Be Found in Passive Job Market


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Be Found in Passive Job Market

  1. 1. Your Career Insurance Policy: Be found in a ‘passive’ job market
  2. 2. 2 is social media the go-to hub for job-seekers across the world? How to to be found in a ‘passive’ job market?  It’s a one-stop shop for all your professional information  It brings the right jobs to you and only when you want them  More recruiters are using it because it saves them time and money  Have your CV on the cloud  Engage in other people’s content  Use your smartphone to post updates  Launch yourself a different kind of CV (videos, web sites, etc)  Check out LinkedIn’s new ‘University Pages’ to explore career paths of past graduates  Make your profile more dynamic with videos, SlideShare presentations and other multi-media content about you  Follow companies you want to work for and look for ways to connect with them  Join active groups on social sites in your field  Build a digital portfolio to demonstrate your brand through a web site  Connect with recruiters and keep in touch  Remember: don’t over do skills and endorsements on LinkedIn Your Career Insurance Policy: Be found in a ‘passive’ job market of people are ‘always looking’ for new jobs, even when they are happy in their current role* of mobile phones in the U.K are now smart mobile phones, yet just 17% of sites are optimised for mobile*** So its important to ensure the content you publish is mobile friendly! LinkedIn has roughly 30 million college students and recent graduates on the site 55% 64% They represent about 13% of the network’s total user base. Most of its college-age users come from the U.S., India, Brazil, the U.K, and Canada”** The EMEA region has 50 million+ LinkedIn members while the U.K. boasts 11 million+ members Why GET MOBILE HOW Source: #truLondon participant, The Wall Street Journal, #truLondon participant (all 2013)
  3. 3. 3 Introduction We are all passive candidates now. The world of job-seeking is no longer about finding roles and pitching your CV to managers in order to get hired, it’s about building networks that allow you to promote your skills and experience in ways that ensure the right role finds you too. In many ways, the rise of professional social networks has made us far more readily accessible to a job market that offers more variation, as well as less stability. Now, our entire work history, our skills and experience, our referees and our professionally published content are out there for anyone to find and explore. The important thing is to manage it effectively and see it as a natural extension of marketing ourselves in the new world of work that is global and undergoing constant, on-going change. Both candidates and companies need to make this passive market work to their advantage, and understand ways to find each other.
  4. 4. 4 55% of people are ‘always looking’ for new jobs, even when they are happy in their current role.* *Source: 2013 Kelly Global Workforce Index
  5. 5. 5 Where will you find your next job? We don’t find, nor seek, new jobs the way we used to. Of course, you still see a few roles advertised in newspapers, specialist magazines and their related websites, but even job-boards are no longer the only player in online job advertising. Now, social media (and in particular LinkedIn) is becoming the go-to hub for job- seekers right across the world. The reasons for this are three-fold: 1. It’s a one-stop shop for all your professional information: when you’re inside the LinkedIn platform you’re in ‘work mode’, so it makes sense to manage your CV, profile and job searches in the one place. Plus, you can easily access relevant information about people in your network that can help you with your job search or get an introduction to a person or company you’re interested in. 2. It brings the right jobs to you and only when you want them: unlike curated email lists from job boards, LinkedIn keeps a rolling list of the jobs that are recommended for you and it’s accessible without having to manage daily or even weekly email bulletins from job boards. It’s far more convenient and it’s getting smarter and bringing you the right information at the right time. 3. More recruiters are using it because it is saving them time and money, so more jobs are being posted here. Although individual use of professional social networking platforms varies, being present and growing your online professional network is now seen as a ‘normal’ part of work. It is seen as a fundamental activity that we all do to keep our finger on the pulse of our chosen job market. Good companies know this, and they are ready and waiting for you to engage with them. So, start following, start listening and start conversing.
  6. 6. 6 The EMEA Region has 50 million+ members as of June 30, 2012, with 11 million+ members in the UK as of January 9, 2013.* *Source: LinkedIn Statistics 2013 by Punchmedia on SlideShare
  7. 7. 7 Being found in a ‘passive’ job market  Check out LinkedIn’s brand new ‘University Pages’. Whether you’re a recent graduate or a more experienced professional, these pages can help you explore career paths of past graduates (real people) and reconnect with alumni you’ve lost contact with.  Even if you have covered off the basics of ensuring you have a completely filled-out profile and a good, professional picture, consider ways to make your profile more dynamic with videos, Slideshare presentations and any other multi- media content that more fully explains who you are and what you do.  Follow the companies you want to work for and look for ways to connect with those who already do. Make sure you pay attention to what’s posted by your companies of choice and be informed should you get an interview for a role.  Join active groups in your field. There are a large number of groups on LinkedIn and many are inactive. However, joining those with a good amount of relevant activity will provide networking and knowledge-sharing benefits.  Build a digital portfolio to help demonstrate your “brand” through a web site. It will get benchmarked in search results, and shows employers what you’re passionate about and driven by. It’s also a creative way to prove what you say you can do in your CV.  Don’t over-do the skills and endorsements section on LinkedIn. Make it clear, concise and relevant, and don’t accept endorsements that are out of your skill-set or are poorly targeted.  Connect with recruiters and touch base from time to time even if you’re not actively looking. This keeps you at the forefront of their mind when a great role that might be suitable for you pops up. It also ensures you see their jobs feed first.
  8. 8. 8 LinkedIn “has roughly 30 million college students and recent graduates on the site, representing about 13% of the network’s total user base. Most of its college-age users come from the U.S., India, Brazil, the U.K. and Canada.” The Wall St Journal, 2013
  9. 9. 9 How mobile is changing the job search Mobile devices are now the primary, and most ubiquitous, devices for job-seekers worldwide. Ever since we connected smartphones to the Internet and began developing applications for every possible task, we changed the way people access information, forever. Now, it’s estimated that one in every five jobs searches in the U.K. is done via mobile device (truLondon conference, 2013). Mobile devices have not only changed the platform that candidates use to search for jobs, they’ve changed job-seeking behaviour as well. This is fundamentally because smartphones provide candidates with the ability to job-search whenever and wherever they want to. How to ‘get mobile’ 1. Have your CV on the cloud: if you find that you’re increasingly searching for jobs in those ‘in between’ times—during your daily commute, while waiting for coffee—make sure you have everything you need on your phone to apply then and there. This means ensuring you have a cloud- based directory such as DropBox that holds your CV and cover letter for easy attachment to emails. When submitting a job application, be specific and customise it for the role on offer. Address the needs and questions raised in the job ad and never, ever think that a one-size-fits-all CV will be effective. 2. Engage in other people’s content: don’t be afraid to like, follow and ask questions or post comments about the content posted by companies or people you’re linked with. This shows you’re interested! 3. Use your smartphone to post updates: being active in social networks takes time, so use those spare moments when you’re commuting or waiting for appointments to check in, be active and share. But, remember to ‘switch off’ to give yourself some downtime. 4. Launch yourself a different kind of CV: Video CVs, websites, digital portfolios, and any other platform that demonstrates who you are and why you’re good at what you do can help you gain the attention of an employer you want to work for. It doesn’t even have to be in the form of a traditional CV, but simply raising the bar on the blogs you post, adding your presentations to Slideshare or making a special effort to create some good video content about your work and posting it to your profiles and portfolio might just get noticed and shared. So, ensure all of these links and pages are mobile-friendly and accessible from your mobile device so you can apply for jobs from anywhere.
  10. 10. 10 64% of mobile phones in the U.K. are now smart phones, yet just 17% of sites are optimised for mobile. #truLondon participant, 2013
  11. 11. 11 Conclusion Today’s job-seeker typically displays passive, always-searching and always-on patterns of job searching. They are mobile enabled 24/7, they are ready to engage directly with brands, hiring managers and recruiters, and they are building their own networks and publishing folios to take their skills to the global market. In this landscape, it is critical to take a step back from traditional ways of looking for work and engaging with potential employers, and to find new ways to bring the right jobs to you. Being found in the passive job market is not so difficult if you’re ready to publish, engage and actively manage your professional online networks well before the right job opening comes up. We are all passive candidates now, and job seekers need to change their habits to respond. REFERENCES linkedin/story-e6frfm9r-1226699866450 professional-publishing-hub/ 8.html Igi7nirJjn6NfV7KexTv0H
  12. 12. 12 Crowdsourcing through Kelly experts: All trademarks are property of their respective owners. an equal opportunity employer. © 2013 kelly Services, Inc. Kelly promise You’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 years of 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 navigate through. 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 next challenge. 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 facts Kelly 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 staffing on 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 & Twitter. Stefan Renzewitz Stefan is the Operations Lead for Talent Sourcing in the DACH region. He has strong experience in Career Event, Employer Branding and Talent Relationship solutions including campaign planning and execution with a focus on graduates and young professionals (Business, Engineers and IT). Sally Hunter As RPO Practice Lead EMEA for the Kelly Outsourcing & Consulting Group, Sally is responsible for the RPO proposition from client relationships via the account manage- ment team to consulting on HR transformation. Sally has extensive experience in the human capital sec- tor, including leadership positions within strategic account management for staffing providers to operational delivery. Bence Bak Bence Bak is EMEA Sourcing Manager. Bence has 4 years experience in both researching and sourcing for different levels of candidates in the IT industry. Currently responsible for training and maintaining the knowledge base for different stakeholders, creating new standards and processes around proactive search and implementing a new international IT system. Lauren Clovis Lauren is EMEA Marketing Manager, focussing on employer branding, candidate communications and events organisation. With a strong background in finance recruitment and a history of working on client premises to deliver contingent workforce solutions, Lauren’s experience focuses on both B2B and B2C audiences. Astrid Akse Astrid is HR Manager EMEA at Kelly Services. Having worked for several years within recruitment leadership roles, Astrid is now responsible for HR across the EMEA region. Astrid has an international outlook and her current role focuses on internal recruitment amongst other responsibilities. Stefano Giorgetti Stefano is the Managing Director and Vice President of Kelly Services in Germany. He has a strong history of working within the recruitment industry and is currently an innovation champion for Kelly focusing on improving the candidate and customer experience.