SPP Careers And Social Media

SPP Careers 201:Careers and Social Media

Clark R. Bonilla, DirectorAlumni and Career Services

School of Public Policy

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Table of Contents

Overview of Career Search

Networking with Social Media

LinkedIn.com

COS.com

Mendeley.com

Facebook.com

Georgia Tech Networks

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I: Overview of Career Search

Socrates: “Know Thyself”

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Objective 1: Identify your career expectations.

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Career Choices and Trade-Offs

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Objective 2: Model your career plan.

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Career Planning Cycle

Source: http://www.gov.pe.ca/photos/sites/psc/test/career_planning.jpg?8921

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Market-Driven Career Model

Job Market

PersonalPreferences

Education

Optimal CareerOptions

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Objective 3: Formalize your career goals in a career statement.

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Write Career Statement

Industry/

Institution

Position

Level

Position

Type

Career

Outcome

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Objective 4: Research your career plan (industries, institutions, positions, salaries)

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Labor “Markets”

Labor Market

ExternalLabor Markets

InternalLabor Markets

Publicly Advertised

Long Hiring Process

Internally Advertised

Faster Hiring Process

Networks—Less Relevant

Highly Competitive

Networks—Highly RelevantNetworks—Highly Relevant

Much Less Competitive

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Know Market Trends

Higher Education Employment Trends: (tour) http://www.higheredjobs.com/career/quarterly-report.cfm http://www.bls.gov/oes/current/oes_nat.htm#25-0000

Higher Education Salary Trends: http://www.higheredjobs.com/salary/

Private Research/Consulting Trends: http://www.careers-in-business.com/consulting/mcfacts.htm http://www.careeroverview.com/consulting-careers.html http://www.qrca.org/ http://www.socialscienceandresearch.com/about.html http://www.socialresearchandconsultinginc.com/

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Social Sciences Markets

Social Scientists http://www.bls.gov/oco/ocos315.htm

Social Science Research Assistants http://www.onetonline.org/link/summary/19-4061.00

Sociologists http://www.bls.gov/oco/ocos314.htm

Urban and Regional Planners http://www.bls.gov/oco/ocos057.htm

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Estimating Your Worth

Compare Job Descriptions/Salaries http://www.jobbankinfo.org/

Review Labor Market Analyses: http://www.bls.gov/oes/current/oes_nat.htm#11-0000 http://www.bls.gov/bls/wages.htm

Use Online Salary Calculators: http://monster.salary.com/salarywizard/layoutscripts/

swzl_compresult.asp? http://www.cbsalary.com/?siteid=cbsubnav http://higheredjobs.salary.com/

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Objective 5: Formulate your career search strategy.

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Sample Career Planning Matrix

CareerCareer

TracksTracks

Preferred Preferred PositionPosition

Acceptable Acceptable PositionPosition

Maximum Maximum

TimeTime

11stst Choice Choice Federal Energy Policy Analyst

State Energy Policy Analyst

Months 1-6

22ndnd Choice Choice State Policy Analyst

State Research Associate

Months 5-12

Independent Independent ContractorContractor

Energy Analyst Energy Research Associate

Months 10-12

Return to SchoolReturn to School Law School PhD, Public Policy Months 6-12

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Write Your CP Matrix

CareerCareer

TracksTracks

Preferred PositionPreferred Position Acceptable PositionAcceptable Position Max. Max.

TimeTime

11stst Choice Choice

22ndnd Choice Choice

Independent Independent ContractorContractor

Return to Return to SchoolSchool

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Objective 6: Build and utilize networks to advance your career.

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Network Sets

Community

IndustryContacts

Alumni

Prof.Assoc.

Members

FellowStudents

HRPersonnel

Friends

ConferenceContacts

PriorEmployers

Family

PriorProfessors

YOU

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Objective 7: Target your career searches.

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Prioritize Your Efforts: Target …

Positions in your specialty.

Positions in your preferred sector.

Positions for which you meet minimum qualifications.

Positions in organizations with missions you support.

Positions that pay an acceptable salary.

Positions in which your skills are readily transferable.

Positions for which you are ready adapt and learn.

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Get Organized

1. Search specialized job search engines first.

2. Allocate set hours per week to search.

3. Establish phases, priorities, and milestones.

4. Have a three-phase plan: 3-month, 6-month and 12-month (to time prioritized searches).

5. Place key dates on calendar.

6. Plan for online searches, attending job fairs, and networking online and at events.

7. Customize resumes/CV to position and career track.

8. Implement a networking plan.

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Part II: Networking and Social Media

“It’s not who you know. It’s who knows you!”

“And exactly who are you?”

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Objective 8: Rapidly, effectively and inexpensively market yourself online with social media.

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The Savvy Networker

“The smart networker respects the opinions

(and time) of others, helps other people as

much as she is helped, and establishes rapport

long before asking a favor or even offering a

business card.”

Emily Post’s The Etiquette Advantage in Business (2005): 313.

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Ways to Build Rapport

Always use polite, respectful and engaging language.

Meet for lunch (not just happy hour).

Invite to a party.

Invite to a sports or cultural event.

Email a useful business article or discuss it.

Send holiday, birthday, congratulatory or get-well cards

as appropriate.

Share information about job openings.

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Network of Resources

Social MediaJob FairsConferencesOnline Search EnginesGT Career ServicesAlumniProfessors

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Networking Tips

List of all existing contacts Join LinkedIn.com and relevant

online groups Get back in touch with prior

employers Attend career fairs Participate in alumni and

professional associations Go directly to hiring manager Network for advice first Have a 2-minute intro speech Call employers at start/end of day

Be concise, pleasant and confident

at all times

Don’t make unscheduled visits

Speak slowly, clearly and repeat

name and phone on voice mail

messages

Identify person who referred you

Record all contacts

Send “thank you” notes

Develop strategy and plan to

increase your network

Source: http://www.career.gatech.edu/plugins/content/index.php?id=39

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Tapping into Formal Networks

Professional Associations

Industry Associations

Chambers of Commerce

Alumni Associations

LinkedIn.com Groups

Local Nonprofit Community Groups

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Tapping Other Networks

Internal Job Postings

Listserv Job Postings (associations, institutions, etc.)

Expansion Discussions

Downsizing Discussions

Relocation Discussions

Linking via LinkedIn.com, COS.com, Mendeley.com

Internship Opportunities (See Job Search Engine Directory)

Independent Contractor Opportunities

Consulting Opportunities

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Technological Evolution of HR Recruitment

“From exploiting the explosive growth of social

networks to recruiting from their desks through

virtual career fairs and on the go via mobile

phones, talent seekers are honing their texting

and tweeting skills and finding candidates in the

most unexpected places.” “Ronald J. Alsop, “Recruiting for talent will never be the same,”

Workforce Management, 90:2 (Feb 2011): 3.

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Effectiveness: Social Media v. Other Job Sources

Major Job Boards: 219 applicants per 1 hire (response to job board posting)

Social Media: 116 applicants per 1 hire Company Web Page: 33 applicants per 1 hire Online Job Search Engines: 32 applicants per 1 hire

(self-initiated job search) Conclusion: “Still, for job seekers, getting a referral from an employee

is far and away the best way to get noticed by a recruiter.” Study: Jobs2web, n = 1.3 million applications/26,000 hires (2010) “For Job Seekers, Company Sites Beat Online Search Boards, Social Media,” Wall Street

Journal (online), April 3, 2011.

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Scale of Internal Social Media Usage

Social media tools are redefining internal corporate

communications.

Prescient Digital Media Study: “almost 90 percent”

of corporate intranets use social media tools. Ryan Williams, “Inside Job,” Communication World, 28:1 (Jan/Feb

2011): 28.

Conclusion: Employers want employees who

effectively utilize social media at work.

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Scale of External Social Media Usage

80% of companies use social media to find, attract and hire new candidates (2009)

Company use of social media for recruiting: 95%: LinkedIn.com 59%: Facebook.com 42%: Twitter.com

66% hired candidates identified via social media Jobvite Study, 2009; Rachel Eccles, “Link In, Get Hired,” Corporate

Meetings & Incentives, 28:11 (Nov 2009): 12-13. Rita Pyrillis, “The Sourcer Knows,” Workforce Management, 90:2 (Feb

2011): 24.

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Values of Social Media for You

Discussions on social media can provide quick,

inexpensive solutions to daily problems.

Professionals share “cutting-edge insights.”

Offer feedback/suggestions to your company.

Network for career advancement and development.

Broadcast your professional achievements. “Beyond Fans and Followers—Why Engineers Should Care about Social

Media,” Instrumentation Newsletter, 22:2 (10/2/2010): 27. Carrie Pinksy, “You Are More Than a Pretty Facebook Profile,” Northern

Colorado Business Report, 15:25 (9/10/10): 9-28.

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Values of Social Media for Employers

Cost-Effective Recruitment Media

Effective Recruitment Branding For Applicants Joseph De Avila, “Beyond Job Boards: Targeting the Source,” Wall Street

Journal (7/2/09): D1, D5.

Ben Gotkin, “RSM McGladrey’s Social Media,” Journal of Corporate Recruiting

Leadership, 5:4 (May 2010): 29-32.

Improved Effectiveness of Professional Associations Maureen Walsh, “Are You Linked Up?” Strategic Finance, 91:3 (Sept 2009):22-

24.

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Some employers use social media to conduct

background checks on job candidates. Carolyn Boyd, “Controlling Brand Me,” In the Black, 80:4 (May 2010): 44-47.

Employees who use social media can participate in

low-cost professional training and development.

Employees using social media can contribute to cost-

effective marketing efforts. Karen Blakeman and Scott Brown, “Social Media: Essential for Research,

Marketing and Branding,” Bulletin of the American Society for Information

Science & Technology, 37:1 (Oct/Nov 2010): 47-50.

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Employees using social media can collaborate

more effectively, particularly on team projects. Daniel Burrus, “Social Networks in the Workplace: The Risk and Opportunity

of Business 2.0,” Strategy & Leadership, 38:4 (2010): 50-53.

Identify new clients.

Increase company revenue.

Improve knowledge of target markets. “Soundbites,” Recruiter (2/23/11): 18.

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SM as Catalyst to Innovation

‘‘Business 2.0 involves using the new web-based

social networking applications (many of which were

originally created for personal use) in a way that

fosters innovative teamwork, customer co-creation

of value, collaboration with external partners, and

interactive communication between leaders and

employees in an efficient way.’’

Daniel Burrus, “Social Networks in the Workplace: The Risk and Opportunity

of Business 2.0,” Strategy & Leadership, 38:4 (2010): 52.

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Employer Insights into You

Your social media projects a public image: Are you deliberate in crafting that image?

Are you effective in projecting your desired image?

Do you receive new and positive feedback?

Can you measure and document your effectiveness?

Are your social media interconnected/linked?

Employers review social media to assess applicants’

compatibility with their organizational culture (i.e.,

image, branding, business etiquette).

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Metrics for Social Media

Influence Identification: “who in a network has

influence and how potent is it”

Influence Behavior Measurement: “what can be

tracked as a direct link from the people who

influenced behavior”

Influence Predictive Modeling: “using data to predict

what is likely to influence the people you want to

reach” David Armano, “Six Social Media Trends for 2011,” Harvard Business Review,

89:3 (Mar. 2011): 22.

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Career Search Metrics

Number of contacts

Relevance of contacts

Positive feedback on professional image

Number of face-to-face contacts

Leveraging contacts to enter new networks

Number of business leads (referrals, job leads)

Number of recommendations

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Online Networking Systems

All Fields: www.linkedin.com

All Fields: www.facebook.com

Sciences/Engineering: www.cos.com

All Fields: www.mendeley.com

All Fields: www.twitter.com

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Social Media for HR and Job Seekers

“LinkedIn is considered the professional’s

social networking site and a key resource for

both recruiters and job seekers.”

Patricia Sheehan, “Social recruiting targets job candidates,” Long-Term Living, 59:10 (Oct. 2010): 31.

Kimberly Maul and Rachel Wallins, “Advanced Job Search,” PRWeek, Career Guide 2010 (Sept. 2010): 28-29.

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How Corporations Use LinkedIn

To learn about the talent working within their

competitor’s organization

To recruit talent from competitors

To reduce recruiting costs

Quentin Hardy, “Networking for profit, not fun,” Forbes

182:12 (12/8/2008): 85-86.

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LinkedIn.com

www.linkedin.com Add a detailed profile, CV/resume, writing samples,

Power Point presentations. Link with current and prior employers and professors,

colleagues, fellow students, alumni groups. Link with professionals in selected fields:

Professional Public Service: MPA-MPP Degrees Economic Development Professionals

Link with professional associations. Sample Profile:

http://www.linkedin.com/profile/view?id=14189626&authType=name&authToken=Lqsq&pvs=pp&trk=ppro_viewmore

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Community of Science: cos.com

COS Expertise - a richly featured knowledge

management system for individuals and institutions,

containing more than 480,000 first-person profiles of

researchers from over 1,600 institutions worldwide.

COS Scholar Universe - a searchable, editorially

controlled database of nearly 2 million published

scholars in a variety of disciplines.

http://www.refworks-cos.com/cosscholaruniverse/

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COS—continued

COS Public View of Expertise (PVE) - a user-

friendly interface to make selected information from

an institution's research expertise available to key

external constituencies and the general public.

COS Workbench - an easy-to-use Web workspace

with many features to help you promote your work,

manage your saved funding searches and tracked

funding records, and maintain your resume/CV. Sample: http://myprofile.cos.com/cbonilla3

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Facebook.com

Professional or Personal?

Disclosure or Confidentiality?

What Friends May Say

When You Post

It Was Just a Joke, Right?

Effective or Distraction?

What Employers Think

To Friend or Not To Friend

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Mendeley.com

Organize, share, and discover research papers!

Mendeley is a research management tool for

desktop & web. You can also explore research

trends and connect to other academics in your

discipline.

Mendeley is used at, and endorsed by, some of the

world's leading research institutions. Sample Profile: http://www.mendeley.com/profiles/clark-bonilla/

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Georgia Tech Networks

Georgia Tech Alumni Association:

http://gtalumni.org/

Women Alumni Network:

http://gtalumni.org/pages/womenalumninetwork

Student Alumni Association:

http://gtsaa.com/

Student Alumni Mentoring:

http://gtalumni.org/pages/studentalumnimentoring

Planned: SPP Alumni Affinity Group

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Next Steps

Develop your networking strategy. Set your metrics of effectiveness. Brand your public personal image. Brand your public professional image. Identify your potential network contacts. Select social media to reach your contacts. Expand your contacts by entering new networks. Link various social media. Complement face-to-face with online contacts.

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Final Word: Business Etiquette

Etiquette Applies to All Social Media:

“Consideration means looking at the current situation

and assessing how it affects everyone who is

involved.”

“Respect means looking at how your possible

actions will affect others in the future.”

“Honesty means acting sincerely and being truthful,

not deceitful.” Emily Post’s The Etiquette Advantage in Business (2005): 7.

For more information, contact:

Clark Bonilla, Director

[email protected]

404-385-7220

SPP Careers And Social Media

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