Social Media Doesnt Cost People Jobs, People Cost People Jobs

Social Media Doesnt Cost People Jobs, People Cost People Jobs Social Media Doesnt Cost People Jobs, People Cost People Jobs Social media has put a lot of peoples jobs at risk.Celebrities have been getting fired thanks to their use of social media Roseanne Barr from the sitcom named after her, James Gunn from Guardians of the Galaxy Vol 3. Social media can even keep us from getting the job in the first place, such as with Connor Riley, who had a chance to start off her career at a global company with a fatty paycheck.Until this happenedVia LifehackerThese are examples of when people didnt take to heart the old adage dont write anything down you wouldnt want somebody to read.Social media affects our lives in much more subtle and nuanced ways, too. You dont have to be a celebrity or extremely lacking in common sense for your social media activity to be hurting your job search and career in ways you dont realize.Youre Being Thoroughly ResearchedWhat does all of this have to do with getti ng a job? Well, if youre leid getting job interviews or offers, check your social profiles.In this day and age an employer will research a candidates social media accounts before extending an offer often even before reaching out for an interview. Some applicant tracking systems and recruiting tools automatically compile a candidates social profiles to give recruiters and hiring managers easy access.Megan Spurr, Senior Group Lead Social Media Manager for JeffreyM Consulting Microsoft is a social media expert who thoroughly researches potential hires for her highly competitive teams. Her main objective in researching a candidate isnt just surface level. I want to know who the applicant really is, she says.Thats exactly what social media should be when youre looking for a job a curated way to demonstrate who you are.If you think youre safe because you arent making light of major tragedies or posting nazi rhetoric, you might be wrong. Theres a lot of detail to social media that demon strates who you are in ways that can negatively affect your chances of getting a job.Social Media Demonstrates What You Value and How You CommunicateWere not advocating to be someone you arent in bestellung to fit a job thats a good way to hate your employer or team. But the fact of the matter is you want a job. So you should know theres nuances and context on social media that can make you lose job opportunities.Be aware of things that communicate what you think, believe in, or support, and how that might affect your job chances. Spurr says, Culture fit is as important as hard skills. So if you use Pepe the Frog, which is a cultural icon that goes against my core values, Im not going to hire you. If you dont fit with me and my team, you cant work with us.This goes even further than misappropriated comic characters. Spurr also notes she considers spelling, grammar, associates, interactions, and the tone of applicants replies. Trolling, participating in rude arguments, and being una ble to communicate well on social media are all things that employers will judge you on.Fix Your Red FlagsIf you have potentially problematic past tweets, delete them. It doesnt matter if they were from high school, college, or that surprisingly wild Disney cruise, get rid of them. You can either scrub your own feed manually, or if youre a prolific tweeter, invest in a bulk-delete tool like TweetDelete or TweetEraser. Make sure to do the same with Facebook and Instagram if you make public posts.Nearly as harmful is having a social media profile that sends the wrong message not because of bad behavior, but because of ignorance. This can especially harm mature job seekers who might be incredibly experienced and competent at their work, but never learned basic social media set-up, social media etiquette, or personal branding.Do Social Media RightIt can really be the simple things that make a massive difference on social media. Spurr points out, If your profile picture isnt of YOU, it m akes it hard for me to relate to you. So while your pets/kids/grandkids are probably adorable, when youre job-hunting, put up a picture of yourself.The same goes for group photos. Its like a Tinder profile, Spurr advises. You dont want them to date your friends, you want them to date you.Think of social media like a faux-interview. You wouldnt go halfway on your interview outfit, right? So dont go halfway on your public social media profiles.If youre the type who shares 20 inspirational quotes, Minion images, and World Star videos a day on Facebook, lock your account down with privacy settings so employers dont see you as oversharing at best and annoying at worst.Alternatively, just dont constantly share annoying content that doesnt do anything for others at all. Maybe your Facebook friends like it or maybe they dont, but Facebook friends can also be networking opportunities. How likely is a connection going to recommend someone who posts a picture of a naked Minion that says like i f you agree?Please, no.Suffice to say, it can actually be better to have no social media than bad social media.The only exception to this rule is LinkedIn. If youre job searching, hiring managers and recruiters expect you to have a LinkedIn profile. It may be frustrating if you dont do social media or prefer to keep your profiles as private as possible, but with over 87% of recruiters using LinkedIn, having a profile on the site is a must.Here are some useful resources to do LinkedIn rightLinkedIn OptimizationLinkedIn Profile Writing GuideHow to build and engage your LinkedIn networkJob Search Social Media Dos and DontsDontpost anything you wouldnt want an employer to read.participate in vicious arguments, flame wars, or mudslinging.share inflammatory or offensive content.share content from fringe sites.be ignorant of how social media works.Dopost with good grammar and spelling.have a profile picture of yourself.post and share content you think is interesting or exciting.share conte nt from respected outlets.delete past posts that reflect poorly on yourself.Take the advice of Chicago Cub Jon Lester, who tweeted this after seeing so many of his baseball colleagues get in trouble recently because of their past tweets Please spend the 5 minutes it takes to scrub your account of anything you wouldnt want plastered next to your face on the front page of a newspaper.He finished, Better yet, dont say stupid things in the first place. themoreyouknow.More How to Use Twitter in Your Job Search

Other than salary, free time most important factor for job offers

Other than salary, free time most important factor for job offersOther than salary, free time most important factor for job offersEmployers, listen up Offering employees the right amount of leisure time is crucial, in more ways than one - especially when it comes to hiring. In fact, recent research from staffing firm Accountemps found that excluding salary, vacation time/paid time off is the most important factor when it comes to a job offer.Cleveland, San Francisco, and Miami were among the cities where workers echoed this specific finding, also choosing leisure time as the most significant one.An independent research firm surveyed more than2,700 workers in 27 major cities in the U.S. for the Accountemps study. Here are some of the findings that stood out.Heres what people value the most in job offers - besides cash, of courseThe researchfeatured peoples other top factors (other than salary) when considering job offers. After vacation time/paid time off (26%), corporate culture/wo rk environment at 24%, career advancement potential at 21%, work-from-home options at 11%, and professional development/training at 9% rounded out the Top 5.While vacation time/paid time off welches the top choice overall, people in the youngest age group, 18-34, cited career advancement potential as the most popular choice was at 30%, compared to 22% of those ages 35-54 and 10% of those 55 and up.Michael Steinitz, executive director of Accountemps, commented on the research in a statementIn todays employment market, companies need to put their best foot forward when making job offers and, beyond salary, highlight benefits that could entice candidates. Professionals want to be hired by organizations that support work-life balance and have values that align with their own. An attractive corporate culture can go a long way toward recruiting and retaining top talent. Job seekers should make a list of must-haves and nice-to-haves before evaluating employment opportunities. Remember, com panies may not be able to offer you everything. Its best to decide ahead of time whats most important to you.Heres what people in different cities prioritize mostThe research also showed what people in 27 U.S. cities said was their main concern was when they get a job offer, excluding salary.A majority of cities fell in line with the overall results, but a handful valued other things.Los Angeles, San Diego, Denver (tie wth vacation time/paid time off, Salt Lake City, Austin, Des Moines, Boston, Raleigh, and Washington, D.C.said corporate culture/work environment was more, or as, important as vacation time/paid time off.Just four cities - Dallas, Houston, Philadelphia (tie with vacation time/paid time off), and New York - said career advancement potential was more, or as, valued as vacation time/paid time off.

Understanding Employee Benefits

Understanding Employee BenefitsUnderstanding Employee BenefitsWhen negotiating with prospective employers do bedrngnis focus strictly on salary.Health care coverage and a retirement savings plan are two standard employee benefits that fruchtwein companies offer.Work-life balance programs and professional development opportunities are important to many workers.Perks such as subsidized meals or on-site amenities should also factor into your decision.Starting salary?is undoubtedly a key determining factor as job seekers compare employment opportunities. But choosing the right firm for you - especially if youre juggling multiple offers - is often more complicated than just going with the highest bidder. A solid employee benefits package can (and should) be a critical factor in your decision as well.Here are?tips on the types of benefits to look for during your?job search?and how to identify which packages are best for you.When should I ask about a companys benefits package?The first in terview, usually a short telephone call, is never a good time to inquire about benefits. Why? Interviewers will think its the only reason youre looking for a new job, just as talking about?starting salary?might make you seem money-driven. Same goes for the second interview. But if the hiring manager or HR representative broaches the subject, its fine to ask one or two general questions, like when you would be eligible for health care benefits or how much paid time off new hires typically receive.Once you get a job offer, however, if they havent already, employers will expect you to ask about the benefits package. Thats why we assembled the advice in this article - to help you gather as much information as possible about employee benefits in general before you accept the position.LET US HELP YOU FIND A JOBWhat kind of benefits should I expect?There are two standard employee benefits that most companies offerHealth care coverage - These usually take the form of health insurance and/ or health savings account plans. Companies have different policies about which family members can receive coverage (some will cover children, but not spouses) and how long you must be employed with the company before medical insurance takes effect.Retirement savings plan - ?Many organizations?provide their workers with an optional 401(k) or similar plan, and some will match a certain percentage of the employees contribution.What are some other benefits I should look for?Many organizations also offer the following plans, or some variation of themWork-life balance programs - ?Jobs with benefits that allow you to work flexible hours, telecommute, choose a compressed workweek or participate in a job-sharing arrangement can not only help you better balance work and personal demands but also cut down on the time and expense of commuting to and from the workplace. Many companies also offer family-leave support programs?for new parents and employees who are taking care of elderly parents. O ther work-life balance benefits that are becoming more common, if not already required by law, include nursing rooms for new mothers and on-site day care centers.Professional development opportunities - ?To help workers keep their skills up to par, many companies now offer to pay for education and professional development opportunities, such as industry conferences or seminars. Subsidized training gives you valuable opportunities to build and sharpen your skills and increase the likelihood youll be prepared to move up the corporate ladder more quickly.Tuition reimbursement - If youre hoping to go back to school to complete your bachelors or even an advanced degree, this benefit - also often called tuition assistance - can save you a lot of money. In essence, your organization will pay your school fees as long as your classes are work-related and you maintain a certain GPA, as defined by the company. Youll typically find tuition reimbursement at larger, more-established organizati ons.Leaves of absence - ?These variable timeout periods are usually employee-requested and cover personal circumstances, such as bereavement or accidents. Employment effectively continues, and the choice to pay or not pay an employee - or maintain core employee benefits such as health and dental insurance?- are made in accordance with company policy.Employee assistance program - ?EAPs are designed to help staff overcome personal issues that might interfere with their job responsibilities and productivity. These programs make available qualified counselors for employees facing work or personal problems, such as alcohol or substance abuse, marital discord, or depression. Their services are confidential.What perks are nice to have?Some companies offer benefits, often called perks, that are not essential but may still influence your decision about a job offer. This is an area where employers often get creative. Here are some examplesFree or subsidized snacks or lunches?- Its hard to find anyone who wouldnt appreciate having their favorite soda, candy bar or healthy snack option available in the company kitchen.Gym memberships and on-site fitness classes?- A perk that is perhaps more common at larger companies than at their smaller counterparts, this benefit can help you increase your fitness, energy and overall health.On-site amenities - ?At some organizations, the workplace might seem more like a mini-resort than an office building, with relaxation lounges, nap rooms and even massages for workers to enjoy. Far from frivolous, these employee perks are meant to help reduce your workplace stress and?allow you to take better advantage of your time.Matching gifts programs - More and more job seekers want to work for companies that are committed to?supporting their local communities. These programs, through which firms donate a certain amount of money for every dollar a worker raises for a nonprofit or every hour they volunteer, allow employees to get involved in organizations they care about. Some companies also offer paid time off for volunteer work.Subsidized transportation - Employers based in large cities are most likely to offer this resource. It can take the form of discounted subway or bus passes, or carpool options.Reimbursements and discounts - ?These types of perks include reimbursements?and discounts for employees at local retail outlets, athletic facilities and service providers.Hiring? We can help with that tooHow do I find companies with the best benefits?Step one is to check the website of the firm or company youre targeting. Many employers now include at least a partial?list of employee benefits they offer. Then, find where a company ranks on?Best Places to Work?lists. Major publications such as Fortune magazine rank some of the largest firms in the country local publications such as business journals do the same for smaller, regional organizations.Finally,?reach out to contacts in your?professional network?who currently wo rk for or have worked for an organization youre considering, as they can be especially helpful in understanding the finer points of certain benefit and perk plans. For example, if the firm offers telecommuting options, how often can employees realistically work from home, and is the program restricted to certain positions? How costly are medical premiums and deductibles, and how comprehensive are the services provided?If youre able, get a copy of the employee handbook. It will likely include a thorough discussion of all the benefits you can expect to receive and provide details about company policies on floating holidays, vacation time, sick days, and leaves of absence.?The true valueWhen it comes to employee benefits, consider what value an organizations package will truly have for you. Are the health care and retirement coverages sufficient for your needs? If you need other benefits, like a flexible schedule or professional training, does the company offer them? And are you likely to take advantage of perks that can be enticing but might, ultimately, not mean that much to you? When you consider all these questions, youll have a better understanding of the job offer as a whole - and youll be better equipped to decide whether the job is the right one for you.