Social media presentation jan 2011, tanya from waggware


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Key tips on using Social Media to hunt for that next job. A presentation by Tanya Lunshof from Waggware and a member of Silicon Halton.

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  • Thank Leyden for the opportunity to presentIntroduce myself and AshleyAshley Stevens:Ashley Stevens is a Technical Recruiter specialized in sourcing IT Professionals from all levels and technical backgrounds.  She has 3 and half years of Recruitment experience and is a CHRP candidate working towards her designation.  She has a post-graduate diploma in HR from Mohawk College and a Bachelors Degree majoring in English/Literature from McMaster University.  Tanya:Tanya Lunshof is an Accounts Representative with Waggware, I have 10 years of Customer Service and Sales experience and 3 years of Recruitment expertise. In that time I’ve interviewed and posted job ads for Retail CSR’s and Assistant Managers, Telemarketing CSR’s, General Labourers, Skilled Trades people, Drivers and IT Professionals. I’ve seen the evolution and shift from traditional newspaper postings and job fairs to Social Media to attract, source and recruit candidates. I currently use Social Media extensively to Recruit, Network and Prospect.There are a zillion articles/blogs/white papers on the internet on the topic of Social Media. There is also no shortage of Social Media experts, Ashley and I are not to be counted amoung them. What we’ve done is researched the best of the best and combined that with our Recruitment experience to give you, what we feel, are effective tools to maximize Social Media to job search.
  • Don’t go over in detail, if they would like more info feel free to contact Ashley and I direct.
  • Next 3 slides – survey and statistics taken from Career Builder as of July 2010.
  • These stats were taken and measured by Quantcast; a website used to monitor visitor data and analytics. These stats were provided as of September 2010.
  • Be aware that you can get red flagged by attempting to connect with people on LI and getting that invite rejected.Be aware that people you follow will be notified that you are following them and they will have access to any information you’ve posted on Twitter.
  • Examples of how to connect and find people on LI and TwitterHighlight the ways to find people on Twitter
  • If you are contacting someone because you are looking for a job at their company, say so. If you met at a network event or conference make reference to that.
  • Follower network is built up by posting comments and people’s alert settings picking up on those comments. They will get a notice suggesting that they follow you.
  • Scott: our Director at Waggware, a very effective user of Social Media, has the Ontario Minister of Energy following him based on his postings.Twitter: Can post personal and professional, personal makes people more likely to engage with youPosting links to blogs and articles lets Employers see you as engaged in your industry.LI: can be used to promote yourself and give back.As recruiters we post the positions we’re hiring for to leverage our network.
  • Drill down on who left, what positions may be available, who you may know that works there, what department is hiring.Check the promotions and see if it’s someone in the department you’re looking to engage with, send a congratulatory email and ask for their insight on the best way to get in front of a decision maker.
  • Social media presentation jan 2011, tanya from waggware

    1. 1. IEEE PresentationJob Hunting Web 2.0 StyleJanuary 6th 2011<br />
    2. 2. Agenda<br />Stats and Trends<br /><ul><li>What Employers Look For</li></ul>Social Media User Beware<br /><ul><li>What you say can be used against you</li></ul>Profile Design and Build 101<br /><ul><li>Building your LinkedIn profile</li></ul>How to Get Who You Know to Get You Where You Want to Go<br /><ul><li> How to effectively network with your friends and colleagues</li></ul>Be the First to Get the 411<br /><ul><li>Researching and Following target companies and Decision Makers</li></ul>How to Make Your Move<br /><ul><li>How to effectively approach Hiring Managers and Decision Makers</li></ul>A Few Last Thoughts<br />Q&A<br />
    3. 3. Waggware Background<br />Founded in 2000 in Burlington, Ontario, Canada as an IT Solutions Company<br />Offices in Burlington, Ontario and Houston, Texas<br />Extensive knowledge in Database Design, Custom Software/Application Development, Web Development and System Integrations specifically focused on providing Customer Care and Billing and Meter Data Management software solutions to the Energy and Utilities market. <br />Focused on delivering effective Talent Management solutions<br />A member of the American Staffing Association (ASA)<br />An Oracle Gold partnered company.<br />
    4. 4.
    5. 5. Stats and Trends What Employers Look For<br />Career Builder Survey Finds<br />45% of Employers use social networking sites to research job candidates<br />Of those who conduct online searches/background checks of job candidates, 29% use Face Book, 26% use LinkedIn and 21% use MySpace. One-in-ten (11%) search blogs while 7% follow candidates on Twitter<br />The top industries most likely to screen job candidates via social networking sites or online search engines include those that specialize in technology and sensitive information: Information Technology (63%) and Professional & Business Services (53%)<br />
    6. 6. Stats and Trends What You Say Can Be Used Against You<br />Why would an employer disregard a candidate??<br />35% of employers reported they have found content on social networking sites that caused them not to hire the candidate<br />Examples Include:<br />53% provocative or inappropriate photographs or information<br />44% content about candidate drinking or using drugs<br />35% bad mouthed previous employer<br />29% poor communication skills<br />26% discriminatory comments<br />24% candidate lied about qualification<br />
    7. 7. Stats and Trends What You Say Can Be Used Against You<br />Examples Continued …<br />20% shared confidential information from previous employer<br />16% candidate used text language (example: GR8) in an email or job application<br />14% candidate sent a message using an emoticon such as smiley face in an email or job application<br />Overall …<br />Be mindful of information you post online and how you communicate directly with employers<br />
    8. 8. LinkedIn Stats and Trends<br />
    9. 9. Profile Design and Build 101<br />Name and title<br />Is the candidates name and title easily presentable?<br />E.g. Ashley Stevens Professional Recruiter and HR Generalist specializing in IT<br />Photo<br />Should be professional <br />Remember this photo is your ‘calling card’<br />Should not be of your pet, favourite movie title etc.<br />Not comfortable?<br />Keep your photo clear <br />
    10. 10. Profile Design and Build 101<br />Summary Box<br />The first thing viewed<br />Be clear and concise <br />Talk about your industry and your accomplishments<br />Key highlights you would like to offer<br />Looking for IT Professionals <br />I always look for technologies that the candidate is most proficient using.<br />Keep this box up to date as you transition from position<br />Includes lateral moves, promotions and new positions<br />Note:<br />LinkedIn should be used to promote you and not your company<br />
    11. 11. Profile Design and Build 101<br />Experience<br />Social Media policy (?)<br />Previous positions should have a full detail of work history<br />Key highlights and achievements of role<br />Groups<br />The participation in a group is not mandatory from a Recruiter perspective<br />Helps to determine interests and seriousness of candidate<br />Posts <br />Recent candidate posts and discussions<br />Providing quality content through articles, blog posts, videos etc?<br />Are these professional?<br />
    12. 12. Profile Design and Build 101<br />Network<br />A large quantity of network is not mandatory from Recruiter perspective<br />Who is the candidate connected to?<br />Recruiter perspective<br />Candidate perspective<br />Strategic or Open Networker [L.I.O.N]?<br />Advantages and disadvantages of larger network<br />Leveraging your network<br />1st, 2nd and 3rd connections<br />Managing your network and maintaining relationships<br />
    13. 13. Profile Design and Build 101<br />Recommendations<br />Provides a professional insight for the Recruiter or Head Hunter on candidate<br />How will the candidate:<br />Perform<br />Mesh with team<br />Take feedback<br />Etc. <br />Employer(s)<br />Colleague(s)<br />DO NOT BLAST YOUR NETWORK; be selective!<br />Optimize your profile<br />
    14. 14. Profile Design and Build 101<br />Things Not to Post on LinkedIn<br />Linking sites (e.g. Twitter or Face Book)<br />Personal conversations <br />Social Plans <br />Network Event vs. A night out with the gang<br />Financial Information<br />Personal Contact Information<br />Work cell phone number?<br />Work telephone number and extension?<br />Passwords<br />Password hints<br />Anything that you do not want made public<br />
    15. 15. How to Get Who You Know to Get You Where You Want to Go<br />How to Connect<br />On LinkedIn<br />via InMail<br />Through another connection<br />Connect Directly<br />On Twitter<br />Search friends, Decision Makers or Companies and Follow them<br />No permission required, however, people do get notified that your following them<br />
    16. 16. How to Get Who You Know to Get You Where You Want to Go<br />How to Connect:<br />
    17. 17. How to Get Who You Know to Get You Where You Want to Go<br />
    18. 18. Connect and Network Effectively<br /> On both Twitter and LinkedIn Status updates are a powerful tool to, promote yourself, give back to your network and be seen as helpful and relevant.<br /><ul><li>Don’t send out spam, do send out relevant white papers or blogs or share something that someone else posted.
    19. 19. Post any relevant events or webinars you are attending or participating in.
    20. 20. Build up your Twitter Followers through effective and relevant postings.</li></li></ul><li>Status Updates: Relevant-Professional-Personal<br />
    21. 21. Participate<br />Join Groups and Engage in Discussions<br />Offer relevant comments and to increase presence and likelihood of getting invites to connect. <br />Check the member list for potential Connections<br />When you share a group with someone you can send them direct messages. LI emails have a higher open rate than traditional emails.<br />Try to achieve Top Influencer Status to gain a presence in the Group<br />
    22. 22.
    23. 23. Engage Your Network<br />Ask a Question<br />Post an Answer<br />Achieve Top Expert Status<br />
    24. 24.
    25. 25. Promote Yourself<br />Don’t be afraid to post that you are actively looking for work in your Status Update<br />Do be professional and specific <br />when you do. <br />
    26. 26. Elevator Pitch Yourself<br />Senior Software Engineer with 10 years experience in application design and development based on Rational (UML) methodologies, focused on Java/J2EE development and web services. Available for short and long term contract positions anywhere in the GTA.<br />
    27. 27. Be the First to Get the 411<br />Track and research target companies and Decision Makers<br /><ul><li>See stats on New Hires, Recently Departed Employees, Promotions, who you’re connected to and through whom, find out Employee stats.</li></li></ul><li>Get the 411<br />
    28. 28. Effectively Connect With Decision Makers<br />Always include a professional personnel note when requesting a connection and clearly state your intentions.<br />Do not spam your resume. Always tailor your resume and cover letter for each position you’re referencing and have a generic one if there aren’t any posted positions.<br />Check the Interested In section for “job inquiries”. Consider this an invitation to connect or inquire about job opportunities. <br />Do your homework first!<br />Check their website and LinkedIn Group site for any posted jobs so you can speak specifically to the job you’re interested in. <br />
    29. 29. Effectively Connect With Decision Makers<br />Make sure you’re qualified for the job you’re inquiring about. <br />Be brief and ask if they are the person responsible for hiring for the posted position. <br />Always respond with appreciation and professionalism to any response you get. Remember, even if they are not the person hiring, the person who is could be sitting next to them.<br />Don’t be discouraged if you don’t get a response. <br />Find out if there are any networking events that they may be attending that you can also attend.<br />Follow them on Twitter to see what their tweeting about.<br />Use the Privacy settings on LinkedIn so you can research DM’s anonymously.<br />
    30. 30. Effectively Connect with Decision Makers<br />
    31. 31. A Few Last Thoughts<br />
    32. 32. Create Your Brand<br />
    33. 33. Promote Yourself<br />
    34. 34. Be Memorable<br />John Smith: Looking for work<br />John Smith: <br />Business Strategy Executive and Visionary exploring new opportunities<br />
    35. 35. Maximize Your Network<br />
    36. 36. Give Back<br />Give back to your Network By:<br /><ul><li>Participating
    37. 37. Sharing
    38. 38. Connecting</li></li></ul><li>Use the Tools<br />
    39. 39. ABCAlways Be Conscientious<br />Everyone you meet personally or professionally may know someone you want or need to know. Be positive and professional when you’re speaking of your current or previous company, position or colleagues.<br />Think twice before you post anything in a public forum, personal or professional, comments or photos. Potential employers could be watching and reading.<br />
    40. 40. Thanks To:<br />Silicon Halton LI Group<br />Paul Castain’s Sales Playbook LI Group<br />Financial Post<br />Career Builder<br />Quantcast<br />
    41. 41. Q&A<br />