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Social media has transformed the way the world communicates, and its influence hasn’t failed to infiltrate the HR industry. Today, recruiters are increasingly turning to social media to identify great candidates, advertise vacancies and background check their short lists. The latest statistics from Jobvite confirm its sway, with a huge 94% of recruiters currently using or planning to use social media to advertise vacancies. Looking for more reasons why social media matters?
- CareerBuilder reports that 39% of all employers use social media to personally research (aka ‘stalk’) candidates.
- According to Jobvite, employees who used social media to hire reported a 49% improvement in candidate quality.
- Millennials love social media, with the Aberdeen Group finding that 73% of 18-34-year-old job seekers tracked down their last job through a social network.
- 89% of all recruiters have sourced an employee via LinkedIn, reports Herd Wisdom.
It’s clear that social media plays an integral role in the modern job hunt. So as a candidate, how do you go about putting your best foot forward and making connections that count on social media? Read on for practical tips and advice that will get your social strategy soaring.
If you don’t have a LinkedIn account, your social media networking strategy is seriously lacking. The platform offers a wealth of career focussed tools for professionals, and is far more job focussed than its Facebook and Twitter counterparts.
Track down thought leaders
Don’t mindlessly follow any individual you think is influential. Instead, take the time to connect with thought leaders and actively take note of the topics, trends and concepts that they explore.
Even the most impressive of social media profiles amounts to nothing unless you take a dynamic and proactive approach to connecting with fellow professionals. As well as following and friending, use social networks to ask questions, share opinions, spark discussions and publish content of your own. Even something as simple as a retweet can open doors you didn’t even know existed.
Keep it clean
If you plan on using your social networks as a career building tool it’s important to screen all content. If it isn’t boss appropriate, it doesn’t go live.
Develop a voice
Social media is intrinsically social which means you’re granted leeway when it comes to tone and content. While you should always be relevant and respectful don’t be scared to adopt a chatty and conversational voice. This will help you connect with fellow social media users on a deeper, more personal level.
Want more advice on scoring your dream job? Give us a call today to chat about how we can connect you with coveted accountancy, finance and HR positions in the South East of England.
Title: Top ten candidate qualities you need
Current URL: http://www.wademacdonald.com/top-ten-candidate-qualities-need/
When you’re finding the right person for a job role, it can be all too easy to tick the boxes when it comes to qualifications and levels of experience, but how can you tell that a person will be right for an organisation in the long term?
Throughout our many years of recruiting HR and finance professionals, we’ve maintained that the way to ensure a person will be around for the long term, is to make sure that they’re a good fit, not only with the qualifications they have, but that their personality, aspirations and abilities fit the role too. It’s important to remember that each person is an individual and as such, when finding candidates for a specific job role there are plenty of things to look for.
Here is our list of top ten candidate qualities you should have as a candidate, or ones you might be looking for as an employer.
Our top ten!
Ability to undertake the role – while it’s not the only thing that your ideal candidate would have, obviously it’s important to be able to do the job you are going for and be able to demonstrate this at interview.
Intelligence – Not so much the IQ of a brain surgeon or rocket scientist, but more the common sense to prioritise and organise well, to solve problems when they occur and think for oneself.
Confidence and Appeal – It helps if a candidate has got a good personality and people warm to them easily. If they’re friendly, easy going, confident, but not cocky and co-operative, chances are this means they will get on with other employees and any customers they might be dealing with.
Integrity – it’s always good to know that the person you are employing is honest and reliable, but they should also be honest with themselves and realistic about what they can achieve.
Courage – An attractive quality in a potential candidate is to find someone who is open to and excited by new challenges and willing to try new things.
Strength of character – this is the kind of candidate who will persevere when things aren’t as smooth going. The sort of determined individual who will weather the storm through a crisis and come out in one piece on the other side.
Adaptable and Flexible – because a role can often change and it’s good to know that the person doing it is not so set in their ways that they can’t adapt to it
Leadership Ability – the candidate should be able to take responsibility for their own actions and also have the ability to positively influence others, even if it isn’t a managerial role.
Teamwork – it goes without saying that a good candidate should be able to work as part of a team, so ensure they are happy to pitch in and work well with others - especially the team they might be becoming part of.
Good fit – finally, and possibly most importantly, a candidate should be a good fit with the ethos and personality of the organisation they are applying to. Chances are they will be happy to stay for the long term this way.
There's only one way to discover if a candidate has all of these qualities and that is through the interview. So, as a candidate, ask intelligent questions and be prepared to demonstrate and give examples of the qualities you possess. As an employer, think about your organisation and what sort of person would fit nicely into it. What qualities are you looking for and how will you go about discovering them?
For more advice on recruitment in the HR and finance industries, feel free to get in touch with us today, we’re always pleased to help.