Build a Social Media Hiring Strategy - Workology

Build a Social Media Hiring Strategy - Workology Build a Social Media Hiring Strategy Check out the article below and see my quotes! ***************************************************** Build a Social Media Hiring Strategy Jon Jordan got a weird feeling recently when he interviewed a candidate for a sales and marketing position. The applicants claim of double-digit sales at another  company  didnt parallel with that companys turbulent history. It didnt match up,  says Jordan, founder of Atlantic Business Technologies, a Raleigh, N.C. web development and marketing firm with 30 employees. He went on LinkedIn and found a connection in the applicants network to verify his suspicions. The claim was completely false, says Jordan, 30. The applicant didn’t get the job. Jordan’s not the only one cruising  social networking  sites during the hiring process. A June Jump Start Social Media survey of 100 hiring managers at small, mid-size and large companies found 75 percent go to LinkedIn to research job candidates before making a job offer, while 48 percent check out Facebook and 26 percent go to Twitter. When asked where they find talent for job openings, 66 percent said LinkedIn, 23 percent said Facebook and 16 percent said Twitter. Social media sites have become an integral piece of the hiring puzzle; it’s how to leverage these sites most effectively as a recruiting tool that has companies scrambling. These sites are low-cost or free to join, but it takes time and effort to make them truly useful. Most companies aren’t doing enough, says Veronica Fielding, president of Jump Start Social Media. They think there’s an ROI that’s got to be associated with it immediately.  Other companies are still trying to wrap their heads about the whole idea of social media. When  Oklahoma  City-based HR consultant Jessica Miller-Merrell gave a talk about social media at an HR conference this spring, some people asked her how to use Tweeter, while others believed social media was the domain of marketing and Generation Y, not the HR department. Most of the HR people there [were] not seeing the value yet, says Miller-Merrell, who blogs about the social media/HR axis on her site, BloggingForJobs.blogspot.com. On the other end of the spectrum are entrepreneurial firms like New York City’s 5W Public Relations, which is seeing a big payoff from its social media recruiting efforts. The 75-employee firm has a LinkedIn profile, a company Facebook page, a blog and a  Twitter  account with hundreds of followers. Founder Ronn Torossian, 34, posts job openings to Twitter and recently recruited a great hire with way. He’s recruited other employees through Facebook. I think social media absolutely does work to help recruit [new hires],he says. Atlantic  Business  Technologies posts job openings on Twitter that direct applicants to the company website and the company’s Facebook page. Its LinkedIn profile offers a company overview and employee profiles. Jordan likes taking the company’s job openings viral on Twitter by re-tweeting  that is, having his followers spread the word to their followers. Many times it just takes a couple of re-tweets’ to get potential candidates to review the job description, he says. Facebook and LinkedIn are great for networking and Twitter is better for broadcasting. Twitter is more than a form of microblogging; it’s also a real-time search engine. Miller-Merrell suggests using hash tags that designate a topic (i.e. #jobs) and simplify Twitter searches. You can actually search for jobs’ and use advanced options to sort or narrow it down by zip code, she says. Sites like TweetMyJobs.com and Jobshouts.com will let you post job openings that are fed over to Twitter. For best results, balance your marketing with links and trendy insights that position your brand as a valuable part of the Twitter community, Fielding says. How to Build a Social Media Strategy This downturn is a great time to develop a social media recruiting strategy if your company doesn’t have one yet. Here are some basic tips for getting started: Analyze your staffing needs.  What kinds of jobs will you fill over the next year, and which social media sites will get you in front of your target applicants? If you run a small grocery, your potential workers are on the more casual Myspace and Facebook. If you need a director of sales, LinkedIn is a better bet. Start where you’re comfortable. Some sites will feel more intuitive to you, and that’s fine. Dedicate 15 minutes to your favorite social media site a few times a week until you’ve got it down, and then branch out. Learn how other entrepreneurs use social media sites for recruiting, and don’t be embarrassed to ask other members on these sites for shortcuts as you’re learning them. Remember your manners.  Would you walk into a networking event full of people you don’t know and tell them to find the perfect applicant for you ASAP? Of course not; that would be rude. The same manners apply in cyberspace. Join some groups on social media sites and participate actively for awhile before you ask members to forward your job listings and so on. Good manners and common sense give people a good vibe about you, and your company. Don’t do too little, but don’t do too much.  Some candidates might think your company is in the dark ages if its social profile is too low, while others might get intimidatedeven suspiciousif your company seems to be everywhere, all the time. Ponder the right level of exposure as you position your company. Be consistent and responsive.  Make sure employees have a uniform way of describing the company on these sites so job seekers aren’t confused, Fielding says. Designate an employee to check the company’s social media pages daily, too. If a customer posts a message to your company’s Facebook page saying the company is unresponsive, you’ll only further this perception if the complaint goes unanswered for weeks. Realize that it’s a long-term commitment.  Don’t expect a quick ROI from your social media efforts. It takes six months minimum to build relationships with people on social media sites and that’s if you are hardcore, Miller-Merrell says. Be patient, stick with it and be prepared to make a few mistakes as you poke around these sites. What you do now will put you miles ahead of your main competitors in finding the right hires when the economy picks up. If you don’t have good people, you don’t have a good product, Jordan says. These days, you can’t have a good recruiting strategy without a good grasp of social media, either. Chris Penttila is a freelance journalist whose work has also appeared in  The Costco Connection, Oregon Business magazine, QSR Magazine, TheStreet.com  and other publications. She lives in the Chapel Hill, N.C. area and chronicles workplace issues on her blog,  Workplacediva.blogspot.com. http://www.entrepreneur.com/humanresources/hiring/article202466.html#ixzz0KF01ZMdjD http://www.entrepreneur.com/humanresources/hiring/article202466.html#ixzz0KEztaxSED

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Resume Writing Services in Massachusetts

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What to Know Before Creating Your Resume Bullet Points

<h1>What to Know Before Creating Your Resume Bullet Points</h1><p>There is an awesome motivation behind why continue visual cues are generally neglected by managers. The individuals who submit resumes to occupations and different organizations without utilizing them seldom get gets back to. Perhaps the most ideal approaches to make yourself hang out as you continued looking for an occupation is to apply with your own resume visual cues. There are numerous extraordinary tips to recollect for keeping in touch with them, however what do you have to recall before you start?</p><p></p><p>You should initially comprehend what you need to pass on through your work history. Would you like to give a short history or would you like to incorporate your accomplishments? For instance, would you say you are searching for a vocation as a secretary or a salesperson? Knowing your needs and needs will go far in setting up the best resume slug points.</p>& lt;p></p><p>When making your resume visual cues, attempt to consider what you have achieved. Utilize your encounters to clarify your achievements. While they may not all be legitimately related, in the event that you use models that are pertinent to your encounters, they can assist with making a superior generally speaking look. It will be simpler to compose these models utilizing more words since you know about them. The objective here is to make your visual cues all the more engaging and interesting.</p><p></p><p>You will likewise need to follow an elegantly composed resume visual cues with a decent introductory letter. Utilizing these will go far in your application procedure. A great deal of these letters contain your resume, yet this letter ought to likewise incorporate some data that makes it stick out. This will guarantee that the business who peruses your letter is keen on hearing more from you.</p><p></p><p>When setting up these introductory letters, ensure you follow the headings that are on the organization's site. Most will offer example letters that you can follow for this reason. Ensure that the letter you compose is clear and shows that you have a pleasant personality.</p><p></p><p>This will give your boss something to peruse and acknowledge such data. As a piece of your introductory letter, ensure you are leaving a message. This may be a straightforward 'thank you' or it could be something like 'value your time'best wants for what's to come'. Anything that demonstrates your expectation to be reached and that you mean business is worthy. Likewise, ensure that you let the business realize that they will have the chance to reach you on the off chance that they need any more information.</p><p></p><p>Don't neglect to give an efficient resume and introductory letter that contains your best resume visual cues. Make certain to list your invol vement with sequential request just as sum up in the best manner conceivable. Likewise, utilize direct attractive features to one side of your resume. Likewise, list the entirety of your accreditations to expand your odds of being gotten back to for an interview.</p><p></p><p>While it may appear to be a touch of confounding, recollect that you can gain proficiency with the best practice for composing your resume visual cues. While there are numerous different tips that can be utilized, nothing beats practice. Ensure you make a resume that will leave an impression and afterward utilize your resume tips wisely.</p>