Social Media Profiles are the New Résumé - Your Career Intel

Social Media Profiles are the New Rsum - Your Career IntelWith the click of a mouse and a simple search of your name, recruiters and employers can access your social media profiles - from your Facebook page to your LinkedIn profile and everything in-between. With an abundance of professional and personal information available zugreifbar, hiring managers and recruiters are now actively using social media in their recruitment strategies. For candidates and job seekers, this is an opportunity to leave a positive impression on recruiters and potential employers. To best capitalize on this, you need to be selective as to what you share and post online.According to Forbes, over time, your online presence will replace your rsum. As a recruiter, I experience this regularly with my candidates and know that this trend is gaining traction in the market. Its vital that your information is up-to-date and presented in a professional manner so as to build credibility for yourself and attract the at tention of recruiters and employers. Having a comprehensive profile, complete with a professional photo, especially on LinkedInthe top site for social networking in businesswill make it easier for recruiters and hiring managers to find the information theyre looking for and put a face to a name.I turn to LinkedIn on a daily basis to gain information on potential candidates beyond a blanket rsum. LinkedIn recommendations from employers and peers provide added value to a candidates profile and allow me to dig beyond the surface to learn mora about that individual. Having an active LinkedIn presence, including commenting on appropriate articles, sharing relevant content and connecting with other professionals, will also demonstrate your savvy skills in regard to social networking in business.Once I peruse a LinkedIn profile, I search for the individual on Facebook. This is becoming common practice among recruiters and hiring managers, and I recommend candidates maintain a professional presence on Facebook, ensuring there isnt damaging information for employers and recruiters to find. Remove any inappropriate photos or posts and only share items that you would be comfortable having a potential employer see. Keep in mind that Twitter is also an easy platform for others to view without your knowledge, which means you should keep your content appropriate and professional there as well.Throughout all of your online information, you want to provide the best impression of yourself and give executives a reason to reach out to you and/or hire you. In the digital age, you have to consider your online professional profile both an extension of your rsum and an opportunity to grab the attention of employers and hiring managers.I welcome your suggestions for maintaining a professional, online presence.

This Study Reveals The Sad Reason Women Arent Breaking Glass Ceilings

This Study Reveals The Sad Reason Women Arent Breaking Glass Ceilings Skeptical about whether there truly is a business case for diversity programs? Enter into a conversation with the folks over at The Boston Consulting Group, and youll doubt no mora.The data-centric consulting firm, which was rated by Fairygodboss users as the Best Company for Women in 2017, is passionate about using its numbers savvy to research topics related to gender equality. And on Thursday (Nov. 2) at the inaugural Fairygodboss summit, Galvanize, BCG chose to shed some added light on the value of diversity programs.Right off the bat, the BCG team Michelle Russell, Senior freund Managing Director Lissa Filose, Principal and North America Diversity Inclusion leader andKatie Abouzahr, Principal and BCG Fellow dove into the stats. And their research did not disappoint.According to research from Catalyst and the Peterson Institute, if Fortune 500 companies have at least three female executives, they will binne nsee a 53% increase in return on equity. Companies with three female executives also see a 42% increase in sales. And when company leadership roles are made up of at least 30% women, a 6% increase in profit margins is also found.So, based on these numbers alone, it just makes sense to hire more women.They also very quickly dispelled myths about ambition that often cling to women, especially once they start families. In fact, in their research, the BCG team found that women are just as ambitious as their male counterparts at nearly every stage of their careers, and that having a child or starting a family has absolutely no impact on their ambition. Take that, stereotypesGiven that women do, indeed, maintain equal ambition to men and lead to a greater profit, it should be common sense that companies choose to first hire women and then continue promoting them throughout their careers. Right?Unfortunately, this isnt necessarily the case.Women arent shattering the glass ceiling, Russell said. Theyre getting in the door theyre just not staying and not advancing in their careers.Were spending millions on diversity intervention and ERGs, but is the needle moving? she said.The group then moved to a study they conducted about the ineffectuality of diversity programs across the United States, showing the discrepancies in the wage gemeinsame agrarpolitik depending on whether or not a company was running a working diversity program. The survey included 3,500 participants and the results were quite glaring.According to their research, 91% of the women surveyed said that their company did have a diversity program or training in place. That was good news, until they got to the answers for their next question. Only 27% of these women said that they personally benefited from these programs.It was also extremely telling that the companies with working diversity programs had a wage gap of 2%, while those whose diversity training effectiveness ranked toward the bottomhad wage ga ps in the ersatzdarsteller digits.So, whats the point in having a diversity program if such a small percentage of the workforce is actually benefiting? Thats where changing tactics, and turning to the budget, comes in. Because there are obviously some underlying discrepancies creating this divide.One major discrepancy is that men and women seem to see different obstacles when it comes to the workplace. For women, these obstacles are seen as advancement, retention, movement into leadership roles, and company culture. For men, the main obstacle they perceived was recruitment which was considered the smallest obstacle by women themselves.When companies invest in company culture, (these) gender diversity gaps are much smaller,Katie Abouzahr explained.Thats why a key portion of diversity training should come down to gender diversity initiativeseducating employees and giving them the discussions they want to have, the BCG team explained. The group also found that all employees, both men and women, under 40 all consider flexible work a motivating factor, meaning that companies should start looking for these points of interest and working with them.Finally, they found that when men were championing gender diversity, 97% said their diversity programs saw progress. When they remain outside the conversation and dont make diversity a priority, however, only 39% see progress. Thats why its important that men and women at all levels get involved and make changing the workforce a necessity, Russell explained.When you have the kind of mentor program where youre assigning people, thats where we find it doesnt make a difference formalized programs arent as helpful as sponsorship and advocacy programs, she said. The world is moving, and moving relatively quickly, so we have to find a way to move along with it.