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www.derby.ac.uk/ icegs Careering through the web Presentation to the Australian Catholic University 29 th November By Tristram Hooley (Reader in Career Development)
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www.derby.ac.uk/icegs
Careering through the webPresentation to the Australian Catholic University29th November
By Tristram Hooley (Reader in Career Development)
What we are going to try and answer
Is it true that employers are scanning our Facebook profiles during recruitment?
How can you maximise your chances of getting head hunted online?
What kind of online profile supports career building? What kinds of online information can cause you a problem
for your career? How should you use online tools to help you to organise
your professional network?
www.derby.ac.uk/icegs
Favourite website
What is your favourite website? What is your favourite career related
website? Has social media ever supported the
development of your career?
www.derby.ac.uk/icegs
www.derby.ac.uk/icegs
But…
Lots of anecdote and questionable research Typically small and unrepresentative samples. Practice is unlikely to be the same around the globe.
www.derby.ac.uk/icegs
Don’t panic!
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?
www.derby.ac.uk/icegs
Some research
Girard et al. (2013), Integration of Social Media in Recruitment: A Delphi Study, in Bondarouk & Olivas-luján (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.jwu.edu\%2Fmba_student\%2F9\&\#38;utm_medium=PDF\&\#38;utm_campaign=PDFCoverPage
Joos, J. G. (2008), Social media: New frontiers in hiring and recruiting. Empl. Rel. Today, 35: 51–59.
Pike et al. (2012) "You Saw THAT?: Social Networking Sites, Self-Presentation, 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).
www.derby.ac.uk/icegs
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.
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Discussion: What do employers like/not like to find out about you online?
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The research says they don’t like
Evidence of poor communication skills Substance abuse content, Bad mouthing former company/boss/colleagues, Posting provocative / inappropriate photos.
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The research has little to say about what they do like
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Discuss: What opportunities does the internet offer you in your career?
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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.
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Making the most of this takes skill
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http://www.youtube.com/watch?v=DCXlkIojzGc http://www.youtube.com/watch?v=NnwLepUfSFs
Curating
Creating
Communicating Connecting
Critiquing
Collecting
Changing
The 7 C’s of digital
career literacy
1. Changing
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http://www.youtube.com/watch?v=vdvo5FlRqmM
Search
Search is the way to find what you are looking for. Different search tools ranging from Google to specialist
job sites. Effective searching requires skill and the ability to use
techniques like keywords, advanced search and even more technical things like boolean searching.
Search takes time and requires you to carefully refine your search as you go.
What are the best job sites in Australia?
Alerts
Alerts are the way to find what is new. Various specialist alerts are available. They are powered by a variety of technologies including
email and RSS. More sophisticated alerts allow you to manage and refine
outputs in a similar way to search. Using alerts require foresight and an upfront investment
of time.
Networks
Networks are a way to make happenstance discoveries. Networks can operate online and offline and use a variety
of technologies. Social media is a powerful ways to activate and sensitise
your networks to your jobs earch. Using networks requires upfront investment and a
willingness to curate your networks.
3. Critiquing
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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?
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4. Connecting
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Walled gardens
Safe Private Intense
But Can be dull Lack new ideas Often have too few visitors People don’t always come
back
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5. Communicating
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Dear SirI 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
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
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?
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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?
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7. Curating
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Currating
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 can’t delete
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So…
Is it true that employers are scanning our Facebook profiles during recruitment?
How can you maximise your chances of getting head hunted online?
What kind of online profile supports career building? What kinds of online information can cause you a problem
for your career? How should you use online tools to help you to organise
your professional network?
www.derby.ac.uk/icegs
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.
www.derby.ac.uk/icegs
www.derby.ac.uk/icegs
Tristram Hooley
Reader in Career Development
International Centre for Guidance Studies
University of Derby
http://www.derby.ac.uk/icegs
@pigironjoe
Blog at
http://adventuresincareerdevelopment.wordpress.com
