How to Use Social Media in Your Job Search

By Heather R. Huhman - http://heatherhuhman.com/

Networking has always been a key to success in the job search—and social media is a prime way to build mutually beneficial relationships while on the hunt for a new job. These relationships can lead you to unadvertised job openings, help you gain knowledge and understanding of your industry, and even land you a referral to a company you’d love to work at.

Getting Started

If you don’t already have a presence on the top social networking sites (LinkedIn, Twitter, and Facebook), set up an account on each one you plan on using for your career and job search. You might also choose to blog—so search around for the right platform for you. If you already have accounts on any of these sites, make sure that it’s appropriate for your job search. You never know when a potential employer might be looking! Delete the questionable content or change your privacy settings to make your online presence as professional as possible.

Completely fill out your biography, about me section, interests, skills, etc. Many recruiters and employers use search tools to find candidates that match the job description using keywords and phrases. Share your experience, education and accomplishments in your profile to help employers learn the most they possibly can about you.

Use a similar handle across networks. Make it easy for others to find you on whichever platform they use by using your first and last name in your unique URL or as your handle. If you have a common name, consider differentiating yourself by incorporating your skills or profession into your username. To check username availability across multiple platforms, use tools like KnowEm or NameChk.

Upload a professional profile photo. Help others get to know you by putting a photo in your profile. A close-up, professional headshot should do the trick.

Social Media & Your Job Search

Why do you need social media profiles to be successful in your job search? Well, there are a few reasons:

Networking opportunities. Eighty percent (or more) of job opportunities come through some form of networking—and I truly believe that networking is one of the most important tools in your job search toolkit. Meet new contacts from across the world by engaging in conversation on social media and participating in chats, groups and more.

Professional online presence. Employers today are screening candidates based on their online reputational data—profiles, search results, websites, photos, and anything else they can find that’s attached to your name. Proactively creating professional results shows that you’re serious about your job search and career.

Thought leadership. Show that you’re committed to your career by positioning yourself as a thought leader in your industry. Write blog posts pertaining to recent trends in your field, share advice from other thought leaders and participate in online groups and chats.

Connect directly with employers. Recruiters, hiring managers and CEOs are now active on social media. Read their blog, connect with them on LinkedIn or Twitter, and comment on the content they share. It’s easier than ever to build relationships with folks you might never meet in real life—take advantage of it!

Tips for Successful Social Networking

·      Focus on building mutually beneficial relationships—don’t just connect with people that can help you. Think about how you can help them, too.

·      Regularly post interesting articles, photos, videos and other content to stay visible online.

·      Don’t spam your network by constantly talking about yourself.

·      Look for folks in your industry and geographic area to follow and connect with.

·      Dedicate a portion of your day to your maintaining your online presence, following new people, thanking others for sharing your content, etc.

Why Employers Use Executive Recruiters

One employer explains why he retains recruiters to find job candidates.

March 12, 2009

By Elizabeth Bennett

 

“Recruiters are the first line of attack — almost a gatekeeper,” said Arthur Mandell, who has worked with executive recruiters to fill hundreds of positions during his 25-plus years in the commercial lending and equipment-leasing industry.

Mandell said he tends to play a very active role in the recruiting process. He also leans on recruiters when evaluating job candidates. “I would ask them to find out more about certain points [in their job history], how they would benefit the business, or about things in their background I don’t understand,” explained Mandell, whose most recent post was as executive vice president and managing director of Equilease, a privately held equipment leasing and financing company.

Like many employers, Mandell’s main concern when hiring is that the candidate be able to execute ideas and bring results. To that end, he has frequently called on his recruiting partners to plumb the depths of a candidate’s work history. “I would say, ‘Do you know this guy? Were they successful or not at their last position?’ You try to get as much information as you can.”

Having also spent time as a job seeker, Mandell is sympathetic to candidates who resent recruiters who seem unwilling to espouse their application when their background isn’t an obvious fit. “Most recruiters are advocates for employers, so if an employer has said they want someone with 15 years of experience and someone comes along with the right experience over a different number of years, they’re not necessarily going to fight that battle.” And these days, he observed, with so many people in the applicant pool, companies are in the position to be even more choosy than in the past.

Mandell is currently working with recruiters on his own employment search, and his years of experience on the other end of the process have provided some useful insights. “Job seekers can blame recruiters for not being able to communicate the position requirements, but the burden is with the employer’s senior hiring manager and the degree to which he has shared his vision with the recruiter,” Mandell told TheLadders. “Sometimes the recruiter is just the messenger.”

Cover Letter Preparedness

Before you submit your cover letter to recruiters or hiring managers, consider the following questions to gauge its readiness.

How is your cover letter addressed?
Most cover letters are overly generic. Letters addressed to “Dear Hiring Manager,” “To Whom it May Concern” or reference “The Open Position,” suggest you aren’t taking the time to personalize your application. Your willingness to spend a few extra minutes to find out the name of the hiring manager and to personalize your letter can go a long way.

How does your cover letter show you’re the right fit for a job opening?
Mention one or more of the stated qualifications from the job posting and outline how you meet them. If the job posting you are responding to states specifically that you need 7 years experience in Help Desk Management, your cover letter needs to be clear that you meet that qualification. You are putting a spotlight on a qualification that the hiring manager was specifically looking for.

How does your cover letter show the employer that you’ve read the job posting?
Follow the instructions regarding how to apply. If the posting states to specifically mention qualifications listed in posting or specifically mention the job listed in the posting then do so. The hiring manager is not looking for a generic format cover letter, they are looking for someone who has taken the time to follow the steps in the add and understood them.

What job opportunity does your cover letter say you’re interested in?
Mention the specific job title in the job posting. If you have been looking for an Executive Assistant position, but you are responding to an Office Management position make sure you update your letter. The last thing the hiring manager will want to see is a cover letter that does not seem to pertain to the posting at all.

Last, but not least…    
Take the time to read and re-read your letter before sending it. Yes, you want to be on the top of the pile and get your resume in first, but you will not get there by having spelling and grammar errors, or not taking the time to be specific about the position you are applying to. It never hurts to have a second pair of eyes, have a friend or colleague read your cover letter before sending it, they may catch something you didn’t.

Now you’re reading job postings carefully, customizing your cover letter to address what you see, and doing your homework to ensure your correspondence doesn’t sound like a form letter. You should be meeting with the hiring manager in no time at all. Good Luck!