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Sweeping Your Online Presence - Personal Online Reputation Management for the Job Search
 

Sweeping Your Online Presence - Personal Online Reputation Management for the Job Search

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Sweeping Your Online Presence - Personal Online Reputation Management for the Job Search Sweeping Your Online Presence - Personal Online Reputation Management for the Job Search Presentation Transcript

  • Lindsay Olson PR & Marketing Recruiter Sweeping Your Web Trail Paradigm Staffing The Ladders March 18, 2009
    • ☛ Why the Internet is an important reputation and personal branding tool
    • ☛ Overview of the Web 2.0 tools used for recruiting and tips on how to keep your profiles clean
    • ☛ How to monitor your online reputation
    • ☛ How to deal with negative information
    • ☛ Q&A
    Today’s Webinar
  • practice
  • Social technologies change the approach to the traditional job search and give us a powerful tool to enhance our personal brand.
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    • of hiring managers use social networks to research profiles (+11% from 2006)
    • of hiring managers dismissed a candidate based on what they found (out of the 22%)
    • of hiring managers found information that was used to hire a candidate
    CareerBuilder Study 22% 34% 24%
    • of recruiters use search engines to learn more about candidates.
    • have eliminated a candidate from consideration based on the information uncovered online.
    • of executives found information they fear if seen could eliminate them from consideration of a new job.
    Another Study 77% 35 % 16%
    • of candidates posted information about them drinking or using drugs.
    • of candidates posted provocative or inappropriate photographs or information.
    • 0f candidates had poor communications skills.
    http://sev.prnewswire.com/workforce-management/20080910/AQW02510092008-1.html Top 3 things that turn employers away 41% 40 % 29%
    • of candidate background supported their qualifications for the job.
    • of candidates had great communications skills.
    • of candidates were a good fit for the
    • company’s culture.
    http://sev.prnewswire.com/workforce-management/20080910/AQW02510092008-1.html Top 3 things that helped candidates out 48% 43 % 40%
  • Google Never Forgets “ Everything you do now ends up in your permanent record.The best plan is to overload Google with a long tail of good stuff and to always act as if you’re on Candid Camera, because you are.” http://www.sethgodin.com/sg/bio.asp
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  • I am applying for some menial jobs that are below me, and I’m annoyed by it. I’ll certainly quit the minute I sell a few paintings.
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  • Web 2.0: Tools and Tips
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  • http://sev.prnewswire.com/workforce-management/20080910/AQW02510092008-1.html Check your online profiles for accuracy
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  • Monitor your online reputation
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  • http://sev.prnewswire.com/workforce-management/20080910/AQW02510092008-1.html Check regularly for your name
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    • Contact the site owner personally and politely request that the negative information be removed. Do not make threats. If at all possible, call the person directly.
    • State your case clearly. If a post is inaccurate, provide proof. It doesn’t hurt to mention you are job searching.
    • If the results are truthful, try to mend the situation. Always handle it politely and never make threats.
    • Be prepared to defend the information in an interview
    How to handle negative results
  • Next steps…
    • Start a blog. Buy a domain in your name.
    • Build profiles on social networking sites and actively participate in the community.
    • Link your social network profiles to other sites that have already been indexed (like your blog).
    • Author an article for publication or guest post on an leading industry blog. Content is king.
    • Consider using a professional service to clean up the negative results.
    5 steps to push down results
  • Thank You! Paradigm Staffing Blog : LindsayOlson.com Twitter : twitter.com/PRjobs Email: [email_address] Lindsay Olson PR & Marketing Recruiter