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I would like to redistribute this same survey to a wider audience and a sample of HR professionals who have read this study (so they understand what we are trying to accomplish) and then apply the same analysis that will be done with this study. If you are an HR professional or a recruiter and you would like to participate, please send an email to info@theprofessionalwebsite.com, in the subject line put HR/recruiter survey and use the email you would like me to send the survey to; also, forward a link to this blog to colleagues you know who might be interested in taking the survey. Once I have a good number of participants, I will launch the study and you will receive a link to the survey. To get a margin error between +- 5% and +-10%, we will need at least 100 respondents (assuming a portion of the 500,000+ HR professionals in the US are involved in hiring).
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Survey: Employers Seeking Employees Published 12/14/2012 by TheProfessionalWebsite Searching For Candidates
One of the objectives of the survey is to understand whether hiring professionals actively use web services to search for candidates, a requirement for an effective pull approach; where you pull a potential employer to your professional website. I think this tendency is becoming more common, especially with certain types of careers. And in open-ended responses, some respondents made it clear they do seek out candidates (see quotes below). However, applying to job listings through job boards, company websites, industry specific websites, and newspapers ranked by far the most important factor in finding employment according to the respondents. In addition, as I created the survey, I had an assumption that there was a significant increase in the pace of job placement (the time it takes to find and evaluate candidates, and make an offer) for two reasons: the availability of sophisticated web services employers can use to actively seek out candidates; and the necessity to hire quickly in our expanding service industry, especially in IT, business, and communications areas. I did not get as strong of a response as I expected. On a ranking scale 1 to 5 (5 being a major increase), the average ranking was 2.64 and the largest segment of respondents (38.5%) reported only somewhat and in open-ended responses expressed that an evaluation of soft-skills remains important. Here are some of the open-ended responses regarding searching for candidates:
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Survey: Employers Seeking Employees Published 12/14/2012 by TheProfessionalWebsite Not A White Collar Phenomenon
Using web services to advance your career is not limited to white-collar or IT and business professionals. I sent the survey to HR professionals from 20 different industries/services and 30 US states and there is a clear majority of respondents using web services to find candidates (75%) and every respondent is willing to accept other types of media for employment evaluations (to compliment or replace a standard resume and cover letter). This tells me a few things. For many careers, it is necessary to get references to validate your experiences and skills what LinkedIn calls endorsements. To accomplish this validation, LinkedIn has built a sophisticated, networked interface where your connections can endorse you. However, I find a few difficulties with their approach: early career professionals simply do not have many connections and have not yet developed many skills; there becomes a popularity contest where the number not necessarily the quality of endorsements and connections defines you (why else are the number of connections so prominently placed); and the interface is so impersonal essentially anyone can endorse you and view your profile without consent. What am I driving at? You cannot fully rely on a single web service when you are seeking employment, and some web services will work better for you based on your career type and stage. According to the survey, HR professionals are primarily using LinkedIn, CareerBuilder, and MonsterJobs to find candidates. As discussed above, LinkedIn works great for mid-career, higher-paid professionals (average age of a LinkedIn user is 42 and the average household income is over $88,000). MonsterJobs and CareerBuilder have a service with a more traditional resume approach and therefore might cater better for early career professionals and careers that require less professional networking. Echoing a suggestion in other blog entries, use your professional website as a landing page in each of these web services. Most HR professionals would agree that the best way to represent yourself while applying to a job or getting found by a potential employer is to provide as much content as you can. Take an inventory of what content you can create and relates to your profession and provide it on your professional website. This might seem difficult if you have little employment experience, but with some selfreflection you should consider the following (in parenthesis is the percentage of human resource personnel willing to review this type of media during an employment review): If you are a recent college graduate, share sample papers, presentations, and projects from your courses that are a strong representation of your capabilities (74%) Create a video resume (53%) Write a blog (44%)
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