This is a guest post by Honest College writer Tom Grant.
Job markets are competitive; America, slowly climbs out of recession as employers struggle to survive, ushering small numbers of job openings to troves of unemployed workers. Traditionally, a great resume, experience and the knowledge to efficiently address an opening helped improve a candidate’s chances.
Today, aspiring candidates are more proactive, engaging in a number of activities rooted in social media, which help raise interest in talents as well as supplements resume information.
In a job interview, human resource agents ask questions; yes, the answers are important, but more so, agents want to get an idea of how the candidate thinks. Starting a personal blog allows consumers, cohorts, and owners to read a person’s thoughts on an industry, skill curation, learning new skills, and so on.
Like former experiences, blog posts provide information about what a candidate has done, strengthening a resume with supplemented online presence.
Twitter, rivaling Facebook among the top social networks, allows a member to construct 140-character messages, replete with hyperlinks and/or hash tags (#) denoting a theme or trend. Study a given industry, searching for social networks associated to a given industry; for example, the tech industry may have high numbers of workers on Twitter, yet members of the fashion industry use Facebook.
Inspiring a big social following creates another positive signal of authority to express to human resource agents, increasing the chances of being hired.
LinkedIn is perhaps one of the best social sites that help potential seekers secure jobs. Unlike Facebook or Twitter, LinkedIn is business focused, with prior clients and cohorts providing recommendations and positive signals to respective accounts and associated personalities.
Like word-of-mouth affecting consumers regarding goods and services purchases, LinkedIn influences owners and HR dept. members regarding what peers think about a particular candidate. Wrangle Human Resources is a similar platform.
Google Plus is search giant, Google’s answer to social networking. Like Facebook and Twitter, there is no slant toward use; people post business, entertainment, and personal information on accounts. However, Google, the biggest search engine in the world, pulls Google Plus information in some instances and implants it along with other results. Those who have a high following or many shares may appear in results, which could serendipitously impress those hiring.
In today’s world of business, a number of owners proactively approach sought candidates; information available on the Web allows owners to research personalities, so rather than publish a job opening, positions are filled by roving in-house agents.
As mentioned in the introduction, today’s job markets are fiercely competitive. Young and old practitioners vie for a small number of openings. Scarce job openings mean it’s very important to find the right people to fill them; owners do not want to invest time, money and resources toward a new candidate who will not fit in well.
Candidates, finding themselves in fierce competition with others, do all they can to better chances of attracting attention, blogging regularly, sharing information on Twitter, encouraging others to review them on LinkedIn, and using Google Plus to their advantage.
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