Job Seeker: Maybe Your Online Personality is Killing Your Job Leads

The other day, a few of my peers and I were discussing our social media presence and how it’s evolved over the years. One of them had mentioned that they often Google themselves to see what the search results were pulling up. Of course, being that she was a consultant, I felt that this was necessary in order for her to gain client leads. However, as I thought about this topic a little more, I realized that this can also be true for job seekers.

I’ve been in a talent acquisition and HR role for a few years now and I’ve most definitely heard some stories in my day. One of the biggest things I’ve heard from other recruiters would involve their sourcing methods for candidates. Sometimes, when recruiters are in a crunch for candidates and can’t seem to get the contact information they need to reach out to them right away, they will do a Google search. This is an alternative method to find job seeker’s contact information. Sometimes it is an effective method and sometimes it’s just scary.

Some of the most interesting things I’ve heard in regard to this from other recruiters:

  • Blatant lies about work experience: Make sure your resume and your Linkedin profile match up because recruiters most definitely cross-reference. There have been times where candidates stated they had 10 years of experience and a bachelor’s degree, only for the recruiter to discover that this wasn’t the case.
  • Incriminating photos: it always baffles me when people (especially individuals who are 18 years old or older) find it ridiculously cool to post pictures of them with some sort of drug in their possession. It’s even more baffling if they have pictures posted of them using the substance.
  • Very bad posts on social media: discriminatory comments, racism, and the like are often found on social media. Whether the person is joking or not, the recruiter may never know. All they can do is take it at face value.
  • Police blotters: don’t mark off that you have no felonies or misdemeanors on your background check if there’s potentially an article about you getting arrested on the internet. With a lot of these publications becoming available online, it’s a lot easier to come across this information than if it was only in print.

It’s hard enough to land a job as a job seeker in this economy, it’s even worse if your online presence ruins chances before you can even get to do a phone interview. Do yourself a favor and Google yourself to see what kind of information is at recruiter’s disposal and do some damage control. This could help your chances.

More links:

Check out this Infographic about Social Resumes

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Social Media Uses for the HR Professional

I’ve always been interested in human resources but lately I’ve really been on a social media kick. Some of my Twitter and LinkedIn followers poke fun at me because it seems as if I’m posting all over the place. Although this is somewhat true, there is a reason why I’m becoming more present on social media sites. As I become increasingly involved in the discussions and chats, I’m learning more and more. There are so many wonderful people out there that are supportive, informative, and helpful. I appreciate everyone that I’ve connected with because they’ve exposed me to so many interesting things. This experience has really allowed me to see that there are more uses to social media than the typical stereotype.

A lot of people and companies feel that social media is a distraction and do not associate it with being useful in the workplace. Those people would be correct if they only used social media in the most general of forms. However, internal social media can also take a business to great heights if utilized properly. I recently researched and wrote a post about social media uses in the workplace that touched upon some of the effective ways to apply it.  One of the areas I mentioned was in regard to the ways that human resources can use it as a tool. Today, I’m going to dig deeper into this topic.

Human resources can use social media as:

  • As a performance management tool: Social media is a way to have information in one central location throughout the business-spectrum. It also can have customizable reporting to allow human resources and management to be able to gauge how the business is doing. Metric reporting and scorecards can compare employee output against organizational goals. This allows the business to determine how they are performing as a whole, departmentally, and can even score each individual employee. Human resources professionals can take the individual reports and use it for regular feedback and performance evaluations. This can also help HR and managers know what areas in training need to be improved and what tasks individual employees need additional mentoring on.
  • As a rewards and recognition tool: Social media allows collaboration throughout the organization. It also helps managers and HR to easily and openly see what employees are coming up with the creative/innovative solutions and which employees are truly putting in 110% contribution towards the organizational goals. With this information being accessible, HR professionals can reward employees accordingly, whether it is with monetary bonuses or even just recognition. It is becoming more apparent that employees appreciate the regular feedback that they can receive via social media. Additionally, employee engagement has increased due to the social media recognition programs that companies have implemented. Who would have known that simply saying, “thank you” would make that much of a difference?
  • As a training tool: The training aspect of human resources can really be brought to life via social media. HR can put up training tutorials, documents, SOPs, and videos for employees to easily reference. These training materials can be updated quickly as processes change. Employees can use it as a knowledge base and have easy access to these materials at all times. This can assist them in gaining the information and knowledge they need to complete duties accurately. It can also allow them to be more efficient because the information is instantly available, therefore, they do not have to rely on or wait for someone else to assist them. In addition to materials, social media can give employees the ability to connect with other individuals throughout the company and set up mentoring sessions.
  • As a promotion and/or internal mobility tool: Social media can keep a detailed, documented history. This means that all employees’ contributions, projects, and efforts throughout their employment are easily visible. When it comes time for an employee to ask for a raise or a promotion, this tool can allow human resources to review supporting documentation and decide whether or not the employee displayed characteristics worthy of a promotion or raise. This tool can aid recruiters and HR in seeing which employees show potential to do further things than just their current job and expected career path. This can benefit employees when they are attempting to prove that they’re capable of a lateral or upwards move in the company.

The more I research this topic, the more I get excited about it. Some of these uses can be more efficient than the combined practices and procedures HR have used in the past. If social media can be this valuable just in one department, think of how beneficial it can be for all departments. The possibilities that can arise for an organization are endless.

If you are interested in learning more about this topic, please feel free to join the following chats on Twitter:

#SWChat held on Thursdays at 4PM EST

#HRtechChat held on Fridays at 2PM EST

#TChat held on Wednesdays at 7PM EST

Some interesting links:

The Social Revolution of Rewards and Recognition: http://www.thesocialworkplace.com/2011/09/23/the-social-revolution-of-rewards-and-recognition/

Social Media Performance Appraisal Process: http://www.hrmagazine.co.uk/hro/features/1073216/could-social-media-revolutionise-performance-appraisal-process

Social Media for Performance Management and Reporting: http://sustainablebusinessforum.com/joan-justice/58610/using-social-business-tools-increase-performance-management-and-reporting-sustain

Social Media Corporate Training: http://www.sayitsocial.com/