Looking for a Job? Write a Blog

July 13th, 2012

There’s a good reason you see so many blogs when you browse the web. Increasingly, this is a way for people to share knowledge, brand themselves as “thought leaders” and—of particular interest to job-seekers—find and get a job.

If you have a special interest in a topic that relates to the kind of job you’re looking for, getting a blog up and running is a great first step toward launching yourself in the world of social media. The  blog posts don’t have to be long (500-600 words tops) or overly formal (a casual, but grammatically correct style is best), but they should absolutely provide value in the form of insights and tidbits of unique knowledge you can pass along. With a library of blog posts and an aggressive approach toward getting traffic to your site, odds are you’ll attract interest from HR recruiters or others in an industry network. If they like what they see, you’ll probably hear from them.

Set up your blog

Look into these sites that will host your blog for free:

Blogger.com – Free and easy to set up

WordPress.com – Free, but with special features you can purchase

Start writing

As noted, blogging is synonymous with informal writing—but that doesn’t necessarily make it easier to pull off. Veteran bloggers suggest writing your first few posts in a Word program, which can be easily revised and edited, and then downloaded into your chosen blog template. In your first draft, don’t worry too much about sentence structure and choosing the perfect words. Focus on getting something down, letting it sit for awhile, then returning to look at it with fresh eyes. Your job is to produce fresh content that has value to readers. (While you’re at it, try coming up with a snappy, topic-related name for your blog, something people can easily remember.)

You might want to start slow, drafting maybe 1-3 posts a week. But your goal should be posting new content at least 5 times a week, so readers get in the habit of checking out your blog on a regular basis.

And remember—Spell-check is your friend! Nothing should ever go up that contains misspelling or simple grammatical errors.

Read and comment on other blogs

Read lots of blogs and comment on the posts you read. Commenting (and finding blogs you can link back to) helps establish relationships with other bloggers and people in positions of influence.

Your blog is your brand

If your blogging goal is to move your job search forward, never forget that your blog represents you; it’s your personal brand. Don’t use this forum to spout off about a pet peeve, unless it’s industry-related and you have a great solution. Don’t get into a blog war with other bloggers. Focus on creating content that you feel good about being read by potential employers.

Meador Staffing Services offers many great tips and resources to help you find the job that’s right for you.

Use Your Social Media Pages to Recruit the Candidates You Want

March 16th, 2012

What’s the point in building social media pages on your company’s website but not tailoring them to what job candidates are looking for? Sadly, that’s what many businesses are currently doing. And they’re missing out on a valuable pool of job-seekers who rely on social media to get the information they want about a would-be employer.

Recent surveys of three types of job candidates – in retail, IT and healthcare – offer unique insights into the type of content you should include on your social media pages. More than 500 workers across the U.S. in each of these industries took part in the surveys. It turns out these job-seekers are interested in very specific information when they click on social media pages. (The following survey results can also guide employers in other industries.)

  • Job listings on company pages
  • Fact sheets about the organization (or a Q&A with a recruiter)
  • Description of career paths and potential for growth within the organization
  • Videos of the company’s new products and services
  • Videos or blog postings about what “a day on the job” is like
  • Testimonials from current employees
  • Photos of a company event (picnic, team-building activities, etc.)

What Your Social Media Pages Should Not Be Doing

In the three nationwide surveys, workers also noted what turns them off when they click on an organization’s social media pages:

  • Content that reads like advertisements
  • Filtering or removing social media comments
  • A lack of newly posted information and blog entries
  • Different messages in different social media venues
  • Failure to respond to questions submitted by candidates

At this point, a relatively small group of job-seekers are making significant use of social media pages, but as these surveys suggest, the numbers are on the rise. This, experts say, is definitely a case of “Build it and they will come.”

The most important thing is to keep your pages fresh and informative. This not only sparks interest, but motivates candidates to refer the sites to their friends as well.

Meador Staffing Services’s Candidate Resource Center offers a wide range of online tools and services to help in your job hunt.

Your Social Media Presence Can Attract The Ideal Candidate

November 4th, 2011

As social media continues its path toward world domination, it’s becoming a leading recruitment tool for forward-thinking companies.

How do candidates leverage social media sites in their job-seeking efforts?  How can you make your business more appealing to them? Let’s start with the basics:

  • Create an employer page on social media sites such as Facebook and LinkedIn. (There are many others but these two are absolute musts.)  Content should include clear and compelling information of interest to job-seekers.
  • Start a company blog with regular posts about what’s happening within the organization. Link your company profiles to the blog and invite your staff to do so, too.
  • What’s the hot topic in your business/industry right now? Go on Twitter and start a conversation (not the same as advertising!). Get people tweeting about your business.
  • Create brief, informative and entertaining videos about some part of your business and post them on YouTube. Include links to your videos on these other social media platforms.

Savvy job-seekers spend time on social media sites collecting valuable details on both job recruiters and in-house hiring managers. They can also connect with current and ex-employees through different sites. In fact, you can assume that information on most aspects of the job recruitment process — open positions, types of interviews, profiles on HR staff — are available online. There are also plenty of job search experts offering advice, tips, leads and best practices to aid the candidate’s search.

This cuts both ways, of course. By friending and following others on social media sites, you can gain unique insights into what drives qualified job-seekers (their interests, preferences, turn-offs) and tailor your recruitment processes accordingly.  This includes posting content that fuels candidates’ interest and makes your business more appealing to them.

If advertising and promotions are part of your “recruitment arsenal,” look at ways to post them on social media sites and encourage followers to link to and tweet about them. It should be obvious that standard ads won’t cut it. Your message must reflect the world as those using social media as part of their daily lives can best appreciate it. This is all part of the social media strategy you want to adopt in order to get things right.

For example, you can share the blog you’re reading right now on your Facebook page, Twitter, LinkedIn, Google Buzz and Yahoo! Pulse. The same goes for your own company blog and other  messaging tailored to social media.

Meador Staffing’s social media presence is one of many tools we have to deliver flexible and customized staffing solutions for employers across Texas and beyond.