Social Media: Issues For Careers Companies

Social media
Issues for career companies

Workshop for the National Careers Service, Manchester, 27th February 2014 By Tristram Hooley (Reader in Career Development)
Key questions
What is the impact of the internet/social media on individuals careers? What skills do individuals need to make the most of these opportunities? What do advisers need to know? How does their practice need to change? What should you do as a company? What should your policy be?
www.derby.ac.uk/icegs
What is social media?

Internet services where the online content is generated by the users of the service.
Why should careers companies be interested in it?
Discuss: What opportunities does the internet offer you in your career?
Recruiting in the social media era
http://www.youtube.com/watch?v=QHPQ61b40ss
What are employers doing?
Some good questions Are employers advertising vacancies through social media? Are employers using social media to identify possible hires? Are employers using social media to screen possible hires? How is information gleaned from social media factored into the process? What things swing employers one way or another?
Some research
Girard et al. (2013), Integration of Social Media in Recruitment: A Delphi Study, in Bondarouk & Olivas-lujn (ed.) Social Media in Human Resources Management Betances et al. (2012). Personal social networking: Affects on companies hiring decisions. http://scholarsarchive.jwu.edu/mba_student/9/?utm_source=scholarsarchive.j wu.edu\%2Fmba_student\%2F9\&\#38;utm_medium=PDF\&\#38;utm_campa ign=PDFCoverPage Joos, J. G. (2008), Social media: New frontiers in hiring and recruiting. Empl. Rel. Today, 35: 5159. Pike et al. (2012) "You Saw THAT?: Social Networking Sites, SelfPresentation, and Impression Formation in the Hiring Process" AMCIS 2012 Proceedings. Paper 8. Vicknair et al. (2010). The use of social networking websites as a recruiting tool for employers. American Journal Of Business Education, 3 (11).
What does it say
Some employers are advertising vacancies through social media Hiring (just) through social media is rare. Some employers are using it for screening applicants. But employers are unsure exactly what to do with this information, whether it helps the hiring process and how to use it. Many applicants are unaware that this is the case. But some applicants are actively managing their online profiles with this possibility in mind.
Discussion: What do employers like/not like to find out about you online?
The research says they dont like
Evidence of poor communication skills Substance abuse content, Bad mouthing former company/boss/colleagues, Posting provocative / inappropriate photos.
What opportunities does the internet offer our careers?
Access to career information

An opportunity to interact with potential employers A place to build and maintain your professional network A place to raise your profile and manage your reputation.
Making the most of this takes skill
http://www.youtube.com/watch?v=NnwLepUfSFs
http://www.youtube.com/watch?v=DCXlkIojzGc
Changing
Curating
Collecting
Creating
The 7 Cs of digital career literacy
Critiquing
Communicating
Connecting
1. Changing
http://www.youtube.com/watch?v=539A_UZdjg
2. Collecting
Collecting
Search
Alerts Networks
3. Critiquing
Some tools for critiquing
Look at URL Who created the site The date it was last updated Ask Who paid for the site Why the site was created in the first place Consider Whether the information is available elsewhere?
4. Connecting
5. Communicating
dEr Sir I wud lIk 2 apply 4 d advRtizd job. I BlEv dat I hav d neceSrE skills required 4 d post & dat I wud b a gr8 aDitN 2 yor team. urs faithfullyTristram Hooley
Dear Sir I would like to apply for the advertised job.
I believe that I have the necessary skills required for the post and that I would be a great addition to your team. Yours faithfully
Tristram Hooley
What makes for effective communication
With potential employers? With your current boss? With your current colleagues? With your professional network? When approaching someone new? With friends and family?
Does this change across different tools?
6. Creating
Portfolio building
http://www.samjayheaton.com/
Portfolio II
http://www.andythecabinetmaker.net/index.html
Portfolio III
http://www.limegreenbogiegirl.blogspot.co.uk/
Discuss
What content could make people in your professional network think more positively about you? What kind of content might be dangerous? What is the minimum?
7. Curating
Curating
Manage it by building a narrative Swamp out the bad stuff/less useful Delete things (if you can) that are really damaging Explain the damaging things that you cant delete
So what do your advisers need to know?
Rule 1: Youve got to be in it to win it
You wont engage people through social media unless you are there.
Where should you be? Which tools, which networks?
Rule 2: Tell people you are there
If no one knows, no one will come. Use Your website Email lists Post messages in forums Use your network It has to be a service that you market like any other service you run
Rule 3: Content is king
People wont come and look at an empty page. What are you going to put there for people to look at/respond to/engage with. What are you going to put there if they come back tomorrow.
What content can you post?
Comments Questions Links Photos Job opportunities Stuff that you are creating for other purposes etc etc
Rule 4: Conversation trumps content
Giving people stuff to look at is OK. But talking to them is better. If you want to engage people you need to present information to them in a way that they will want to engage with. Youll also need to respond to them when they engage.
Rule 4: People talk to people not organisations

Who would you rather talk to?
A person
A brand
Social presence
Online interactions rob us of many of the social cues that we rely on in normal conversation. We need to work hard to replace them. E.g. Photos Names Information about ourselves
So where now?
Bibliography
Hooley, T. (2011). Careers work in the blogosphere: Can careers blogging widen access to career support. In: Barham, L. & Irving, B.A. (eds) Constructing the Future: Diversity, Inclusion and Social Justice. Stourbridge: ICG. Hooley, T. (2012). How the internet changed career: framing the relationship between career development and online technologies. Journal of the National Institute for Career Education and Counselling (NICEC). 29. Hooley, T., Hutchinson, J. & Watts, A. G. (2010). Enhancing Choice? The Role of Technology in the Career Support Market. London: UKCES. Hooley, T., Hutchinson, J. & Watts, A.G. (2010). Careering Through The Web. The Potential of Web 2.0 and 3.0 Technologies for Career Development and Career Support Services. London: UKCES. Longridge, D. & Hooley, T. (2012). An experiment in blended career development: The University of Derby's social media internship programme. Journal of the National Institute for Career Education and Counselling. 29. Longridge, D., Hooley, T. & Staunton, T. (2013). Building online employability: A guide for academics. Derby: International Centre for Guidance Studies, University of Derby.
Tristram Hooley
Reader in Career Development International Centre for Guidance Studies University of Derby http://www.derby.ac.uk/icegs t.hooley@derby.ac.uk @pigironjoe
Blog at http://adventuresincareerdevelopment.wordpress.com

Social Media: Issues For Careers Companies

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Social media

Issues for career companies

What is social media?

Why should careers companies be interested in it?

Recruiting in the social media era

What are employers doing?

What does it say

The research says they dont like

What opportunities does the internet offer our careers?

Access to career information

Making the most of this takes skill

The 7 Cs of digital career literacy

Some tools for critiquing

What makes for effective communication

Does this change across different tools?

So what do your advisers need to know?

Rule 1: Youve got to be in it to win it

Rule 2: Tell people you are there

Rule 3: Content is king

What content can you post?

Rule 4: Conversation trumps content

Rule 4: People talk to people not organisations

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