You've been Googled


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You've been Googled

  1. 1. You’ve beenGoogled
  2. 2. IntroductionIt’s a company name, but it’s also a verb. To ‘Google’ is tosearch, to enquire, and to find out.We all ‘Google’—famous people, companies, recipes, how-to videos—but we also Google people we know and meet.Mostly, we do this to assess the character and expertise of anindividual, or to simply understand them a little better and gaininsight into their personality and interests.It’s for these reasons and more that recruiters and hiringmanagers are also likely to Google you.What will they find when they do so? Do you know? Do youcare?This is your guide to understanding how recruiters andemployers assess your online information, and to ensure youinterview well out there in Google territory. 2
  3. 3. 56% of employers said that they were‘likely to check the social media presenceof potential employees’**Source 3
  4. 4. See yourself from their perspectiveIf you interviewed for a job vacancy recently, it’s likely that the Consider using pseudonyms or even separate accountsfirst thing the recruiter or employer did after you left the in- for work and personal use: find a useful information here.terview (or indeed before you even arrived) was Google your Keep track of what you post online: you may need toname. What they found when they did so will likely have in- delete old posts or profiles, so keep a good track of whatfluenced and informed their decision on whether to hire you, you do so you know how and where to log in to delete itand—more likely—whether to interview you in the first place. in future: find more information here.The documents you submit to your potential employer (coverletter, résumé, references) are no longer the only things theylook at. In fact, more than half of employers are going to lookat your social network accounts too.That’s why it’s important to: Be visible: clear, professional profile pictures will help people immediately recognise you, as will job titles, your current location, educational background and anything else that is strongly associated with you. Regularly check your privacy settings on your social me- dia profiles such as Facebook. LinkedIn is a professional network, so behave there as you would at work. 4
  5. 5. 35% of recruiters admitted they eliminateda candidate because of what they found online*Only 33% of candidates have bothered to searchfor information on themselves to see what theirprospective employer will see**Research by ExecuNet 5
  6. 6. Self-publishing worksWhat does an employer see when they first search for Consider ways to build a positive online presence such as:you? Having a LinkedIn profile that’s clear, accessible and Create a LinkedIn profile and use the groups tool to buildprofessional is the first step in the right direction. But there’s connections and presence among others in your targetmuch more you can do if you have the time and want to make industry or geography.the best possible (online) impression. Create a digital portfolio, blog or webpage thatBy publishing positive information about yourself in demonstrates your achievements and skill.appropriate places around the web, it will make sure theinformation you want to show up first, does. It will also help Get familiar with knowledge sharing social sites such aspush down in the search results any content that you may SlideShare and contribute to industry blogs/discussions.not be able to control, including negative information that Join webcasts from employers you’re interested inis connected to someone else with your name. Make sure as working for, follow their social media feeds and engage inmuch detail as possible is added to your professional profile discussion whenever or website (if you have one). Remember to always keepthings up-to-date, just as you would your resume. Ask others to refer you. 6
  7. 7. You may be more transparent than you think37% of people say they alter their persona online,yet a recent study* shows that your online behaviouris in fact a very good predictor of your ‘Big Five’personality traits (openness, conscientiousness,extraversion, agreeableness, and neuroticism).*Source: the University of Texas’ Psychology Department 7
  8. 8. What are employers looking for online?We know that around half of recruiters and hiring managersresearch candidates online. But what exactly are they looking for? Do: Ensure your online material is well-written and free fromAmong other things, recruiters look for: obvious errors. Evidence of work history and special projects undertaken Show your positive attributes—how you contribute to the world (often to validate what is on your resume); around you and that you are passionate about what you do Activity in your local community, as a volunteer or with (don’t make it all about work!). other non-work activities that show your character and interests; Examples of creative projects or other skills you have; Don’t: Post excessively negative or disparaging comments about Evidence that you are who you present yourself to be. other people or previous employers. Constructive criticism is fine, but always frame critique in a positive way and be ready to back up what you say if you’re asked about it. Exaggerate your skills, experience or attributes (always provide evidence of your claims if you can). 8
  9. 9. One-third of respondents say they have talkednegatively about their workplace on socialnetworking sites*70% of survey participants said that they didnot know whether their employer had an HR ordisciplinary policy regarding social media***The 2010 My Job Group survey (‘Social media in the workplace’)**Source 9
  10. 10. Social media and the lawDisputes between individuals and their employers over and company culture/practices. She took her employers toappropriate use of social media are becoming more common. a tribunal in France and received compensation for wrongfulEmployees who are seen to ‘misuse’ social media have faced dismissal.disciplinary action and even lost their jobs. However, there are Russia: There have been a number of high profile cases ofrisks for employers in this territory too. employees being dismissed because of comments madeGiven that even locked-down social media profiles can offer on social media. In mid-2012, an airline stewardess wasinsights about a candidate’s race, religion, age, gender and dismissed after a highly controversial tweet about a planefamilial situation, employers need to be wary of the perception crash in Indonesia that called into question her own employer’sthat any of these factors have adversely affected the hiring reputation.decision. If there is any perception that they have, employers UK: A British blogger was the first employeecan fall foul of discrimination and equal opportunity legislation to be dismissed for work-related commentsin many parts of the Eurozone. made online while working for booksellerGermany: the recent discussions of a draft bill, which Waterstone’s. His reportedly ‘comedic’proposes that recruiters are prevented from viewing blog included negative commentscandidates’ social media profiles could potentially set a legal about this workplace and his managerprecedent and pave the way for similar legislation elsewhere. and resulted in his dismissal from the company. He successfully challengedFrance: a British woman who worked in France for a British the decision on firm was dismissed after her employer discovered herblog, which discussed her views and opinions on colleagues 10
  11. 11. More than half of UK jobseekers now usesocial media to assist them in their job searches**Survey by Simply Hired 11
  12. 12. Social recruitment pays offFor many valid reasons, employers are becoming increasingly Why social media works for recruitment:present in all kinds of social media. They’re not spying, they are 1. Hard Rock Café: targeted Facebook fans of specific rock engaging in our professional interests. You followed them, now bands to find staff for a new restaurant it was opening in they’re following you back. In many ways, we have invited the Florence. The campaign generated 4000 job applications in professional realm into these spaces and now we need to iron- four weeks.out the rules of engagement together. 2. Mitchells & Butlers (UK hospitality brand): maintains brand- Besides, the evidence is in to say that social media pays off specific Facebook pages to drive interest in brands, such for both sides of the recruitment equation: it allows employers as Harvester and Toby Carvery. “Social media and sharing is to make longer-term connections with candidates and it can an increasingly important part of our marketing strategy,” reduce time-to-hire and improve hire quality for both candidate says recruitment policy manager, James Marriott. “Each jobs and employer. page has been equipped with social sharing buttons for LinkedIn, Facebook and Twitter, to allow us to be part of the wider employment conversation and to stimulate conversations about working for the company, our brands and the industry.” 12
  13. 13. Facebook has 200 million members in Europe,LinkedIn has 23 million**Source 13
  14. 14. ConclusionThe public and private realms are converging as never before.Social media brings the two together and we are all learning toengage in these spaces in new ways.Ultimately, the benefits of engaging in social media withcompanies you wish to work for are clear. Not only can youbuild longer-term relationships and understand more aboutwhat companies are really like before you work for them, youhave the ability to demonstrate your skills and expertise tohirers in a way that simply wasn’t possible before.We ‘Google’ because we want to know something, to find out,to understand. And companies want to know you.So, if you want to find a better employment match, startengaging with companies in social spaces and understandinghow they want to engage with you. You never know where itmight lead and what new roles are out there that are just rightfor your profile. 14
  15. 15. Crowdsourcing through Kelly experts:Stefan Renzewitz Sally Hunter Bence Bak Stefano Giorgetti Lauren Clovis Astrid AkseStefan is the Operations As RPO Practice Lead Bence Bak is EMEA Stefano is the Managing Lauren is EMEA Marketing Astrid is HR ManagerLead for Talent Sourcing EMEA for the Kelly Sourcing Manager. Bence Director and Vice President Manager, focussing on EMEA at Kelly the DACH region. He Outsourcing & Consulting has 4 years experience of Kelly Services in Italy. employer branding, Having worked for severalhas strong experience in Group, Sally is responsible in both researching and He has a strong history candidate communications years within recruitmentCareer Event, Employer for the RPO proposition sourcing for different of working within the and events organisation. leadership roles, Astrid isBranding and Talent from client relationships levels of candidates in recruitment industry and With a strong background now responsible for HRRelationship solutions via the account manage- the IT industry. Currently is currently an innovation in finance recruitment and across the EMEA region.including campaign ment team to consulting responsible for training champion for Kelly focusing a history of working on Astrid has an internationalplanning and execution on HR transformation. Sally and maintaining the on improving the candidate client premises to deliver outlook and her currentwith a focus on graduates has extensive experience knowledge base for and customer experience. contingent workforce role focuses on internaland young professionals in the human capital sec- different stakeholders, solutions, Lauren’s recruitment amongst other(Business, Engineers tor, including leadership creating new standards experience focuses responsibilities.and IT). positions within strategic and processes around on both B2B and B2C account management proactive search and audiences. for staffing providers to implementing a new operational delivery. international IT system.Kelly promiseYou’re unique and you’re different, it’s what makes you, you! At Kelly we understand that not everybody wants the same thing out of their work. Whether you’re just starting your career or have many yearsof experience behind you, we are committed to helping you find a role that’s just right for you. Every person’s path has its own twists and turns and in this new world of work, it can be tricky to navigatethrough. You can find useful DIY career information at and when you decide to contact us directly, we’ll work together with your passion and expertise to guide you to your nextchallenge. Whether this may be in the flexible and temporary workforce or as a permanent employee, Kelly is here to help every step of the way.Kelly factsKelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly® offers a comprehensive array of outsourcing and consulting services as well as world-class staffingon a temporary, temporary-to-hire and direct-hire basis. Serving clients around the globe, Kelly provides employment to more than 550,000 employees annually. Revenue in 2011 was $5.6 billion.Visit our website and connect with us on Facebook, LinkedIn & 15All trademarks are property of their respective owners. an equal opportunity employer. © 2012 kelly Services, Inc.