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DATA Inc. USA72 Summit AvenueMontvale, NJ 07645(201) 802-9800www.datainc.biz
Find us on…
PMI Westchester Job GroupSeptember 7, 2012
Social Mediaand your career
A unique approach forfinding your next job
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In this presentation
• About DATA Inc. and the speaker• Evolution of Hiring• The basics of Social Networking
– How it works, actions, etc.• What recruiters look for
– The good, the bad and the ugly• How to brand yourself on Social Media?• Uncovering hidden job opportunities
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ExpertiseScalability
About DATA Inc.Over 25 years experience delivering:
Delivery Model Cost
Customer Service
- Staff Augmentation - Software Solutions - Products
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Proven Delivery ModelUS Based Company – Started in 1983….Delivering in
• Staff Augmentation– Providing contingent resources (technology) in :
• USA • UK• Switzerland• India
• Software Solutions – Project work delivered locally or globally (hybrid) in:
• USA• UK• India
* Planned expansion in other geographies
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Recognition
• Featured in leading industry publications• Speakers at top industry events• Awarded the highest partner and industry honors
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Partial List of Clients
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About George Nikanorov
• Over 14 years of Marketing and Communications Experience
• Head of Marketing at DATA Inc. and Adjunct Professor with Passaic County Community College
• Profiled and interviewed by Crain’s B2B, Corporate and Incentive Travel, etc.
• Active Volunteer with charity organizations
Twittertwitter.com/george_n
LinkedInlinkedin.com/georgen
Facebookfacebook.com/gnikanorov
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Evolution of Hiring
Emails to network / database,
email responses,
reviewed over days
Classified Ads,
Unsolicited resume
submittals
Phone calls to network,
faxed responses,
reviewed over days/weeks
Automated publishing >>> Automated screening >>> Automated matching
Advertise on Job Boards,
scan Job Boards, resumes reviewed same dayToday…
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What has changed
»Pace
»Scope
»Precision
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How do job seekers react ?
• Writing a good resume• Building a local personal
network• Face to face networking
opportunities• Applying to classified ads• Sending unsolicited
resumes
Do you abandon traditional methods?
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• The practice of expanding the number of one's business and/or social contacts by making connections through individuals.
• Based on the six degrees of separation concept • Any two people on the planet could make contact
through a chain of no more than five intermediaries
• Establishes interconnected Internet communities• Helps people make contacts that would be good for
them to know, but would have been unlikely to have met otherwise
Definition of Social Networking
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Six Degrees of SeparationGeorge Nikanorov – Integrated Marketing and Communications Strategist500+ Connections – http://www.linkedin.com/in/georgen
1st Degree 2nd Degree 3rd Degree 4th Degree 5th Degree 6th Degree
Jennifer D’Costa – Senior Account Manager at DATA Inc. 305 Connections on LinkedInDATA Inc. ClientBanking IndustryJohn Thain Chief Executive Officer – CIT GroupTimothy GeithnerSecretary of the Treasury – US GovernmentBarack ObamaPresident of the United States
2nd Degree
2nd Degree
3rd Degree
3rd Degree 4th Degree
4th Degree 5th Degree
5th Degree
6th Degree
6th Degree
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Social Networking• Another weapon in your arsenal• Aircraft carrier – projects capabilities beyond
conventional expectations
Domain Expertise
Technical Knowledge
Role
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Social Networking Advantages
• Quick and easy research on individuals and organizations– Leads on opportunities can be found throughout your
network– Connections to recruiters and hiring managers can be
made through a variety of different channels
• Build your ‘‘professional and personal brand’’– Advertise yourself in front of your peers, hiring
managers and recruiters
• Be searchable– Another version of your professional resume
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• Not a replacement for conventional recruiting practices• Meant to ‘augment’ the way we recruit
• Two pronged approach• Train recruiters and sales staff to ‘brand’ themselves –
allows job seekers to find them and connect
• Train job seekers to ‘brand’ themselves, join groups and utilize social networking to an advantage
• Publish jobs to social media• LinkedIn, Facebook and Twitter
What recruiters look for?How we approach recruiting over social media
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What recruiters look for?
• Teach the ‘theories’ behind social media (i.e. degrees of separation)
• Develop a keyword rich profile• Outline what you recruit for within your social
media profile(s)• Participate in job groups • Post in job groups• Utilize Social Media to further check on
candidates (if required)
What we tell our recruiters to do
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What recruiters look for?• Part of an integrated strategy
• In addition to traditional methods
• Opportunities stream directly – LinkedIn groups
(alumni and techtalk)– Facebook Page– Twitter– Other Social
Media Tools
RSS Feed
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What recruiters look for?• Consistent web presence (Good and bad)
– Who let the crawlers out (and recruiters?)
• Precision– Scalpel not a chain saw –
• Brief on a resume, yet detailed and keyword driven on Social Media
– Domain Expertise coupled with Technical Experience
• Responsiveness– Coy is for dates
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How to brand yourself?
• Connect your profiles (i.e. LinkedIn, Twitter, Facebook)
• Develop a keyword rich profile• Participate and communicate
– Question and Answers, Groups, etc.• Join groups
– DATA Inc. Tech Talk– Job Groups
• Connect with Recruiters and ‘talk to us’– Proactively Connect – Establish a rapport – Reactively
respond
What can you do?
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Standing out on LinkedIn
• Post status updates• Develop a keyword rich profile• Participate and communicate
– Question and Answers Section• Join groups
– DATA Inc. Tech Talk– Job Groups
• Connect with Recruiters and talk to us on LinkedIn
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Standing out on Twitter
• Work on your brand bio – 160 characters– Who am I?– Who do I want to be seen as?– Who do I want to be?
OR– What do I do?– What have I done?– What do I want to do?
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Standing out on Twitter
• Find the right tweeters to follow– Follow, re-tweet, tweet
• Link your Social Media lives
• Be active in your virtual lives
• Respond with attention to detail
• Connect and talk
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Standing out on Facebook• “Like” companies on Facebook• Split your lists
– Professional– Personal– Internet
• Post status updates to each lists• Make sure to keep tabs on your privacy settings
– Status Updates– Comments – Photos
• Be careful what you post• Talk to us on Facebook (i.e. find recruiters and
talk to them)
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What not to do
• Post derogatory information and links
• Post derogatory status updates
• Argue on Facebook
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Also
• Register on target companies career portals
• Find the right people to follow– Follow, retweet, tweet
• Have a detailed resume link available
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Conclusion
• Social Media Strategy is NOT a substitute, but meant to augment your current job seeking efforts
• Just like with other methods, a unified approach is required– Brand yourself through traditional and new age media
• Persistence is key
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Dedicated to your success
A copy of this presentation will be made available on our
SlideShare account at
http://www.slideshare.net/datainc
Questions?