> Social Recruiting

The recent advent of social media has undoubtedly provided staffing agencies a huge opportunity. Job seekers are more accessible than ever, with LinkedIn, Facebook, Google Plus, and Twitter literally putting millions of people at these companies’ fingertips.

As Andrew Hally points in a recent blog post on The Staffing Stream, though, many staffing agencies fail to employ these social tools effectively. The statistics are actually pretty alarming. Here is a brief excerpt from his post:

In 2012, only 12 percent of recruiters were connected to all three of the networks, with 14 percent of recruiters using a combination of LinkedIn and Twitter for recruiting versus eight percent using LinkedIn and Facebook. Fifty percent of North American recruiters using Twitter for recruiting have fewer than 50 followers, and 26 percent of North American recruiters using Facebook have fewer than 200 Facebook friends.

Oddly enough, Hally makes no mention of Google Plus, which recently surpassed Twitter in active user count. With only 12% of recruiters using LinkedIn, Facebook, and Twitter, there is no telling how far that number would tumble if you added Google Plus into the equation.

So, the first problem is abundantly clear: staffing agencies and recruiters simply aren’t utilizing social media to its fullest extent – but why?

One reason could be the distinct disconnect between the overwhelming number of people that are active on social media websites and the number of people that recruiters are actually reaching. Fifty percent (yes, 50%) of North American recruiters have fewer than 50 followers. Obviously, there are a number of factors at play here, so we have to be careful to not oversimplify the problem.

Part of the explanation may lie in the fact that websites like Monster.com, CareerBuilder.com, etc. are able to provide a smorgasbord of job opportunities from a handful of recruiters. These websites also allow the job seeker to target specific opportunities that match up with their ambitions, which is clearly a better alternative to being spammed on Twitter/Facebook by recruiters who post a new job listing every ten minutes (the majority of which are irrelevant to the job seeker). However, job boards really only reach active job seekers – there is an entire network of people who may not be actively searching for a job, but could be convinced to take a better opportunity.

The bottom line is that staffing agencies should try to engage job seekers on sites like Twitter, Facebook and Google+ which will in turn drive traffic to their website/job listings. Instead of posting a stream of job listings on Twitter, they should attempt to provide something somewhat proprietary: a blog, interesting/relevant links, etc. Social recruiting is about creating an audience – one in which there are both active and passive candidates.

 

This is not to say that recruiters shouldn’t toss up the occasional job opportunity, especially if it is one that will attract a larger audience than others. Still, recruiters should take a hard look at their social media strategy. It is certainly a powerful tool, but only if used the right way.

– Cobey Culton, Digital Marketing Intern

> Is a College Degree Worth It?

With the increasing costs of tuition across the country, this question has become increasingly relevant for those considering the pursuit of a higher education. At the risk of sounding like your high school English teacher, there really is no “right” or “wrong” answer. Each person and industry is different.

We can still look at the statistics, though, which show that those with a college degree are employed at a higher rate (only 3.7% unemployment) than those without one (8.1% unemployment).

But what about the IT industry, where experience is especially crucial? Can experience overcome a lack of a degree?

As a general rule, education (degree and/or certifications) still carries a lot of weight, especially for someone trying to break into the industry. Each job will require a different set of qualifications, and each employer will value these qualifications differently, which brings us back to the original answer of “it depends.”

With that said, a degree and/or certifications certainly can’t hurt you, so if money was no object this question wouldn’t be much of a question at all – of course you would want to further your education.

Given the large investment that is college, though, ROI (return on investment) is ultimately the best measuring stick for the value of a degree, and an IT degree ranks especially high in this area.

As Michael Goul of InformationWeek points out, the IT industry is proving to be the exception in today’s economic environment, with both job opportunities and salaries expected to rise in coming years. While Goul focuses on master’s degrees, these encouraging projections certainly make it easier to pursue a bachelor’s degree or certifications in IT (http://goo.gl/uSISK).

With that said, a degree or certification isn’t absolutely essential. If you establish a good reputation within the IT community and/or have a strong network, you will definitely have a leg up on the competition. One way to get your name out there is to write a “white paper,” assuming you have enough knowledge on a specific topic. A white paper includes an extensive review of a particular (IT-related) problem and a proposed solution to said problem. A very specific specialization can also set you apart, though finding job openings suited to your skills will be more difficult.

 

In the end, if it is financially feasible, go for that degree (or certification). It will open more doors down the road, at the very least. Combine that degree with relevant experience, and you will be setting yourself up for a bright future indeed.

– Cobey Culton, Digital Marketing Intern

> Professional Networking

In today’s world of business Networking is Everything!  Business networking is really about building lasting, professional relationships. It can offer you a way to reach decision-makers who may have been very difficult to engage otherwise. Business networking is a way for you to make the maxim, “It’s not what you know, it’s who you know.” work for you.

Below are six tips that I have always found to be very helpful:

1. Make yourself known as a powerful resource for others. When you are known as a strong resource, people will remember to turn to you for suggestions, ideas, names of other people, etc. This keeps you visible to them and makes them more likely to recommend you to others.

2. Have a clear understanding of what you do and why, for whom.  Articulate what sets you apart from others doing the same thing. Standing out in this way will generate referrals from those who notice the difference.

3. Follow through quickly and efficiently on referrals you are given. When people give you referrals, your actions are a reflection on them. Feel free to return the favor – recommendations can go both ways. A well-thought out and sincere recommendation will do wonders for your reputation as a networker. Respect and honor that and your referrals will grow!

4. Always keep your integrity – build trust and reputation. Sometimes a situation arises which tempts us to do the wrong thing, causing a difficult decision that could have been avoided. Making such a mistake can damage business and personal integrity. We are all human; mistakes happen. If you do make a mistake or wrong decision – whether it significantly undermines your integrity or not – always admit it and apologize. Failing to apologize for wrong-doing will damage your integrity and reputation far more than the original misjudgment itself.

5. Focus on establishing quality contacts versus quantity. Most people have experienced the person who, while talking to you, keeps his eyes roving around the room, seeking his next victim. This individual is more interested in handing out and collecting business cards than establishing a relationship. Always focus on the quality of the connection and people will become much more trusting of you. This will allow for stronger and longer-lasting relationships.

6. Once you have established a professional network, let it work for you! If you’re looking for a new opportunity, reach out to those in your network who may be able to aid in your search. Point out your carefully cultivated recommendations; ask others to put in a good word for you with hiring managers that may be in their network. This makes your search much easier and more effective.

When you focus on really getting to know people, you will build quality, productive relationships that will work for you and your business over and over again. Luckily, there are tools like LinkedIn now which help to build larger and more complete networks. So get out there and cultivate yours now!

-Glynda Mealer, President

> Social Media and the Job Search

In today’s day and age, social media websites have become an integral part of the job search for both job seekers and employers. Job seekers use social media to identify job openings now more than ever before (it’s all about networking, after all) and companies, like it or not, have started using social media profiles to vet potential candidates for job openings. In fact, a recent CareerBuilder.com survey indicated that 37% of employers use social media profiles as a part of their screening process (http://goo.gl/mkSGu).

It might sound a bit disconcerting that companies actually sift through your “digital footprint” as a part of their evaluation process, especially if some of the content on your Facebook or Twitter profile is not particularly flattering. Instead of destroying your prospects of getting a job, though, you (the job seeker) can easily flip this to your advantage – but how?

Keep private interactions, well, private…

There are numerous “red flags” that companies look for when perusing your various social media profiles. Profanity, pictures of you having a little too much fun, and/or poor grammar are all examples. Check your privacy settings and make sure that these more “personal” items are not public. Or even better, don’t post these things at all! All they can do is hurt your prospects of getting and job, fair or unfair. There is nothing wrong with leaving some of your profile viewable to the public – just be smart about that content.

Present yourself in a professional manner

As you probably know, first impressions are absolutely critical. They are equally critical when companies take a look at your social media profiles. Whether it be Facebook, Twitter, LinkedIn, Google +, or any other site, make sure that your profile picture communicates an aura of professionalism. This is obviously somewhat subjective, but you can’t go wrong with warm smile and professional attire. Your social media profiles are a great opportunity to market yourself to potential employers, so take advantage! On a site like LinkedIn, where job seekers and employers are the priority, this is especially important. Ensure that your resume is easily viewable/accessible and that your grammar and spelling are top-notch.

Engage in discussion

While certainly not essential, engaging in a larger community discussion relating to your field of work can’t hurt. If anything, it shows that you are actively involved and interested in today’s topics of discussion in your industry. Plus, you might learn a thing or two from these online conversations. Twitter is a great place to find these discussions, which are often identified by hashtags. Sites like Facebook, Google +, and LinkedIn also offer separate communities where people in the same industry can exchange ideas.

With the relatively recent emergence of social media, job seekers and employers alike are still trying to determine the best way to put these websites to use. For job seekers, the idea that potential employers can do a quick Google search and pull up a wealth of information in the form of Facebook/Twitter profiles is daunting – but it doesn’t have to be.

Just use good judgment when posting updates and pictures that are more personal, and try to create a positive, professional image with the information that is publicly viewable. The good news is that (for the most part) this information is all within your control.

 

Once you have established a professional image, go ahead and unleash the power of social media: network and engage. You will be glad you did.

– Cobey Culton, Digital Marketing Intern

> Biking/Running Trail in Raleigh, NC

One of the main cities where we place candidates is Raleigh, NC. This is one of the fastest growing areas in the country and there are several reasons why. Not only does Raleigh boast one of the best school systems in the US (http://www.greatschools.org/find-a-school/moving/slideshows/2287-top-public-schools-large-cities.gs), a solid IT Industry foundation and a diverse cultural experience, but it maintains several large parks. From camping to hiking to boat rentals, the parks around Raleigh have something for everyone. One such park in the area is Legend Park. The trails here are well-known in the mountain biking community and are popular with area runners.

Legend Park is located at 550 City Road in Clayton, NC. The trails are approximately 8 miles of everything needed to sharpen your trail running skills.

The trails are separated into two sections.  The first section is known as the “lowers” and is where I usually will begin my run.  The entrance to the lowers is near the mountain bike skills area that is clearly visible as soon as you park.  Once you enter the lowers the fun immediately begins as you quickly run over the first mountain bike obstacle.

The great thing about running these trails is that the terrain is constantly changing.  One second you are on rolling hills, crossing creek beds, and the next you are running on a boardwalk.

There are even a couple of rock gardens to allow you to test that rock plate in your favorite trails shoes.  If you like to mix in a very steep hill climb every once in a while, these trails have that too.  After following the lowers trails along the creek, through the rock gardens, over the boardwalks, and up and down some pretty steep hills, it’s time to head for the “uppers”.  The uppers seem to officially start at what is referred to as Hucksville.  Hucksville is basically two giant drops that appear to be about 25 ft.  Bikers jump off the high end and roll down to the lower.  Search YouTube for video of guys going off of them if you are interested.

After passing Hucksville the trail continues to run down to the edge of Harvey’s Pond.  It is nice sometimes to stop for a sec and just enjoy the scenery.  After the pond there is a giant ravine to run down and then power back up.  Once up top, the trail allows you to either continue straight to Larry’s Loop or take the Magnolias Run trail (1.1 mile loop) to the left or  take the Little Big Horn trail (.95 mile loop) to the right.

Magnolias Run seems to be more challenging to me because of the trail weaving up and down a valley.  During the run there are several technical obstacles and bridges to enjoy (or not,), depending on one’s level of exhaustion.  This is true with Little Big Horn as well, but it doesn’t seem to be as hilly as Magnolias Run.  Both trails loop back to the top of the giant ravine so it is easy to run one and then run the other if time and/or energy permits.

For some runners these trails prove difficult.  For other runners they are easy.  I am confident however, that they are without a doubt fun for all runners.  Make plans today to take the trip the Legend Park in Clayton, NC and you see for yourself.

*There are ticks on the trails, so use repellent and check yourself thoroughly after your run.  Also, remember that mountain bikers built and maintain these trails so be respectful and yield the right of way.

I hope this review of Legend Park was interesting and informative.

Have a safe run!




http://www.townofclaytonnc.org/Residents/Recreation_LegendPark.aspx


–Tommy Faucette, Technical Recruiter

> Contract vs Permanent Employment

In today’s economy, coming back from a major hit, many companies are struggling to make ends meet.  One of the ways that they have found to save some money is to bring on contractors in lieu of permanent employees. By doing so, they save on insurance and benefits costs, while increasing flexibility when it comes to extra help for projects. Because of this increasing trend, contracting jobs are becoming easier to find than permanent positions and those in permanent positions are being frequently recruited for contract roles. I myself have reached out to many candidates in permanent positions and I am always greeted with the same question, “Why should I leave my permanent job for a contract position?” Well, I have several great reasons why contract jobs may be BETTER than permanent ones.

They are becoming more commonplace. I know I mentioned this previously, but it’s an important point. Looking for jobs is not an easy feat and finding one that fits your skillset and requirements narrows the search even more. Contract jobs are becoming more and more common, and for perfectly stable companies. The state government uses contractors frequently, as do national and multi-national companies. If you are open to contract opportunities, your job options expand significantly and your options are much more varied – which leads me to my next point.

You can direct your own career. With contract jobs, you have the opportunity to pick and choose which projects you’d like to work on. You can just choose positions that will challenge you to learn new skills or move your career in a new direction. Contractors usually have a wider range of skills – they aren’t stuck doing the same thing over and over again and they have more opportunities to vary their projects and therefore their skillsets. This makes them more marketable to a wider range of companies. Contract roles also allow for a “try before you buy” approach – for both parties. Employers have time to determine whether an employee is the best fit for the position. And the contractor has the ability to get the inside scoop. Some companies seem to offer a great work environment, advancement opportunities, etc., but it’s a totally different story from the inside.  It should be a good fit for both employer and employee and contracts allow for that test drive period. Also with designing your own career comes the added benefit of a larger professional network and one geared more towards your professional end goals.

You can earn more money. Because of the contractual nature of these positions, and the expertise required, often companies can offer a significantly higher pay rate. And I know that many people who become contractors have to navigate enrolling in private insurance themselves without the discounts of a group policy, but DataStaff employees enjoy a competitive benefits package that includes paid holiday, vacation, and sick leave as well as medical, dental and vision coverage. As many of our projects are long-term, we also enabled employees to participate in a matching contribution (4%) 401k plan as well. So finding a staffing agency that supports you is important. Another bonus for contract employees, especially in the IT Industry, is overtime pay. The Fair Standards Labor Act (FLSA) defines Computer Professionals as exempt employees. Since most permanent positions compensate on a salaried basis, it is not required for companies to pay them for hours worked beyond 40 hours. However, in demanding project environments, it is commonplace to work long hours. Contract employees are compensated for each hour worked.

Now I know that the length of contracts can be a little discouraging. I find that the most common lengths are 6 months and 12 months. Often, these are set that way because of purchase orders, especially on government projects. The project could be set to last a couple of years, but they have to apply for the funding in pieces. During an interview, you should talk with the hiring manager about the project and its goals – you’ll get a better idea for how long you’ll really be needed.

– Katie Berryann, Technical Recruiter

> Resumes in Today’s World

If you are a job seeker, you most likely have read articles telling you what are the top things to do in order to get your resume noticed. There are countless opinions as to what makes the best and most impressionable impact on a hiring manager; there are a few unwritten rules as well as a few accepted norms. I have my own opinions to throw in to the lot.
1.) Keyword searching. As people lean more and more on technical advances to streamline the recruiting process, it is sure that if you have submitted your resume for review to multiple companies, it has at least once been perused by a digital gatekeeper. It is important to remember that many companies use software to qualify and rank candidates prior to a human ever laying eyes on your resume. These gatekeepers fail to see the dedication to layout, “interesting” font, or polished word choices you have carefully selected to put the most pizzazz on your points. Remember to have enough “meat” in your resume to appetize the screeners, as well as key words which correspond to the job you’re applying for which will show up in keyword searches. This leads me to my next point
2.) Tailor your resume. Yes. It may be easiest to make one resume and hit the mass “send” button to 100 jobs. This may lead to success, but truly if you spend just a few moments to tweak your resume and pull out applicable experience for each position, you may meet with better success. This would add a more targeted approach to your search; you would apply for those positions with only those companies that you are really interested in. Again, pulling out key verbage or words from the job description itself may help with keyword searching mentioned above. Please do not take that as license to copy and paste directly from the job description as this is a sure way to end up in the bottom of the waste basket.
3.) Social Media. Realize what your social imprint is and use your network to the best of your advantage. Always make sure that your social networking profiles display your best self (if you do not have one, this is a great opportunity to get one, fast – LinkedIn is most useful for the professional job seeker). Ask for recommendations, post useful industry information, join professional associations online, etc. I guarantee prospective employers will look; I do every day. Also, connecting to people within a targeted company through LinkedIn may be a great way to push your experience to the forefront. Feel free to add a link to your successful LinkedIn profile on your resume.
 
4.) Keep it simple. Unless you are a graphic designer, keep your format simple and easy to read and impress them with a direct approach and display your experience. Here, I find “Objectives” to be just a time-waster. I prefer summaries that tell me why someone is a great fit for what I need. The “Objective” section is often bland and tells me very little about your actual experience. If your education is your strongest asset, list it first; the same with technical skills, certifications, or your experience. Lead with what is most relevant to the position and with your strongest asset.
5.) Action verbs and Uniqueness. Your resume may only be viewed for a few seconds before a manager moves on to the next; entice them! A list of responsibilities does little to tell me of what your experience is. The stronger action verb used, the greater the connection. Example:
Or
Yes, the latter may be a little more “fluffy”, but you may see the idea. Also, demonstrate what you bring to the table that is different from others. A list of duties only tells of what you can do, I want to know what made you “special”; what made you an asset, someone indispensable to the company. If you created a new way of doing things, saved the company money, streamlined a process, increased efficiency- please share. The best examples of these are ones that are quantifiable.
6.) Be truthful. Remember to sell the best version of yourself, but that you must portray an accurate representation of your experience and skills. Never lie on your resume. Even if you do end up with the job, you can be fired later, a la Yahoo! CEO, Scott Thompson. Accurate education and work history (including employment dates) are essential; remember everything listed should be verifiable.
So what do you think? What is the best resume-writing advice you’ve ever received?
-Samantha Oster, Operations Coordinator