Job Search Tips2getajob

This week on Tips2GetaJob internet radio show  every Thursday at 6:30 pm Est. the topic was Visible: Job Seekers and Jobs. Take a listen to what my LinkedIn connects had to say or read their comments below.

Edwin Trevino – Recruiter
It really depends on what you’re sourcing for, and exactly what your definition of “presence” is.

Jay Barrett - Human Resources Executive
It depends on the importance you place on non relevant considerations in selecting a candidate. The mere fact that someone has an online presence has zero bearing on ones ability, experience, and aptitude in performing a job–and you can be sure that you can find some sourcing managers ignore the real credentials critical for job performance.

Mitch Furman – Staffing Agency, Director
It does say something about the potential candidate, for instance that they are tech savy and understand how to and importance of utilizing all available resources in their job search. Just how much value I place on it is hard to put in words or percentages BUT I do go and look so I guess I would say there is enough value to count. That said, next thing to consider is the quality of the online presence. That old expression that “A little bit of knowledge can be dangerous” holds true here. I look at a candidate on LinkedIn and see they have a profile – a good thing. Then I see very few connections, no recommendations, etc and so the presence turns to a negative value when it should be a positive one.

Otis Collier – Recruiter/Sourcer
I have not met a hiring manager yet that has asked me about a candidate’s online presence. As a sourcer, obviously if they have an online presence it helps me in the identification of the candidate and maybe even gives me alternative ways to contact the candidate.

I cannot however say that a candidate’s online presence isn’t important. If I am recruiting for a social media manager, they better have more than just SOME online presence. They should have a scope of work that I can view to gauge if they can do the work required.

For the average candidate, I don’t think the depth of their online presence really adds any enormous amount of value when recruiting. However, WHAT (negative) they have in their online presence could potentially take away from their value.

Vivek Joshi 
Given that we live in a connected world, one of the first places that a hiring manager would look up a candidate would be on one of the many available social media sites.

Depending on the industry vertical or the role being hired for, there are merits to a candidate having an online presence; since that is the first impression that they leave on the hiring manager. A brief well-written professional profile on a popular business networking site, would likely make a good first impression on the hiring manager; and possibly lead them to connect with the candidate, to know more – essentially, getting the candidate’s foot in the door.

It is then up to the candidate to utilize this advantage, and to demonstrate to the hiring manager why she/he should be chosen.

Marc Rachiele – Marketing and HR Leader/Coach
I believe the true answer to this question depends on exactly what type of online presence the candidate has. If it is professional in nature with a strong LinkedIn profile, active participation in groups and an established network along with possibly a personal website that is used to promote ones skills and job search, it should bode well for that candidate. However, if their online presence is predominately social in nature (Facebook or MySpace) and centers on personal activity with descriptions and pictures or videos of what the candidate does with their friends each weekend that can significantly work against them. Be sure to Google yourself prior to interviewing so you know what comes up in the search. Expect that those interviewing you will do the same and, if something negative or unflattering is covered, be prepared to address it if asked. Follow on Twitter @marcrachi

Oscar Bos, MBA – Staffing Agency, Manager
In this day and age where Social Media tools like Facebook,Twitter etc. are becoming equally important as job boards for the sourcing of candidates in many market segments, for instance we are all currently using one.

The short answer is there is, specifically on a professional level in the IT sector, a lot of value placed on a candidate’s online presence.

Without an online presence a candidate will automatically put themselves at the bottom of the list. Example: LinkedIn is one of the best online sources to find, collaborate and network with true professionals. You don’t have a presence on LinkedIn you might as well pack your bags. Follow on Twitter @OscarBosk2

Podcast: Play in new window | Download | Embed

Are you a visible job seeker? If not, you should be because that’s what it takes to get a job these days. Recruiters and hiring managers look online and offline for passive candidates. 

Ian Siegel – CoFounder | CEO at ZipRecruiter.com
Just a heads up that ZipRecruiter is not a free product. We charge a monthly subscription fee (ranging from $59 to $199) for job distribution. That fee gets you on 27 job boards. There is a free trial on all new accounts so you can determine whether we drive candidates for you before you pay. Monster is an optional upgrade on a per job basis and costs $199 per post. Happy to answer any questions people may have.

Natalia K Bilash – Executive Recruiting Specialist
No wouldn’t use ZipRecruiter. I work exclusively on senior-level retained searches. Most of my candidates are passive. I once posted a more junior-level position on Monster – 100% of the applicants didn’t bother reading past the title of my job posting and none of them were qualified for the position. It was a complete waste of my time.

Wallace Jackson  – Follow @WallaceJackson
Contract Work, Possibly, Sure…would use ZipRecruiter.

Jessica Mainor – Recruiter
Definitely, would use ZipRecruiter!

Brijendra Chaudhary – Human Resources Professional – Follow @BrizHR 
Yes, sure I would use ZipRecruiter. Try LinkedIn profile

Rayanne Thorn - Marketing Director – Follow @Ray_anne
Most Job Posting Distribution tools post to Monster. Quality job distribution (which IS candidate sourcing) is never free. As the saying goes, you get what you pay for…

Cora Mae Lengeman – Recruiter – Follow @1CoraMae
I don’t post jobs and don’t use an applicant tracking system. Both make little use of recruiting and the latter (ATS) neglects to show qualified people who didn’t use the “right” key word. Recruiting is about people. I like it that way. And before you ask recruiting this way has not hurt my business, but helped it. Many companies are tired of seeing the same ole resumes from the resume mills, job boards and lazy recruiters who can’t sell a position or company. Try talking to people if you want to be a recruiter!

Stacy Bjarnason – Director of Business Development (Temp Agency) Follow @MollyBrownTemps
Probably not. Hasn’t been a good fit for us in the past. We are better off with local online publications. Great question! Hope you are doing well.

Alan Sherwood, MBA, is Founder and President of Sherwood Consulting Service, serving nonprofit organizations with fundraising counsel; Owner of Cranewood Properties, a Real Estate Investing firm; and President of Successfully Unemployed.

He serves individuals with career coaching, writing, and conducting workshops at churches and job fairs. Prior to this, he worked on the executive teams of two large hospitals and in higher education.

He is the author of Successfully Unemployed: Moving From Job Loss to More Fulfilling Work. The publisher anticipates releasing the book this summer. He is also the host of a weekly Internet radio broadcast entitled Successfully Unemployed. Alan has a passion for helping people become more successful at finding or creating more fulfilling work. Connect with Alan on Twitter and LinkedIn

Company research – Where you would like to work can be challenging if you don’t know what to look for and where to look. Below you will find some great suggestions from my LinkedIn ‘connects’.

Serge Bronstein 
Look for a solid reputable company run by solid reputable people. Don’t be afraid to ask them questions. If you have any doubts, let the job go. A lot of people will waste your time.

Ed Han  on Twitter 
1. Stability. Is the business financially stable? If not, are they poised to do something interesting? If they’re public, this is easy to learn by checking out equity research reports on the business. For private businesses, the D&B Million Dollar Database is helpful in understanding this.
2. What is the business model? Are they a products, services or both organization? Who are the customers and why do they give their money to this business rather than a competitor?
3. What is the culture? Are they very aggressive or more congenial? Is the culture a good fit for the candidate?
4. Most importantly: who do you know there? LinkedIn itself is a terrific resource for this. It’s also a good way to build a list of aspirational contacts: people with whom one wishes to connect.

Bill Conerly 
First, information to help in the interview. Know the company’s history, products, delivery methods, recent financials, challenges, opportunities, etc. (Then in the interview ask about how your work would relate to all this.)
Second, information to help you determine if you want to work there. Too many interviewees are strictly in sales mode, never wondering if this is a good fit for them. Talk to current employees as much as possible. Linked In is great for finding them. Ask them what their frustrations were. Then ask the hiring manager what employee frustrations are. You’ll never find a job without frustrations, but if the manager is clueless, look for another opportunity.