OUTPLACEMENT OPPORTUNITIES IN ONLINE IDENTITY MANAGEMENT : LEADING THE NEXT JOB SEARCH PARADIGM SHIFT The war for talent has certainly tipped its scales in recent years, to the chagrin of jobseekers. Candidates must now make themselves more impressive both in ability and display, while embracing the technological paradigm shifts that permeate their job search process. That said, the The growing role of social media in recruitment presents an opportunity for jobseekers to promote themselves online one that outpl acem ent providers should take heed of. in today s tight market are those that not only meet jobseeker demands, but shape those demands so that they keep up with technological trends. In particular, the growing role of social media in recruitment presents an opportunity for jobseekers to promote themselves online an opportunity that outplacement providers should take heed of.
THE IMPORTANCE OF ONLINE IDENTITY MANAGEMENTIN JOB SEARCH IS EVIDENT FROM RECRUITER TESTIMONY 22 % of emp l oyer s had searched for Over recent years, recruiters have increasingly evaluated and second-guessed candidates based on their online footprints. According to a Q4 2008 CareerBuilder.com survey of over 31,000 employers, their candidates and used (compared with 11% in 2006). (compared with 11% in 2006), with an additional 9% indicating that they planned to do so. According to Dr. John Sullivan, a renowned HR leader, savvy employers today not only use social media to pre-screen candidates, but also to identify innovators. SAVVY EMPLOYERS USE SOCIAL MEDIA TO IDENTIFY INNOVATORS
Most candidates seem hesitant to embrace social media in their search preferring to relegate social networking to the realm of the personal and not professional. The Pew 2009 Research Center survey estimates that 35% of adult internet users (aged 18-65) have at least one Out of these social network users, however, only 6% have LinkedIn a ccounts, c ompared with 50% who h a v e 89% of adults on social networks use their accounts to keep up with friends, while only 28% u se t h em t o p r o m o t e thems elv e s professionally and make business contacts. Likewise, a study by Har vey Nash, a global professional recruitment consultancy, revealed that while 92% of online 18-24 year-olds are registered on a social networking site, only 89 % of adults on social networks use their accounts to keep up with friends, while only 28% use them to promote themselves professionally and make business contacts. Likewise, only 12% of online 18-24 year-olds actually use these
The discrepancy between employers use of social media sites for recruitment and candidates (lack of) use to provide cutting edge outplacement services geared toward online identity management. The new focus of such services is not simply to success-breeding trends. Today, one s degree and quality of online presence is paramount for standing out among fellow candidates. An Outplacement emphasis on online identity management can help clients craft their online presence to optimize on the following: VISIBILITY Popular social media sites like LinkedIn, Facebook and Twitter can propel clients he to the top of Google search listings. Therefore, having multiple profiles helps them maximize the breadth of their online presence to employers. As social networking is still primarily an activity for young adults the Pew report indicates that 75% of wired 18-24 year olds and 57% of 25-34 year olds have at least one social networking profile - maximizing online visibility can also give older adult clients an image of youth and innovation. Those providers who grasp the opportunity to catalyze a new job search networking paradigm - are positioned to come out ahead. QUALITY These clients need to be able to tailor their professional information to they must successfully maintain separate layers of visibility. In this way, on a case-by-case basis. CUSTOMIZABILITY reputation maintenance, which ensures that only their most desirable professional content is searchable online. After crafting their resumes to perfection, they must display This means frequent resume updating and the need for a centralized mechanism to do so.
If individuals in transition must innovate in response to Web 2.0 s social media paradigm, then outplacement providers should follow suit. Every increase in job seekers competitive edge translates into increased competitive edge in the outplacement market. Those providers who grasp the opportunity to catalyze a new job search networking paradigm are positioned to come out ahead. How can EmploymentTalk help? EmploymentTalk is the leading online career transition solution provided by Insala. Since 2000, this comprehensive technology solution has been used by outplacement and career management firms all over the world to augment their service delivery, increase administrative efficiency, and enhance their clients career transition experience. Do you have an Online Identity Management strategy for your clients? EmploymentTalk can help. Online Identity Management Bio Pages - Allow your clients to build a professional Online Bio Page Google Optimized - Client Bio Pages can be found on Google Privacy Controls - Clients can restrict their bio information to different networks LinkedIn - Integration with LinkedIn, making virtual networking faster and easier Other Career Transition Resources Targetted job leads from thousands of sources Resume/CV Tools Networking Tools and Advice Effective Communication Tools to connect with Career Coaches Job Search Campaign Management Career Research including Company/Industry Research and Job Leads. This configurable solution enhances communication between your consultants and their job seeking clients. Your administrative will have increased efficiency, data quality and statistical analysis of your outplacement and service delivery process. Please visit http://www.employmenttalk.com/ today and find out why we are the best choice to power your Outplacement Practice. Advice - Everything you need to know on creating, building and managing your clients brand online.