Social media use says what resume can't to recruiters
Imagine this: you have not applied for a single job, yet someone is ready to hire you, sight unseen.
How can this be? Actually, this scenario is
entirely possible nowadays, and the reason is social media. Employers
and recruiters are checking you out more than you probably realize.
Depending upon what they learn, they decide whether or not to get in
touch with you.
Maybe they heard about you from a network
contact and decided to Google you, which led to your blog. Maybe they
did a LinkedIn keyword search to find someone with your skills. Maybe
they've noticed your tweets on Twitter.
If you are active on social media,
recruiters can learn a lot about you — plenty more than they would learn
from your resume. On social media, they can learn all about your job
and how you do it. They can learn about your personality, your friends,
your network connections, your likes and dislikes, your values, and how
you spend your time.
Of course, employers can also learn things
about you that you would rather keep private. So, periodically Google
yourself to make sure nothing that could be harmful to your career shows
up. That could include inappropriate pictures or words, or being found
on an inappropriate site. By now, you'd think most people would know
these things, but trust me, some don't. Just last week I heard from a
woman in her 60s who was dismayed because she had posted a negative
comment about her former employer on a LinkedIn group. She was panicked
until she learned how to erase her words.
Getting a feel for who you really are
enables employers to zero in on precisely the kind of person they want
to hire. Then, when they are convinced you are a strong possibility,
they can invite you to come talk with them.
Employers who understand the power of
deploying social media for recruiting are way ahead of those who don't.
Knowing the tactics allows them to poach passive candidates, which in
the world of recruiting is tremendously significant. According to “A
World Gone Social” by Ted Coiné and Mark Babbit (Amacom, 2014), many
large employers have invested heavily in social networking for
recruiting purposes, with the players having an average of 6.2 posts per
week on Facebook and 23 tweets per week on Twitter. Further, the
authors say that recruitment professionals from large companies such as
Ford and Google regularly participate in recruiting-related Twitter
chats. This enables them to source passive as well as active candidates.
Out of curiosity about how active these
large-employer recruiters are, I sent the Google recruiter mentioned in
“A World Gone Social” a nicely worded invitation to connect on LinkedIn.
Within two hours, he accepted my invitation with these words: “Let's
chat!”
Social recruiting is not a fad that is
leaving us soon, but at this stage, many employers and job applicants
are ignoring it or, worse yet, blissfully unaware of it. The truth is,
if you are looking to get hired at a family-owned business, at a small
business, or at any organization that is not known for being active on
social media, the odds are good you can still rely on traditional job
search methods such as networking and sending your resume to posted jobs
and to employers you are targeting. But make no mistake, large
employers (and certainly recruiters) are on the prowl on social media.
Further, this is a trend that will increase and, over time, be deployed
to some degree by most employers, so why not get active now?
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