Facebook and Google in the control report - What employers use to help research
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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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Facebook and Google in relation Controls - What employers are using to search
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.
Google Marketing - Avoiding Deception
Who hasn't seen yet ads claiming something like: "We will put your website on top of Google in a few weeks or your money back"? Most will understand that they are talking about Google marketing capability of listing websites as result of a search but, the question that never gets answered and often never asked is: "Why would I want that for?"
And here is where a series of "assumptions" come into place. The Google marketing advertiser assumes that you will not ask the question because you assume that you already know. Ever heard of Hans Christian Andersen's "The Emperor's New Clothes" short story? It's a tale of two weavers that promises the emperor a set of new clothes invisible to less intelligent people. When the emperor parades with his "new clothes" everybody talks about their beauty because nobody wants to be called on their lack of brain capacity. Until the child screams: "But the emperor is naked!"
Let me be the child here. All this Internet "stuff" is basically new. Most Internet marketing tools available today were not even talked about five years ago. So, if your business is to sell flowers or furniture or anything else not related to the Internet, why would you know anything about how Google marketing lists your website, social media, pay-per-click, YouTube and others can play a critical role in your business? If you do, more power to you! But if you don't, you are just part of the majority of businesses in this world, including some very big ones.
Ask questions. When somebody proposes that you use Google marketing to list your website on top of the search page, ask: "Why?", "How?" Remember, you may not know anything about Internet marketing but you know everything about your business! And if the answers that you get fail to convince you that your business will benefit from the project then walk away!
The fact is that the power of Google marketing to list websites on top of the search pages can be a very important part of an Internet marketing campaign but, if not correctly planned, it can also be deceptive.
See, the Google marketing listing process always occurs in function of a search request for specific words. Imagine that you are into furniture retail sales. When people enter in the search box the phrase "furniture sale" (nearly 1 million searches every month occur with this phrase), if your Google marketing listing comes on top that is a very effective way of attracting a large amount of visitors. But, if the firm promising you "top of Google marketing listing pages in no time" gets you on top only when people search for "bonton furniture sales" alleging that is the way people look for your modern-classic pieces, you may be in trouble because only 36 average searches per month are registered for this phrase and none in the USA!
Getting a job at Google - The Google Interview Process
What exactly is it that Google is doing on the job so elusive? State news reports and articles constantly online, a job at Google is not an easy task, so that the process be informed and prepared for rejection.
The initial application process is fairly easy, just Google "Google Jobs" and from there brought you to a key international destination page that lists job opportunities by location or by category. From there you can simplyWorking to meet your unique abilities and put them in your shopping cart. When you are ready and your cart is wonderful Google is full of employment opportunities, it is time to finish your application by filling out the basic profile data, including your college GPA. (Remember, you are in competition with Ivy League graduates, ex-NASA scientists and Fortune 500 decision makers.)
From this point two things instead:
A) You get a pretty generic e-mail from Google, you saythat you do not meet the requirements for this position, but to welcome you again in the future to apply for other positions
B) You are over the phone with a Google recruiter who ask you to be a lot of questions and you will be contacted to rank on a scale of 1-10 on a variety of metrics
For the purposes of this article aptly titled "Getting a job at Google," we assume that B happens, the next step is for an hour phone interview with an expert on the industryGroup in which you are applying. If that goes well, you have a 3rd Telephone interview. These interviews will mainly consist of a series of detailed questions that the position you are applying for, as well as real world scenarios or problems you must solve over the phone. It is usually during those two phone interviews, you are asked, some of the highly publicized Google Interview Questions:
A) Why are manhole covers round?
B) How many times a day, aClock's hands overlap?
C) How many balls fit into a school bus?
D) How much should you charge to wash all the windows in Seattle?
E) Explain the importance of "dead beef"
If the answer to these questions are appropriate and Excel are other aspects of the interview you to the office where you would probably be flown to work and go through a series of personal interviews. On average, this Google interviews take about an hour, depending on the roleThey may include interviews of 5-9 range and one or two days.
The interviews found a number of people you will interact with you should the position. Interviews with staff found the escalating importance. As you work your way up the food chain, the interviewers are more advanced and clinical.
When Google interviews go well you will be contacted to discuss the situation and an offer is no longer expected.