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The latest news, trends and information to help you with your recruiting efforts.

Posted April 21, 2016 by

Reviewing job candidates’ social media profiles

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As college recruiters review job candidates’ social media profiles, they will find things they like and others not so much. These profiles tell recruiters not only whether or not candidates are qualified for specific jobs, but also if they are the right fit for their companies. Brandi Britton, District President of OfficeTeam, shares tips on what recruiters should look for when reviewing candidates’ social media profiles.

– “Many recruiters and HR professionals perform online searches of job candidates’ social media profiles to learn more about them, including their industry involvement.

– It may be a red flag to some recruiters if they can’t find candidates’ LinkedIn profiles or anything else about them online.

– A good gauge of candidates’ online activity is how often they update their profiles and if they post useful advice or comments on articles on LinkedIn and industry forums.

– In certain fields or positions, a greater emphasis is placed on digital activity. For example, many companies today rely on creative professionals to help build their firms’ online image, so they want to see that prospective hires have done the same for themselves.

– Negative comments, especially about former employers or colleagues, can cause recruiters to question a job seeker’s professionalism. There may also be concerns that this job seeker’s improper language/behavior will continue in the workplace.

– Employers may form conclusions about people’s personalities or whether they will fit in with the company’s culture based on online remarks.

– Pictures showing candidates in an unflattering light may also deter recruiters from pursuing candidates.

– Recruiters should look to get a sense of candidates’ capabilities through their online profiles. For example, check for information about candidates’ work history and key accomplishments.

– It may be helpful to check if candidates incorporated key industry terms that describe skills and specialties recruiters are looking for.

– Employers may also look for red flags like inconsistencies made on applicants’ resumes that would deter them from considering candidates.

– Keep in mind that looking up candidates online definitely has some risks. Information on the Internet isn’t always accurate; it’s hard to be sure what recruiters find relates to particular candidates and not others with the same name.”

At College Recruiter, we believe every student and recent graduate deserves a great career. We are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to excellent entry-level jobs and internships. Why not let College Recruiter assist you in the recruiting process? Be sure to follow us on LinkedIn, Twitter, YouTube, and Facebook for more information about the best practices in college recruiting.

Brandi Britton, District President for OfficeTeam

Brandi Britton, District President for OfficeTeam

Brandi Britton is a District President for OfficeTeam, the nation’s leading staffing service specializing in the temporary placement of highly skilled administrative and office support professionals. OfficeTeam has more than 300 locations worldwide and places tens of thousands of highly skilled candidates each year into positions ranging from executive and administrative assistant to receptionist and customer service representative.

Posted April 07, 2016 by

3 social media tips for job search success

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Social media can benefit college students and recent graduates searching for internships and entry-level jobs. In order to get the most out of their search using social sites, students and grads must first understand how to use them. We have some help for job seekers in this area.

Kristen Zierau, Director of Executive Recruiting at JMJ Phillip Executive Search, offers the following tips to help college students and recent grads obtain job search success with social media.

1. “When I speak with college career services departments, I give the advice that job applicants really need to clean up their profiles online. There are programs called scrappers that will pull college students and recent graduates’ posts on Instagram, Facebook, Twitter, etc. and post them on their own sites. The bad thing about this is while candidates may clean up their profiles now, another site could be hanging onto their information for years. If job seekers show photos themselves doing wild or crazy things (or maybe sometimes illegal things), it’s likely someone will find this social media post. The same concept applies to political views. Students and grads can find the devoted Bernie or Trump supporter on LinkedIn pretty easily as they are often spamming LinkedIn with their viewpoints and political “expertise.” They will also find out many of those supporters haven’t landed jobs since graduating in the summer of 2015, so be careful and keep viewpoints private unless job seekers can do it under a seemingly untraceable alias.

2. When searching for jobs on social media, college students and graduates cannot treat it like a casual message to a friend. Don’t use shorthand writing. Make sure the grammar is correct and everything sounds professional. Let’s face it; college grads need to sound like they actually graduated from college!

3. Pinging hiring managers directly on LinkedIn is a good start; do this six to 12+ months before graduation. Follow them on Twitter and other social media sources, and engage with them once in a while but not too often; it can be considered annoying. If possible, send a link back to the hiring managers showing agreement with their post; that will help keep a job seeker’s name on their minds. For example, if college students and recent graduates see a post about management from them, maybe send the hiring manager a relevant link to a Harvard Business Review article on management showing they are paying attention.”

Interested in finding more tips for your social media job search? Visit our blog and follow us on Facebook, LinkedIn, Twitter, and YouTube.

Photo of Kristen Zierau

Kristen Zierau, Director of Executive Recruiting at JMJ Phillip Executive Search

A graduate of Michigan State University’s Business School, Ms. Kristen Zierau began her successful career with Target. As one of the fastest rising employees within the Target organization, she became an Executive Team Leader, making a name for herself in the hiring, training, and development of young talent in the retail sector. Prior to joining JMJ Phillip, Ms. Zierau also completed her MBA at Walsh College with honors. Ms. Zierau made a transition to the management consulting and executive search sector, which she is currently on the executive fast-track program at JMJ Phillip. Soon she will be leading Clarke-Caniff, a brand focusing on recruiting and executive search for the retail and hospitality sectors.