The document discusses job searching strategies and virtual assessments used by employers. It provides tips for using social media platforms like Facebook and LinkedIn effectively for job searching and maintaining an online presence. It also discusses using online assessments to evaluate strengths and fit for roles. Employers are increasingly using applicants' online profiles to screen candidates before interviews.

1. Questions
Frank Alaniz
Missouri Workforce Regional Liaison
SLATEMCC

2. I have skills ~ Why don’t I have a job?

3. Rules of Job Searching
 Regardless of age, being out-of-date is a very common
problem and not, fortunately, an insurmountable one.
1. Focus
1. One of today’s “problems” is too many opportunities!
2. How many of you are sending out more than 3 or 4
resumes a week?
2. Bring your “A” game
1. The way you handle this whole process of applying and
interviewing for a job is viewed as an example of your
work – which it is!
2. How many of you have Career Portfolios?

4. 1. Resume
1. Resumes have changed substantially with the availability of technology
2. How many of you have an object statement on your resume?
2. Networking
1. Studies show that the person who is referred by an employee is hired 5
times more often than the stranger who simply applies
2. How many of you have a current LinkedIn profile?
3. Be Visible
1. Being invisible is like an OUT-OF-DATE stamp on your forehead!
2. How many of you have “Google” yourself?
4. Pay Attention
1. Pay attention to what is visible about your name when someone does a
search.
Workcoachcafe.com

5. What does Sourcing mean to me?

6. Chirag Nangia, CEO of Reppify
 With the advent of social media, companies have more
information than ever on job candidates, and the process
of evaluating those candidates can be lengthy. In the past,
companies tried to determine candidate fit through their
résumés. Today, employers perform web searches on
candidates, learn more about them from social media,
and examine their work samples.

7. Chirag Nangia, CEO of Reppify
 We do think the use of social media by employers will continue to
be the trend; and while there will be instances of Facebook
password requests of candidates by potential employers so they
can examine their profiles for objectionable content, these will
likely remain edge cases. Most employers will pursue intelligent
policies that effectively leverage relevant information from social
media, such as project work on an open-source engineering site,
to select the top qualified candidates.

8. Chirag Nangia, CEO of Reppify
 Leveraging your network wherever possible is key. The
average user on a network such as LinkedIn, for example, has
around 200 connections. With hiring on the rise again, job
seekers will need to use their connections to help get ahead
of the competition and get through to those jobs where they
are most qualified. Soon, this will also begin working in
reverse – as employers adopt new technology and tools,
those right jobs will begin to find you.
Lisa Quast, Fobes Contributor
Smart, strategic, and sometimes sassy career advice for women.

9. Sourcing

11. Recruiting by the numbers

12. Facebook
 Understanding Facebook
 Facebook is the #1 Social Recruiting Source in 127 of 136
Countries.
 As Facebook approaches 1 billion users globally, it’s estimated
that 25% of the users are company/business pages.
 Also, while the percentage of Facebook users are business might
be relatively small (for the sake of argument, let’s say 25%),
given the nearly 1 billion profiles, that would be almost
250,000,000 global business profiles.

13. Facebook
 Have you ever seen your own profile from a friends prospective?
 Facebook has a feature that allows you do view your profile.
 Profile Page: click on the image of the settings cog wheel
with the downward pointing arrow
 Click view as
 On the next page, type in a friends name in the top left
 If your are uncomfortable with the information available, you can
control your privacy settings here:
www.facebook.com/settings/?tab=privacy

14. Facebook
 Set a reminder
 Every thirty (30) days to make sure that your privacy settings
are up to date.
 Why does this matter
 25% employers have a policy of how their employees can
represent themselves online.
 People who need to make a decision about you -- whether that
person a future employer, date or co-worker – maybe
influenced by what they find online.
 Make sure your online reputation is yours!
Backgroundcheck.org

15. Facebook Sourcing
 Simple Searches using Facebook
 http://www.facebook.com/srch.php

16. Search Results

17. Using Google X-Ray
 Everyone’s search results will be slightly different depending
on how they use Google. Power users will have results based
on how you use Google as Google has learned your search
habits. Bing,Yahoo or other search engine users will obtain
different results based on Google’s lack of knowledge of your
search habits
 Search String:
 site:facebook.com (“accountant” OR CPA) (“St Louis” OR stl)
inurl:people

18. Search Facebook

19. Business Pages
 Search String:
 site:facebook.com (“accountant” OR CPA) (“St Louis” OR stl)
inurl:company
OR
 site:facebook.com (“accountant” OR CPA) (“St Louis” OR stl)
inurl:pages

20. Company

21. Pages

22. Job Search Strategy using Facebook
 Facebook Marketplace
 Have a look through your local marketplace
for job listings, you will be able to see a
description and also who posted the job.You
can now either apply or contact the person
behind the position for more information.

23. Recap - Facebook Security Settings
 Make sure they are setup appropriately
 Don’t rely on the default settings
 Untag your photos and don’t allow others
to tag you
 Set a calendar reminder to once a month to
make sure your settings haven’t changed ---
i.e. default email address

24. Virtual Assessments – New Tools for
Employers?

25. Talify
 WHAT WE DO ~ Allowing thousands of Missouri
employers to pinpoint Missouri job-seekers as their next top
performers
 A free service of the Division of Workforce Development,
Talify Missouri begins by asking you to provide brief
demographic information interests, experience, education,
and geographic preference — and continues by capturing
your behavioral strengths through sophisticated online
assessments built upon 50 years of research and development

26. Results
• Have you ever taken an assessment for an employer
and not been able to see your results?
– Our reports are instantly available to you, providing you with
the feedback you need to land your dream job.
– We then provide you with feedback as to roles in which you
are most likely to excel, coaching toward your strengths,
opportunities for improvement, and unique tools to interview
more effectively.

27. Quick Assessment Guide

28. Instant Feedback

29. CareerBuilder Survey
• Candidate called himself a genius and invited the hiring
manager to interview him at his apartment.
• Candidate’s cover letter talked about her family being in the
mob.
• Candidate applying for a management job listed “gator
hunting” as a skill.
• Candidate specified that her résumé was set up to be sung to
the tune of “The Brady Bunch.”
• Candidate’s résumé was decorated with pink rabbits.
• Candidate applying for an accounting job said he was “deetail-
oriented” and spelled the company’s name incorrectly.

30. When creativity works
• Candidate sent his résumé in the form of an oversized Rubik’s
Cube, where you had to push the tiles around to align the résumé.
He was hired.
• Candidate who had been a stay-at-home mom listed her skills as
nursing, housekeeping, chef, teacher, bio-hazard cleanup, fight
referee, taxi driver, secretary, tailor, personal shopping assistant
and therapist. She was hired.
• Candidate created a marketing brochure promoting herself as the
best candidate and was hired.
• Candidate listed accomplishments and lessons learned from each
position. He gave examples of good customer service as well as
situations he wished he would have handled differently. He was
hired.

31. Mistakes to Avoid – CB Survey
 When asked what would make them automatically dismiss a
candidate from consideration, employers’ top responses
included:
 Résumés with typos (61 percent)
 Résumés that copied large amounts of wording from the job
posting (41 percent)
 Résumés with an inappropriate email address (35 percent)
 Résumés that don’t include a list of skills (30 percent)

32. Questions
Frank Alaniz
Missouri Workforce Regional Liaison
SLATEMCC