Congressman Morans Jobs BootCamp: Using Social Media to Find aJobDagny EvansJune 25, 2013
What’s Wrong with the Job Economy?• Slow increases in employment/stagnatingunemployment• Unreasonable expectations?• Ficti...
• Nonfarm employment increased in May by 175,000• The Q1 flattening of total open jobs however is likely to be felt in the...
• Jobs in the public market are filled by matching skills listed in the jobposting with those found on the resume.• Jobs i...
The Road to Talent [Infographic]Hireright 2/25/13http://bx.businessweek.com/social-media-job-hunting/view?url=http%3A%2F%2...
“How Social Media Could Land your Next Job” Sam Laird 1/23/13http://mashable.com/2013/01/23/social-media-your-next-job-inf...
Do• Figure out what your trueskills are• Target companies youwant to work for• Plenty of research• Spend more timenetworki...
Don’t• Spend more than 20% of time on job boards• Tell me what you had for breakfast• Send generic invitations or solicita...
TIME SPENT ON RESUMES,PROFILES AND JOB DESCRIPTIONS
Recruiters look at resumes andonline profiles for an average 6seconds before deciding if thecandidate is a potential fit.“...
Job seekers spend an average of 49.7seconds before deciding that a jobisn’t right for them, and an average of76.7 seconds ...
NARROW JOB DESCRIPTIONS ANDSKILLS SHORTAGES
Like a replacement part, jobrequirements have very precisespecifications. Job candidatesmust fit them perfectly or the job...
Narrowly drawn job criteria may bea sign that a company is ignoringpossibilities for alternative, andperhaps even more eff...
In that Manpower survey, 11percent of the employers reportingskills shortages chalked it up toapplicants unwilling to acce...
75 percent of recruiters arerequired to do online research oncandidates, and 70 percent reportthey’ve passed on candidates...
SUCCESSFUL STRATEGIES
80% of jobs are found throughnetworking.Brazen Careerist Jim Hopkinson 6/18/13
A similar 20/20/60 job hunting strategyshould be used by job-seekers. In this case20% of the time responding to job postin...
The most successful job candidates…are“inventors and solution-finders,” who arerelentlessly “entrepreneurial” because they...
Congressman Moran's Job Boot Camp: Using Technology in your Job Search
Congressman Moran's Job Boot Camp: Using Technology in your Job Search
Congressman Moran's Job Boot Camp: Using Technology in your Job Search
Congressman Moran's Job Boot Camp: Using Technology in your Job Search
Congressman Moran's Job Boot Camp: Using Technology in your Job Search
Congressman Moran's Job Boot Camp: Using Technology in your Job Search
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Congressman Moran's Job Boot Camp: Using Technology in your Job Search

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Today I participated in a panel discussion at Congressman Jim Moran's Jobs Boot Camp on using social media to look for a job. I took a very loose approach to this topic and first wanted to address some of the challenges with the job market today, and then follow up with information on how technology, primarily social media can aid job seekers. Online profiles are extensions of the person you are trying to be. Embracing it can help you find jobs, but be critical in how you use and how you engage with others who use it.

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Congressman Moran's Job Boot Camp: Using Technology in your Job Search

  1. 1. Congressman Morans Jobs BootCamp: Using Social Media to Find aJobDagny EvansJune 25, 2013
  2. 2. What’s Wrong with the Job Economy?• Slow increases in employment/stagnatingunemployment• Unreasonable expectations?• Fictional jobs?• Skills gaps?
  3. 3. • Nonfarm employment increased in May by 175,000• The Q1 flattening of total open jobs however is likely to be felt in thesummer months since there’s a lag of about 2-3 months after a job isposted before it’s filled“Hire Economics” by Lou Adler 6/12/13
  4. 4. • Jobs in the public market are filled by matching skills listed in the jobposting with those found on the resume.• Jobs in the hidden market are filled based on internal promotions,referrals and recommendations, with candidates being assessed on theirpast performance and future potential.“Hire Economics” by Lou Adler 6/12/13
  5. 5. The Road to Talent [Infographic]Hireright 2/25/13http://bx.businessweek.com/social-media-job-hunting/view?url=http%3A%2F%2Fwww.hireright.com%2Fblog%2F2013%2F02%2Fthe-road-to-talent-infographic-recruiting-war-for-talent-social-media-2%2F
  6. 6. “How Social Media Could Land your Next Job” Sam Laird 1/23/13http://mashable.com/2013/01/23/social-media-your-next-job-infographic/
  7. 7. Do• Figure out what your trueskills are• Target companies youwant to work for• Plenty of research• Spend more timenetworking• Volunteer• Use tag cloud generatorsto identify keywords fromjob descriptions• Cultivate your onlinepresence• Customize whereapplicable (URLs, emails)• Share things that interestyou, relevant to who youare and what you do• Be flexible• Think small business• Be generous• Google yourself
  8. 8. Don’t• Spend more than 20% of time on job boards• Tell me what you had for breakfast• Send generic invitations or solicitations• Apply to jobs without doing your research• Let everyone know what you are doing on theweekend – make sure privacy settings aretight• Accept everyone
  9. 9. TIME SPENT ON RESUMES,PROFILES AND JOB DESCRIPTIONS
  10. 10. Recruiters look at resumes andonline profiles for an average 6seconds before deciding if thecandidate is a potential fit.“Little Time for Resumes” Lauren Weber
  11. 11. Job seekers spend an average of 49.7seconds before deciding that a jobisn’t right for them, and an average of76.7 seconds if they feel the postingmatches their interest and skills. Theywere only able to identify good fits at arate of 38%“Why You Keep Applying for the Wrong Jobs” VivianGiang 5/2/13
  12. 12. NARROW JOB DESCRIPTIONS ANDSKILLS SHORTAGES
  13. 13. Like a replacement part, jobrequirements have very precisespecifications. Job candidatesmust fit them perfectly or the jobwon’t be filled and business can’toperate.Peter Cappelli’s Home Depot Syndrome Penn GazzetteJan/Feb 2013
  14. 14. Narrowly drawn job criteria may bea sign that a company is ignoringpossibilities for alternative, andperhaps even more effective,operational strategies.Trey Popp Penn Gazzette Jan/Feb 2013
  15. 15. In that Manpower survey, 11percent of the employers reportingskills shortages chalked it up toapplicants unwilling to accept joboffers at the wages companies arewilling to pay.Trey Popp Penn Gazzette Jan/Feb 2013
  16. 16. 75 percent of recruiters arerequired to do online research oncandidates, and 70 percent reportthey’ve passed on candidatesbecause of information they found.Brazen Careerist Jim Hopkinson 6/18/13
  17. 17. SUCCESSFUL STRATEGIES
  18. 18. 80% of jobs are found throughnetworking.Brazen Careerist Jim Hopkinson 6/18/13
  19. 19. A similar 20/20/60 job hunting strategyshould be used by job-seekers. In this case20% of the time responding to job postingsby going through the back door rather thanapplying through the front, another 20%ensuring your resume and LinkedIn profileare easy to find and worth reading, and theremaining 60% networking to find jobs inthe hidden market.“Hire Economics” Lou Adler 6/12/13
  20. 20. The most successful job candidates…are“inventors and solution-finders,” who arerelentlessly “entrepreneurial” because theyunderstand that many employers todaydon’t care about your resume, degree orhow you got your knowledge, but onlywhat you can do and what you cancontinuously reinvent yourself to do.“How to Get a Job” Thomas L. Friedman 5/28/13

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