通過(guò)互聯(lián)網(wǎng)和社交媒體求職

Thejobmarketismorecompetitivethaneverformillionsofworkersaroundtheworld.InAmerica,onereasonrightnowistheslowrecoveryinjobgrowthaftertherecession.對(duì)于全球數(shù)百萬(wàn)求職者來(lái)說(shuō)，現(xiàn)在就業(yè)市場(chǎng)比以往任何時(shí)候競(jìng)爭(zhēng)都愈加激烈。在美國(guó)，造成現(xiàn)在這種情況一個(gè)原因就是經(jīng)濟(jì)衰退后就業(yè)機(jī)會(huì)增加遲緩。第1頁(yè)ButotherreasonsinvolvechangesintheneedsoftheAmericanandglobaleconomies.不過(guò)其它原因包含美國(guó)和全球經(jīng)濟(jì)體需求出現(xiàn)改變。

第2頁(yè)InbigdevelopingeconomieslikeIndiaandChina,highturnoverratesmeanworkersoftenmovefromjobtojob.在印度和中國(guó)等比較大發(fā)展中國(guó)家，高轉(zhuǎn)換率意味著員工經(jīng)常變更工作。第3頁(yè)Thesedays,manyjobseekersgoonlinetoconnectwithemployers.Jobcandidateswanttoshowtheyhavealottooffer.近年來(lái)，許多求職者都經(jīng)過(guò)互聯(lián)網(wǎng)聯(lián)絡(luò)用人單位。求職者希望展現(xiàn)他們有許多技能。

第4頁(yè)Butinmanycasestheysimplyapplyforajobtitleandlisttheirworkexperience.Instead,theyshoulddescribethetalentsandabilitiestheycouldbringtoanorganization.不過(guò)許多情況下，他們只是申請(qǐng)一個(gè)職位，列舉他們工作經(jīng)驗(yàn)。實(shí)際上，他們應(yīng)該描述他們才能和能力，他們能為企業(yè)帶來(lái)什么貢獻(xiàn)。第5頁(yè)ThatistheadviceofSteveLangerud,directorofprofessionalopportunitiesatDePauwUniversityinIndiana.Headvisesstudentsoncareerplanningandoftentalksaboutworkplaceissuesinthemedia.這是印第安那州德堡大學(xué)職業(yè)機(jī)會(huì)小組責(zé)任人SteveLangerud提議。他為學(xué)生職業(yè)規(guī)劃提供提議，而且經(jīng)常在媒體上討論工作場(chǎng)所問(wèn)題。第6頁(yè)Hesayssocialmediasitesarevaluablewhentheyshowtheabilitiesofjobcandidatesandnotjusttheirjobtitleandexperience.他表示，社交媒體網(wǎng)站是很有價(jià)值，不過(guò)必須展現(xiàn)求職者技能，而不只是工作職位和工作經(jīng)驗(yàn)。第7頁(yè)STEVELANGERUD:"Thisreallyisatalenteconomy,andwe'restuckwithmostjobseekerspresentingthemselvesinajobtitlemode.AndIdon'tthinkitmatchesverywell.“STEVELANGERUD：“現(xiàn)在確實(shí)是需要賢能經(jīng)濟(jì)體。然而我們經(jīng)常碰到許多求職者局限于工作職位模式。我認(rèn)為這并不是很適合。”第8頁(yè)SteveLangerudsaysemployers,too,shouldchangetheirsearchmethods.Theyshouldthinkharderabouttheskillstheyreallyneedtohelptheirorganizationreachitsgoals.Steve表示，招聘單位也應(yīng)該改變自己搜索方法。他們應(yīng)該更多考慮幫助他們企業(yè)到達(dá)目標(biāo)所真正需要技能。第9頁(yè)STEVELANGERUD:"Becauseattheendoftheday,itsstillaboutgettingtherightpeopleintherightplaceattherighttimeandthenkeepingthem.“STEVELANGERUD：“因?yàn)?，最終企業(yè)依然必須在適當(dāng)時(shí)間適當(dāng)?shù)攸c(diǎn)選擇適當(dāng)人選，并留住他們?！钡?0頁(yè)BenKirshneristhefounderandchiefexecutiveofamediamarketingcompanybasedinNewYorkcalledEliteSEM.SEMissearchenginemarketing.

BenKirshner是紐約一家媒體市場(chǎng)企業(yè)EliteSEM創(chuàng)建者和行政主管。SEM指是搜索引擎市場(chǎng)營(yíng)銷(xiāo)。第11頁(yè)Hiscompany'sjobistohelpbusinessesimprovetheirwebsitesandsearchengineresults.他企業(yè)工作就是幫助企業(yè)優(yōu)化網(wǎng)站和搜索引擎結(jié)果。

第12頁(yè)BenKirshnersayswhenhiscompanyissearchingforcandidatesfornewpositions,itfirstlookswithin.

BenKirshner表示，他企業(yè)尋找求職者來(lái)?yè)?dān)任新職位時(shí)通常會(huì)首先在企業(yè)內(nèi)部尋找。

第13頁(yè)Itconsidersexistingemployees.Afterthat,hesays,socialsitescanbevaluableforfindingnewpeople.他們會(huì)首先考慮現(xiàn)有員工。其次，社交網(wǎng)站對(duì)于尋找新員工非常有幫助。第14頁(yè)BENKIRSHNER:"Twenty-fivepercentofournewhirescomefromsocialmedia.Seventy-fivepercenttypicallycomefromwordofmouth.“BenKirshner：“我們有25%新員工是經(jīng)過(guò)社交媒體招聘。75%是經(jīng)過(guò)他人口中招聘?！钡?5頁(yè)Inotherwords,threeoutoffourpeoplearefoundbasedonrecommendationsfromothers.換句話(huà)說(shuō)，四分之三人是經(jīng)過(guò)他人推薦招聘。第16頁(yè)EliteSEMusessiteslikeFacebook,TwitterandLinkedIntolearnaboutjobcandidates.LinkedInisanetworkingsiteforprofessionals,sousersmightbemorecarefulaboutwhattheysay.EliteSEM使用Facebook,Twitter和LinkedIn等網(wǎng)站來(lái)了解求職者。LinkedIn是專(zhuān)業(yè)人員社交網(wǎng)站，所以，用戶(hù)在這個(gè)網(wǎng)站上說(shuō)話(huà)必須非常慎重。第17頁(yè)Mr.KirshnersaysasitelikeFacebookcanalsoprovidealotofinformation--goodorbad--aboutaperso