On Friday, the first annual NYC Startup Job Fair was held.  AOL sponsored the event, which must count as a good start; even if the company’s had its share of problems, a lot of money and smart people remain on its side.

Also, it isn’t as if this job fair was put on for the sake of filling positions at just five or ten companies.  An impressive 35 startups sent representatives, making for a good showing on the recruiters’ side of the tables.

And as for how the event worked out on the whole, Nick Saint wrote afterward that it “was packed, and came off about as smoothly as you could hope for a first time.”  Which is of course about the best thing anybody could expect to hear.

Don’t disregard the value of walking from around a physical room, shaking hands with folks and exchanging contact info, then.  Don’t forget that tiny companies can afford to hire good people, too, and perhaps have the potential to offer even greater rewards than traditional firms if things take off.

No, I didn’t either. Its aim is to raise awareness for consumers around privacy issues.

One of the sponsors of Data Privacy Day is Microsoft who commissioned research in France, Germany, the UK and the USA to find out how people manage the information they and others place on the internet.

The research was conducted in December 2009 by market research firm Cross-Tab. The overall results are fascinating, with some terrific insight into people’s behaviours online and their concerns (summarized at the end of this post). What’s really interesting to me, though, are the metrics about the effects online behaviours unquestionably have on the attitudes and actions of recruiters – individuals who make hiring decisions – in a society in which behaviour norms and standards are rapidly evolving and where, it seems, anything goes online as well as offline.

[…] Because the private actions of employees can now embarrass companies in ways that make headlines and spread around the online world in minutes, hiring processes have changed to include vetting all behavior, not just how someone performs on the job. Concerns about lifestyle, inappropriate comments, and unsuitable photos and videos top the list of reasons that those surveyed give for rejecting a candidate. But they also rejected applicants because of inappropriate comments by friends, family, and colleagues, or based on membership in certain groups.

So if ever you thought that those pics, videos and stories on Facebook about those weekend parties you do, or how you lived life at Uni, are just a huge laugh and great fun for your social networking friends to see, just check this chart:

If you’re job hunting, it’s less of a problem if you’re French but a major one if you’re American.

Checking people out online and gaining insight into their behaviours is a clear trend and will become more common, according to the research, although not uniformly so in the four major countries surveyed.

Still, a definite trend nevertheless.

What if a recruiter finds information about you online that isn’t true? Here’s the reality:

[...] Nearly 90% of US recruiters and HR professionals surveyed say they are somewhat to very concerned that the online reputational information they discover may be inaccurate. An equal number claim they take steps to corroborate its authenticity. (The research did not investigate what steps they take to validate the authenticity of the information they find.) In France, 47% of recruiters and HR professionals surveyed are concerned with information accuracy, and even more (50%) say they take steps to verify it. Recruiters and HR professionals surveyed in the UK and Germany are not as likely to check information accuracy. In the UK, 80% of these professionals said they are concerned with the veracity of the data, yet only 68% say they take steps to check it. And though 79% of recruiters and HR professionals in Germany express concern, only 39% say they attempt to verify the data.

In other words, assume that what people (recruiters) see about you online, it’s likely that’s what they’ll believe about you. The bottom line for you: good online reputations matter to recruiters and HR professionals.

A clear message, then: take care of your reputation online.

I think the best summing-up of everything presented in Cross-Tab’s research are the responses to this question asked of the people Cross-Tab surveyed: “In the last six months, which of the following steps (if any) have you taken to protect your online reputation?”

Interesting results, summarized nicely in this chart (click the image, or here, to see it in full size):

Overall, the research paints a thought-provoking picture, summarized here from the survey’s executive summary:

• The recruiters and HR professionals surveyed are not only checking online sources to learn about potential candidates, but they also report that their companies have made online screening a formal requirement of the hiring process.
• Of US recruiters and HR professionals surveyed, 70% say they have rejected candidates based on information they found online. Though not as frequently, respondents from the UK and Germany report the same trend.
• Recruiters and HR professionals surveyed report being very or somewhat concerned about the authenticity of the content they find.
• In all countries, recruiters and HR professionals say they believe the use of online reputational information will significantly increase over the next five years.
• Positive online reputations matter. Among US recruiters and HR professionals surveyed, 85% say that positive online reputation influences their hiring decisions at least to some extent. Nearly half say that a strong online reputation influences their decisions to a great extent.
• Consumers surveyed have mixed opinions about the appropriateness of recruiters and HR professionals examining some types of online content. Most find it reasonable that recruiters and HR professionals check information on professional sites. There is greater concern, however, about recruiter scrutiny of photos, videos, and other personal content including blogs, personal social network pages, organizations they are affiliated with, financial information, and the like.
• Consumers surveyed use a variety of methods to monitor and manage the information posted about them online. Most notably, they use multiple personas, search for information about themselves, adjust privacy settings, and refrain from posting content that they believe could damage their reputation.
• Though most consumers surveyed do manage their reputation at least to some extent, there are a significant percentage of respondents (between 30% and 35% depending on nationality) who don’t feel their online reputation affects either their personal or professional life. Consequently, they are not taking steps to manage their reputations.

Details:

• Online Reputation in a Connected World (PDF) – Research report executive summary.
• Data Privacy Day: Perceptions study Consumers & HR/Recruiters (PowerPoint presentation) – detailed findings with lots of charts in 87-slide deck.
• Take charge of your online reputation – useful tips from Microsoft on taking care of your reputation online.

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The attached file is Using social networking to find you next job and love it is meant to help people find their next job. This PDF is all about using Linkedin and other social networking sites to help you find your next job. The attached file is about 24 pages long and I would like to thank DR 1665, Ryan, and other people who helped me put together this report.

Finding the right job for the right person with the right needs and wants is always challenging, it is more challenging when the job market is expected to take at least a two years to recover to 2008 pre-recession levels. Some long-range projections of the job market expect the recovery to start in 2014 , well past the time that unemployment will run . For some this is a disaster, they do not have the skills, nor have they invested in updating their own skills to be viable in the job market. For others this opportunity can lead to improved work opportunities that are more in line with what they want and can be done on their own terms. For some of the intrepid a down economy and poor job market reinforces the idea to start their own company. Regardless of where someone is coming from emotionally or intellectually the any issue that delays the job search also makes the job search more challenging. This is true for people who need to work in, have the general security that a large company provides, and not take the risks that a startup or owning your own company entails .

The file is free to download and share as you see fit. It is very much so CC 2.0, share and share alike, if you would like to use this in a publication, or in any other way that makes money – contact me at rmorrill at gmail.com and we can discuss it.

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This is just as true for Baby Boomers as it is the younger generation, which is why some Baby Boomers are considering popular avenues to get their names out there, including social networking sites. If you have been thinking about social networking as an avenue for job seeking, consider a few benefits of doing so.

Recruiters Often Visit Social Networking Sites First

As mentioned previously, the new age of technology has brought about a lot of changes in regards to job searches. As a result, many companies are taking advantage of modern-day technologies to recruit and accept applications from candidates. Because social networking sites like Facebook and LinkedIn have been created for the purpose of connecting with individuals and businesses, many headhunters and recruiters are taking advantage of these avenues to quickly review candidates’ qualifications with the hopes of finding that needle in the haystack.

It’s for this reason that experts suggest that Baby Boomers also take advantage of social networking. With job losses on the rise, there isn’t much out there, which means all candidates can use any edge they can get their hands on. Because social networking allows individuals to showcase their experience and even garner recommendations right on their pages (ie. LinkedIn’s recommendation system), Baby Boomers may find that the jobs their looking for may show up at their doorstep.

There are Even Sites for Higher-Level Professionals

For those who feel that social networking may not help them acquire the high-level employment opportunities they’re looking for, there are options in this realm. For instance, ExecuNet is a website that was created for leaders in the workplace (directors, VPs, CEOs). Members who join are able to connect with other members looking for employment through forums. They are also able to connect with recruiters looking for talented candidates. The site also offers business and career advice, and only helps promote positions paying $150K or higher.

The Financial Executives Network Group (FENG) is another site geared toward recruiting high-level professionals, mostly at the CEO or CFO level in the financial industries. Those who join as members (membership is free) are allowed to communicate with each other on financial job leads.

Just Be Careful

While social networking is an incredible vehicle for finding great job opportunities, putting your personal information on the Internet has inherent dangers. One is that you never know what predators are viewing your personal details. Another is that your information may stay out in cyberspace longer than you would like. So as you post your details, choose your information carefully. Also, be aware that first impressions mean everything, so be careful what details about your life you share.

Baby Boomers sometimes feel crippled by their lack of proficiency with the new age of job searching. But they don’t have to. If you are a Baby Boomer and feel it’s time to kick your job search into high gear, consider social networking as a route to take.

I know that when I get a huge batch of resumes there must be someone in the lot that could do the job at hand, but none stand out and I still struggle to pull a few decent options out of the mix. Getting a job is about marketing yourself successfully, which is more important than ever as the applicant pool begins to swell in this economy. So, with that in mind, I figured I’d share my advice for getting a job using social media.

Start with the PEOPLE you are trying to reach

• Have you looked up the company online? – Do they have a website and have you taken the time to really immerse yourself in the information they are putting out there for you to find?
• Do they have a blog? – If not, does their website have a voice or personality you can identify with? Do they have a mission statement or other content that can clue you in to their way of thinking?
• Are your future co-workers online? – Where are they talking and interacting? What are they talking about?
• “Interview” them - Back in the old days (like 2 years ago) it was customary to ask during an interview what the culture was like around the office. The initial interview was as much you interviewing the company as them interviewing you. These days, you can learn more about the personalities of your future coworkers online than you could ever get out of a 30-minute interview, so use this time to decide how you fit in the mix and whether you really want to work with these people.

Define your OBJECTIVES

Okay, your main objective is easy to identify – Get a job – but now that we’ve gotten the duh! answer out of the way you should probably take it step-by-step so you have some milestones that you can feel good about meeting. My suggestions:

• Get noticed- It’s not about what you know, it’s about who you know. You need someone on the inside who knows your name and will recognize your face when your resume comes in. Just being able to put a face with a name is enough to get you recognized above many of the other applicants.
• Get an interview – Getting someone to want to talk to you is key. You can’t be pushy. Instead, you have to draw them into a conversation.
• Get a call back*
• Get the job*
• Become invaluable*

*You’re on your own for the last three – not much social media can do to help you present yourself better in person.

Develop a STRATEGY

It shouldn’t matter whether you’re marketing yourself or some fancy new product, using social media or not, your strategies should always align with your objectives. Since this is the most difficult part of the process I’ll take you through my thoughts on developing a solid strategy for meeting the first, and most important, of the milestones outlined above: Getting noticed

• Be where your audience is -You wouldn’t purchase an ad spot for Midol during the SuperBowl and reaching your audience through social media should be no different. You can’t expect these people to change their habits or venture out of their comfort zones to find you. You have to go to them. Are they on a particular social network? Do they have an active blog? If so, you need to be there too.
• Be relevant – Finding common ground is key.  You need to really engage the people you want to notice you. Have you ever gotten a spam email that makes you wonder how you ever got on that list? Getting an @ message from someone you don’t know, about something you’re not talking about feels just about the same.
• Have personality – When your future employer has received 70 emails in the last week of people who claim they are a perfect fit for the job followed by a 1 page resume showing 3-5 years of experience at a mid-sized ad agency, everyone starts to look the same. So be creative, be yourself, but don’t overdo it.

Decide which social TECHNOLGIES to use and execute

• Twitter – Have you found that the people you want to reach regularly converse on Twitter? If so, are they talking about related topics (like work or social media marketing) in their Tweets? If not, then reaching out to them on Twitter (even though “everybody’s doing it”) will not get you noticed. Instead, they’ll wonder who you are and why you are interrupting their social life.
• Social Networks – Are they active on LinkedIn or Facebook? Can you find a group on LinkedIn they are active in? Have you double and triple-checked your Facebook page to make sure your profile’s privacy settings are set so they don’t see your Senior Spring Break in Cancun photo album or gossip about your ex-best friend on your wall?
• Blog – Are they writing on a blog? Could a well-thought-out comment or shared insight catch their attention?  Do you have a blog or website that you could use to get their attention?

So what does getting a job have to do with the topic of our blog – social media marketing? Everything! You’ll notice this aligns perfectly with Groundswell’s POST methodology. It was not my intention to follow this methodology when I first outlined a blog post about getting a job, but even when I don’t intend to make this point it happens anyway:

Marketing by pushing your message is being received less and less favorably these days, and does not work in the social media space. You have to focus on the questions and answer first so you can determine how to pull your audience into a converstation with you. 

1. Who do you want to reach and what are they currently doing online?
2. What message do you want to get across to them?
3. Why would they want to talk to you?  How can you add value to their current conversations – rather than trying to force them to join your new conversation?
4. How can you use social media tools to reach them?

The only way to do this is to start with the research, define your objectives, develop a thorough plan that meets your objectives, and only then determine the social media tools that make sense for your specific situation.

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1. Kill your resume, get a social media bio. Anyone who thinks they can still get a job with a traditional one or two page resume is living in a fantasy land. Instead, think in terms of creating your social media bio to explain what you can bring to an employer.
2. Apply for nonexistent jobs. When I started working at Ogilvy, there wasn’t a specific posted job opening. Instead of waiting for one, I found out who the right people were and sent a link to my website and information about my background to them. It took two months, but I ended up getting that nonexistent job – because when they did have an opening I was already in line.
3. Answer user generated challenges. Depending on what kind of job you do, there are many emerging sites that allow you to create content or answer some type of challenge in return for money or connections. Crowdspring is a site where designers can answer challenges posted by people, for example. Using sites like this can keep your skills fresh, and also give you an introduction to someone who may be able to help in your job search.
4. Join interest based networks and mailing lists. Often jobs are posted on affinity based networks. So, for example, a PR community on ning may have job listings not included anywhere else. Or a free newsletter from an industry trade association may have a job postings section that again has less promoted roles
5. Get a reputation with the recommenders/influencers. There are people in any industry who are always asked to recommend people for jobs. These are often professors, bloggers, or people with the same job you are seeking on LinkedIn. The more of them who know you and what you can do, the more referrals you can get.
6. Waive your fee. I’m not a big advocate of working for free. Free means you’re cheap. If, however, you choose to “waive” your regular fee … then you’re not really working for free. It’s a subtle difference, but one that lets you give away some of your time without compromising your reputation. And by giving away your time, you might be able to find the perfect paid position.

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