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DATA Inc. USA72 Summit AvenueMontvale, NJ 07645(201) 802-9800www.datainc.biz

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PMI Westchester Job GroupSeptember 7, 2012

Social Mediaand your career

A unique approach forfinding your next job

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In this presentation

• About DATA Inc. and the speaker• Evolution of Hiring• The basics of Social Networking

– How it works, actions, etc.

• What recruiters look for – The good, the bad and the ugly

• How to brand yourself on Social Media?• Uncovering hidden job opportunities

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ExpertiseScalability

About DATA Inc.

Over 25 years experience delivering:

Delivery Model Cost

Customer Service

- Staff Augmentation - Software Solutions - Products

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Proven Delivery Model

US Based Company – Started in 1983….Delivering in

• Staff Augmentation– Providing contingent resources (technology) in :

• USA • UK• Switzerland• India

• Software Solutions – Project work delivered locally or globally (hybrid) in:

• USA• UK• India

* Planned expansion in other geographies

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Recognition

• Featured in leading industry publications

• Speakers at top industry events

• Awarded the highest partner and industry honors

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Partial List of Clients

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About George Nikanorov

• Over 14 years of Marketing and Communications Experience

• Head of Marketing at DATA Inc. and Adjunct Professor with Passaic County Community College

• Profiled and interviewed by Crain’s B2B, Corporate and Incentive Travel, etc.

• Active Volunteer with charity organizations

Twittertwitter.com/george_n

LinkedInlinkedin.com/georgen

Facebookfacebook.com/gnikanorov

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Evolution of Hiring

Emails to network / database,

email responses,

reviewed over days

Classified Ads,

Unsolicited resume

submittals

Phone calls to network,

faxed responses,

reviewed over days/weeks

Automated publishing >>> Automated screening >>> Automated matching

Advertise on Job Boards,

scan Job Boards, resumes reviewed same dayToday…

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What has changed

»Pace

»Scope

»Precision

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How do job seekers react ?

• Writing a good resume• Building a local personal

network• Face to face networking

opportunities• Applying to classified ads• Sending unsolicited

resumes

Do you abandon traditional methods?

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• The practice of expanding the number of one's business and/or social contacts by making connections through individuals.

• Based on the six degrees of separation concept • Any two people on the planet could make contact

through a chain of no more than five intermediaries

• Establishes interconnected Internet communities• Helps people make contacts that would be good for

them to know, but would have been unlikely to have met otherwise

Definition of Social Networking

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Six Degrees of SeparationGeorge Nikanorov – Integrated Marketing and Communications Strategist

500+ Connections – http://www.linkedin.com/in/georgen

1st Degree 2nd Degree 3rd Degree 4th Degree 5th Degree 6th Degree

Jennifer D’Costa – Senior Account Manager at DATA Inc.

305 Connections on LinkedIn

DATA Inc. Client

Banking Industry

John Thain

Chief Executive Officer – CIT Group

Timothy Geithner

Secretary of the Treasury – US Government

Barack Obama

President of the United States

2nd Degree

2nd Degree

3rd Degree

3rd Degree 4th Degree

4th Degree 5th Degree

5th Degree

6th Degree

6th Degree

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Social Networking• Another weapon in your arsenal• Aircraft carrier – projects capabilities beyond

conventional expectations

Domain Expertise

Technical Knowledge

Role

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Social Networking Advantages

• Quick and easy research on individuals and organizations– Leads on opportunities can be found throughout your

network– Connections to recruiters and hiring managers can be

made through a variety of different channels

• Build your ‘‘professional and personal brand’’– Advertise yourself in front of your peers, hiring

managers and recruiters

• Be searchable– Another version of your professional resume

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• Not a replacement for conventional recruiting practices• Meant to ‘augment’ the way we recruit

• Two pronged approach• Train recruiters and sales staff to ‘brand’ themselves –

allows job seekers to find them and connect

• Train job seekers to ‘brand’ themselves, join groups and utilize social networking to an advantage

• Publish jobs to social media• LinkedIn, Facebook and Twitter

What recruiters look for?

How we approach recruiting over social media

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What recruiters look for?

• Teach the ‘theories’ behind social media (i.e. degrees of separation)

• Develop a keyword rich profile• Outline what you recruit for within your social

media profile(s)• Participate in job groups • Post in job groups• Utilize Social Media to further check on

candidates (if required)

What we tell our recruiters to do

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What recruiters look for?

• Part of an integrated strategy

• In addition to traditional methods

• Opportunities stream directly – LinkedIn groups

(alumni and techtalk)– Facebook Page– Twitter– Other Social

Media Tools

RSS Feed

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What recruiters look for?

• Consistent web presence (Good and bad)– Who let the crawlers out (and recruiters?)

• Precision– Scalpel not a chain saw –

• Brief on a resume, yet detailed and keyword driven on Social Media

– Domain Expertise coupled with Technical Experience

• Responsiveness– Coy is for dates

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How to brand yourself?

• Connect your profiles (i.e. LinkedIn, Twitter, Facebook)

• Develop a keyword rich profile• Participate and communicate

– Question and Answers, Groups, etc.• Join groups

– DATA Inc. Tech Talk– Job Groups

• Connect with Recruiters and ‘talk to us’– Proactively Connect – Establish a rapport – Reactively

respond

What can you do?

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Standing out on LinkedIn

• Post status updates• Develop a keyword rich profile• Participate and communicate

– Question and Answers Section• Join groups

– DATA Inc. Tech Talk– Job Groups

• Connect with Recruiters and talk to us on LinkedIn

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Standing out on Twitter

• Work on your brand bio – 160 characters– Who am I?– Who do I want to be seen as?– Who do I want to be?

OR– What do I do?– What have I done?– What do I want to do?

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Standing out on Twitter

• Find the right tweeters to follow– Follow, re-tweet, tweet

• Link your Social Media lives

• Be active in your virtual lives

• Respond with attention to detail

• Connect and talk

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Twitter

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Standing out on Facebook

• “Like” companies on Facebook• Split your lists

– Professional– Personal– Internet

• Post status updates to each lists• Make sure to keep tabs on your privacy settings

– Status Updates– Comments – Photos

• Be careful what you post• Talk to us on Facebook (i.e. find recruiters and

talk to them)

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What not to do

• Post derogatory information and links

• Post derogatory status updates

• Argue on Facebook

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Also

• Register on target companies career portals

• Find the right people to follow– Follow, retweet, tweet

• Have a detailed resume link available

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Conclusion

• Social Media Strategy is NOT a substitute, but meant to augment your current job seeking efforts

• Just like with other methods, a unified approach is required– Brand yourself through traditional and new age media

• Persistence is key

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Dedicated to your success

A copy of this presentation will be made available on our

SlideShare account at

http://www.slideshare.net/datainc

Questions?