Sentences with phrase «employer use of social networking»

Despite increased employer use of social networking sites, most experts advise employers against the practice in light of the potential risks.

Not exact matches

When you identify a core group of 10 - 20 employers you'd like to work for, you should follow them on social media and use your network to seek introductions to people who work there.

Not only that, but two - thirds of students use social media to research or network with employers.

In fact, despite cautionary tales of employers trolling social networking sites to find inappropriate Halloween pictures or drug slang laced in discussion forums, many employers are increasingly using these sites as a way to find talent.

You might think that with all of the problems social networking sites like Facebook can create in the workplace — ranging from lost productivity to potential legal liability for discrimination or harassment — employers should simply prevent employees from using these sites on the job.

... researchers found that, by and large, employers currently don't have policies, guidelines or practices in place that govern the use of social networking sites in the workplace.

If employers want to review social networking profiles to get a sense of what a potential employee is like, I say let them (so long as they don't use the information to unlawfully discriminate against protected groups).

A fifth of employers use internet social networking websites, such as Friends Reunited and MySpace, to perform checks on potential employees, according to financial services recruiter Joslin Rowe.

A survey conducted this year disclosed on CareerBuilder.com's blog Hiring Site, that about 52 percent of employers use social networking sites to browse and screen potential employees, up from 39 percent in 2013.

A survey by CareerBuilder found that 37 % of employers use social networks to screen their potential candidates.

If you don't engage in online networking (e.g., use social networking sites (SNS) to look for work, all prospective employers will be left with is your resume which, like that shark, will sink slowly and lifelessly to the bottom (in this case, the bottom of the stack and, ultimately, the waste basket).

Make sure you're using social networking to engage with potential employers online the right way and improve your chances of landing the right job — these tips will help.

David Cohen at AllFacebook wrote that BeKnown «targets both sides of the hiring process, offering job seekers the ability to create professional networks and use Monster's social referral program, job search tools, and profiles, while providing employers with recruitment campaigns, engagement opportunities, and networks of their own.»

Additionally, CareerBuilder's 2016 annual social media recruitment survey indicated 60 % of employers use social networking sites to research job candidates,

Did you know that more than 90 % of employers will use social networks and social media to find talent in 2012?

CareerBuilder.com conducted the following surveys: 45 % of employers check social networks before hiring 11 % plan to use social -LSB-...]

With social media screening becoming more prevalent in the hiring process, it is very important that employers develop a clear policy towards the use of online networks for recruitment purposes.

According to CareerBuilder's 2016 social media recruitment survey, 60 % of US employers use social networking sites to research job candidates, up from 52 % last year and 11 % a decade ago.

With the increasing use by employers and recruiters of social networking sites and online search, candidates need to become highly visible online.

According to CareerBuilder's 2017 social media recruitment survey, 70 % of US employers use social networking sites to research job candidates, up from 60 % in 2016 and 11 % a decade ago.

But, the percentage of employers checking online information will grow as using online social media becomes further entrenched in the fabric of social networking and job searching.

Today 52 % of employers are use social networking sites to research job candidates, up from 43 % last year, according to a 2015 national CareerBuilder survey of hiring and human resources managers.

For example, the Jobvite 2012 Social Recruiting Survey (July 2012) revealed that 92 % of employers in 2012 used social media networks in recruiting, with LinkedIn topping the list of most - used Social Recruiting Survey (July 2012) revealed that 92 % of employers in 2012 used social media networks in recruiting, with LinkedIn topping the list of most - used social media networks in recruiting, with LinkedIn topping the list of most - used sites.

Today 52 % of employers use social networking sites to research job candidates, up from 43 % last year, according to a 2015 national CareerBuilder survey of hiring and human resources managers.

Or a more conservative number, 60 % of employers are using social networks to research candidates - CareerBuilder.

A recent CareerBuilder survey reveals that 52 percent of employers use social networking sites to research job candidates.

LinkedIn is unrivalled for professional networking; it's used by more than 90 % of recruiters and employers to source new candidates, more than any other social media site.

And other sources (Jobvite & SilkRoad) report even higher percentages of employers using social networking sites to source and vet candidates.

It's a proven fact, that more than half of employers today will use some form of social media to network and screen potential employees before offering them a position with their company.

Universities and employers are increasingly using social networks like LinkedIn as part of «cyber-vetting» during the application process.

Jobvite, a recruitment platform for the social Web, revealed in its 2012 Social Recruiting Survey that an increasing number of employers are using social networking as a vehicle to recruit candisocial Web, revealed in its 2012 Social Recruiting Survey that an increasing number of employers are using social networking as a vehicle to recruit candiSocial Recruiting Survey that an increasing number of employers are using social networking as a vehicle to recruit candisocial networking as a vehicle to recruit candidates.

You know you can use online social networks for your medical sales job search (and LinkedIn is one of the best for landing a health care sales job), but did you know that employers are searching for you, too?

Use a variety of tools including industry - specific medical sales job boards, professional networking sites, and other social media to search and apply to positions, connect with recruiters and employers, make contacts, and establish a positive image.

According to CareerBuilder's annual social media recruitment survey, 60 percent of employers use social networking sites to research job candidates, and 59 percent of hiring managers use search engines to learn about prospective employees.

Some 48 percent of employers admitted using social networking websites as part of their background screening process, according to a recent survey by Employment Screening Resources of Novato, California.

LinkedIn is one of the world's biggest professional social networking sites, used by job seekers, employers and recruitment consultants alike.

The trends include: Number 1: Controversy over Whether Employers Using Credit Reports for Employment Screening is Discriminatory Increases Number 2: Questions about Criminal Records of Job Applicants Become More Difficult for Employers to Ask Number 3: Employers Discover Fast and Cheap Online Background Checks Using Criminal Databases Not Always Accurate or Legal Number 4: Background Checks of Temporary Workers Cause for Concern for Employers as Hiring Increases Number 5: International Background Screening More Necessary Due to Mobility of Workers in Global Economy Number 6: Using Social Network Sites Such as Facebook to Screen Job Candidates Increases Legal Risk for Employers Number 7: More Workplace Violence Prevention Education Helps Protect Employers and Employees Number 8: Increased Privacy Concerns Over Offshoring of Personally Identifiable Information (PII) Number 9: E-Verify and I - 9 Audits Help Government Find Employers with Illegal Workers Number 10: New Accreditation Standards Help Employers Select Background Screening Firms

Communications Functions Designer / Graphic Artist / Illustrator Central Intelligence Agency... 57 Defense Security Service... 51 International Paper... 47 State Farm... 25 The McGraw - Hill Companies... 50 Vanguard... 69 Journalist PPL Corporation... 32, 33 Public Relations Specialist Boy Scouts of America... 49 Girl Scouts of the USA... 53 PPL Corporation... 32, 33 State Farm... 25 Technical Writer Boy Scouts of America... 49 Defense Security Service... 51 PPL Corporation... 32, 33 Writer / Editor Central Intelligence Agency... 57 Girl Scouts of the USA... 53 PPL Corporation... 32, 33 State Farm... 25 Vanguard... 69 Computer / Technical Functions Artificial Intelligence Specialist Air Force Civilian Service... 10 The Johns Hopkins University Applied Physics Laboratory... 17 Data Processor / MIS International Paper... 47 Macy's, Inc.... 13 McKesson... 19 The McGraw - Hill Companies... 50 Database Management Specialist Bell Helicopter Textron... 30 Defense Security Service... 51 Girl Scouts of the USA... 53 International Paper... 47 McKesson... 19 PPL Corporation... 32, 33 Job Choices: Diversity Edition National Association of Colleges and Employers Hardware Designer NAVAIR - Naval Air Systems Command... 7 Information Systems Specialist Air Force Civilian Service... 10 Central Intelligence Agency... 57 Defense Security Service... 51 International Paper... 47 McKesson... 19 Philip Morris USA, an Altria company... 1 PPL Corporation... 32, 33 The Johns Hopkins University Applied Physics Laboratory... 17 The McGraw - Hill Companies... 50 Network Support / Data Communications Specialist Air Force Civilian Service... 10 Defense Security Service... 51 Girl Scouts of the USA... 53 International Paper... 47 Macy's, Inc.... 13 PPL Corporation... 32, 33 State Farm... 25 The Johns Hopkins University Applied Physics Laboratory... 17 The McGraw - Hill Companies... 50 Operations Analyst Defense Security Service... 51 International Paper... 47 NAVAIR - Naval Air Systems Command... 7 Programmer Girl Scouts of the USA... 53 International Paper... 47 Macy's, Inc.... 13 McKesson... 19 PPL Corporation... 32, 33 State Farm... 25 The McGraw - Hill Companies... 50 Vanguard... 69 Software Designer Macy's, Inc.... 13 NAVAIR - Naval Air Systems Command... 7 The McGraw - Hill Companies... 50 Vanguard... 69 79 Table of Contents for the Digital Edition of Job Choices - February 2013 - Diversity Edition Job Choices - February 2013 Diversity Edition Contents Opportunities by Employer / Website Index From Campus to Career Timeline: From Campus to Career Building the Skills That Employers Want What Employers Want Playing Fair: Your Rights and Responsibilities as a Job Seeker 10 Tips for Using Social Media in Your Job Search The Art of Writing Job - Search Letters Sample Letters A Step - by - Step Guide to a Winning Resume Sample Resumes Are You Demonstrating These on Your Resume?

According to CareerBuilder's annual social media recruitment survey, more than 60 % of employers use social networking profiles to screen applicants.

That 92 % of employers / hiring managers are already using or plan to use social networks as part of their recruiting strategy?

TOPIC: SHRM Survey Finds Employers Wary of Using Social Networking Websites and Online Search Engines to Screen Job Candidates.

The survey of more than 2,600 hiring managers revealed that 45 percent of employers used social networking sites to research candidates and 35 percent of employers rejected applicants based on what was uncovered on social networking sites.

SHRM Survey Finds Employers Wary of Using Social Networking Websites and Online Search Engines to Screen Job Candidates.

To review the potential dangers employers face using so - called «social media background checks,» Attorney Lester Rosen, Founder and CEO of Employment Screening Resources (ESR), will participate in a live 90 minute audio conference «Screening Applicants Using Social Networking Sites: Legal or Liability?&rusing so - called «social media background checks,» Attorney Lester Rosen, Founder and CEO of Employment Screening Resources (ESR), will participate in a live 90 minute audio conference «Screening Applicants Using Social Networking Sites: Legal or Liability?&social media background checks,» Attorney Lester Rosen, Founder and CEO of Employment Screening Resources (ESR), will participate in a live 90 minute audio conference «Screening Applicants Using Social Networking Sites: Legal or Liability?&rUsing Social Networking Sites: Legal or Liability?&Social Networking Sites: Legal or Liability?»

Employment Screening Resources (ESR) President, Author, and Speaker Lester Rosen to Educate Employers, Recruiters, and HR Professionals on Proper Use of Social Networking Sites during Background Checks By Thomas Ahearn, ESR News Blog Writer Employment Screening Resources (ESR), a leading employment screening firm based in the San Francisco area, will present a webinar featuring ESR's...

The bottom line is that employers must approach using social network background screening with caution before assuming everything is fair game in the pursuit of job candidates or otherwise face potential legal landmines that could destroy their business.

Using Social Networking Sites and Search Engines to Screen Applicants» — takes place on Wednesday, August 31, 2011 from 9:45 AM to 11:00 AM and will examine the pros and cons of employers utilizing the Internet for background screening, including what information is available online, discrimination issues, the use of legal off - duty conduct, privacy, accuracy, and authenticity.

The Use of Social Networking Sites and Search Engines to Screen Applicants» will examine the pros and cons of employers utilizing such online tools as social networking sites and search engines, including discrimination, privacy, use of legal off - duty conduct, and authenticiUse of Social Networking Sites and Search Engines to Screen Applicants» will examine the pros and cons of employers utilizing such online tools as social networking sites and search engines, including discrimination, privacy, use of legal off - duty conduct, and authentSocial Networking Sites and Search Engines to Screen Applicants» will examine the pros and cons of employers utilizing such online tools as social networking sites and search engines, including discrimination, privacy, use of legal off - duty conduct, and autNetworking Sites and Search Engines to Screen Applicants» will examine the pros and cons of employers utilizing such online tools as social networking sites and search engines, including discrimination, privacy, use of legal off - duty conduct, and authentsocial networking sites and search engines, including discrimination, privacy, use of legal off - duty conduct, and autnetworking sites and search engines, including discrimination, privacy, use of legal off - duty conduct, and authenticiuse of legal off - duty conduct, and authenticity.

«Employers and Security professionals have discovered a treasure trove of information on potential job applicants by using social networking sites, such as MySpace or Facebook, and search engines,» says Rosen, author of «The Safe Hiring Manual — The Complete Guide to Keeping Criminals, Terrorists, and Imposters Out of Your Workplace,» the first comprehensive guide for employment screening.

The Employment Screening Resources ® (ESR) News blog — ESR News — provides employment screening information for employers, recruiters, and jobseekers on a variety of topics including «Ban the Box,» credit reports, criminal records, data privacy, discrimination, E-Verify, jobs reports, legal updates, negligent hiring, workplace violence, and use of search engines and social network sites for background checks.