45% of Employers Now Screen Social Media Profiles
August 19th, 2009 | by Jennifer Van Grove
We all know that employers are getting savvy to social networking sites and the information we share online. But what you may not know is that a recently conducted survey shows that nearly 1 in 2 companies are doing their online due diligence for prospective job candidates.
This according to research firm Harris Interactive, who was commissioned by CareerBuilder.com and surveyed 2,667 HR professionals, finding that 45% of them use social networking sites to research job candidates, with an additional 11% planning to implement social media screening in the very near future.
According to the study, “thirty-five percent of employers reported they have found content on social networking sites that caused them not to hire the candidate.” The big lessons you can learn are quite obvious, but bear repeating. Provocative photos and info are a bad idea (53% of employers won’t hire you), shared content with booze and drugs is also highly dangerous (44% dismissed candidates for this reason), and bad-mouthing former employers is very risky behavior (35% reported this a the main reason they didn’t hire a candidate).
We also think it interesting that emoticons, those friendly smiley faces you see everywhere, are actually big no-nos in direct communication. 14% of surveyed employers disregard candidates for that single lapse in judgment alone.
Though this may seem as a big downer for those of us who are oversharers, the reality is that there’s still opportunity to use your social presence to land that job. The survey also found that, “eighteen percent of employers reported they have found content on social networking sites that caused them to hire the candidate.”
This might be a good time to see if you pass the social media recruitment test.
[SI Careers] 2009-10 PEP Internship Update - Please Read!
Dear SI Students,
Over the summer, the SI Career Development Office staff has reviewed and revised the PEP Internship Proposal Approval process, with the hopes of streamlining the process and making more effective use of the iTrack recruiting system. As a result, the system has now been migrated to iTrack and should prove to be a more simplified process for both you and your mentor.
If you plan on participating in a PEP credit-based internship for Fall 2009 internship, please read the instructions below carefully.
Once you have secured an internship offer, contact Kelly Kowatch at email@example.com. Please provide her with the following information:
--Name of Organization
--Name of Mentor/Supervisor
--Mentor/Supervisor’s email address and phone number
With your mentor, begin drafting a PEP Internship Proposal. A guide to draft a PEP Proposal can be found at http://si.umich.edu/outreach/mentors.htm
Because internship proposals must be submitted by your mentor, we will contact your mentor and initiate the PEP Internship proposal process within 3 business days. You will be copied on the message.
Note that you must have an established account and approved resume on iTrack in order for your mentor to submit a PEP Internship Proposal for you. Also, be sure to add the iTrack email address (firstname.lastname@example.org) to your Safe Senders list so that you do not miss out on an important email.
You will receive further instructions for your internship approval process as required.
Please bear with us during this transitory period as we may encounter a few workable kinks in our new system!
Kelly A. Kowatch, Career Counselor
University of Michigan School of Information
Career Development Office
404C West Hall
SI Career Development Blog
Follow us on Twitter: @SI_Careers
Presidential Management Fellows Program 2010
The dates for the 2010 Presidential Management Fellows program application cycle have been posted online: https://www.pmf.opm.gov/ProgramNews.aspx.
Applications are due October 1-15, 2009 and school nominations by October 31, 2009. More details about applications and the program are available at the website above.
Link to PMF Home page
The purpose of the Program is to attract to the Federal service outstanding men and women from a variety of academic disciplines and career paths who have a clear interest in, and commitment to, excellence in the leadership and management of public policies and programs.
ARL Initiative to Recruit a Diverse Workforce (IRDW) - Call for Applications
The Association of Research Libraries (ARL) Diversity Programs are accepting applications for the Initiative to Recruit a Diverse Workforce (the Initiative), a program designed to recruit LIS graduate students from traditionally underrepresented ethnic and racial backgrounds into careers in research libraries. The Initiative includes a stipend up to $10,000, leadership and
career development training, and a formal mentorship program.
The ARL Initiative to Recruit a Diverse Workforce, funded by the Institute of Museum and Library Services and ARL member libraries, offers a stipend up to $10,000 (over two years) to attract LIS graduate students from underrepresented groups to careers in research libraries. These stipends can be combined with other financial aid to provide an extra incentive for completing library and information science degrees. This initiative reflects the commitment of ARL members to create a diverse research library community that will better meet the challenges of changing demographics in higher education and the emphasis of global perspectives in the academy.
Program Goal and Objectives:
*Attracting LIS graduate students from underrepresented groups to careers in research libraries, especially students with an educational background in applied and natural sciences or information technology*
*Strengthening participants’ leadership skills via a Leadership Institute held in conjunction with ALA Midwinter Meeting
*Developing a network of mentors who will guide and nurture the career development of the participants
*Candidates from all academic disciplines are encouraged to apply. Those without academic training in natural/applied sciences or information technology/computer science will be required to complete coursework that will better prepare the candidate to work in science librarianship or information technology.
The ARL Initiative to Recruit a Diverse Workforce comprises three components over a two-year timeframe: (1) stipend award and disbursement, (2) an ongoing Mentoring Relationship, and (3) a two-day Leadership Institute hosted in conjunction with ALA’s Midwinter Meeting. A “community of learners” will be created with in-person exchanges and online interaction among the Diversity Scholar cohort and their mentors.
Mentors will be recruited based on mutual interest. Mentors are asked to commit time to the program’s success; this includes interacting virtually and in-person as needed with his or her designated protégé. Mentors are expected to interact selectively, but regularly, with ARL Diversity Scholars via electronic communications, conference calls, and by attending the networking reception held in conjunction with the ALA Midwinter Meeting. Scholar-and-mentor pairs will establish mutual expectations for their newly developed working relationship.
The ARL Initiative to Recruit a Diverse Workforce is a highly visible program sponsored by ARL member institutions and the Institute of Library and Museum Services. ARL Diversity Scholars are expected to work with ARL to provide information (i.e., résumé, photo, e-mail address, etc.) to inform the ARL community about their participation in the program. ARL will announce the Diversity Scholars in print, online, and other communication vehicles, and provide information about each scholar on a public Web site.
1. Member of an underrepresented racial or ethnic group (Note: Racial and ethnic group membership is based on the categories outlined in the US Census. Racially and ethnically underrepresented groups include: American Indian or Alaska Native, Asian, Black or African American, Native Hawaiian or other Pacific Islander, Hispanic or Latino.)
2.Acceptance into an ALA-accredited LIS graduate program
3.Interest in pursuing a career in a research library
Completed applications should be submitted by Monday, August 31, 2009. Go to http://www.arl.org/diversity/init/call.shtml for more information on the application.
Interactive Design Firms to Consider
If you are interested in working at an interactive design shop for an internship or full-time position, here is an interesting article to consider -- and its a great way to learn about some of the leading and up-and-coming firms. Be sure to check out the comment box for the article via the link to learn of some others.
NEW YORK Leading interactive agencies have matured to the point where they are finally getting a seat at the table with top marketers.
That's a key finding in the latest installment of Forrester Research's annual evaluation of i-shops.
OgilvyInteractive, Sapient Interactive, R/GA, VML, Wunderman, Razorfish and Organic scored best and were named category "leaders" by Forrester.
The firm's numerical evaluation system rates agencies in current offering, strategy and market presence.
Forrester praised OgilvyInteractive's breadth of services and ability to run integrated campaigns using Ogilvy's broader resources. Sapient's tech prowess was noted, and R/GA was cited for having a clear mission as the "agency for the digital age" and excelling in new technologies and trends.
VML was praised for its strength in an array of areas -- it garnered the highest scores in "current offering" -- while Razorfish's suite of digital services and emerging-media capabilities won plaudits. The strength of Wunderman's Zaaz in analytics garnered praise; and Forrester cited Organic's analytics and positioning as a "total experience" marketing advisor to clients.
Forrester based its rankings on its own evaluation of agency capabilities and client references.
Sean Corcoran, the Forrester analyst in charge of the evaluation, said developing a straight list of the top shops is difficult since many excel in vastly different areas. R/GA, for instance, has strong design capabilities, while Zaaz is mostly known for deep analytics.
This is indicative of an overall change in the industry, Corcoran said: "We're looking at a market that's really mature. Everyone is going in a different direction. I feel the industry is at a crossroads."
Forrester's evaluation included a second rung of "strong performers." They are: Rapp, Draftfcb, Rosetta and AKQA. Corcoran said AKQA was hurt by not having a strong analytics offering compared to its peers and not faring as well in client evaluations.
Overall, Forrester concluded that clients are mostly happy with digital shops, based on the referral interviews it conducted.
The research reinforced the notion that the growth these agencies are experiencing, while suffering hiccups due to the economy, is coming at the expense of traditional shops as marketers reevaluate their strategies. That in turn is leading digital agencies to expand into new areas, such as running offline campaigns and collaborating on product development.
Forrester also noted the growing role of data management, with top agencies boasting mature analytics teams. And more agencies are beefing up their social-media resources, Corcoran said.
"It's not enough just to have Joe Blow the social-media guy," he said. "You need to have specialists and cross-discipline teams."
Wolverine Career Boot Camp – Keeping Right Side Up in a Downturned Economy
Monday, August 17, 2009
383 Madison Avenue
New York City, New York
Morning: Career Skills – Strategies to Finding the Right Job in a Tough Economy
8:15 a.m.–8:45 a.m. – Check in
Coffee, bagels will be available.
Session One: 9 a.m.–10:30 a.m.
Presenter: Al Cotrone
Career GPS – Navigating the Best Path to Your Destination – Changing careers or looking for a new job? Find out how to stand out from the crowd and get a leg up on the competition by building your personal brand, honing your networking skills, and developing and working your own career plan to get where you want to go. This “best practices” workshop will highlight what works and what doesn’t as you navigate your path to help you to more effectively chart your career course.
Session Two: 10:45 a.m.–12:15 p.m.
Presenter: Tim Augustine
Resume and Cover Letter Revamp – If you need to update or revamp your resume and cover letters for a different industry, we can help. This hands-on workshop is designed to help you best showcase your talents and experience on paper. Be sure to bring a copy of your resume no matter how complete it is.
Click the link above to register now or call 800.847.4764.
Afternoon: Entrepreneurial Skills- Being the CEO of Your Own Business
12:15 p.m.–12:45 p.m. – Check in (for afternoon participants, all day participants can check in all at once in the morning).
Cookies, beverages will be available.
Being the CEO of Your Own Business – Running your own business is a rewarding and demanding career and life choice. Learn about the opportunities and many different opinions of to starting a business. Is it right for you?
Session One: 1 p.m.–2:30 p.m.
Entrepreneurial Business Basics – Whether you already have your great business idea or are still looking for the right opportunity, you’ll need to have an understanding of the legal, financial and business basics of what it takes to get started and stay in business.
Session Two: 2:45 p.m.–4:15 p.m.
Panel Discussion with Successful New York U-M Alumni Entrepreneurs – Find out about the do’s and don’ts, successes and failures, and best business learnings and practices from fellow alumni who have taken the entrepreneurial path.
Click the link above to register now or call 800.847.4764.
Morning: Career Skills Sessions:
$20 for Alumni Association members and $30 for nonmembers.
Afternoon: Entrepreneurial Skills Sessions:
$20 for Alumni Association members and $30 for nonmembers.
Attend both for only $30 for Alumni Association members and $40 for nonmember
U.S. STATE DEPARTMENT - FULBRIGHT INFORMATION SESSIONS
Wednesday, August 5
Thursday, August 6
Monday, August 10
Thursday, August 13
all sessions will be held from 12:00-1:00pm in room 2609 SSWB
The purpose of the Fulbright Program is to increase mutual understanding between the people of the United States and other countries. The State Department makes Fulbright fellowships available to over 1,500 U.S. students annually to study, conduct research, teach English, or train in the creative arts in more than 140 countries worldwide. The competition is administered at the University of Michigan through the International Institute. At the information session, a University of Michigan Fulbright Program Advisor will describe the application and selection process and provide suggestions for making your application more competitive.
Eligibility: To apply for this program through the University of Michigan, applicants must (a) be U-M students, alumni or staff; (b) be U.S. citizens; (c) have completed an undergraduate degree by the beginning of the award; and (d) demonstrate the language skills necessary to complete the proposed project. Applicants may hold a J.D. degree at the time of application, but not a doctorate.
Deadline: The University of Michigan deadline is September 10, 2009.
Fulbright Program Advisors:
Undergraduates & Alumni: Kelly Peckens email@example.com
Graduate, Professional School & Arts Applicants: Amy Kehoe firstname.lastname@example.org