Eight Steps to Leveraging Social Networks in Your Job Search
Eight steps to focus your online job search.
My colleague Loraine Lawson recently posted on Twitter that an accountant invited her to join Google+. An accountant! she remarked. And that she was disappointed that the tech women she invited to join Google+ hadn't. Sorry, Loraine, I just haven't gotten to it yet. I struggle to get through my Twitter feed (and email!). And I have to learn more about Monster's Facebook application BeKnown.
But doesn't it make sense that as more people are on more social networks, that recruiters need to be there, too? A survey released Tuesday by Jobvite, which offers a platform to automate recruiting across social networks, found that not only are more companies hiring from social networks, but that 64 percent recruit on two or more. At the same time, 64 percent report hiring from a social network in the past year, compared with 58 percent last year.
Of the 800 respondents to the online poll, only 3 percent were Jobvite customers, though conducting the survey online, of course, would skew the results to some degree.
In an interview, Jobvite CEO Dan Finnigan said it's important that companies not focus your recruiting on one network, and also to understand the differences between them:
... the connections people make on LinkedIn aren't as intimate and engaging, it appears to us, that people make on Facebook. You probably have more people with whom you're connected on LinkedIn in your professional network, maybe even people you don't really know - you meet them once at a conference and you decide to connect to each other on LinkedIn. While on Facebook, those are people you connect to because you really know them. You know them from work, or as a family member or friend. ...
LinkedIn's strength is the profile, the detail around the professional background of someone; Facebook's strength is the relationship that's embedded in their network.
In the survey, 70 percent of respondents said referrals are a better fit with company culture and values than candidates from other channels. That's not to say companies should abandon more traditional methods - though the survey found that companies are not increasing investment in those methods at the same rate as social recruiting. A recent study by Right Management, a unit of Manpower Group, of data on 60,000 clients found their methods of landing a job broke out this way:
So to a great extent, it's still all about who you know.
Meanwhile, Finnigan said his advice is this:
Invest some time in creating a program within their company and in acquiring the right tools to empower all employees to participate in the hiring process.