Using Social Media to Get Hired:
What Employers are Looking For Online
It's no secret anymore that companies (big and small) rely heavily on social media sites to produce solutions for their marketing, researching, and now recruiting woes. This last trend, using social media to recruit web 2.0 savvy college grads, has particularly exploded on Twitter in recent months. As a result, soon-to-be college graduates are turning away from traditional job boards in order to focus more of their job search on social media sites.
Targeting social media during the job search is a strategy that makes sense since most of the popular job boards are intertwined behind the scenes anyway. (There are really only five major job boards - beyond, indeed, monster, careerbuilder, simply hired - and then a much larger number of web sites that promote the same job listings. Chances of landing one of these jobs is about the same as winning the lottery.) Whereas social media sites allow college graduates to interact directly with the companies they want to work for, and not be forced to apply for some pseudo entry-level job posting that's being advertised on 4,000 niche job boards.
HubSpot - a Massachusetts based internet marketing firm - is just one of several companies using Twitter, LinkedIn and Facebook to hire talented grads. They hired Rebecca Corliss (@repcor) into their marketing team based on: her presence on Twitter, her internship experience and her blog.
I recently interviewed Mike Volpe, VP of Marketing for HubSpot, to learn what college graduates can do to increase their chances of getting discovered on social media sites.
Anne: What search methods do you use on Twitter, Facebook, and LinkedIn to find employees?
Mike: On Twitter, I use Twitter Grader search to find people, but it is actually kind of hard to find students on Twitter because there I no good way to search for students. We have also started advertising on Facebook to a very targeted demographic for an internship position we’re trying to fill.
Anne: We should point out that TwitterGrader is a tool produced by HubSpot. Moving on, what are some things you've seen that would convince you not to hire someone?
Mike: Usually it is either photos on Facebook or something on a personal blog. There is the famous Kevin Colvin incident and from personal experience I have seen people where they were the member of a group that said “[their name] is a Drunken Kleptomaniac”. And then I always take a look at their personal blog and see if they are the type of person that would be successful at our company.