Research commissioned by Microsoft in December 2009 found that 79 percent of United States hiring managers and job recruiters surveyed reviewed online information about job applicants.
Most of those surveyed consider what they find online to impact their selection criteria. In fact, 70 percent of United States hiring managers in the study say they have rejected candidates based on what they found.
Review the results of the survey to see how online reputations impact people’s lives. The research comes from interviews with over 1,200 hiring and recruitment managers and 1,200 consumers in the United States, the U.K., Germany and France.
The results of the research reveal what you post on the Internet and what people post about you can affect your professional life.
Monitor your online reputation
First, find out what information is already on the Internet and assess the impression it leaves on people.
Follow these tips to monitor and evaluate your online reputation:
- Search your name. Begin by typing your first and last name into several popular search engines to see where you are mentioned and in what context.
- Focus your search. To get more precise results, put quotation marks around your name, so that the search engine reads your name as a phrase and not as two or more unrelated words that just happen to appear in the text. If you find other people who share your name, you can eliminate many false hits by using keywords. You can add keywords that apply only to you, such as your city, your employer, or a hobby.
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data privacy,
hr,
microsoft,
online reputation,
Recruiting,
recruiting,
social media
Original Post: The Many Benefits of Social Network Recruiting: Making a Compelling Business Case
How do you convince cynical executives to fund a social network recruiting effort?
It’s hard to argue against the statement that social networking (i.e., Facebook, Twitter, YouTube) is an extremely hot topic in business. But I have yet to find a single CFO or senior executive willing to fully fund a comprehensive social network recruiting strategy based merely on the fact that it’s a hot concept.
Even when budget is made available, most organizations need to develop measures to help direct spending into the right efforts that will provide them with the highest recruiting impact and ROI. There is no escaping it: making a compelling business case must become a priority for social network recruiting champions.
In this article, I’ll provide an outline of the four basic business case steps covering how to secure funding during these tight economic times.
Business Case Step #1: Identify the Potential Benefits of Social Network Recruiting
Provide targeted executives with a list of potential benefits and then simply have them select the ones that (if proven) would be compelling enough to positively influence their decision. Have them eliminate benefits that, whether true or not, wouldn’t influence their decision.
With that guidance in hand, design a process that focuses on proving only those benefits that were selected as highly compelling.
Tagged as:
Recruiting,
recruiting,
social networking
I’m currently in the process of working with our Talent Acquisition team to improve my company’s external Careers site, the front end “static” pages as well as the applicant tracking system (ATS) itself. Some of the challenges that I am currently facing are:
- Effectively communicating what we do as a business in a fun and interactive manner.
- Streamlining the user experience so that it is easy for applicants to find and apply for positions.
- Conveying the company as a great place to work with excellent benefits and programs (and it is!).
- Aligning the recruiting brand to the corporate enterprise, while also maintaining one that is unique to our business.
We recently deployed a refreshed home page that incorporates social media (links to our newly created Facebook fan page and Twitter pages), and are working to include more interactive features such as employee videos and possibly even a blog. Additionally, we are improving our current ATS to simplify the application process.
In my research for best practices, I came across an article on ERE.net which is contains some great ideas for improving a company career’s site. Check the six ways to create a positive candidate experience below:
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Original source: Using Career Sites to Create a Positive Candidate Experience, by Kevin Wheeler
Tagged as:
corporate blogging,
Recruiting,
recruiting
