LinkedIn Limitations

Vanessa NewtonVanessa Newton, program analyst, University of Kansas
Twitter: https://twitter.com/vlnewt
LinkedIn: www.linkedin.com/in/vanessaliobanewton
Blog: www.wellnessblogging.com

I cannot tell you how many times I hear people chirping on about how great LinkedIn is and how useful it is to “up that knowledge rate” on your first-destination survey. And while I agree with that, I think it’s time we acknowledge some of the limitations of relying on LinkedIn for information. Blame it on my scientific research background, but I think discussing and acknowledging limitations is a good thing.

A lot of companies are selling their services to look up your graduates on LinkedIn. For just 50 cents per student or $5 per student, they do all the work and find information for you. That sounds great (sans all the money you could be spending if you have a large graduating class), until you think about it. Yes, these companies can find that information for you, but what if 60 percent of your graduating class doesn’t have a LinkedIn profile? What if everyone in the graduating class has a LinkedIn profile, but half of them made their profiles because they were required by a class two years ago—and they haven’t updated their information since? The data that you paid for could say (wrongly) this person is currently a Student IT Help Desk Worker!

And what about other data on the LinkedIn profile…how do you know that it is correct? How can you reasonably assume that the graduate is still a bartender? I have graduates who fill out the destination survey and indicate in the comments that the job that they are currently working is just to pay the bills and they are actively seeking a more professional position.

And then you get into the really fuzzy section—nontraditional graduates who appear to be working in the same position they held before they started working on their degree. Did they get the degree to move higher up in the company or did they just want to get the degree?

Then there are the graduates (I find this often with arts majors) who are working on building their businesses, but are also working multiple jobs to pay bills and make ends meet. How do you classify that information? Because I think the fashion designer who is working as a receptionist and a hostess might indicate on a destination survey that they are employed full time—and not mention the other two jobs.

LinkedIn is a hub for information, but it isn’t the end-all be-all source of information. Yes, we can educate students on how to use LinkedIn, and encourage them to use it, but when it comes to pulling destination survey data from LinkedIn, it should be used with caution and in conjunction with other methods of finding information.

Separating Millennial Myths From Reality

Smedstad-HeadshotShannon Smedstad, employment brand director, Global Communications & Engagement Team, CEB
Twitter: @shannonsmedstad
LinkedIn: www.linkedin.com/in/shannonsmedstad
Blogs from Shannon Smedstad.

As organizations manage employee populations with increasing numbers of retirement-eligible workers, they are investing in hiring the future of the work force. In doing so, most everyone has realized that there’s one group that is particularly important—Millennials.

The competition for this demographic is stiff. Although Millennials participate in the same number of job interviews as candidates from other generations, they receive 12.5 percent more offers. Organizations are using a variety of tactics to attract and recruit the Millennial generation, but how can they sort the Millennial myths from reality?

Understanding the Millennial generation and their preferences is key. CEB recently researched the ways that Millennials undertake a job search and found a few ways that they differ from other generations, and some ways in which they aren’t different at all.
To attract and retain top talent from this generation, there are a few strategies that organizations should implement in their recruiting processes.

1. Use social media – but don’t overestimate it
Unsurprisingly, Millennials are more likely than any generation before them to use social media to learn about organizations. However, fewer than a third actually trust the information they receive through social channels. Job seekers across all generations place the most trust in friends and family when looking for jobs, so traditional channels such as referral programs and careers websites are still a decisive factor.

 2. Tell, don’t sell
Millennials spend less than half as much time as other generations learning about organizations before deciding whether to apply. To give this generation the information they need to make an informed decision about whether or not they want to apply, an organization’s employment brand needs to stand out by using messages that are consultative, not overly promotional.

 3. Emphasize career and personal development
Where their parents prized stability, the younger generation seeks new and varied opportunities—Millennials value career and individual development more than other generations. Because of this, they need to see the potential to learn quickly and make a difference as soon as they start a new role.

However, the top two most important factors in attracting candidates are the same across generations: compensation and work-life balance. As such, organizations should not overlook those attributes in their employment value proposition, but should actively seek ways to include the factors that matter to Millennials.

4. Optimize career websites for mobile devices
Millennials are more likely than other generations to use mobile devices to learn about employers. While the number of people looking at jobs and prospective employers on their smartphones and tablets will continue to grow, two-thirds of companies have yet to optimize their career sites for mobile devices. Ensure that information is easily available to candidates where they are looking for it.

The Bottom Line
Millennials are an important generation for organizations today—they are already quickly rising to be future leaders. While businesses have to compete more for Millennials’ interest than other generations, attracting top talent isn’t impossible. By understanding their preferences, organizations can successfully recruiting the Millennial talent they are looking for.

Four Lessons We Can Learn From Business Leaders

BlessVaiBless Vaidian, Pace University Career Services and Founder, Career Transitions Guide
Linkedin: https://www.linkedin.com/in/blessvaidian
Twitter: https://twitter.com/BlessCareers
Blog: http://careertransitionsguide.com

1) The biggest risk is not taking any risk… In a world that is changing really quickly, the only strategy that is guaranteed to fail is not taking risks. – Mark Zuckerberg, Facebook Founder

Mark started Facebook in his Harvard dorm room. Was it risky to venture out as an entrepreneur? Yes! It’s risky to start or try anything new. Whether you are in college or a professional with years of experience, our career choices are often masked with uncertainty. Industry leaders will tell you that it’s because they were not afraid of taking risks, that they are successful today.

2) You may not realize it when it happens, but a kick in the teeth may be the best thing in the world for you. – Walt Disney

A few months ago, Business Insider published an article with a list of 23 successful people who failed at first. “Learn from life’s lessons and move on” was the underlying theme in all their stories. Don’t let failure keep you down. Sometimes when we don’t get what we want, another door opens. A mistake young college students make is to think that successful people never hit a rough patch. In fact successful people hit many obstacles, but keep moving forward.

3) We’re living at a time when attention is the new currency…Those who insert themselves into as many channels as possible look set to capture the most value. Participate or fade into a lonely obscurity. – Pete Cashmore, CEO of Mashable

Those people that are well branded and popular on social media outlets, and those with a wide circle of connections get job offers. Have your circle built so that when the time comes, your job search will be much faster than those that live in “obscurity.” The clients and students I work with that have a wide list of connections, attend events, and have a well-loved personality find jobs much faster. I work with hundreds of recruiters every year. They attend events to target candidates for open positions and to keep resumes on file for when there is a vacancy. If you are not getting out of the house and if you are not networking online, be prepared for a longer job search.

4) Technology empowers people to do what they want to do. It lets people be creative. It lets people be productive. It lets people learn things they didn’t think they could learn before, and so in a sense it is all about potential. – Steve Ballmer, Former CEO of Microsoft

When reading a job description, the skills required are clear. A college degree does not guarantee employment. But having all the skills required in a recruiter’s job posting does make you more marketable. Apply to jobs only after you acquire the skills. This way you will not waste the recruiter’s time or get discouraged when you don’t hear back from human resources. You can learn almost anything using online resources or by partnering with the right technology tools.

Two Ideas for Helping Students Access LinkedIn

Kelli Robinson Kelli Robinson, career counselor, Central Piedmont Community College
Blog: http://blogs.cpcc.edu/careerservices
Twitter: @KelliLRobinson
LinkedIn: www.linkedin.com/in/kellilrobinson

Social media has revolutionized how people engage in the world around them. Facebook, Instagram, and Twitter allow users to connect with friends, share anecdotes and images, and receive up-to-the-minute information.

LinkedIn is the social media outlet designed to engage users in professionally-focused pursuits. When members create a substantial profile, join professional groups, start making contacts, and conduct a job search, it yields many career-related benefits. Career professionals know this.

At Central Piedmont Community College, the career services staff was having a hard time selling LinkedIn’s value to our students. Students are actively engaged on Facebook and Instagram, but spend little to no time on LinkedIn. We referenced LinkedIn in our Career Guide, distributed to hundreds of students each year. Career counselors spent numerous appointment hours demonstrating and explaining LinkedIn. But students still weren’t bothering.

LinkedIn seems to intimidate students. Creating an Instagram account and posting selfies is much more student-friendly. However, when students go to LinkedIn, they’re being asked to provide a career summary and create a professional headline. What’s a professional headline anyway? Students don’t view themselves as professionals yet. As one student asked, “doesn’t it make more sense to join LinkedIn when I actually am a professional?”

LinkedIn Learning Webinars do a fantastic job explaining how to create a LinkedIn profile and navigate the site. But if students aren’t visiting the site in the first place, they won’t know about the webinars. Additionally, students are more likely to connect with their college than an outside organization.

With this in mind, the CPCC career services team developed two avenues to introduce LinkedIn to our students:

1. Online Panopto video: A career counselor created a nine-minute Panopto video that helps students create a LinkedIn profile and explains LinkedIn’s features. Students can access the video from our website. Additionally, the video was e-mailed to CPCC faculty as a tool to use in their classrooms. When career counselors were invited to give classroom presentations, they showed highlights from the video when appropriate to the topic being presented.

2. Career Services LinkedIn Subgroup: Career services created a LinkedIn subgroup open to students, staff, faculty, alumni, and employers. The group’s purpose is to share career-related information. Much of the content consists of weekly posts from the CPCC Career Services blog, but members are welcome to post any career-related questions or information. The career services office promotes the subgroup through our office website, in classroom presentations, and in career counseling appointments.

Students who viewed the Panopto video and joined the LinkedIn subgroup found both beneficial. We continue to promote these outlets to the college community. If the trend continues, LinkedIn and social media will become a primary way students connect with employers. As I told the student who asked about waiting to join LinkedIn until he was a professional, “to become a professional, the time to start acting like one is now.”

On Thursday, NACE blogger Ross Wade will tackle “The Dreaded LinkedIn Summary” and offer tips to use with students. Find more information on how to use social media effectively with students, see the Social Media Guides on NACEWeb.

Use Wideo to Enhance Your Social Media Message

Katrina Zaremba

Katrina Zaremba, Communications Coordinator, University Career Center, University of Kansas
Twitter: @KatrinaZaremba
LinkedIn: www.linkedin.com/in/katrinazaremba

We all know that videos are a great way to enhance engagement with your social media following. But why? Watch this short video to find out!

So how can you create visually stimulating, quick videos without a lot of time, effort, or money? Wideo! You can create a free account in no time and start wideoing today! Create videos using built in images or import your own, using easy animations to make your videos come alive. There are Wideo tutorials to teach you how to use this fun and easy tool! The free version allows you to share your videos via social media but, unfortunately, does not allow for mp4 downloading or removal of the Wideo branding and watermark.

Not sure where to start? Check out how our office is using videos to collaborate with faculty and share resume tips with students. I even used Wideo to create my #NACE14 video.

Now that you have some ideas, here are a few tips to keep in mind while creating Wideos:

  1. Keep your videos short and to the point. Most people prefer to watch videos that are under a minute, so stick as close to that time frame as you can.
  2. Use a storyboard to organize how you will communicate your thoughts. It will end up saving you time in the long run.
  3. Simple is often better. Keep your color palette to 3 different colors or less and keep a consistent theme.
  4. Promote your Wideos via multiple social media channels such as Facebook, Twitter, and YouTube!
  5. Bookmark the Wideo blog for more tips and tricks on using this fun resource.

I would love to hear ways in which you plan to use this resource. Have fun wideoing!

Am I Mashed-Up or Just Fried: A Journey Into Social Recruiting (Part 5)

Chris Carlson

Christopher Carlson, Senior Manager, Talent Acquisition, Booz Allen Hamilton
Twitter: @cciCarlson
LinkedIn: www.linkedin.com/in/ccicrc
Blogs from Christopher Carlson

About two months ago now, our team had our annual Spring Strategy Session. During this session, we reviewed data, as we always do, and started to think about 2014-2015 activities.  However, this year was unique because we invited our digital marketing team, our recruiting marketing team, and our learning and development team to join us.

It was a great!   We did a deep-dive on designing our approach to social recruiting through every stage from “awareness” to “conversion” for both the general audience and the targeted audience.  We became more aware of how to reach and influence candidates. We looked more closely at how we leverage each category of recruitment marketing—paid, owned, and earned.

Several key initiatives resulted from that session across each of those categories.  One of the most consuming of which is content development.  How do we ensure compelling content for those we are recruiting for short-term demand and those we want to engage for future demand? We had a few a-ha moments for sure and thought we had covered a lot of ground.  My head stopped spinning as much as it had in the past.

Then came #NACE14, right on the heels of our session.  BAM! My head started spinning again.  There were several sessions that really provided additional insights into customizing digital content to specific audiences. In addition, there were a few sessions that added to my playlist of words that are sure to be used by my team as part of new drinking games. Of special note would be two specific sessions (don’t worry, I will not plug my own) that I found of great interest that helped me understand more about content and how it can drive recruiting.

“Content is king, but context rules” was not only a great quote from Tammy Garmey from TMP in the Candidate Experience 3.XO session, but became my personal battle cry since leaving #NACE14. In the session she co-presented with Joe Howell from EMC2, they discussed how EMCbuilt a personalized digital content delivery experience for candidates. They showcased the technology platform they leveraged that would sort through the vast amount of content available and present what would be meaningful to a specific candidate.  The technology leverages information about the candidate and suggests content.  Big data and advanced analytics and all sorts of concepts come into play.

Whether your realize it or not, you and I are already seeing this approach applied to us every time we open our browsers or log onto a social media tool.  There is an  advertisement—on your screen probably right now—that someone thinks will be of interest to you based on your online behaviors, cookies, and other key data.   This workshop really brought it home to me that it is so critical to think about how you manage your content and more importantly how you deliver that content in a personalized way. We need to think about attracting the computer science major differently from the history major, just like we would on campus in person. Again, in social recruiting, one size does not fit all.

One of the other great sessions focused on gamification, my new favorite word. It was a SmartTalk given by Danelle DiLibero of RMS. She walked us through how RMS partnered with the developer of a very popular online game that had a direct correlation to their business. They embedded key messaging into the game that would provide real insight into the type of work that RMS does, as well as links to their careers site. Their efforts supported their culture of innovation and provided a vehicle for their employee value proposition. I can definitely see the benefit of this approach. Our team has had greater success with supporting competitions than we have at career fairs. My head is still swirling with the possibilities as our firm is about problem solving for our clients and we look for people who have a passion for solving problems.

It is going to be a fun year as we continue to evolve and formalize our approach to social recruiting, especially after #NACE14 and I will continue to share stories of our progress. On the day I wrote this blog, my Yahoo horoscope confirmed that it is going to be fun: “It’s a great day to try big, crazy ideas—even if they seem too big or crazy to work out. Consider it a day of experimentation and you are sure to learn some new, valuable things.”   Look out y’all it might get a little crazy!

This is the fifth in a series of blog about using social media in recruiting.