The Art of Being Found Who do they see when they DO find you?
ME Rolf Kramer rolf@kranect.com @Kranect - Started in Staffing in 1997 - Employee #2 of a start up that grew to 7 offices - VP of Colorado Operations, grew to $12 million - 5 Years as Enterprise Sales for Bullhorn - Kranect since August 2012 Rolf Kramer rolf@kranect.com @Kranect
Evolution of Finding a Job “Back in the Day”
Web 1.0 1999 superbowl
Today Linkedin 2002 Facebook 2004 Twitter 2006
Leverage Your Connections CMO of your own personal services corporation
Some say as many as 80% of open jobs are unpublished
Recruiters
Can your next job find you?
BOOLEAN Logic AND * OR “ ” ( ) Developer AND Java AND Cloud “ ” ( ) Developer AND Java AND Cloud Admin* = Administrator, Administration, Administered Java OR SQL OR Oracle “Project Manager” “Software Developer” (Java OR Oracle) (Developer AND Engineer) (“Project Manager” OR “Product Manager”) AND Developer AND Admin*
“Inspirational quote” Twitter example #ArtofBeingFound #Jobsearch #Developer @Kranect “Inspirational quote” Show engagement with: -Community / Networking events -Companies -Industry trends
Personal Website 56% of hiring managers think a personal website is the most impressive branding tool Only 7% of job seekers have them
After all that……..
Conclusion Networking and Referrals Start Slowly Share Articles Tweet once a week – Re-tweet other Tweets Read blogs Write a blog post Follow all companies you may be interested in working for Good hard look at your LinkedIn Profile Learn Boolean logic Dream job, can it search and find YOU Who are they going to see when they do
Thank You Please tweet your questions to @Kranect or use #ArtofBeingFound
Marketing – see notes "The Art of Being Found" (and who do they see when they find you?) The Modern Job Search Rolf Kramer Can your dream job find you? Looking for work and securing employment have changed drastically in the last 10 years. In his presentation, Rolf will help you walk a mile in the moccasins of the modern recruiter. You'll get practical tips on how to be found more easily and present a personal brand that entices conversations with potential employers and recruiters. My BIO: Feel free to shorten if needed Rolf Kramer, Founder & CEO, Kranect, LLC. Rolf has 20 years’ experience in the staffing industry. Rolf spent 8 years successfully building and managing a highly successful IT staffing team in Denver, Co. from 1999 - 2007. In 2007 Rolf joined Bullhorn, a market leader in staffing software, and helped build market share among the largest enterprise staffing companies in the world. In August of 2012, Rolf started Kranect, a premier staffing and consulting agency working solely with skilled professional information technology workers and businesses along the Front Range of Colorado. Rolf is a native of Colorado and holds a Bachelor of Arts degree in Business Administration from Fort Lewis College in Durango. After college, Rolf spent three seasons as a sponsored athlete on the World Pro Mogul Tour. Rolf and his family enjoy skiing, rock climbing, river rafting and riding their mountain bikes.
Hiring managers sending friend requests 35 Percent of Employers Less Likely to Interview Applicants They Can’t Find Online, According to Annual CareerBuilder Social Media Recruitment Survey Majority of employers now use social networks to screen candidates 35 percent of employers who screen via social networks have sent friend requests or followed candidates that have private accounts; most are granted permission CHICAGO, May 14, 2015 – Avoiding a professional online presence may be hurting your chances of finding a new job. More than one third of employers (35 percent) say they are less likely to interview job candidates if they are unable to find information about that person online, according to CareerBuilder’s annual social media recruitment survey. The national survey was conducted on behalf of CareerBuilder by Harris Poll between February 11 and March 6, 2015 and included a representative sample of more than 2,000 full-time, U.S. hiring and human resources managers across industries and company sizes. Social media recruitment on the rise Fifty-two percent of employers use social networking sites to research job candidates, up significantly from 43 percent last year and 39 percent in 2013. “Researching candidates via social media and other online sources has transformed from an emerging trend to a staple of online recruitment,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “In a competitive job market, recruiters are looking for all the information they can find that might help them make decisions. Rather than go off the grid, job seekers should make their professional persona visible online, and ensure any information that could dissuade prospective employers is made private or removed.” Haefner points out that most recruiters aren’t intentionally looking for negatives. Six in ten (60 percent), in fact, are “looking for information that supports their qualifications for the job,” according to the survey. For some occupations, this could include a professional portfolio. Fifty-six percent of recruiters want to see if the candidate has a professional online persona, 37 percent want to see what other people are posting about the candidate, and 21 percent admit they’re looking for reasons not to hire the candidate. Additionally, 51 percent of hiring managers use search engines to research candidates. Social media recruitment by industry Hiring managers in information technology and financial services are the most likely to use social networks to screen candidates; retail had the lowest share. Information Technology: 76 percent Financial Services: 64 percent Sales: 61 percent Professional & Business Services: 54 percent Manufacturing: 49 percent Health Care: 49 percent Retail: 46 percent Hiring managers sending friend requests Thirty-five percent of employers who screen via social networks have requested to “be a friend” or follow candidates that have private accounts. Of that group, 80 percent say they’ve been granted permission. Content can help and hurt job prospects Depending on what hiring managers find, candidates’ online information can help or hurt their odds of getting a job. Forty-eight percent of hiring managers who screen candidates via social networks said they’ve found information that caused them not to hire a candidate – down slightly from 51 percent last year. The following are the top pieces of content that turned off employers: Provocative or inappropriate photographs – 46 percent Information about candidate drinking or using drugs – 40 percent Candidate bad-mouthed previous company or fellow employee – 34 percent Poor communication skills – 30 percent Discriminatory comments related to race, religion, gender, etc. – 29 percent About one-third (32 percent), however, found information that caused them to hire a candidate, including: Candidate’s background information supported job qualifications –42 percent Candidate’s personality came across as good fit with company culture – 38 percent Candidate’s site conveyed a professional image – 38 percent Candidate had great communication skills – 37 percent Candidate was creative – 36 percent Script flipped A separate survey found that some savvy job seekers are using social media to their own benefit. One in seven (15 percent) workers check out hiring managers on social media, with 38 percent of that group seeking to directly interact with the individual. This survey was conducted online within the U.S. by Harris Poll on behalf of CareerBuilder among 2,175 hiring and human resource managers ages 18 and over (employed full-time, not self-employed, non-government) and 3,105 employees ages 18 and over (employed full-time, not self-employed, non-government) between February 11 and March 6, 2015 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 2,175 and 3,105, one could say with a 95 percent probability that the overall results have sampling errors of +/- 2.10 and +/- 1.76 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.
Hiring managers sending friend requests Thirty-five percent of employers who screen via social networks have requested to “be a friend” or follow candidates that have private accounts. Of that group, 80 percent say they’ve been granted permission. Content can help and hurt job prospects Depending on what hiring managers find, candidates’ online information can help or hurt their odds of getting a job. Forty-eight percent of hiring managers who screen candidates via social networks said they’ve found information that caused them not to hire a candidate – down slightly from 51 percent last year. The following are the top pieces of content that turned off employers: Provocative or inappropriate photographs – 46 percent Information about candidate drinking or using drugs – 40 percent Candidate bad-mouthed previous company or fellow employee – 34 percent Poor communication skills – 30 percent Discriminatory comments related to race, religion, gender, etc. – 29 percent About one-third (32 percent), however, found information that caused them to hire a candidate, including: Candidate’s background information supported job qualifications –42 percent Candidate’s personality came across as good fit with company culture – 38 percent Candidate’s site conveyed a professional image – 38 percent Candidate had great communication skills – 37 percent Candidate was creative – 36 percent Script flipped A separate survey found that some savvy job seekers are using social media to their own benefit. One in seven (15 percent) workers check out hiring managers on social media, with 38 percent of that group seeking to directly interact with the individual. This survey was conducted online within the U.S. by Harris Poll on behalf of CareerBuilder among 2,175 hiring and human resource managers ages 18 and over (employed full-time, not self-employed, non-government) and 3,105 employees ages 18 and over (employed full-time, not self-employed, non-government) between February 11 and March 6, 2015 (percentages for some questions are based on a subset, based on their responses to certain questions). With pure probability samples of 2,175 and 3,105, one could say with a 95 percent probability that the overall results have sampling errors of +/- 2.10 and +/- 1.76 percentage points, respectively. Sampling error for data from sub-samples is higher and varies.