Skip to main content

Social Media and Job Search III

We have covered the topic of using social media in job search before. Today, however, I would like to bring up this “old” topic again by sharing another ABC News video with you; I am going to highlight three “new” suggestions.

First, a LinkedIn profile could be more important than a resume. Many recruiters may feel that a public profile on the Internet can better reflect a candidate’s “real” credentials because people tend to be “honest” when they disclose their experiences, responsibilities, and education online. To me, a LinkedIn profile is definitely more important than a resume because I have found it more efficient and effective to refer a student or a job seeker to my connections on LinkedIn.

Second, keep in mind that few employers want to hire negative persons --- a negative person can be referred to as those who constantly complain about just anything. Job seekers need to be very careful of what they put on the Internet. Here, avoiding negative complaints is different from having professional or even critical opinions. As a matter of fact, a candidate can demonstrate his/her expertise by being critical. I believe the key is whether a candidate knows what he is talking and whether s/he can offer constructive criticism.

Last, a candidate is advised to show his/her personality. Job seeking is very similar to “dating” in a lot of sense. While an employer is looking for candidates who fits in the organizational culture and the jobs, job seekers also want to settle for the jobs they like. If a candidate does not fit in the organization or job but secures a job offer by “pretending” to be somebody else, the candidate will find his/her life miserable in the new position and may soon leave the company. Showing a candidate’s true personality can be good for both employers and job seekers.

What additional suggestions do you want to add in regard to using social media in job search?

Relevant discussions:
Revisit Social Media and Job Search
Social Media Job Search Tactics

Comments

  1. The link for embedded video: http://abcnews.go.com/Business/video/job-search-social-media-ditch-resume-hunt-nontraditional-ways-internet-professional-contacts-business-13581468

    ReplyDelete

Post a Comment

Popular posts from this blog

Luxury vs. Millennials and Their Technology: The Ritz-Carlton (By Julia Shorr)

Embodying the finest luxury experience, The Ritz-Carlton Hotel Company, LLC has been established since 1983. In 1998, Marriott International purchased the brand offering it more opportunity for growth while being independently owned and operated. They are known for their enhanced service level as the motto states, “Ladies and Gentlemen serving Ladies and Gentlemen”. The luxury brand now carries 97 hotels and resorts internationally and is attempting to keep the aspects of luxury while keeping up with the trends of the technologically improving generations. The Varying Demographics of the Target Market The Ritz-Carlton’s typical target market includes: business executives, corporate, leisure travelers, typically middle-aged persons and elders, and families from the upper and upper-middle class section of society .   This infers a large range of types of travelers in which all are similar in that they are not opposed to spending extra for the luxurious ambiance. However, with

The challenges of SB 93 (California Senate Bill No. 93) will impose on the employers and their human resource management team (by Brittany Schaffer)

The COVID-19 pandemic started in early 2020, and it has caused massive changes within a short period of time. One of the most rememberable effects of the COVID-19 pandemic was that businesses had to come to a complete halt, forcing them to lay off employees. California's unemployment rates went up.  Now that the stay-at-home orders have lifted, people start to come out. Businesses are now reopening, looking to rehire their laid-off employees. Before the pandemic, employers had the option of recalling only a certain number of laid-off employees they would want to rehire based on employees' job performance. That option had been changed after Governor Gavin Newsome signed into law - Senate Bill 93, which went into effect on April 16th, 2021. The California Senate Bill No. 93 (SB 93) According to SB 93, companies in specific industries, mainly the hospitality industry, have the obligation to provide job opportunities in written form to qualified employees being laid off due to COVI

Want to win in future competitions? Invest in data-driven decisions now

Speaking of the permanent changes in the hospitality industry, many people will probably agree that demands for “bleisure”/“work-from-anywhere” travel and contactless self-service will continue to grow in the near future. Not everyone, however, realizes that data-driven decisions will become a key driver for growth in the industry, which has already affected how we do business now.   Automatic service enables businesses to capture more operational and consumer data for business decisions   One advantage of using automatic service comes from its ability to spontaneously capture and store real-time operational and consumer data for additional analysis. In the old-time when businesses still relied on workers to serve customers, operational data were collected usually through careful book-keeping, documentations, and observations; consumer data through market research were often limited to their perceptions, behavioral intentions, or past experience.     Now that automatic service is provi