Zoom Into Visibility

According to a recent statistic I read in the ERE daily, ZoomInfo is used by the top 10 executive search firms and more than 20% of Fortune 500 companies to meet their hiring needs.

In a teleseminar seminar by Marketing Professionals, branding guru William Aruda offered these updated statistics …

–87% of recruiters use Google to source candidates, and even HR is using Google to evaluate potential candidates

–35% of the 86% said they eliminate candidates based on what they find (or do not find), up from 26% last year

–23% of corporate employees Google each other

As I've mentioned in previous posts, building a visible online presence that brands you as unique and valuable is going to continue to be an effective job search strategy.

Look at it this way. Think of the job search as a football field. When you are  primarily playing the posted position game in the job boards, it is as if all the players from both teams are crowded into the end zone. Your chances of being "found" depend on where you are standing.

On the other hand, the rest of the field, 100+ yards, are empty. Being visible online means that you get to play in the very less crowded, very less competitive 100+ yards … which means your chances of being found are significantly improved.

What are you doing today to increase your visibility online?

References & Social Networks

A recent article in Business Week Online deals with the increasing popularity of social network websites. The article is entitled, “Social Networks: Execs Use Them Too.”

I know I’ve covered this topic many times, but here’s a new angle. References. Companies are becoming less and less impressed with predictable comments from references provided by the candidate, and turning to social networks to get the 360 on prospects. Here’s a snippet from the article:

<<Encover Chief Executive Officer Chip Overstreet was on the hunt for a new vice-president for sales. He had homed in on a promising candidate and dispensed with the glowing but unsurprising remarks from references. Now it was time to dig for any dirt…. LinkedIn gives him a better picture of a job candidate and lessens the likelihood a potential employee can hide past work experiences. The extra reference checks showed Overstreet that his vice-president for sales candidate was not only a great salesman, but that he also had outstanding character. When eight of the back-door references volunteered information that the candidate had high integrity, Overstreet knew he had found himself a new vice-president.>>

The article begs the question … “if you don’t have a branded visible online presence and your competition does, who will win the job offer?