If you're hunting for a job today, your next interview might just end with an awkward question, "Can we have your Facebook password?"
In an effort to get as much information as they can, a growing number of private and public employers are asking job applicants to give them access to their Facebook accounts. There have also been reports of universities asking prospective applicants for the same.
It was the best of times, it was the worst of times. That may very well describe 2012 for media companies.
As detailed in Econsultancy's 2012 Media Growth Trends report companies are optimistic about what they can accomplish this year, but they also face numerous challenges - the least of which is the prospect of deeper economic pain in Europe.
Joining a young startup that goes on to become big is the stereotypical Silicon
Valley 'dream.' And for employees lucky enough to have joined companies
like Google, YouTube, Facebook and Groupon early on, dreams do come
Thank the Silicon Valley-originated practice of granting equity to
employees for that. To attract the best and brightest, most technology
startups have little choice but to give their employees an ownership
stake in the companies they're helping build.
It's the Silicon Valley
tradition that has become a standard, and for the employees who join
startups that go on to do great things, equity can be the basis for
fortunes large and small.
With more and more companies looking to use social media, it's no surprise that more and more of them are recruiting individuals for specialist social media job roles.
But how do you find the right person to mange your social media strategy and execute it on popular services like Facebook and Twitter?
That can be difficult, and unfortunately, many companies make big mistakes when recruiting for social media positions.
Here are six of the biggest mistakes you should seek to avoid...
Great businesses depend on great people, and that's particularly true in the tech and digital marketing industries, where many of a company's possible advantages lie in the gray matter of its employees.
When recruiting new hires, many companies turn to job postings to attract a broad, diverse pool of candidates. But the process can be difficult, and many companies struggle to turn job postings into interviews and great hires.
From a follow up survey of attendees to Econsultancy's Digital Cream event in March, one common theme was that companies, specifically brands, are struggling to find the right talent for the right roles.
Having just read the post on the launch of Adzuna, a social search engine which aggregates job ads from a range of sources, I got thinking about the role of job boards within digital marketing and e-commerce, and how they could be improved to make life easier for employers, recruiters and candidates.
Recruiting great employees can be a significant undertaking, and in some
industries, such as technology, many companies are finding it downright
But according to a survey conducted by Dice.com, there may be a way to find talent, and pass less for it: offer telecommuting.
The difficulties tech companies, particularly in the Silicon Valley area, are having recruiting engineering talent, has been attracting lots of attention lately. For technology companies of all shapes and sizes, people are a huge asset, and that means recruiting is crucial to a company's success.
Unfortunately, recruiting the right people who are going to help your business grow and succeed can be difficult under most circumstances.
Here are five tips for winning the recruiting game...
Recruiting great employees is often one of the most challenging tasks
for businesses, particularly small and mid-sized businesses which don't
have the brand recognition and bank accounts of large corporations.
But recruiting great employees is sometimes downright easy when compared
to the difficulties businesses face in finding and retaining great
Why is it still not uncommon to attend a social media or digital marketing conference and overhear stories about people with little to no significant experience who recently filled new mid-management social media marketing positions?
We laugh at the absurdity, but if firms can't differentiate between
experts and newbies, how will they differentiate between the value of social media marketing and a hiring mistake when it all goes awry?