Few people will argue that social media has an impact in our lives—Facebook, Twitter and Pinterest have given us new ways to connect. LinkedIn offers an easy professional network that can be both independent and authentic.
The one thing to say about social media: the business world has certainly embraced it with a passion. With the ability to create “buzz,” social media has become the go-to stage for things like low-cost advertising, lead generation and connecting with consumers.
Perhaps the place where social media has had the biggest influence is talent management. Job searches, recruitment and candidate administration are all essentially social structures—a two way street custom-made for social media. Hiring has never been a one-sided proposition.
Your resume is no longer just on paper, it’s also online. Companies are just as likely to examine social media to learn about you.
In today’s job market, the questions persist: Do resumes have the social media “punch” to make it in the most competitive market in years.
Increasing interconnectivity means both candidates and employers can rely more on cross-functioning groups to make a hiring decision. This means casting a wider social “net” to increase your visibility to the right people.
Three tips to how to make your resume with a social media punch:
On a job search, human resources pros learn how you see yourself through two things: your resume and interview.
Proficiency, knowledge, and capacity to do a job are not tied to any single generation. In an interview, the hiring managers or human resources pros hold all the cards. In fact, theirs are the only cards that truly matters.
They are the only thing between “thank you for coming” and “you’re hired.”
Perception over Millennials—the generation just now entering the workforce in earnest—is where these young workers need to pay particular attention.
Employers may think they hold all the cards when it comes to interviewing job candidates, but they too can do things that will scare off would-be workers.
That may not matter if it’s a low-level position the company is seeking to fill, but if its top talent the company is after, then interviewers have to tread carefully during the interview process.
“Employers scare off candidates probably more often than they realize,” says Crystal Miller, a strategist at Branded Strategies, the recruitment and brand strategy company. “Everything is geared toward what the candidate should and shouldn’t do. Many employers don’t realize it’s an audition for them too.”
The job market may be tight, but when it comes to sought-after skills, companies are increasingly competing for top talent. The worst thing a company wants to do is lose a potentially great employee because of bad behavior on the part of the interviewer. From being unprepared to saying inappropriate things, here’s a look at seven behaviors that will send potential employees running for the hills.
The way to connect with the one thing every candidate owns–a cell phone–is with SMS recruitment.
Almost everyone owns a mobile phone, but SMS (Short Message Service) in recruitment is amazingly underutilized. SMS recruitment is an untapped market, one that saves money and time, something which can clearly be appealing for any organization.
The advantage of SMS recruitment is that it saves administration costs. Bulk SMS communication takes only seconds to send, where individual phone calls take hours or days.
Everyone carries cell phones–including candidates
In a recent study,80 percent of mobile phone owners carry their phones all the time. Text messages have become the most reliable form of contact.
Consequently, SMS is also an effective way to get the right person for a job.
Common advice among job seekers is that when you attend an interview, you need to interview the employer right back. After all, you’re the one who will potentially fill the position. You need to know if it’s going to be a good fit, right?
While salary ranges, benefits and schedule flexibility are important details you deserve answers to, hiring managers don’t appreciate questions like those until at least your second interview (or maybe even after they make you an offer).
During your first interview, the “impress me” dance is still in full swing. When a potential employer asks if you have any questions, she doesn’t want inquiries about parking validation; she wants to see if you’re prepared, educated and inquisitive.
Here are six questions to ask at the end of your interview that will help you master the twisted tango of getting hired:
Most common interview questions don’t get to the heart of the matter — knowing if the candidate is the right person for the job.
The majority of standard interview questions actually discover little about a job seeker. Of course, all interview questions are the same question—why should we hire you?
As for the candidate, they obviously have one mission—to get the job.
However, the average hiring manager is extremely busy, and they often they execute a series of offenses:
Answering phone calls during interviews
Not taking notes, acting bored or distracted
Bad-mouthing their companies
And the worst of all—asking those “gotcha” questions without a good reason
The cost of asking terrible interview questions can be anything from hiring the wrong people to driving away fully qualified applicants. What can make things even worse; poorly trained hiring managers can leave employers open to legal liability by asking biased questions.
The concepts behind successful interviewing are simple—better interviews lead to better employees. Asking the right questions can get enough information to get the best people for the job.
Avoid these three useless interview questions, and incorporate some few well-worded replacements: