Looking for work in 2012 has been a bit more difficult than 2011, with jobseekers out in force. 2012 has seen more Americans who are currently employed actively seeking or open to finding a new job. They feel their skills and talents aren’t being harnessed correctly in their current environment, and think they could be used more advantageously at a new company. The problem with 2012 is that people have expressed feelings that the race has gotten rougher, not easier, in finding a job.
Many job seekers have taken a “glass half full” approach to finding the right job for themselves in 2012. But, they’ve got a multitude of social networks on their side to be discovered through. There is a vast majority who have at least one social network. Nearly 2/3 have two social network profiles, and close to half have three profiles.
It’s really not that hard to have a presence on more than one social network, especially since they can be linked together easily for sharing across multiple platforms. You can post the same content on Facebook, tweet it on Twitter, pin it to Pinterest, then tumble it on Tumblr. Or, you can mix and match which content goes where, so your not boring your friends with business jargon in their Facebook feeds, but sending it to LinkedIn where it will be more well received. You can pin and tweet your favorite summer recipes, then pin and tumble that cool illustration you want to buy for your walls with your next paycheck.
Social is beginning to matter more with recruiters, with 86% of the recruiters surveyed saying they view potential candidates’ social media profiles. While Facebook remains the favored platform for job hunting, Twitter and LinkedIn have both showed spikes in candidates usage. What might 2013 hold for social job seekers?
via: Jobvite
Really interesting data. What we are finding – with regards to candidate use of social media – is that the most successful candidates are doing two things. Firstly optimising their social media profiles to be found by recruiters (and ensuring their profiles are compelling when they are found); and secondly to proactively seek to engage with recruiters at target firms.