Job Searching on Social Networks – Yay or Nay?

blogging4jobs

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Job Searching on Social Networks – Yay or Nay? Posted: 30 Aug 2011 08:19 AM PDT With the explosion of social media it seems that individuals and companies alike are using social networks to make personal and business connections. From tweeting customer complaints to maintaining photo albums on Facebook, it has become the norm to take everyday tasks to a social medium.  But what about job searching? Countless employers and recruiters are present on Twitter, Facebook and now maybe even Google+. With the job market still floundering, social media is a natural fit for many job seekers, especially recent college graduates who tend to be tech-savvy and accustomed to social networking already. To determine how to successfully navigate the job search process in today's digital landscape, let's examine the benefits and potential pitfalls of using social media for professional purposes. Why Social May Not Be the Solution. Social networks are personal by nature, and full ofphotographs, status updates and information that may not be suited for the business world. Remember, you always want to put your best, most professional, foot forward. There are some things you can't control, like getting tagged in a photo, or a friend Tweeting a not-so-appropriate joke at you. Sure, you can un-tag and delete, but once something is on the Internet for more than five minutes, it typically finds a way to exist forever in some form. As for recruiters, it's great to research applicants to know if they're a true fit for a position. Just follow best practices and limit interactions with candidates to professional networks and career sites. But Are There Any Benefits? Of course job seekers and employers can't ignore the impact of social media. The key is to separate your personal and professional identity, and be proactive about managing your online reputation. With so many people on Facebook, you might even find an employment contact there. However, be sure to access their contact information for networking purposes only instead of choosing to become "Friends." Speaking of Facebook—there are some great Facebook apps that allow professionals to search jobs at companies where friends work or have worked, a great way to get insight on a potential employer or position. Niche career communities offer this app and there are more to come.  What's really nice is when you find a job you're interested in, you're taken to the career community to apply—so it helps keep your personal and professional networks separate. Don't ignore those privacy settings! If you choose to conduct a portion of your search through a social network, you have the ability to make your Tweets private or make yourself unsearchable on Facebook. This will ensure that what's meant to be private stays private. For those candidates who want to be found, optimize your profile so you're easily located. Use the same keywords that recruiters look for in candidates with your qualifications, so you'll stand out. On the recruitment side, go ahead and use social channels to share information, make connections with candidates and promote job board postings. Just don't connect directly with potential applicants through these networks—direct job seekers to your professional email address, web site or job posting instead. So based on the above pros and cons—social media is a go when it comes to the job search process. When used to complement other recruitment solutions like mobile apps and niche and general career sites, it can be beneficial to both candidates and HR pros alike. Rich Milgram is a guest blogger for Blogging4Jobs and CEO of Beyond.com.  Beyond.com is the one career network as focused as you are.  You can learn more about @Beyond_com on Twitter.   Photo Credit SimRegdeogun.

A Forgotten Discipline: Learning from Mistakes Posted: 30 Aug 2011 04:33 AM PDT Peter Senge is one of my influencers and author of one of my favorite business books, The Fifth Discipline.   Senge is a lecturer at MIT and has taught for years about using strategic thought when organizing not only your business and work, but also your life.  Recognizing that every influence, every working part, every part of a system plays a major role in success is the key philosophy of the book and Senge’s well-played out line of thought. Often, when something goes wrong, the first thing we do is blame a person or an event.  Instead, a system’s thinking approach blames the system – a breakdown occurred somewhere in communication, collaboration, and / or corroboration.  If the system had been a well-oiled machine, then the breakdown would never have taken place.  This approach gives merit to the thought that are no small roles  or responsibilities; each participant finishes the puzzle, builds the bridge, completes the sentence and increases organizational value. If there is a breakdown or failure, it is up the system to provide a solution or resolution.  Conflict is rarely one-sided or without underlying support – somewhere – deep.  So, it stands to reason that the solution would not come from an individual but from a unit that supports the answer – the cure. This distinguishes a “learning organization” from one that stays stagnant, unwilling and unyielding to change or achieve betterment.  Without the choice to support change and flexibility, the long and continual road to success becomes almost impassable. Imagine if Apple or Microsoft had decided one product – or one incarnation of a product was enough.  Imagine if an industry decided that the “fax” was the only way to conduct business, to communicate – oh wait, the mortgage industry did and look how that turned out. Does Polaroid ring a bell? Innovation warns: “Digital is coming and it’s going to be big – jump on the wagon, change it up…” Polaroid responds: “No thanks, we’re fine.  Our product will last forever.” *crickets*  Conflict and friction must be seen as ways to improve, not reasons to blame employees or color inside the lines.  Imagine Picasso or Charles Bukowski coloring inside the lines? I consistently rely on my colleagues and superiors to support or direct me.  And sometimes, I show them the beauty of “outside the lines” or they show me.  That is collaboration, that is a system.  Many forget that in a system, we are all on the same page – or should be – we should all want the same things: success, longevity, and perpetual erudition.  Learn and grow or die <– it is true.  Incorporating systems’ ideas and an approach can be easy in an organization that already recognizes the power and strength of unity.  A company or business that really needs a revolution and struggles with change will rightly fear or deny strategic thought.   And they will suffer until changes are made and then, the change itself will be quite painful. A good doctor will treat beyond the symptoms, looking for the cause of the symptoms – a good leader or system will look beyond an infraction or failure. They will look, in great depth, at what caused the failure or misconduct or misunderstanding in order to gain a full understanding and present a resolution.  It’s simply called, learning from mistakes.  It works in life, why not in business?  Rayanne Thorn, @ray_anne is the Marketing Director for the online recruiting software company, Broadbean Technology.  She is also a proud mother of four residing in Laguna Beach, California, and a contributor for Blogging4Jobs.  Connect with her on LinkedIn.

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