Pursuing your dream job? I am going to show you the most current and effective way to land it! Career Design Coach is all about the growing importance of social media in your job search. Job boards are losing some of their traction; in fact, the typical hit rate for most is only 1-2%. The replacement for this low result comes as no surprise to anyone. LinkedIn, Facebook, and Twitter are now used by more than 90% of job recruiters for a number of reasons. These reasons include verifying resumes, contacting job candidates, and reviewing examples of written and design work.
For today’s post, we’re going to dive deep into looking at why social media has become such a huge part of your job search process. So, we all know that we used to do job search by classified ads and word of mouth. You can still do some classified ads, of course, but not many people pay as much attention to the classified ads as they did probably 20-30 years ago. In the mid-1990s, job boards starting popping up on the internet. We saw job boards through AOL and then we started seeing places like Careerbuilder.com and Monster.com appearing. And this worked well for people up until the recession hit.
Are Job Boards Dead?
Social media has taken the forefront for your job search. What I’d like to explain is that job boards aren’t necessarily dead. There are other ways that you are going to want to use a job board in the future. We know that 3 billion plus households are connected to the internet. That means we’re all connected now. You need to use that in your job search. You don’t just need to just know your neighbors, your community members and your family for networking. You need to go out there and bridge those relationships online, as well.
So, let’s look at this: For every corporate job posting recruiters and employers are receiving 250 resumes. That’s a lot of resumes for every job that’s posted. As you can imagine, most companies mid and large-sized who are receiving this much for job posting are using computers with applicant tracking software or resume scanning software to filter out what they are actually going to sit down and read with a human eye, because there’s no way they can go through 250 resumes for every job that they post.
Right now, the good news, according to the Bureau of Labor Statistics in April 2016, the unemployment rate is at 5%. That number has gone down since the recession. However, 38% of companies have positions they cannot fill. Now, why do you think that 38% of companies have positions that they can’t fill? Well, there’s a skill gap between job seekers and open positions. CNN Money reported on this dilemma in August 2015 titled, “America’s Persistent Problem: Unskilled Workers.” LinkedIn has recently acquired a platform that can help bridge this gap called Lynda.com and that’s actually spelled L-Y-N-D-A.com, which is an online training platform where you can update your skills. Lynda.com could be a big help in people closing those gaps for positions where there might be a skill or two where they might need to get more training.
So, are job boards dead? No. However, the typical hit rate is only 1% to 2%. So, what does that mean? It means that for every 100 positions for which you might apply, you can expect to receive a response good, bad, or indifferent from only one or two hiring companies. The typical job posting receives 120 applications in just one week. When I talked about that 250 resumes for every job opening remember that’s mid to large-sized companies like Wells Fargo, Apple.com, or Google. This is typical job posting. However, of the lifetime of that job posting an average of 250 applications are received from the time a job is posted until the vacancy is filled. But this is what’s interesting. Your chances of getting a job on a job board is only 0.4%. So that’s zero point four percent. Now why is that? Well, HR doesn’t want to have to go through all these cold resumes that are sitting on their desk. They want to go to somebody that they know and trust for that candidate for that position. Therefore, networking like we discussed in Episode #5 is critical for getting your foot into the door.
How Many Jobs that are Posted on Job Boards are Filled by a Job Board?
Did you know that only 15% of positions that are posted on job boards are actually filled by a job board? So, what would those positions be? Well, they’re called in-demand jobs. Fortune.com reported in January 2016 that the following jobs are the most in demand right now: Engineering, finance and accounting, information technology, manufacturing and logistics, and office and administration. Quoting this article it says, “According to Jim Link, the company’s chief human resources officer, the employers are interested in hiring folks who have a wider skill set. What we see is an increasing demand for people to have some type of advanced skill and that advanced skill is falling more and more into STEM, which is Science, Technology, Engineering and Math related areas. These skills, Link explains, would be in addition to those that a job applicant would naturally have for a given position.”
So, these types of in-demand positions mean that a job board like Monster.com or Career Builder will be helpful to a person in finding a job. If you have that high-end demand skill set it will be easy for you to find the job through a job board. In fact, I knew somebody who was a registered nurse and this person decided that she didn’t want to do medical-surgical nursing anymore and wanted to go into emergency room nursing. She was able to find another job through job board within two weeks. Therefore, the strategy of applying on job boards does work for certain people.
What is a Vertical Job Board?
Now one of the things I love to talk about is what we call vertical job boards. It is a place where it actually culls from 55,000 plus different job boards that exist. I bet you didn’t realize that there were that many job boards. Now when you go into one of these sites like Indeed.com, Simplyhired.com, or Jobster.com you may see a job posting and when you click on it you may be redirected to where it actually resides like on Monster.com or Theladders.com, but it is there all in one place on that vertical job board. You could do a search for quality assurance and be able to come up with several different job possibilities. You can also set up email autoresponders. That is something that I really encourage that you explore because it just makes it so much easier. To set up email autoresponders on job boards you can type in some of the titles of jobs that you are interested in and put the location where you want to work, the name of the company, or numerous other filters. Then the site will actually email you when a job matches your preferences.
Top 3 Social Media Sites that Employers and Recruiters are Using
According to a Jobvite survey these are the top 3 sites that employers are currently using to do their job recruiting. Ninety-four percent of recruiters use LinkedIn, 66% of recruiters use Facebook and 52% of recruiters use Twitter. Now, I’ve been following Jobvite study for several years. These sites have steadily risen on those three platforms. So, it’s not a trend and it’s not something that is slowly dying off. It is something that makes good sense to employers and recruiters. It is much cheaper for them to post jobs and identify candidates and passive candidates on social media than it is for them to post jobs. Employers and recruiters also report that they find better quality leads through social media platforms.
How Do Recruiters Use Social Media?
So, how are recruiters using social media? Well, let’s look at LinkedIn first. Ninety-three percent use LinkedIn to vet candidates pre-interview, 95% use it to actually contact candidates, 95% of it use to search for candidates, 93% of them use it to keep tabs on potential candidates, and 92% use LinkedIn to post. Now shifting to Facebook, 32% use Facebook to vet candidates pre-interview, 51% use Facebook to generate employee referrals, 59% use Facebook to showcase employer brands, 48% use Facebook to post jobs, and 35% use Facebook to vet candidates post-interview. Now we’ll look at Twitter. Seventeen percent are using Twitter to search for candidates, 44% report that they use Twitter to showcase employer brand, 39% of recruiters are using Twitter to post jobs, and 18% use Twitter to vet candidates post-interview.
What Are Employers and Recruiters Looking For When They Google a Potential Job Candidate?
So, what are employers and recruiters actually looking for when they go and look at a profile of a candidate on social networking? Well, 97% of them are looking at professional experience, 96% are reviewing the length of professional tenure, 88% are checking out industry related posts that they might be posting on social media, 93% are checking to see if there is a mutual connection. So, is there someone they know that you also know because that can increase the know, like, and trust factor. 95% are looking at specific hard skills, 80% are looking to see if a candidate is a good cultural fit, 83% are reviewing your examples of written and design work.
You want to know what your online presence says about you. For more tips about your online presence, go back and check out Episode 3 called, “How Digital Dirt Can Affect Your Job Search and 5 Strategies To Improve Your Online Reputation.” The question I get asked quite a bit when I do different speeches around the country is, “Is it legal for an employer or recruiter to look at this information?” And the answer is yes as long as the information is not used to discriminate against a protected class. Most people don’t have privacy controls setup. What’s out there on Google about you is fair game, so you will want to do an audit of your online presence.
The American Bar actually published something where they talked about how 53% of resumes and job applications contain false information. Seventy-eight percent of resumes and job applications are misleading. It is helpful for an employer or recruiter to be able to look at a resume and then check-out what you are saying about yourself online. They’re looking to see do those two things add up and that’s very important because if they don’t add up then you need to make sure that they do.
There is a true story about George O’Leary who was hired as the Notre Dame football coach and he had to resign five days after being hired in 2001, due to falsifying his academic and athletic credentials. He exaggerated his accomplishments as a football player and falsely claimed to have earned a master’s degree in education from NYU.
Yahoo CEO, Scott Thompson, was fired because his resume he lied about the details of his college degree. The resume claimed he had held a bachelor’s degree in both accounting and computer science from Stonehill College, while in actuality his degree is only in accounting. Social media has provided an easy way for employers and recruiters to find out more about job candidates and it also gives them a cheaper alternative of posting their jobs. It is a trend that continues to rise.