Hire Me: Social Media Strategies for Career Advancement
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Do you want to advance in your career and need to improve your social media profile? Here is a new model for you to follow. This was presented to the San Diego Press Club and NATAS PSW in Feb 2016.
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Hire Me: Social Media Strategies for Career Advancement
- 1. Hire Me: Social Media Strategies for Career Advancement Feb 25, 2016 Dr. Mary Beth McCabe mmccabe@nu.edu
- 2. Goals • Understand how social media, such as linkedin.com leads to better jobs • Evaluate the quality of profiles on Linkedin.com • Learn how you can start and grow your own groups using skills from course • Learn how you can acquire and give recommendations
- 3. Literature Review • Disruption is defined as interrupting the normal course of action or breaking things apart (Webster, 2015). • Social Media is a disruptor: a new low cost tool for personal branding, where one needs to be authentic and consistent across all platforms(Dutta, 2010). • Employer/recruiter perspective, social networks (Madia, 2011; Safko, 2012). • Have a plan, resources, and content strategy to be competitive and strategic (Madia, 2011).
- 4. Literature Review (2) • Gen Y’s employee perspective, the typical student strategy is native to social (Levinson, 2011, Herbold & Doumak, 2013; Waldman, 2013; Kim, 2015). • Expect more flexible work environments and lower barriers to entry for starting businesses. • Consider mobility, flexibility and responsibility, and not just one platform (Cengage, 2012).
- 6. What do social networks do? Social networks provide context to content. Whereas information management traditionally focused on the information itself, employees will seek to connect with the people who created and care about the same information they care about. These “Brand Evangelists” become the people employees reach out to for help and collaboration. • Forrester Research, TechRadar for Vendor Strategists, 2009
- 7. Set Goals Bio RecommendJoin Groups Measure The Social Media Job Search Cycle
- 8. How is your social profile? • Let’s talk about this for a few minutes. • Spend that time with someone who does not know you and share how you present yourself on social media, if at all. • We’ll re-group in 3 minutes.
- 9. • connect• educate • promote• inspire measure profile recommendjoin groups Social Media Job Searching Model
- 13. GROUPS
- 17. Fall 2014
- 18. Spring 2015
- 19. Fall 2015
- 21. Reading list
- 22. Career advancements with Social Networking? Searching for a job Adding Content to social Receive feedback Researching companies Finding gaps Learning about business Challenging myself to improve skills
- 23. Next Steps for Career Advancement • Research a well developed profile/bio • Set goals • Consider what jobs are posted • Set up or improve profile • Make connections • Get recommended • Join groups • Add content • Research topics of interest • Make more connections • Measure results • Set new goals
- 24. Summary/Conclusions • Disruption in recruitment process and results • PCEI = promote, connect, educate, inspire • BRGM = biography, recommend, groups, measure • Steps: 1)improve profile, 2) contribute 3)recommend others and further analyze results. • Future studies: Big data analysis on entry, mid, high level jobs vs. time and energy spent on social media is worth it in the long run.
- 25. Is this how you use LinkedIn? Source: Powersiteblog.com
- 26. Contact • E-mail: mmccabe@nu.edu • Twitter feeds: @marybethmccabe, • Linked in Admin. groups, California Solar Marketing, National University School of Business and Management, Social Media and Mobile Marketing Professionals • YouTube: sunmarketingvideos, mobilemarketing • Web: www.mobilemarketingsocialmedia.com • Mobile: 858 488 2867
Editor's Notes
- Objectives You will have a better understanding of how social media, such as linkedin.com works, and how it can benefit students and faculty. Understand social media, such as linkedin.com at a deeper level and learn how to use the platform better Agenda: The deliverables of the session are below: LO 1 Understand how social media, such as linkedin.com leads to better jobs LO 2 Evaluate the quality of profiles on Linkedin.com LO 3. Learn how students can start and grow your own groups using skills from course LO4. Learn how students can acquire and give recommendations You can build professional recommendations by simply asking people and telling them your intentions clearly. Nothing is more effective than a third party referral, and this is one of the key benefits of linkedin.com. In addition, you can download your own personal data, for analysis. All it takes is your e-mail address and a password to get started. Social Media websites makes money by selling ads, job postings, research data, and memberships. Content: Faq’s? linkedin expert list, Social Media examiner links, other links. During the presentation, each person will speak to the person next to them briefly about their experience, lack of, or what they need to learn better. Then one of them will share what they learned from each other. Questions from the audience will be at the end.
- Disruption is defined as interrupting the normal course of action or breaking things apart (Webster, 2015). Social Media as a disruptor: as a new low cost tool for personal branding, where one needs to be authentic and consistent across all platforms HBR (Dutta, 2010). From an employer’s perspective, social media and social networks are being used to find employees. The literature has covered this topic from a professional recruiter’s point of view. (Madia, 2011; Safko, 2012). Starting small, gauging the responses and including evolving social networks is recommended by experts who want to recruit on social media. Having a plan, resources, content strategy and social media policies make for good practice as a recruiter who is competitive and strategic in their business and will lead in the direction of success (Madia, 2011). Disruption by interrupting, and then blending multiple business functions, i.e., using social media for both recruitment and training strategies are considered efficient in The Social Media Manifesto (Hallum, 2013).
- From an employee perspective, the typical student strategy (Levinson, 2011, Herbold & Doumak, 2013; Waldman, 2013; Kim, 2015) has been discussed in the literature from a job seeker’s viewpoint. Gen Y, or those born between 1980 and 2000, have been raised on social media and expect more flexible work environments (Cengage, 2013). Gen Y has a different version of job titles (Cengage, 2012), and lower barriers to entry for starting businesses. Having skills in social media technologies can enable job seekers more mobility, more flexibility and more responsibility, says Dan Schawbel (Cengage, 2012). They need to know more than just Facebook, and there are many choices for them to consider.
- In the middle of the job searching cycle is listening. The Social Media Job Searching Model was created by the author as a follow up to the Social Media Job Search Cycle as well as the many social media strategy marketing models she created for teaching about social media to business leaders and college students. It starts with the 1) goals set and then progresses to the written 2) biography, 3) recommendations by those deemed valued, and then on to joining 4) groups and participation in the online discussions, followed by 5) measurement of data analytics that are provided for the user. Each of the steps has a purpose, and is necessary for a complete profile to be viewed by a prospective employer or recruiter. The goals themselves do not need to be changed in each cycle, so after the first go around, there may only be four steps, and this is a continuous process of improvement.
- The two constructs: The Social Media Job Search Cycle and the Social Media Job Search Model (BRGM and PCEI) above were designed to direct students to a constant cycle of self-promotion, outside recommendations, group participation and measurement of metrics. The second diagram adds the context and purpose to the activities. For example, in the section on biography, or bio, the purpose is to promote you as a brand. The well-branded candidate would stand out among peers as a top choice to be considered when employers are looking for those qualifications. In the second phase, job seekers need recommendations from those they respect and who will say mostly positive things about job performance. This is not for friends to post their weekend plans or a recap of last month’s parties. This is where prospective employers will learn more about candidates, but it is not enough. This is where you make connections with those people who can recommend you, and consider what you’d like them to say when making the request. A best practice is to offer a reciprocal recommendation, also benefitting you, because people will read what you wrote, to get a sample of your writing and writing style. In the third part of the model, the focus is on joining groups. There are thousands of groups available and presently, you can currently join up to 53 of them at one time currently on Linkedin. If you do not find a group for a topic of interest, you can create your own group, and get started sharing insights with those who you think may be interested in the subject. Educating others is what happens when you post content in groups that is relevant to that subject. For example, in a Mobile Marketing group, you may ask a question about whether QR codes are valued to the millennial generation, and if so, what should the landing page look like. Those with interests in that topic will respond if the topic is compelling. The fourth section on Measure finds relevance and context in how you inspire your audience. What content do you share or comment on? Are your posts meaningful or not? Do you bother to post or just make connections, and what group discussions inspire you to join? Are you inspirational in your group activities? Are you analyzing your data to see if you are relevant and inspiring potential employers?
- How many people worldwide use Linkedin? 350 million. How many jobs were posted? 6.5 million in 2013.
- Here is a poster that has been enlarged for the Spring Symposium at National University.
- Stacy is the Number 1 woman in Linked in, studied at National University. She has been encouraging and contributed to this research.
- What are my analytics? In October, 2014, the author downloaded all of the Linkedin.com data that was on her profile. Then the author examined the contents and analyzed the findings. An example of a dashboard is shown in Appendix 3, from the author’s personal profile over a 90 day period in 2014. During that time, the profile views were 233 and 15 of them came from people that the author may know, and 2 from people who work at Epsilon. During the period from Sept 28-Oct 4, 2014, there were 19 views and 59 actions. During that time, the author endorsed 39 people, added 19 connections and joined a group. By looking over the files and analyzing it, there are many new insights that result, including opportunities to reach out to prospective clients and employers.
- Different scale here, but same basic chart this spring
- This was now…
- When you download your own analytics, here’s what you get. Appendix 4 indicates the Linkedin data files that were downloaded on Oct 23, 2014 by the author. This list shows file names, listed in alphabetical order, starting with photographs, an account status history, ad targeting, ads clicked, presentations, comments, connections, email addresses, endorsements, group comments, group likes, group posts, likes, login attempts, recommendations given and received, registration info, search queries, shares, and skills. The largest files were the two PPT presentations. At the time of this writing, personal files are free to download by anyone who uses Linkedin.com. These files are also available for purchase by firms who want to own your data, so be aware of what is being shared.
- These are some books on Linkedin and other social media that I saw at a Social Media Examiner Conference in March. Are there experts that you follow to teach you how to use social media?
- Traditional methods of recruitment have been disrupted with dramatic changes in process and measured results. If you want to advance, they should consider the social media model introduced of (PCEI) promote, connect, educate and inspire others through their cycle of Goal Setting, then (BRGM) biography, recommendations, groups they join, and measurement and analysis of data. The author has presented strategies which will allow for a better understanding of how social media, such as Linkedin works, and how it can benefit students and faculty. Overall, the goal is to better understand social media strategies and learn how to use tools described in this study to: Gain social media skills, interactive skills, and team-working tools Improve job prospects Reinforce scholarly experiences, and Offer service to organizations where they volunteer It is recommended for students to do the following: 1) develop improvements or start your social media profile, 2) learn how to contribute to groups and start your own group, and 3) acquire and give recommendations. The author recommends further analysis on how college students and graduates rate different social media platforms for return on investment of time and energy, i.e., value, regarding career progression. This would be a quantitative survey of how many found positions for entry level jobs, mid-level career jobs, or high level positions, the amount of time spent searching employers, and whether paying for a premium membership was relevant in the job search.
- Is this you?