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Social Media and the Job Hunt
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Social Media and the Job Hunt

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Social media can be a terrific help when you're looking for a job. It can also hurt. In this presentation for The Briefcase Project for F.E.G.S. in New York City, I outlined the pitfalls

Social media can be a terrific help when you're looking for a job. It can also hurt. In this presentation for The Briefcase Project for F.E.G.S. in New York City, I outlined the pitfalls

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    Social Media and the Job Hunt Social Media and the Job Hunt Presentation Transcript

    • Social Mediaand the Job HuntAmy VernonGM, Social MarketingInternet Media Labs
    • Source: Jobvite Social Recruiting Survey
    • Everybody’s Doing It• LinkedIn has 225 million registered users• Executives from all 2012 Fortune 500companies are members• LinkedIn members did more than 5.7 billionprofessionally oriented searches on theplatform in 2012.• More than 2.9 million companies haveLinkedIn Company Pages.Source: LinkedIn
    • The cardinal rule
    • What does that mean?• Assume everything you do online – even in a“private” email – is public.• Conduct yourself accordingly.• No drunk photos.• No cursing.• Proofread.• If you’re not sure if you should post it, don’t.
    • Source: Jobvite Social Recruiting Survey
    • Social Media Can Hurt YouSource: onDevice research, via Trackur
    • What you should do• Tell your career story• Fill out your profile completely• Use a quality photo (i.e., not blurry, not cutout from a larger photo)• Use keywords – think Search.• Join groups and network
    • The Platform Makes the Difference• LinkedIn: For business only. Don’t be cute.Don’t share cat videos. Spelling counts.• Facebook: Feel free to share cat videos. Don’tpost drunk photos. Spelling doesn’t count asmuch, but don’t post gibberish.• Twitter: Spelling counts, but space-savingabbreviations are OK.
    • Source: Jobvite Social Recruiting Survey
    • Every Social Profile CountsOf employers who look up candidates’ socialprofiles:• 65% said they do it to see if the job seekerpresents himself or herself professionally• 51% want to know if the candidate is a goodfit for the company culture• 45% want to learn more about the candidate’squalifications
    • • 34% said they have found content that hascaused them not to hire the candidate.– Half of those said that was due provocative orinappropriate photos and/or information– 45% cited evidence of drinking and/or drug– Other reasons: displaying poor communicationskills, bad-mouthing previous employers, makingdiscriminatory comments related to race, gender,or religion, or lying about qualifications.
    • Source: Jobvite Social Recruiting Survey
    • Email: Be Professional• Gmail is preferable to Yahoo, Excite or Hotmail.• Whatever domain you use, don’t be cutesy in your address.• Good: amyjillvernon@gmail.com. Not good:fungirl@gmail.com• Your own email address (i.e., not shared with a partner –paulandjane@yahoo.com )• Don’t put lots of numbers in your address.amybug98@yahoo.com allisonsmith20345@hotmail.com• Avoid the spam filter: “many email filters are set up to lookfor numbers, underscores, and superlative adjectives.angela_coopersmith1980@gmail.com.Partial source: Consultant Journal Photo by comedy_nosevia Flickr Creative Commons
    • Questions?• Amy Vernon• mail@amyvernon.net• Twitter: http://twitter.com/amyvernon• LinkedIn: http://linkedin.com/in/amyvernon• Facebook: http://facebook.com/amyvernon