Give us an Example of a Recruiter Which Uses Social Media Well

Give us an Example of a Recruiter Which Uses Social Media Well With all things in life, some people do some things better than others. But there are those who are head and shoulders above the rest of us. The same goes for using social media for recruitment. Our panel shares their insights on which company they think is doing better than anyone else. You might not agree or have your own preference, do let us know. Ariel Jolo While shes not a recruiter per se (shes the head of recruiting working for one of the biggest banks in the world), Julia Cacciapuoti does an excellent job at keeping her network up to date with news and programs she runs. Ive seen how quickly a well-written post by her can have a lot of reach and engagement just by being honest and relevant. Ariel Jolo,  Global Employer Brand Manager, at Medallia. Adrian Cernat L’oreal Team it has a Facebook page with more than 2.3 million followers and Instagram pages split between countries, with dedicated content for their talent pool. . Adrian Daniel Cernat, CEO co-founder SmartDreamers Sarang Brahme Dan Doherty is a great social media recruiter in Capgemini UK who uses his social presence to talk about relevant content, the Capgemini brand, events which lead to building excitement for candidates leading to job applications. He is active on LinkedIn, Twitter and Instagram mostly as well as engaging with graduate talent groups. Sarang Brahme, Global Social Recruiting Talent Brand Manager, Capgemini. Carmen Collins I’ll give two thumbs up to one of our own Cisco recruiters, Frances Bettis (@francesbettis_recruiter on Instagram). Her account is her, unfiltered, which makes candidates want to connect with her. . Carmen Collins, Social Media Talent Brand Lead, Cisco. Cameron Brain All of us here at EveryoneSocial have been very impressed with Shaunda Zilich  and her team at Qualtrics.  Not only are they doing a great job leveraging social for recruiting, their company as a whole clearly has social in their dna.   Specifically their focus on employee experienceâ€"everything from what goes on in the office to highlighting vacations and other external experiences had by their peopleâ€"is super engaging and alluring. Cameron Brain, CEO Co-Founder, EveryoneSocial.com. Mark Cavanagh Our very own Holly Olugosi â€" internal talent, training partner and recruiter by trade Holly’s role is to attract, develop and retain top recruiter talent across The ONE Group. As a recruiter, Holly understands the nuances of recruitment and the challenges faced by her colleagues â€" choosing to use this insight to her advantage. By addressing the pitfalls of a career in recruitment Holly is able to engage her audience with creative discussion, consistently providing value over and above just posting our latest vacancies Mark Cavanagh, Marketing Manager at The One Group. Victoria Sorensen I have always liked Steve Ward, Andy Headworth and Greg Savage as good examples to follow for recruiters. . . Victoria Sorenson , Senior Talent Advisor, Oracle. Othamar Gama Filho Well its not a recruiter but rather a recruiting leader who I believe uses social media very well to hire and to help other companies hire   and that person is Lou Adler  . . Othamar Gama Filho, CEO at Talentify. Stephanie Scher Because our Talent Brand and Recruitment Marketing Team supports and trains our recruiters (and other Vanguard crew!) on social media, we have many employees who use social media well. Roy Cooper and Danielle McCormick are two great examples. Their secret? They don’t just post jobs; they post regularly and share a balanced mix of content including job postings, our careers blog, Vanguard thought leadership, and events and activities. They also prioritize watching their news feeds and regularly engage with (like, comment, share) the content that appears in their feeds. Stephanie Scher, Talent Brand|Social Media, Vanguard. Eva Baluchova I cannot name only one recruiter. I would recommend having a look at influencers like Hung Lee, Jan Tegze, Guillaume Alexandre, Matej Matolin, Hannah Fleishman, Katrina Collier. My colleague Reggie Ebbe gave me a great tip to have a look at the Ellen van Dieren from Amsterdam. And it was love at first sight! Her Instagram stories are brilliant. Its engaging, entertaining and informative she brings energy and triggers curiosity to know more. Eva Baluchova, Talent Lead, Levelup Ventures.

Birth Order and Success

Birth Order and Success Embed from Getty Images April 10 is national Siblings Day. Psychologist Dr. Kevin Leman is credited with understanding why your little brother is so annoying and why your oldest sister is so bossy. His best seller The Birth Order Book, updated in 2009, gives insight into how being an oldest, middle, or youngest child influences your personality, your career and your adult relationships. I’m an oldest child. Social researchers say that being first born makes me more likely to be a self-disciplined Type A (check) and more ambitious (check.) In fact, researchers found that first born women are up to 13 percent more ambitious about their education and careers than first born men. First borns usually experience more  pressure to please their parents and succeed, so it’s probably no surprise that CEOs trend heavily toward first borns. A 2007 survey of 1,582 chief executives who are members of Vistage International, an executive performance company, revealed 43 percent of CEO respondents were the first born children. Middle children comprised 33 percent of CEOs; last-born siblings only 23 percent. Tuns out we are the boss of you. Out of the first 44 presidents of the United States, 24 were first-born children or first-born sons. (A notable exception: George Washington, who had two older half-brothers.) Out of the first 23 American astronauts sent into space, 21 were first-born children. Since the oldest child usually gets the blame for not only what they do, but also for failing to keep younger siblings out of trouble, we also have a big streak of conscientiousness. We tend to boss people around and take charge, and feel guilty when projects don’t work out, even if we weren’t at fault. Middle children, who usually face less pressure in families to perform, tend to be happier in their adult relationships and self-identify as more relaxed. Because they have to get good at reading signals from siblings, they often have better negotiating and social skills and excel at team sports (including business.) Youngest children may have an advantage in creative thinking, according to Adam Grant in his latest book, Originals: How Non-Conformists Move the World. Grant writes that younger siblings tend to take more intellectual and physical risks than their perfectionist and conservative oldest siblings. In a study of professional baseball players, younger children were 10.6 times more likely to attempt stealing bases than their older siblings. First borns start out making more money than their middle or youngest siblings, but that advantage is usually wiped out by about the age of thirty. That’s because last born children tend to jump around in their careers more, skipping from job to job more often to take advantage of higher paying opportunities. Grant also writes that youngest children often choose unconventional careers in order to “compete by not competing.” Grant analyzed Comedy Central’s 2004 list of the greatest comedians of all time; of the 100 names on the list, 44 were last born. Only 20 were first born; statistically, the number should be about equal. Being the oldest child, apparently, is no laughing matter. Your birth order is not destiny, of course. But you may be more influenced by your siblings than you imagined. Give your youngest brother an extra dutch rub when you see him this weekend.

On the Job by Anita Bruzzese Its Time to Figure Out When Your Boss is Lying

On the Job by Anita Bruzzese It's Time to Figure Out When Your Boss is Lying There are common lies that many people tell, whether its about receiving an email or how much they love your new haircut (they actually hate it). Such fibs are usually designed to prevent hurt feelings or to dodge a disagreement, and theres often not a lot of repercussions beyond annoyance. But when your boss tells you a lie, its a whole different ball game. When the boss lies, it can affect not only your current job, but your entire career. Just as you gain skills in other parts of your job, its time to learn how to spot when the boss is lying to you. Without it, youre at the mercy of a manager who may have his own agenda and may not be committed to your success. Daniel Ribacoff, author of I Spy: How to Be Your Own Private Investigator, says that anyone can use simple techniques to detect if a boss is lying. Ribacoff, the founder and CEO of International Investigative Group Ltd., says that you can even spot lies in emails or texts using a law enforcement(read more here)

2009 Grammy Looks

2009 Grammy Looks One of my favorite looks of the night was Carrie Underwoods gorgeous nude colored gown. I absolutely love her makeup and simple hair style. Her highlights and white teeth are so bright that she seems to glow. Carrie did an awesome job performing live too! Katy Perry. Hmmnot sure what to say here. Love her lip color, and would like to know how to get my hair to have those cool 40s waves. The dresswell, I think it would be a better look if it was not that 80s pink color. An off white, black or red would be better suited for such a busy ensemble. I do like the slight mermaid bottom but overall I think there is just wayy too much going on here. I will say this odd look is better than her performance costume which consisted of green flats and a short Las Vegas show looking get-up with sequences and glimmering fruit all over it. Katy seemed to struggle with moving around the stage and singing at the same time. After seeing her fashion and live performance, I would put her into the one hit wonder category. I have mixed feelings about performing live at the Grammys on your due date, but either way, go M.I.A.! Theres no doubt that MIAs first born is one lucky baby to have such a hip Mom who had the guts to get up there and show the world how proud she was to be a mother. It was nice to see someone with a little meat on her bones too, by the way! Im totally in love with Jordin Sparks but am breaking up with this dress. Not a good look for anyone, let alone someone who is as tall as Jordin. It looks a bit like a huge tablecloth to me. I especially dont like the cut-out piece that comes up beyond the neckline, nor do I like that it is a full length gown. I do have to say Im sad that No Air didnt win Best Pop Collaboration. Jordin is totally deserving and talented. Kim Kardashian. If dating football players and being bootylicious is enough to get you to the grammys then you might as well do it up. Although I have NO clue why Kim was at there, I think her Grammys look deserves an honorable mention. She pulls off a classy, elegant, classic movie star look. I love her glamour earrings, her pulled back Audrey Hepburn hair style, eyelashes and the gown shes wearing. Taylor Swift and Miley Cyrus did an awesome job on their live duet performance AND with their classic black Hollywood gowns. Miley Cyrus has been criticized for not dressing her age, but I thought her Grammy gown was perfect for her. I loved Mileys hairstyle as it showed her fun personality and youth. I found myself checking out her hair color and highlights, and think they are a great fit for her skin. They seem to have a warm honey tone and the little bit of blonde highlights add dimension. As for Taylor, Im getting a bit bored of her small spiral curls look but I suppose it does fit her style and first love type of songs. I think this dress definitely gave her a bit more credibility as someone who is here to stay. I really liked the way her eyeliner was done too. It almost changed the shape of her eye. Im a huge fan of the cat eyes with simple eye shadow and understated lips. She looked more like a woman- good job girls! Jennifer Hudson. My favorite girl of the night, and of the last two years really, Jennifer did an unbelievable job on her live performance. She also won best RB Artist. Her acceptance speech was short, to the point and so real. She was teary, nervous and seemed to prepare her words on the fly. I enjoyed how authentic it was. I hate saying anything even slightly negative about J-Hud, but I must say I didnt totally understand her dress choice. I know these types of dresses are super trendy right now, but the top looked a little too napkin-esque for me. I think the dress would be ok at any event except for the Grammys. Great job Jennifer. You are an inspiration to the world and evidence that the American Dream really can come true!

How to Use the New LinkedIn for Executive Personal Branding - Part 1 - Executive Career Brandâ„¢

How to Use the New for Executive Personal Branding - Part 1 This 3-part series on , personal branding and executive job search includes: Part 1 Why All Executives Need to be on Getting Your Personal Brand Into Your Profile Customizing Your Profile URL for Better SEO Part 2 Why You Really Need to Include a Photo Taking Advantage of the Skills Expertise Section Expanding Your Network with Quality Connections Benefitting from ’s Company Follow Updating Your Network Part 3 Getting and Giving Great Recommendations Getting Busy With Groups Tapping into ’s Jobs Pages and Confidential Job Search Why All Executives Need to be on Whether or not youre willing to accept and embrace them, the digital age and social media will impact your job search. Taking advantage of the Internet does not mean pushing hard with job boards, and applying and sending your resume to ANY posting that remotely looks like a good fit. Even used well, the job boards typically yield a dismal  estimated  3-5% success rate. Your time is much better spent on , taking advantage of the value it offers for passive job search, when youre actively networking for jobs and for overall career management. Did you know that many surveys indicate that hiring authorities turn to first when they search online for candidates â€" before heading to Google, other search engines and other social networks? Recruiters have embraced as their #1 tool for referrals, candidate research and sourcing, and for publishing job openings. They have special applications to search for people like you. In fact, NOT having a profile can actually be detrimental to your job search. Besides being invisible to the very people you need  to find you, youre showing that youre out of date with the digital age and the latest career management strategies. Many savvy executives competing for the jobs you want have already embraced all that has to offer. Even if you don’t use all of ’s features, you should have a great profile there, just to keep pace with your competition. And your profile provides social proof corroborating the claims youve made about yourself in your other career materials (resume, biography, cover letter, other online profiles and web pages). Be aware that discrepancies between the documents you provide employers and what they find in your profile (or anywhere online) can red-flag your candidacy. Like other social networks and social media, periodically tweaks its appearance, existing features and functionality, and updates the site with new features, while eliminating others. Over the past year or so, they’ve rolled out quite a few changes. Unfortunately, no longer supports Answers, Applications and the ability to upload your career documents onto your profile, allowing people  to easily click to open, view, print and save them. Ive included below the most important existing features, that I believe (and hope) will always be there, but you may find that some of them mentioned here are no longer available. Consult with the Help Center to fully utilize all that has to offer. has also recently changed the way profiles look and work, but the changes may not yet have been rolled out to all members. Instructions I include here reflect the way my own profile is functioning at this writing. You may need to hunt around a little to find everything, but then that will help familiarize you with all that’s going on at . Getting Your Personal Brand Into Your Profile Repurpose the content of your branded executive resume, especially the summary section at the top, to create a branded, magnetic profile. Dont just copy and paste in your resume content. Change it up somewhat. Make sure that, once people land on your profile, it will immediately capture and hold their attention, and brand your potential value to them. To improve your profile’s search engine optimization (SEO), pushing your profile higher in search results, make sure your profile is 100% complete and you have at least 100 connections. Get in your most important keywords above the fold, especially in your professional headline at the top, and also the Summary section. As with any search engine, the search engine more readily recognizes and indexes the keywords in content that sits higher up on the web page. More in my post How to Make Your Profile Professional Headline SEO-Friendly. Investigate and fill out every profile section that applies to you. Especially important are the Professional Headline, Summary, Experience, Education, Skills Expertise and Recommendations sections. The amount of content you can include in each section is limited, but you should try to use as much of it as possible. Avoid using vague, overused, and anemic phrases that waste precious real estate and do nothing to support the unique value you offer. More content = more relevant keywords = greater likelihood that people sourcing candidates like you will land on your profile. Whenever you’re about to make changes to your profile, first turn off your Activity Broadcasts (this is different from your Activity Feed, which is described in Part 2 of this series), so your connections won’t be notified that you’ve made a change and possibly be alerted that you’re prepping your profile for a job search. The benefit to turning off Activity Broadcasts when you update your Headline, Summary or any other content in your profile is twofold: Youll avoid annoying your connections with a deluge of update tweaks. If youre in a confidential job search, youll avoid notifying your connections that you’re prepping your profile for a job search. To change your Activity Broadcast, go to Settings, then Turn on/off your activity broadcasts. Choose Off and remember to turn it back On (Let people know when you change your profile, make recommendations, or follow companies), once youre all finished making changes. Each of the sections in your profile can be clicked and dragged to another position, whenever you choose. I suggest that, since your Summary section is an introduction to the value you offer, and is loaded with your relevant keywords, you place it high up on your profile. Monitor your profile views regularly. Keep an eye on who is viewing your profile and consider adjusting it if it’s not getting many views. Control your privacy settings. Change the defaults if they’re not right for you. For instance, if you don’t want people to know that you’re viewing their profiles, change this setting to Anonymous. Customizing Your Profile URL for Better SEO Often overlooked, customizing your profile URL can help elevate your search rankings. Instead of this kind of URL: www..com/in/john-smith/5/224a/123/ See if this one is available: www..com/in/yourname Better yet, try adding an appropriate short keyword phrase: www..com/in/johnsmithbiotechexecutive For instructions to personalize and optimize your URL, see my post, Best Kept Secret to Optimize Your Profile. Related posts: Online Presence and Personal Brand Management: 5 Things to Remember Social Recruiting and Your Executive Job Search ’s Free Executive Job Search Resources 00 0