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Job Seekers Use Social Media To Stand Out.

Recently the New York Times wrote the article“Tweeting Your Way To A Job”The article talks about Murphy-Goode Winery applicant No. 505, Amanda Casgar, chasing her dream job as MGW’s “Lifestyle Correspondent” where she would be in charge of promoting the vineyard’s malbec and chardonnay on blogs, Facebook and Twitter. The job pays $10,000 a month, plus free accommodations at a private home near the tasting room. The strategy that landed her a spot in the NYT's article was using Social Media venues to stand out among the sea of applicants (as would seem to be appropriate). Here is her “Really Goode Job Application” posted on YouTube.The article also mentions the future trend of "Social Media Correspondents" and gives examples of companies ahead of the trend. It claims that personal relations is the new public relations. I'm once again hopeful that more companies will leverage social media to listen and engage with their consumers.While I applaud Mrs. Casgar’s boldness and creativity, I will say I was disappointed when I checked out her twitter stream… It was full of broadcast tweets and there wasn't one @reply. This is a major “Fail” for many of the companies who are just starting out in social media, and definitely a "Fail" for a self proclaimed social media guru wanting to land a job to show them how it’s done. With that said, I love hearing stories about people who pushed themselves way out of their comfort zone to chase their dreams. I'm in Amanda's corner and would be happy to help her land this gig should she be open to taking some crash courses on this new kind of PR.Amanda's not the only one using Social Media to stand out...Nicole Walls, longtime Restaurant Industry performer and hopeful front runner for a Macy’s Director of Recruiting Opportunity (that had over 1,000 applicants), decided to throw a little Social Media fun into her Career Campaign and opened a Twitter profile @macysfan. Using Twitter search, she immediately begin interacting with @MacysINC and other Macy fans.And, with the help of a charming secret weapon and a great coach, she created a YouTube video of her own YES, of course I am biased.Share with me your thoughts on:1) Job seekers using social media to stand out.2) Companies hiring Social Media Correspondents.3) Why the Restaurant Industry is losing some of it's top talent to other industries during this Talent Buyers Market.Amanda HiteFounder, CEO, Change AgentTalent Revolution Inc.
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Comments

  • I'll post again next week Amanda...we're rolling out the A Game with 400 youth for a summer program starting next week, so this week is tight!!
  • Hey Matt!

    Another great example of leveraging SM as it relates to your career is YOU and your most recent blog series. Well done, I miss reading it.
  • "And I think we've barely got that particular party started"

    John, right on! Thank you for your very insightful thoughts. Relationships are the best gift from SM. Period.
  • Amanda, you can't escape your energy, or Nicole's! Your post made me really think.

    Maybe the energy to try new things is what social media can really deliver on. Because compared to the contrivance of most PR, social media can provide a party atmosphere, and one that is very low overhead. If one strategy doesn't work - and Facebook Fan pages often don't - you can try something else. There is less friction in it than trad PR, press release, seeded industry mag article and all that; with less friction, Newton's law holds - you can go far.

    My 2 cents worth - if I'm applying to be an engineer, I'm not sure social media as we think of it will help that much. Mostly people want a serious person with good credentials and references, a team player, someone who isnt frivolous in a negative way. On the other hand, if I'm applying to be a social media consultant, showing my talents makes some kind of sense.

    I say 'social media as we think of it' because we tend to equate social media as = twitter, facebook.. and impression management in general. But contriving an image or impression isn't always a sociable thing to do. A light touch, or pure intent, is often best. Too much makeup can be a turn-off, a little can work well... Social media can be very antisocial, as we often see.

    I say a telephone is a social medium. Going back to the case of the engineer, s/he may need to be good on the phone in the new job. If so, it makes sense to see if s/he can use the phone effectively, just like University deans should know if a published professor can become good teachers - before they hire. Similarly, engineers today need to use IM, and other web tools, to collaborate. If the applicant can't/won't work on these platforms, it may be a problem going forward.

    I'm sure that in so far as trad PR is found wanting, some PR people will continue to re-emerge as 'social media PR people'. But what's driving social media may be the recognition that atomized collaboration throughout and outside of the organization has huge potential benefits. And I think we've barely got that particular party started.
  • Great discussion topic really! Companies need solid social media policies and sooner or later they will realize that they don't have the control they fear of losing... thank you Mr. Big for great discussion.
  • Amanda I couldn't agree with you more but you know it's all about perception and how far someone is going to go to prove a point.

    Shame on them for those who do discriminate. While it is not illegal to look at someones Facebook page, companies are choosing to establish their own in house policies in fear of litigating cases such as these which are popping up more often. While these cases are in the banking industry, it will only take one case in the hospitality industry to cause a stir amongst hospitality HR professionals.
    Just something for recruiters and HR professionals to think about and discuss with their teams in how to ensure that what is being viewed in a social medium is used professionally and legally.
  • I agree that many companies fear it. I'm sure they feared cell phones, TV and the internet. What if...

    What if an employee speaks to a news reporter and tells them and says the wrong thing.. (put a good policy in place, period).

    What if an employee says or behaves inappropriately on an online network while representing our company? (well handle it the same way you would if they did the same thing in an offline network.)

    Recruiting using SM is about using the online tools to communicate, connect and build relationships. Just like you would offline It is not illegal to look at someones public facebook page it IS illegal to discriminate against someone who's pregnant. If a company or an employee engages in stupid behavior online then I feel the same if they do offline -- shame on them...
  • While I am a very big proponent of social media and the many benefits it brings to recruiters, there are many companies who are forbidding their recruiters in using this tool. Why? Legalities.....

    In the state of Connecticut, a court case is pending in which a candidate is suing a potential employer claiming their decision was based on obtaining illegal information. How did this happen? Simple, the employer went to the candidates Facebook account and found out the candidate was expecting a baby in 5 months while her friends were excited in planning the baby shower. As a matter of law, any employer, if called on the carpet, must disclose where they obtained the information pertaining to any reference or background check. In this case, the recruiter honestly disclosed that the information was obtained from Facebook. Any 1st year lawyer will be able to connect the dots and argue that this is illegal in that refusing to hire on the basis of pregnancy is prohibited by the Pregnancy Discrimination Act, which is part of Title VII of the Civil Rights Act of 1964.

    Think how many Human Resource managers are rethinking their companies involvement in social media? While the technology is cutting edge, basic human resource policies are being used for lawsuits (frivolous or not) against that same technology that is developed to make recruiters life easier. At a recent regional SHERM meeting, this is a very hot topic. HR Managers have put policies into place that forbid their company employees from maintaining or even viewing a social site while on the company time. It seems ridicules that a candidate can post every piece of information on the Internet for millions to see and the minute it's used to disqualify them for a job, it's the companies fault!!

    Only In America...
  • awesome ideas on how to stand out using social media Amanda. It made me think, "how can you go REALLY big and show the company there is ROI in hiring you before you even interview?" Is there a way to use SM to start a tribe that wants to see you hired or a totally new fan base for the company by building a linked in group/facebook group/ TR group or even your own Ning page?

    I do like the video on YouTube idea and it shows you can use new media and be authentic in your recruiting. Since we all know Nicole is amazing, the only thing I saw for improvement was showing some ROI...what do I get other than a fan for my brand by hiring her if I'm Macy's and does she already own my brand would be my questions? Could be cool to actually have her stand in front of the store in the mall getting hourlies to apply...maybe a bit over the top, but it's a tight market!
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