Tag: social media
With social media, what you don’t know can seriously hurt your organization. One 2010 survey found that employees estimate spending roughly four hours every day checking multiple email accounts, with up to two hours spent on social media sites like Facebook and Twitter. A 2012 Salary.com survey found that 64 percent of employees visit non-work related websites daily. And don’t think blocking employee access to social media on company networks is the answer; personal smartphones and tablets are ubiquitous, and easily fill the gap.
The rub for today’s organizations is that while social media use at work has definite risks, it also is one of the best ways to empower and engage employees. Increasingly, in our connected 24/7 businesses, the line between work and personal time is blurring. This is especially true for Generation Y employees; as long as they meet deadlines and deliver, these employees don’t feel that it’s particularly useful to distinguish between time spent updating Twitter or engaged in team meetings. Organizations may beg to differ, especially when an offensive or inappropriate blog post or tweet can damage their brand, lower employee morale, and even lead to workplace lawsuits.
Yet, most organizations don’t really know how their employees are using social media, either personally or professionally, let alone what impact it’s having on employees’ overall levels of productivity.
That’s why it’s so important, before you set policy, to know how your managers currently handle social media use at work, as well as how its use by employees is effecting their management. Get at these fundamental issues by asking managers five key questions:
- Have your employees’ use of social media ever triggered a workplace lawsuit or regulatory investigation?
- What impact have your employees’ personal use of social media during work hours had, if any, on their productivity?
- How do you use social media, if at all, to help manage your projects and employees?
- Have you reviewed all applicable federal and state laws governing electronic data content, usage, monitoring, privacy, e-discovery, data encryption, business records and other legal issues in all jurisdictions in which you operate, have employees or serve customers?
- Could you comply with a court-ordered “social media audit”, by producing legally compliant business blog posts, email messages, text messages and other electronically stored information (ESI) within 990 days?
Social media can speed innovation and collaboration, but ONLY if your employees know how to both use it as well as steer clear of its many pitfalls. Start by asking managers these simple questions; they often surface extremely important information that, especially in larger organizations, you may not have been aware of. Finally, remember that for reasons of both confidentiality and fear, getting access to this sort of information is not always easy. It’s therefore important that organizations create mechanisms by which examples of social media use (and abuse!) can be regularly shared with the broader employee base.
Photo credit iStockphoto
About the author: Steve Miranda is Managing Director of Cornell University’s Center for Advanced Human Resource Studies (CAHRS), a leading partnership between industry and academia devoted to the field of global human resource management. He is also a faculty author of the new eCornell certificate program,Social Media in HR: From Policy to Practice. Prior to CAHRS, Miranda was Chief Human Resource and Strategic Planning Officer for the Society for Human Resource Management (SHRM), the world’s largest professional HR association, serving over 260,000 members in over 100 countries.
If you’ve got a hiring hole to fill, breathe easy. The good news is there is a workforce out there, willing and able to take on complex tasks quickly and get your business moving. But the go-to techniques that used to work in wooing ace candidates or in narrowing a broad field may not cut the mustard now.
Among the hiring trends for 2013 that are emerging, is a heavy focus on a highly personalized, digital approach. Here’s a glimpse of what seems to be key as the next ‘season’ nears.
1. More mobile
TechSling reports this will be the year more job hunters let their thumbs do the applying. With so many smartphones and apps, Techsling notes more candidates are looking to apply for posts via their mobile devices: “Job seekers and employees manage almost every aspect of their professional life digitally so recruitment managers need to get ready
for this. They need to invest in recruiting initiatives that include support for mobile and tablet technology.”
2. Upping the candidate experience
Sarah White & Associates figures that the candidate’s personal experience throughout the recruitment process is going to be more important than ever. This means active engagement, offering a positive and rewarding experience the whole way through, and putting in some extra hard work at the marketing and networking stage.
3. Niche recruiting
It’s not one net to catch them all – particularly for smaller businesses. Responding to the increasing difficulty of filling critical positions, some experts predict that more small businesses in 2013 are likely to make the investment in external recruiters, often for openings in technical niches.
4. More grunt work
Recruiters will continue to shift their emphasis away from the task of “finding” candidates, according to this post by Dr. John Sullivan. Instead, he writes, there will be a move toward the still tricky task of successfully “selling” star talent. This will see many recruiters reframing what they do, and putting the premium on knowing their candidate well – and
5. A growing emphasis on online candidate assessment
Dr. John Sullivan also writes that “to ensure that managers see only candidate slates
that exclusively contain high-quality candidates, more applicants for high-volume jobs will be required to complete a brief but effective online technical knowledge and skill assessment test.” Pre-employment psychometric tools help employers to save time and recruitment costs. In a sea of similar-sounding resumes, this kind of testing can help to make sure improve accurate selections. The testing will also highlight long-form questions – a sort of virtual interview before the short list even makes it to the first cut.
6. Non-active prospects fire up social media
For people who aren’t targeting a specific firm, LinkedIn will be the tool of choice for people looking to step up their career. That means including a new search layer of strategy in targeting candidates. “Companies will use industry-related groups, feeds and networking pages to develop relationships with a pool of pre-qualified candidates for a variety of positions – reducing the time required to fill a vacancy before they're even ready to post a job,” according to this post at Hcareers.com.
7. Deeper profiling
Once the resume gets the OK, more employers are taking a look at what a candidate brings to the table healthwise. Although not yet a popular policy, for example, many U.S. hospitals refuse to hire smokers. Still other companies are screening out people who show tobacco in their systems at all. It all ties back to what the employer is willing to pay in
health insurance costs (and, ostensibly, to have a healthy workforce for the long run). It’s precariously personal territory, and may not roll into a trend, but it is worth considering how soon your firm is willing to start tackling employee health issues.
In the end, employers are taking extra measures to ensure that the quality of the candidates they are bringing in are much better. With these trends on the rise, there is greater likelihood that employers will create much stronger teams by filtering out the bad applicants and only hiring the top 10%.
About the author: Christine Bird is the Co-Founder of Cream.hr, a psychometric pre-employment assessment platform that determines top-performers based on a powerful proprietary algorithm. Christine lives and works in San Francisco, California where you’ll find her running half-marathons, hosting dinner parties or spending time with her dog, Tucker. Connect with Christine on Twitter at @christine_bird.
Photo credit: iStockPhoto
Offices are a place of business… usually. The line between work and personal lives is being blurred as 9-to-5 jobs go out the window and professional and personal lives blend.
A direct comment that could be deemed sexual harassment is now an irregularity in physical places of business. Social media is a more subtle outlet for sexual harassment. With policies and procedures in place for more direct harassment, companies may be overlooking social media sexual harassment. Ensure every employee enjoys a harassment free work place by taking action now.
What is social media sexual harassment?
Sexual harassment online is very similar to in-office incidents. Both are unwelcome sexual behaviors, which could be expected to make a person feel offended, humiliated or intimidated. This includes sexually suggestive behavior, offensive photos, repeated requests to go out and written emails. However these aren’t the only possibilities. Social media is just the newest outlet.
- Social media sexual harassment can include cases of bosses or coworkers making unwanted sexual comments, suggestions and advances on your Facebook, Twitter and other social media sites.
- Whether these actions take place during the work day or not, if the employee being harassed feels uncomfortable by a co-workers comment on a friend’s wall or after receiving a sexually-based tweet, sexual harassment is taking place.
Some may feel the anonymity of online communities, or the nature of social media sites themselves, promote sharing without professional accountability. This may be thoughts on another co-workers looks, sexual orientation or something completely different. While sharing is encouraged through social media networks, lines can be blurred when it comes to distinguishing between personal use and professionalism,
How do I address it?
Addressing sexual harassment is often a training HR departments conduct with staff shortly after hire. Most businesses have policies in place for how a case of sexual harassment should be handled and reported. However, when it comes to social media, many are at a loss. Create an ope
n environment where reporting a case of sexual harassment can be discussed without fear of judgment or confidentiality breaches and put a policy in place that is social media specific.
- Always ask for evidence. You want to get as much information as possible whether it’s a link, screen shot, etc. Ask to see it yourself online when possible to make sure no editing has taken place.
- Talk to both parties. Much of what we say is in our tone and body language. It is easy to misconstrue a text, IM or Facebook message. Hearing both sides of the story is incredibly important when it comes to dealing with a case of sexual harassment that doesn’t take place in person.
- Look for patterns in the alleged harasser. A one-time incident may be a miscommunication, but repeated messages that make another feel uncomfortable isn’t – especially after the matter has been addressed.
- Make sure your sexual harassment policy includes information regarding personal emails and social media accounts. Having a policy in place will not only encourage those being harassed to take action according to procedure, but it may play the role of deterrent for future cases.
As a part of the HR department, or as the entire HR department which is often the case at small businesses, recognizing that in-office sexual harassment can transcend working hours and platforms is essential to addressing any situation that arises. Work with your company to create a social media section of your sexual harassment policy so it is clear what is crossing the line as personal and professional lives blend with social media. Friending a co-worker on Facebook may seem like a good idea, but sometimes it’s just better to leave it at the office.
Photo credit: iStockphoto
What was once a professional networking tool used by a select few has now become a critical aspect of the lives of a huge portion of the population. Social media can be a powerful resource for businesses wanting to expand, diversify, or appeal to a wider demographic.
This starts with the simple concept of branding. Branding is more than choosing a name for your company and defining a business plan. You must create an impression that will last with your targeted audience. WordPress themes, for example, allow you to develop a website and blog that are geared toward your market and feature a branded appearance and “feel” that you can carry through your social media to establish recognition and continuity.
There are several ways in which you can improve your business through the use of social media:
Recognition as a Resource in Your Niche
If you are seen by your readers as a resource for valuable information related to your niche you will develop the reputation of being a reliable, established voice that your audience will trust and come to for information, products and services.
Social media allows you to provide information not just on your individual company, but on the actual market in which your company is involved. This will bring those with questions to you and keep them coming back to learn more. Once you are trusted even by a few, this opinion will spread.
If no one knows that you exist, how can you expect to build a customer base? Involvement in social media puts you right in front of the tremendous audience that uses social media platforms such as Twitter, Facebook, and Foursquare on a daily basis. Social media gives you the opportunity to be involved in the daily thoughts and activities of your targeted audience through creating and participating in conversations, offering useful or interesting tidbits of information, and inviting potential customers to interact with you on your social media platform and through your other forms of internet presence.
Find New Leads and Opportunities for Expansion
Being involved in social media allows you to seek out new leads, clients, and ways to expand the scope of your business. With a social media presence you can attract clients and referrals or determine if there are needs in your market that you could fulfill through new projects. Linking your social media platforms and other forms of internet presence such as blogs and websites will develop your identity as a frontrunner in your market and encourage people to refer friends, suggest new projects, and look to you for opportunity.
Your company culture is important to the success of your business because it is what will make you stand out. When your customers recognize your brand, what impression do you want it to make? Developing a social media strategy will force you to focus in on what makes you you. You must create your company personality and identity in order for you to maintain your social media involvement so that your participation on these platforms is optimized to appeal to your targeted audience.
Improved Hiring Abilities
Your company is really only as good as the people that comprise your team so you should devote attention to selecting candidates that will make a beneficial contribution to your company. Social media involvement reduces the need to sift through endless piles of resumes and generic cover letters by letting you focus only on those people that are involved in your network.
Involvement will show that they are fully aware of your company and can demonstrate their compatibility with your company culture. Social media is a prime illuminator of personality, giving you the opportunity to pinpoint those candidates you feel would be a good match so you can shorten the hiring process and improve your chances of building a strong, valuable team without need for adjustments later.
Photo credit: norebbo.com
Olga Ionel is a creative writer at ThemeFuse.com. She is passionate by WordPress, SEO and Blogging. Don’t forget to check out stunning WordPress themes (warning: no boring stuff).
When you're recruiting employees, you're always looking for possible applicants to fill the jobs you need to fill with competent and qualified future employees (or exceptional candidates when possible). You need to keep an ear to the ground and use every possible avenue of recruitment to find people who are qualified for various positions.
Recruiters have the advantage of finding lots of potential employees quickly through social media. 98% of Americans use social media, and LinkedIn is the dominant business social media site and fourth biggest social network in general. You can easily find candidates, if you know how to look.
Clearly, it's easy to find people on social networks – but where should you look? It's usually best to stick to social networks that have established business presences. In most cases, this will include Facebook, Twitter, LinkedIn, and perhaps Tumblr (especially for artistic fields). Myspace and Google Plus are two more options, but they reach smaller audiences (in the case of G+) or do so in less professional ways (as with Myspace).
Where are you likely to find the candidates for each particular job? Facebook can be a great way of reaching people, but people are wary about privacy and who might see that they're looking for a new job, since coworkers and friends are often in the same networks. LinkedIn is a very safe option for career professionals, while Twitter might reach a younger or more casual demographic, and Tumblr is bursting at the seams with creative professionals.
When looking to recruit people, you don't want to simply send out spam, meaning link after link to job postings without any personal presence. You want to establish yourself and show your personality, as well as sending out job postings now and again.
Don't spam people with advertisements. If you have a message asking if someone is interested in your job, don't send it to more than one person – tailor it to each individual based on their resume and profile, and if they say no, don't be persistent.
trong>Use site-specific tools
LinkedIn has the most comprehensive tools for employers to use when seeking new talent, including LinkedIn Talent Advantage. You can post jobs for a small fee, buy job credits, and search for candidates. Join groups that relate to the appropriate industries, interests, or careers. Add as many connections as you can – don't forget former employers, coworkers, or employees, current clients of your business, friends and family, and acquaintances. You can let people know through your status updates that you're looking for someone in a particular field.
Facebook offers the Facebook Marketplace, pages that people in the required fields might have joined, and the ability to search profiles or employment history. If you're not turning anything up, you can post an ad through Facebook that is targeted to a very specific group of people, including gender or age.
Twitter doesn't offer as many searching options, but you can include key phrases that others are searching for (such as “hiring an intern” or “looking for a designer”) to find jobs, and people can easily retweet your message to their network. You can include hashtags such as #design or #NAJ (“need a job” in Twitter-speak) to find people who track those tags.
Once you have found candidates, use social media to check out their profiles and what they're all about. People are often freer with their personalities on social networks than they would be through a resume or when coming in for an interview, so it's a great way to pre-screen applicants.
Don't limit yourself when trying to find the best employees for your company. You can use social media to find candidates, evaluate whether they will fit with your company culture, and contact specific people or invite applications from larger groups for a job posting.
Image Credit: khalid Albaih of Flickr
About the author: This guest post was contributed by Matt Pittman on behalf of BlueWaterAdvisory.com. Matt is a freelance writer with extensive experience in advising clients on social media. For more information on executive recruiting, visit their website.
What HR Pros Should Be Looking For
Whether a prospective hire openly offers their social network profiles or not, HR pros should take it upon themselves to scrutinize the candidate’s online habits. Look for any affiliations with professional organizations that illustrate a commitment and passion to the industry. Also keep an eye out for any mention of a prospect’s volunteerism efforts, as this shows a candidate who understands the importance of going above and beyond.
You should also take into account poor grammar or spelling mistakes on social pages. 54% of recently surveyed recruiters admitted that bad spelling and grammar had more of a negative impact on their decision making than did any mentions of drinking alcohol or engaging in other illicit behavior, and for good reason: poor spelling and grammar may indicate a lack of thoroughness.
Here are some specific ways the various social media channels can be used to help in recruiting employees:
LinkedIn was created for recruiting and offers HR pros a complete suite of recruiting solutions. For instance, LinkedIn allows job candidates to set up
It’s evident that the current trend of implementing social media channels in the recruiting process is on the rise. In fact, it is now at an all-time high. This is because social networks are making it much easier and stress-free for HR pros to get to know job candidates quicker and on a more personal level, and end up finding the right candidate for the right job.
Photo credit hr.blr.com
About the author: This guest post was provided by Jessica Edmondson who contributes on online marketing training and social media marketing training for the University Alliance, a division of Bisk Education, Inc.
Good morning Women of HR readers! We have an uber special interview for you today. In fact, I'm sure a lot of you have been waiting for this interview for a while. So if you are as excited as I am, I should get right to it then!
This morning we will be speaking to one of my favorite people: Laurie Ruettimann!
With over a decade of Human Resources experience in Fortune 500 organizations, Laurie Ruettimann is an influential speaker, writer and social media expert who now works with The Starr Conspiracy.
Hiya Laurie! Let’s start off with a little about what you do. I am the Director of Social Media at The Starr Conspiracy, a marketing and advertising firm in Texas. I am also a writer, speaker and consultant.
You forgot to mention loving mom to a handsome ginger kitty named Scrubby!
So how did you get to where you are now? I used to work in Human Resources. I parlayed that expertise into a portfolio career, which is really just a bunch of part-time jobs that pay the mortgage.
Hey, sounds good to me. Whatever keeps Scrubby in the life he has grown accustomed too.
Can you complete the following thoughts for me?
My best advice… is to stop asking for advice. Y
ou won’t listen, anyway.
I encourage… people to get moving. Every day is one day closer to death.
People… like to talk about themselves. Shut up and let them.
One of the best ideas… is sliced bread. Nothing beats it.
HR… is where I learned how to use a fax machine.
Every HR professional… is a skank ho. Most people have secrets, even your HR lady.
I lose it… when people discriminate against the unemployed. There but for the grace of God go you, jerk.
Awesome answers! So while I'm busy trying to figure out other HR ladies secrets, while covering up my own, is there anything else you’d like to share with the Women of HR?
Working in Human Resources made me realize that I’m a big fan of dichotomies, mass categorization and black and white constructs. I like things simple and straightforward. This is why it’s good that I no longer work in Human Resources. Life is much more complex than an either/or scenario. HR requires flexible people with strong critical thinking skills. That’s not me. That probably isn’t you, either.
Not that I need to tell you this, but you can find Laurie at her blog, The Cynical Girl!
Laurie, lots of hugs and thanks for your time!
HR professionals are, by nature, conservative.
We are known as the rule-makers, nay-sayers, job-makers and job-breakers (at least on occasion). Those of us fortunate to be in the Midwest are somewhat insulated from change – since our world doesn’t change as rapidly as the world in California or New Yorker – and that also makes us conservative, if not ultraconservative.
As one who fits in both of those categories and has had the opportunity to sit “at the table” in the C-suite, I say we owe it to our organizations and ourselves to start thinking out of the proverbial conservative HR box when it comes to social media. Instead of thinking of social media as a taboo, time-waster, resource-sucking 21st century trend, we need to come to grips with the fact that social media is here to stay.
If we want a seat at the table, even if our table is a conservative table, we have to make the move from being transactional to being proactive, analytical and forward-thinking and social media can help us take steps in that direction. We must turn the corner on social media and stop being afraid of it or thinking of it as an ‘evil’ time-waster.
We have to become data-oriented in the business and improve our own business acumen. Social media can help. Are you nay-saying me right now? Take a look at this data I collected from our burgeoning HRIS:
- We received 975 electronic applications in only 3 months on our new HRIS and hired 24 individuals.
- 16.67% of our new hires came as a result of an employee referral (a number I need to improve upon, and so it is important for me to know it) and 33% were a result of seeing our job postings somewhere on the internet.
- Of the applicants, 30% came from Indiana Career Connect.com; 15% from our website; 11% from Career Builder.com; 11% employee referral; 2% from LinkedIn, and a couple from Facebook and Twitter. 14% of the applicants came from “other internet website,” and only 2.5% of applications were generated by a newspaper ad.
Those are analytics I can work with to determine how best to recruit in the future and make most use of our financial resources as well. Already, I’ve cut our a
dvertising budget by more than $25,000 in recent years due to the upswing of internet recruiting. This tells me we need to continue our quest to be tech-savvy and to understand our business of HR and the ‘business of our business.’ Social media helps me with all of that.
Lighten up, my HR colleagues, work with IT to loosen the system strings at your company. Use social media. Start slow – it can be overwhelming. Get a couple of wins from technology and share those with your executives. Stop slapping the hands of those in your company who are tweeting, hooting, or Facebook-ing. Chances are, if you are trying to keep them from it, they are loudly clamoring about it – on social media.
Use social media to your advantage. Learn to blog, start recruiting through LinkedIn, capitalize on your contacts in Facebook to help find your next rising star for your company or use the internet to develop yourself. I just saw an article posted on LinkedIn, from Harvard Business Review. It’s worth your time to take a look. It is called “Managers Need to Up Their Game with Social Media.”
I admit it. I am on Facebook, LinkedIn, and now Twitter – daily. Sometimes, gasp, even while I am at work. I use all of the above to research HR information such as topics on motivating, training, succession planning, recruiting, retaining, compensation, benefits, and vendor and outsourcing selection. And my list goes on. I don’t know FourSquare, Google+, HootSuite (and the list grows longer every day) – yet. But every now and then, this old dog can learn a new trick.
Sign me, Old But Learning….
About the author: Dorothy Douglass is an HR professional who has served in HR and management roles for 20 years+ who considers herself fairly tech-UNsavvy. She is the VP of HR for MutualBank , has been with them for 10 years and is in her third year at the Graduate School of Banking in Madison, Wisconsin. She is one of few HR professionals privileged to attend the full 3-year banking program rather than the 1-year HR program. Masochist? Maybe. But it's made her a better banker, for sure.
This is the 4th post in our Women of HR series focusing on career. Read along, consider the advice and we invite you to comment with insights of your own.
You have a job, so you’re not really worried about your digital footprint.
You received so many invitations to join LinkedIn, you finally built yourself a profile. Now, if you could only remember your password! People keep talking about social networking and personal branding, but you are too busy to keep up with all of that; you’re working.
Don’t be complacent. A job today is no guarantee of a job tomorrow.
A CareerBuilder survey of more than 3,000 hiring managers and human resource professionals across industries and company sizes provides some sobering statistics: more than a third (35 percent) of American companies are operating with smaller staffs than before the recession. Thirty-six percent of companies will hire contract or temporary workers in 2012 and this percentage has been inching up every year since 2009 when it was 28%. The survey, conducted by Harris Interactive late last year, says 27% of companies will hire temporary or contract workers in Q1 2012.
An M Squared poll of independent consultants suggests a temporary (or “flexible”) workforce is a permanent change. Fifty-five percent of independent consultants surveyed expect their revenue will increase in 2012. Could an outside consultant accomplish your job? If you don’t generate revenue (sales) or create product ideas, your position could be outsourced.
You don’t have to just sit around and wait for 36 percent of companies hiring contract workers to equal 50 percent. Act now to own and manage your professional reputation.
You should always act as if you may be facing a job search. If you are an expert in your field, other people should know it. Grow your reputation and stretch your network beyond the walls of your office or company. If you do not, you will face a big challenge should the time come when you need to either market yourself as an independent contractor or find a new job.
If you’ve poo-poo’ed social media, consider these four uses for tools such as LinkedIn, Twitter, Facebook and Google+ to assist you being prepared:
- Demonstrate your expertise. Even if you don’t have a lot of time, you can easily make a habit of sharing useful information via links to posts or articles you read. It’s not difficult to contribute to conversations in all of these networks, which will help you cultivate an aura of expertise (assuming you are, in fact, an expert). When you do enter the social media fray, you may be surprised by how quickly you can become part of a community of other leaders in your field.If you play your cards right, before you know it, colleagues will be looking to you as a mentor and calling you an expert.
- Expand the network of people who know, like and trust you. You no longer need to rely on your brother-in-law or neighbor to introduce you to someone who could potentially hire you. Social networking broadens your network to include new mentors, colleagues, and contacts from around the world and right next door! We all know the best opportunities come via networking and a TIME Business article hits the nail on the when it compares job searching to throwing paper airplanes into the galaxy. In the article, Gerry Crispin, principal and co-founder at CareerXroads, cited surveys suggesting “… At least 28% of all hires came from employee referrals, although (Crispin) suggests the number may be even higher.” Don’t leave your network to chance. If you don’t spend time online expanding your network how will you effectively identify mentees? If you’re not up-to-date and cutting edge with your skills, how will you help those coming along behind you?
- Learn information you wouldn’t otherwise know. No doubt there are conferences and events you might like to attend, but can’t swing the travel or the time. It’s likely someone is “live tweeting” the events. If you join Twitter, with a little know-how, you can find and follow all the best information and learn what people are saying without ever leaving your home or office.
- Get hired and attract opportunities to you. Whether it’s a job opportunity you were not even seeking or a contract you need to land to pay your bills, creating a meaningful digital footprint can make the difference between being on the inside, or being outside and looking in. Results don’t happen overnight, though; don’t wait until you desperately need an online presence to try to create one. Start now. You won’t be sorry.
Are you convinced? These are just are the tip of the iceberg when it comes to reasons you should consider creating your online presence. Take it one step at a time and be sure to let me know when your first unexpected opportunity lands in your lap!
Photo credit: iStockphoto
About the author: Miriam Salpeter, author of Social Networking for Career Success, is a CNN-named “Top 10 job tweeter” and contributor to U.S. News & World Report’s “On Careers” column. Quoted in major media outlets such as The Wall Street Journal, The New York Times and NBC news for her cutting-edge career advice, Salpeter is an in-demand writer and speaker regarding job search and social media. Follow her on Twitter (@Keppie_Careers), Facebook, LinkedIn or Google+.
This is the 3rd post in our Women of HR series focusing on career. Read along, consider the advice and we invite you to comment with insights of your own.
In January, the Wall Street Journal posed the question “Is the Paper Resume Dead?”
As it turns out, the answer is “No.” Using information from HR recruiters and managers, as well as tracking sales of high quality paper stock at Staples, the author concluded that a paper resume is still a necessity, especially at places like career fairs.
Anyone job searching these days has experienced the online application. Some companies no longer even want a resume – they just want your application. But I’ve spoken to candidates who have been called for interviews and been caught off guard when asked for their resumes. Sometimes the online application is available to certain employees in the company, but not necessarily the ones doing the interviews.
It’s a confusing time to be in HR and experience the transition from paper resumes to employees who have a social media presence – perhaps even a brand!
On the one hand, we are advised to thoroughly research our candidates, perform background checks, and look into their past experience as a strong predictor of future performance. On the other, we’re advised not to let many things a candidate has posted on social media influence our hiring decision, given the possibility that the information posted is inaccurate or discriminatory. Further complicating the matter is our current employees, who, if they are involved in the recruiting and hiring process, love to Google and research the candidates as well.
Employees and job candidates also suffer from the same confusion.
Last week, I noticed a surprising post from a seasoned employee and resume coach. He posed a question on LinkedIn, ranting about a performance review that was only a “Meets Expectations” rating. While this employee said all of his supervisor’s comments were favorable, he was completely angered that the overall rating wasn’t an “Exceeds Expectations” as it had been in the past.
When he discussed the 4 page rebuttal he was in the process of preparing for HR, he received almost 25 responses – most of which advised him against posting about his employer in the first place. The question is now closed, but it is not deleted which means that his rant is forever out there for all to see – including future customers, clients and employers.
A professional paper resume – and a professional online presence – are both necessary.
When caught up in the heat of the moment, it feels good to just let loose. If we can stop and ask ourselves “Is it true?” and “Is it kind?” before we post it on line, we may be able to develop an online presence that it complements, rather than competes, with our well-written resume.
A paper resume may “make or break a bid for a job” and an online presence may make or break a career.