you can start recruiting top talent and spread the word that your firm is hiring. However, as the next gap to bridge and the next frontier, there’s still a lot to learn in social media and recruiting.
But even of those who do have jobs, 60 percent would be open to taking a new job and 9 percent are actively seeking one, the study said. Through the application, the user can promote job openings using social media, free job boards and other online resources.
Whether you are hiring someone to work as your employee, an unpaid intern or you have a professional recruiter finding your new social media community manager or contract agency, the old fashioned rules of social etiquette apply, even more so when you’re hiring social media professionals who know more about digital marketing and socializing technology than you do. As painful as that might be to hear, it is true and the HR professionals who embrace the new rules of social media are the ones who are able to more consistently find and place the right candidates. It’s in this corner of storytelling that a next wave of developers, gamers, filmmakers, writers and composers are creating immersive story-telling experiences that employ a variety of media, delivered across platforms. Its goal is to get stories into where fan communities congregate and in ways they’ll consume and participate with them. Being mindful on how your information appears on mobile phones and tablets will ensure audiences see you as a detailed marketing-savvy exec, no matter what your discipline is.
Effective personal brands engage on other’s platforms, answer back comments on their own platforms and product content. Study the candidate’s connections and recommendations on Linkedin to verify his background. LinkedIn has built amazing tools in this market, and is now on a runrate to generate a billion dollars in talent management revenue next year. Developing a successful social media recruiting strategy is still an experiment, a process of trial and error.
Your employment brand needs to be in place before starting your social media and recruiting and getting involved in a digital dialogue, as the brand will be the guide to what’s being said and how the process unfolds.
After recruiters evaluate various responses, The Resumator provides efficient applicant tracking, productivity tools, easy job syndication through numerous sites, automated rejection and confirmation messages, real time reports and analytics, custom job applications and specific roles set for individuals and team members. Some companies even ask candidates to actively integrate social media into their job applications. But here, “cross platform” means more than just on your console one minute and your smartphone the next. It’s the resume process, the process of vetting relevant achievements and developing one’s personal brand, which is the basis of all of these branding mediums and their elements.
Many companies are starting to have careers based social feeds, but the line is blurring as many recruiters are using their own social profiles and networks to represent the company. And finally are the tech businesses who create platforms that other people can use to distribute content across mediums.
Even if you do not send the resume to everyone, doing the exercise gets challenges and achievements flushed out to focus on the relevant ones—enabling you to come across as a forward thinking executive and not simply a senior executive spewing their history to impress for no reason.
A combination of new school tactics (technology, social media) and old school activities (phone, in-person, snail mail) are the best way to start conversations with people. Recruiters have also become more proactive, scanning for talented individuals on social networking sites.
They can then begin a two-way dialogue with candidates and start to see if there’s a spark. It is important to look at who you are trying to attract and know where they hang out…and then be there! By building these relationships, recruiters are then able to identify present (and future) candidates by forming long-standing relationships with them via social media.

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