11 Blogger Outreach Best Practices

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Arik Hanson

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11 Blogger Outreach Best Practices Arik C. Hanson, APR Principal, ACH Communications

30+ bloggers and HAPPO champs ,[object Object]

#5: Don’t forget about offline activities

#7: Make your ask compelling and relevant

Noticed you were in SFO last week I read your post yesterday Given your interest in…

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Show of hands, how many people remember when getting hired was all about putting your best foot forward during a face-to-face interview and hoping they liked you? Or when an interview was the first opportunity you had to make a good impression? These days, when the hiring manager says, “tell me about yourself” she probably already knows more about you than you think. Social media and the employer Today many organizations check out an applicant’s social media profiles before they even extend the first interview offer. Reading over a candidate’s Twitter, Instagram, or Facebook feed gives the human resources department insight into the behavior of potential employees to see if they’re a good initial fit. What you post on your social media accounts can tell them everything from what your political views are to whether you keep your cool over life’s little frustrations. For instance, if you boast about getting mouthy with a barista who messed up your coffee order, you’re probably not a good match for that customer service job you’ve got your eye on. It may seem unfair that companies sometimes pass over otherwise qualified candidates because of the content of their Vine account, but many managers are glad for the chance to spot potential problem employees before they’re brought on board. Employment Lawyer Lisa Geurin says the practice is perfectly legal, however it does have it’s limitations. For instance, “an employer who looks at an applicant’s Facebook page or other social media posts could well learn information that it isn’t entitled to have – or to consider during the hiring process,” explains Geurin. “This can lead to discrimination claims. For example, your posts or page might reveal your ethnicity, disclose that you are pregnant, or espouse your political or religious views. This type of information is off limits in the hiring process, and an employer who discovers it online and uses it as a basis for hiring decisions could face a discrimination lawsuit.” Applicant dos and don’ts It’s possible to use and maintain social media accounts during your job search as long as you keep a few things in mind. Don’t give a potential employer your passwords. Some companies may ask you to provide passwords to your social networking accounts during the application process but you are under no obligation to comply. It’s a needless invasion of your privacy and, in fact, dozens of states are in the process of legislating bans against the practice. Don’t lie about having social media accounts. This one is kind of a no-brainer but important to remember. Even if your accounts aren’t under the name on your job application, there’s still a chance your profiles will be discovered. Hiring managers don’t simply Google your given name, they’ll check to see what services are associated with your email address or even track their way back through peers or colleagues to see if they can find you.

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