Reasons to Use Social Media in Your Job Search

Reasons to Use Social Media in Your Job Search

By Catherine Conlan

[Courtesy of Monster.com]

Using social media is a great way to boost your job search. Taking advantage of social media sites can help you get your name out there and find the job you’re looking for.

Here are four reasons to use social media in your job search.

You Can Become an Expert

Demonstrating a deeper knowledge about the industry you’re in — or would like to be in — through blogging builds your credibility, says Lisa Parkin, CEO of social media consultancy Social Climber. “Whether it’s on a personal website or on a dedicated blog about the industry they’re seeking employment in, job hunters can show potential employers their knowledge and skill sets by writing about a news event or relevant topic once or twice a week.”

It Shows You’re Not Afraid of Technology

You don’t have to be an expert, but having a social media presence shows you care about your professional reputation and you’re comfortable using technology, says Brie Weiler Reynolds, director of online content at FlexJobs.

Pinterest is a good site to try something innovative with your job search, she says. “Create a board for your resume where you pin pictures of your work experience and education such as pictures of the college you attended, the companies you’ve worked for, and so on. Pinterest is especially interesting because it helps you create a visual out of your resume, which is traditionally a text document.”

You Can Blog Your Way to a Job

Commenting on the issues in your industry or field of work can itself be a path to a new job. Michelle Bramer, marketing and PR manager for online advertising firm eZanga.com, says blogs are an excellent resource for job candidates looking for new opportunities. And linking back to your blog while posting on other sites can lead recruiters right to your virtual door.

“Some of my favorite bloggers are small companies, and surprisingly, many of them are always looking for marketing and sales support,” Bramer says. If you’ve blogged about a company before, it can help strengthen your pitch when you apply there. As someone who routinely manages content writers and PR specialists, she says, “some of our best writers have been found by forging a relationship on a social network.”

You Can Learn About a Company’s Culture

Social media can go both ways — you can tell hiring managers about yourself, but you can also use it to learn about companies you’re interested in. Following a company on social media can give you an inside look into a its culture, clients and work, says Lauren Maiman, owner of the Midnight Oil Group.

“Use that info to your advantage when it comes to a cover letter or interview,” she says. “Use this insight to make sure you mesh with and want to be a part of their team. If you’re connecting in a meaningful way with them on social media, by the time you get to the interview, they should feel like they already know you (so careful what info you put out there, too).”

 

Skills Recent Graduates Bring to the Workforce

by Ed Kavanagh

[Courtesy of www.thestaffingstream.com]

Skills Recent Graduates Bring to the Workforce

While May still seems far away, graduation season is fast approaching. So, do not be surprised if you soon see an influx in applications from college graduates as graduates are beginning to look for employment opportunities earlier and earlier. As an entirely new class of graduates seeks positions, companies can expect entirely new skillsets to enter the workforce.
A blurry line separates Millennials and Generation Z, but there is no doubt each group brings distinct sensibilities to the workplace. For example, Gen Z grew up during an economic downturn, watching their parents struggle to keep jobs and witnessing global instability via war and terror. This backdrop created a more money-cautious and pragmatic generation, a stark contrast to the typically optimistic and risk-seeking Millennials. As a result, Gen Z is eager to begin working, especially because they understand the volatility of the job market.

As Gen Z gets thrown into the professional mix with Baby Boomers, Gen X and Millennials, Addison Group shares some of the skills they will bring to the table:

  • Social media savvy:

The importance of social media is growing in every industry, and it’s long been a critical element of the recruiting process. Studies show that not only are 80 percent of Gen Z on social media daily, but also that same percentage consider creative self-expression important. Take advantage of these new workers’ fluency in the fast-changing landscape of social media and their ability to act as influencers to their peers. It could lead to increased intelligence within your digital or social teams internally and recruiting opportunities or brand reputation externally.

 

  • Entrepreneurial spirit:

Starting at a younger age, Gen Z desires to work independently, contribute to future technologies and make the world a better place via innovation. In fact, 72 percent of high school students said they want to start a business someday, and another 40 percent believe they will invent something that changes the world. Employers can take advantage of this entrepreneurial drive by encouraging newly graduated employees to work independently and contribute constructive criticism or new ideas that company veterans may be too engrained in the organization to see.

 

  • Diversity and global awareness:

A Ford study found that 58 percent of adults ages 35-plus worldwide agree that kids today have more in common with their global peers than they do with adults in their own country. Gen Z graduates will not only look for companies that contain a diverse set of employees, but they will feel comfortable functioning in a global corporate environment. From day one, offer these new hires a chance to work with your global offices, clients or partners. They will likely thrive in this setting and could open doors to more global opportunities.

 

  • Money is not the motivator:

Only 28 percent of Gen Z said money would motivate them to work harder and stay with their employer longer; this is a significantly smaller percentage compared to 42 percent of Gen Y. What does this mean for your company? You’ll attract talent based on passion rather than compensation. Use this to your advantage while recruiting, highlighting some of the community involvement and mission based work of your clients. Typically, people who are passionate about their company will do good work.

There is no doubt that integrating new generations into the workforce comes with new challenges, such as how to foster inter-generational collaboration. For example, older generations may find it difficult to work with new hires who embrace complicated technologies, or younger generations may not understand why seasoned professionals favor those with advanced degrees. However, the best way to prepare for these changes requires identifying the areas where newcomers will thrive and determining clear opportunities to capitalize on those skills.

 

3 Benefits to Using a Staffing Firm in your Job Search

By Debra Auerbach
[Courtesy of Career Builder.com]

Three Benefits to Using a Staffing Firm in your Job Search

THREE KEY ADVANTAGES OF USING A STAFFING FIRM ARE EXPERIENCE, INSIGHTS AND CONFIDENTIAL OPPORTUNITIES.

Sometimes a job search can feel isolating. You’re spending hours upon hours searching for opportunities, working on your resume and applying to job openings, often without having any outside feedback about what you’re doing right or wrong. That isolation can add a lot of emotional stress to an already nerve-wracking experience.

What you may not realize is that you don’t have to go it alone. “Psychologists tell us that next to death of a spouse, death of a child and death of a parent, the fourth most emotional experience we have, coupled with divorce, is searching for a job. It is emotionally stressful,” says Tony Beshara, owner and president of Babich & Associates, the oldest placement and recruitment service in Texas. “A professional staffing firm can help eliminate that emotional stress. Staffing firms are in the trenches on a daily basis with candidates and employers.”

Beshara says the three key advantages of using a staffing firm are experience, insights and confidential opportunities. Read on to learn more about these benefits and how staffing firms can play a crucial role in helping you find your next career:

1. Experience

According to Beshara, the average U.S. professional changes jobs every two and a half to three years. So that means a worker may go a long stretch of time before needing to engage in a job search. Staffing firm recruiters, on the other hand, live and breathe the job-search process daily.

Beshara points out that within the period of time between job searches, the job market can change – sometimes drastically. “The staffing professional is current on exactly what is going on in the immediate market. They have a unique perspective that the job seeker will not have. The market for a particular skill or experience is never the same as it was three years ago. It isn’t likely any job candidate is going to be aware of that change. So, the ‘new’ candidate may think that finding a job is going to be like ‘last time,’ but it’s not.”

A knowledgeable staffing professional can help navigate a job seeker through the market changes, so the job seeker is less likely to encounter any surprises or challenges along the way. “The experienced staffing pro doesn’t give theoretical or abstract advice, but practical ‘this is the way it is … this is what you should expect … this is what we should do’ advice,” Beshara says.

2. Insights

One of the often frustrating parts about job searching is not getting any feedback from employers as to why you aren’t the right fit for a role. When working with a staffing firm, you get access to that kind of information, which can help improve your search now and down the line.

“Staffing professionals have insights that candidates can’t get anywhere else,” Beshara says. “Since the majority of us work the same clients and the same hiring mangers over many years, we know what they like and how they like it, what they will hire and what they won’t. Since we get to know them personally, we not only understand the job they are trying to fill but we know their personalities and personal likes and dislikes. We give those insights to our candidates to be sure both parties have the best chance of success not in just getting a job, but [in having] a long, solid employment relationship.”

3. Confidential opportunities

According to a 2014 study conducted by CareerBuilder and Inavero, the attribute job seekers value the most in staffing sales representatives or recruiters is that they can find opportunities job seekers wouldn’t be able to find themselves. Not only is that because staffing professionals are skilled at knowing which jobs might be the right fit, but it’s also because they are privy to opportunities that job seekers wouldn’t normally have access to.

“Because our clients trust us, they come to us with confidential job opportunities before they go to the general market,” Beshara says. “We have access to the ‘hidden’ job market. Hiring authorities will often ask us to fill positions that even people in their own organization don’t know about.”

Sometimes, there doesn’t even need to be a job opening for a staffing firm to get you a job. “Again, because of trust and insight, we know the kinds of employers that are interested in certain types of experience, whether or not they are ‘actively looking’ for a candidate,” Beshara notes. “One-third of the positions we fill don’t exist before we call a hiring authority representing a candidate we know they would be interested in speaking with. Employers will hire exceptional candidates when they come along even if they don’t have a formal opening. A good staffing professional knows his or her hiring authorities well enough to know the kind of candidate they’d be interested in even if they aren’t formally ‘looking.'”

 

The #1 Secret to Better Hiring in 2017

[Courtesy of Murray Resources]

The Number 1 Secret to Better Hiring in 2017

Hiring is now a whole lot harder for employers and easier for candidates. Unemployment is at 4.2% in Tyler. So, it’s not a buyer’s market anymore and candidates have more opportunities to consider. As a hiring manager or employer, what can you do? The answer’s easier than you might think: bring in the experts.

Here’s how a staffing agency can help you:

#1: They have in-depth knowledge of the candidate market.

While you might only hire a few times a year, recruiters at staffing agencies are constantly networking, sourcing candidates and hiring them – all year round. As a result, they know what kind of talent is available, how to best attract and recruit the best professionals, and what competitive compensation you should be offering them. This insight and information will help you recruit better candidates, faster.

#2: They can recruit hard-to-find or specialized talent.

Hiring today is challenging enough. But when it comes to a demanding position that requires hard-to-find skills, it can seem almost impossible to fill. But recruiters at a staffing agency know how to source active and passive candidates who are more selective about opportunities. They spend a lot of time recruiting top talent, including those with specialized skills, so you can leverage their network to find people with the background you need.

#3: They can speed up the hiring process.

When you’re inundated with resumes and cover letters, it can be hard to properly screen every candidate and also get your daily work done. But a recruiter at a staffing agency is trained to screen resumes and hone in on the skills you’re looking for. Not only that, but they can conduct phone screens and interviews to further qualify candidates. That way, the candidates you do end up seeing are those who are all a good fit for the job you’re offering.

#4: They can help you create a strong employer brand.

Your reputation in the candidate marketplace can have a big impact on the quality of talent you’re able to attract. A good staffing agency partner can help you develop an appealing employer brand. They’ll know where to advertise your company and openings, and how to position you as an employer of choice, including what it’s like to work at your organization, including culture, as well as perks and benefits.

If you need to hire – but are hard-pressed for time or resources – consider outsourcing the recruiting process to professionals who do it all day. You can benefit from the reach, network, and proven processes of a trusted staffing agency partner.

6 Easy Ways to Update Your Resume

Courtesy of Murray Resources

Six Easy Ways to Update Your Resume

You want to find a new job. But when’s the last time you looked at your resume?

If the answer is “a few years ago,” or worse, “I don’t remember,” then you have some work to do before you can submit it to potential employers. A great resume is like a ticket into the interview process. And if you don’t have one, then you’re going to miss out on top opportunities.

To help you in the process, here are six easy ways to update your resume:

#1: Think about goals.

While your resume gives an overview of your career history, it should also be about future goals. That means when you’re thinking about what to highlight, consider it through the lens of where you want to go in your career. If job duties at a past position don’t align with future career goals, then don’t put a lot of emphasis on them. Concentrate your attention, instead, on the experiences and credentials that relate to your current career objectives.

#2: Eliminate the objective.

Unless you’re changing careers, get rid of the objective, or make it very short. This simply takes up valuable space without offering a lot of return. Instead, replace it with a summary of qualifications that offers a few key highlights of your professional career.

#3: Focus on the “wow” factor.

The strongest resumes promote results, not just duties and responsibilities. Some questions to ask yourself to find your “wow” factor for each position include:

  • What have you been easybest at in past positions?
  • What accomplishment(s) are you most proud of?
  • Which achievements can you back up with numbers, dollars, and percentages?
  • What information would make a hiring manager want to call you in for an interview?

#4: Refresh the look.

Most hiring managers scan resumes. So make yours easy to quickly skim. Use bolded job titles and three to four bullet points under each. Also, don’t use a tiny point size for your font; 11 or 12 are standard. In addition, make sure there’s plenty of spacing so your resume doesn’t look cramped.

#5: Update your contact information.

If you just have your name and address, it’s time for an update. Your cell phone number and email, as well as a link to your LinkedIn profile, should be front and center instead.

#6: Use keywords.

Most companies today use an applicant tracking system to find candidates. So if you don’t use keywords from the job posting, you could get filtered out – even if you’re the right fit.