Jobs Search

Are you wondering if using Facebook in a job search is a good idea? LinkedIn, the professional networking site, is considered to be the primary networking site for a job seeker. However, I would definitely consider using Facebook in job search in addition to LinkedIn because Facebook is being used by employers to identify new employees.

Social Media sites like Facebook and Twitter are designed to be social and free flowing like a conversation. While using Facebook in a job search, not everything you share should revolve around "I need a job!" Once or twice a week, mention interviews in a positive light, a company that you are researching, an article/ video you enjoyed, or a networking event experience. Keep your comments positive!

Try using these 4 key ways to find a job with Facebook:

1. Search a Target Company Name

When you are using Facebook in a Job Search, start with a search of the name of a company you are really interested in targeting for employment using the fill-in box at the top of the page. You may find a company Facebook page but you will also identify people who work with the company. If that individual is a friend of one of your Facebook friends...Network your way to information about the company and a possible job!

2. Search the Name of a Key Decision Maker

You have been on the company website and you have a list of some of the key players in the company...search those names. You may find out some good information or find that you have a friend in common. By the way, the employers are searching you so make sure your Facebook pages are clean of damaging information to your job search.

3. Find Other Professionals of Your Type

When you are using Facebook in a job search mode, it is a great way to connect with other professionals across the country in a more casual platform than LinkedIn. Search your professional title and you will find individuals and groups for your area. This is a great source for networking and information gathering.

4. Identify People from Past Educational Endeavors

Many people miss this great way to expand on their professional network and to find a job using Facebook. At the bottom of the Facebook page is a tiny link titled "Find Friends." Click on the link and search individuals who graduated from your school and program.

Social Media is geared toward what is happening "now" so assuming that communicating your unemployed status one time is enough, usually is not. Think about being a reminder bell without moaning about unemployment.. Your contacts get busy so continuing to have a presence in social media will remind them of you and your situation. As an example, one week a Facebook friend may have no leads and then two weeks later has a great lead.

Facebook is a great resource for the job seeker if used correctly. Next, get more creative ideas for your job search and find out about a little known technique that is generating interviews by clicking here, using Facebook in a job search, and filling out the form.

Claire Solorio is a seasoned career/ business consultant. As a work at home mom, business owner and career consultant, she has extensive experience in coaching/mentoring and shows people how to leverage the power of the internet to build business and get jobs. Clear Consulting

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Increasingly employers admit to using social networking sites and search engines as tools to carry out the checks referenced in the work process. Social networking sites like Facebook, MySpace, LinkedIn and search engines like Yahoo and Google have become very popular with employers and candidates seeking the screen.

Business Justification.

Why should an employer issue with Google and Facebook to research potential candidates? E 'simple curiosity, or is there real business justification? Many studies confirm the costs associated with poor hiring decision online. The cost of goods sold is estimated to be twice the annual salary for a particular position. The cost of a bad hire, which remains with a company, is even greater.

Companies have an interest that will be a "contingent liability" with a box of evil. For example, someone who runs a website for rental partisanship racist or illegal activities are another importantpotential liability for any business. There are many reasons why a company would choose this option to check a possible candidate to conduct research or a reference.

Candidate

With the growing popularity of social networking sites and powerful search engines such as Google, personal data has never been easier to obtain. Recently, Facebook opened its site to search engines like Google and Yahoo. Despite the legal or moralCandidates can remember the controls are employers on Google or Facebook on their personal data and the implementation of employment, it might be wise to Web for job seekers to be careful what you post on.

Employers

Regardless of the established labor law still applies. In many countries there are specific laws against discriminatory hiring practices. In Canada, the Human Rights Act on Protection of Individualsof discriminatory hiring practices on the basis of religion, race, sex, marital status, disability, and so on. And 'advisable for applicants and employers to be familiar with the concepts of law as bfor etc. For example, a company should not manage, because the results of the search engine shows that the applicant has a religious site. If employers are considering the inclusion of the use of search engines and social networking sites in their screening and selectionProcess, so be consistent in its application at the same time respecting all norms of current job. Consistency means that all candidates go through a recruitment procedure that your policy should be applied consistently. For example, if your company runs criminal background checks as a condition of employment, so it should not take this step for all applicants fully choose the ones that look like a criminal. If the employer does not have concerns for their recruitment policy, it would be prudentHuman Resources to contact their lawyer or professional work.

Finally, as mentioned above to avoid the business decision to use search engines and networking sites to research potential staff costs driven by all before. This is the employer are motivated to avoid the costs and liabilities of a low rent. The same logic would then also important that employers consider the impact on public perception and involvement of employees in the exercise of thatPolicies. As if the employees and job seekers view of search engines and networking sites for candidates to research as in bad taste to help with the exercise of the employer would defeat the purpose.

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Increasingly employers admit to using social networking sites and search engines as an aid in the implementation of controls on the employment process. Social networking sites like Facebook, MySpace, LinkedIn and search engines like Yahoo and Google have become very popular with employers to search and screen candidates.

Business justification.

Because the employer the problem with Google and Facebook to research potential candidates? E 'just curious, or is there a real business purpose? Many studies confirm the cost of poor hiring decision. The cost of sales is estimated to double the annual salary for a particular position. The cost of a bad hire, which remains with a company is even greater.

Companies have an interest in limiting rent "potential liability" associated with a poor. For example, someone who is renting a partisan site racist opinions or illegal activities is a hugepotential liability for any business. There are many reasons why a company may choose these options for controlling a candidate can make a research or reference.

Candidate

the increasing popularity of social networking sites and powerful search engines like Google, personal data are never easy to be with these. Recently, Facebook opened the website on search engines like Google and Yahoo. Despite the legal or moralConcern over work can have checks with employers on Google or Facebook for their personal information and employment practices, it would be wise for job seekers, be Careful What They Post on the Internet.

Employer

Regardless of the established labor law continues to apply. In many countries there are specific laws against discriminatory practices in recruitment. In Canada, the Human Rights Act protects peopleof discriminatory employment practices based on religion, race, sex, marital status, disability and so on. And 'advisable for employers to be familiar with legislation and policies bfor etc. such as, for example, a company should not run a candidate, because the search engines results show that the applicant has a religious site. If employers are considering the inclusion of the use of search engines and social networking sites in their screening and selectionProcess, and consistent application and compliance with all employment law established. Consistency means that all applicants go through the same process, rents, that your policy should be applied consistently. For example, if your company has a criminal background check as a condition of employment, then should not choose this step for all applicants, because those look like a criminal. If the employer has no reservations about their recruitment policy would be unwisetheir professional contacts and human resources labor lawyer.

Finally, as mentioned, to take business decisions to search engines and networking sites to research the prevention of potential cost reductions in particular. This is the employer are motivated to avoid the potential costs and liabilities of a low rent. In this spirit, therefore important that the employer is the impact on public perception and consider the commitment of staff in the use of suchPolicies. As if employees and job seekers view search engines and networking sites to research as applicants, then through the exercise would hit employers with the aim of bad taste.

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Brian Krueger, President of CollegeGrad.com, presents "Facebook and Your Job Search." Are you a Facebook user? And you are not currently looking for a job? If so, you need to watch this video.

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