Social Media and the Job Hunt: Relevant Data; Related Use by HR to Fill a Position
As important as it is to create your award-winning cover letter to accompany your sterling resume, if you wish to sway the odds of landing a job interview in your favor, you need to have a presence in the social media. The truth in that statement is borne by the following:
(You might like to know –This page was last updated on 9th of March 2017)
In a recent survey, as many as three quarters of HR departments questioned say their procedures require them to research new candidates on the web. If you use social media, LinkedIn chief among them, you are demonstrating that you are up-to-speed with current technology. Facebook and Twitter are also important and can turn into an important opportunity to show off your professional talents via your postings.
Traditionally, the “Grapevine Network” was the best way to find a job. The GVN was your ‘network’ of people –both professional and personal friends, acquaintances and current or former co-workers –virtually, anyone you’ve ever known that will still speak to you.
Jobs you heard about through the Grapevine Network were often not posted anywhere. If you were hearing about it through the GVN, there was a good chance you were hearing about it before many other people.
Today that Grapevine Network has expanded exponentially on the web.
Today, many employers do not post jobs. If you are not using social media, you may well be missing out on a chance to learn some key information that might do you some good. As many as 92% of HR recruiters make use of social media to find their candidates for positions they need to fill. A full sixty four percent use at least two or more web based networks to do it.*
It is reported that while LinkedIn is almost universally used for recruiting, Twitter and Facebook are quickly gaining momentum.
LinkedIn invites people to post their resumes there. In so doing, one has the chance to interact, possibly, with members worldwide –somewhere in the neighborhood of 200 million of them. In much the same way, Facebook and Twitter are increasingly helpful.
About half of HR people surveyed say they use Twitter and upwards to two-thirds use Facebook to search for talent to fill their needs.
We are, after all, professionals …
It should be obvious (sadly, it’s not to many people) that the rising popularity of Twitter and Facebook among recruiters underscores the need to maintain a level of professionalism in all posts. Privacy settings in all social media -especially Facebook, should be maintained for friends.
And, if you need to be enlightened in this manner, use of profanity, ‘tho it might gain you some form of social currency in some corners, is not appreciated by HR types (whom may well hold your future in their hands).
One can safely assume that the increasingly widespread use of web-based social media is occurring because of one simple fact –it gets results. Better than seventy percent of employers surveyed report success using LinkedIn, Facebook and/or Twitter to land a new employee. It is seen as being more efficient than it once was -before the Internet. Today the Internet has widened the field of prospective employees.
To be sure, that new, high level of efficiency translates into something big for prospective employees, as well.
How? How about if you are in Chippewa Falls and want to connect with companies in LA or Philly? With social media you can do that. You can keep tabs on a company –learn when they’re hiring, for example. You can weigh-in and ‘Like’ their Facebook Fan Page or ‘Like’ some statement posted by a CEO and learn valuable information from what he/she is posting on Twitter, perhaps. You can possibly get yourself noticed by “retweeting” something or offering some noteworthy comment.
In the past, communicating long-distance with companies was difficult and expensive and time consuming; and, not nearly as efficient.
Will a social media presence replace the traditional tried and true resume and cover letter? Not yet. Most companies still request them. And, that cover letter better be good.
It is safe to say that anyone under 40 is active in social media or, at least is familiar enough to develop a presence there. It takes time to cultivate a presence there. It can’t be done quickly.
Older job seekers who have thus far resisted going there may want to get busy. Your younger family members should be able to give a hand in that department. If you choose to resist, you may miss the boat.
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