Beauty Link - Volume 4, Issue 2 - (Page 45)
DOES IT NEED A SOCIAL MEDIA MAKEOVER?
BY ROBERT STARKS JR.
t’s career day at the school and you’ve reviewed 100 resumes from students seeking career advice and now your battery needs to be recharged. This is because you weren’t reviewing paper resumes but rather digital resumes linked from a two-dimensional code with embedded data scanned and read from your mobile device. The resumes included rich media such as audio, video and computer graphics mined from semantic data aggregated from the Internet and streamed at high speeds to your mobile device. The year is 2020. If this sounds like silly science fiction, it isn’t. The only thing unusual about the above description is that it isn’t the norm yet. Quick Response (QR) codes already exist and our smart phones can already scan these codes to view a variety of embedded data. The semantic web, a web that not only identifies syntax, but understands the meaning of syntax and the relationships of data sets mined from the Internet is upon us. Infographic resumes, video resumes and social media profiles are all currently possible, allowing media-rich content to replace traditional, boring print resumes and portfolios. Just 10 years ago, the idea of collaboratively created directories of people that mapped their achievements, relationships, experience, skills and interests sounded a little crazy but today we call it social media. If you think social media is merely a platform to socialize, think again. The Jobvite 2011 Social Recruiting Survey revealed that 80.2 percent of employers use social media to recruit yet fewer than 41 percent of college seniors use some form of social media in their job search according to the 2011 Student Survey from the National Association of Colleges and Employers (NACE). Students clearly don’t understand the importance of social media, how to leverage it in their career development or perhaps are not being trained by career professionals. Employers recruit from social media, perform social media background checks on candidates and engage with potential applicants on social media platforms. The implications of the current trends in recruiting, candidate screening and online personal branding are extensive for all educators, and particularly for career services professionals. Just 10 years ago, a career advisor never had to advise students on when it was appropriate to request a connection with
an employer on LinkedIn. Students didn’t ask the best way to request an endorsement on LinkedIn or how to use Twitter in their job search. Career advisors didn’t have to advise students on cleaning up their Facebook profiles or how to use social media to enhance employer and industry research in preparation for a job interview. These are some of the conversations career advisors must now have in today’s world. And in light of gainful employment legislation, these conversations are more important than ever with increased pressure for private sector colleges and universities to improve their employment outcomes. In addition, career services representatives in the private sector know that a huge part of what makes them successful is having good relationships with graduates. Social media helps with communicating and building positive relationships with alumni. This allows career advisors to collect and verify necessary graduate employment data as well as document success stories. Additionally, alumni may find themselves in positions where they can recommend future graduates for employment— a best-case scenario! Generation Z will be the most digital media literate generation ever and they will hit the college doorways in roughly eight years. Social media represents only a small portion of digital media literacy and educators must commit to perpetual research if they want to be prepared for the future. An online course on Developing a Social Media Strategy for Career Services is now available on the AACS Online Training Center at www.aacstraining.org. The course describes the phases of planning and implementing a comprehensive and measurable social media strategy to achieve the goals of your career services department. Robert Starks Jr. is the vice president of Learning Initiatives for MaxKnowledge, Inc. and the founder of Careertipster.com. Robert can be found on Twitter @robertstarksjr and contacted at firstname.lastname@example.org.
The online course CS104 - Developing a Social Media Strategy for Career Services is now available on the AACS Online Training Center. Visit http://bit.ly/BeautyLinkCS104 for more info on this course. Members call AACS at 800-831-1086 for your VIP Discount Code to save on Training Center keys.
BE AUT YLIN K | EF F I CI E N C Y | 20 1 2 |
Table of Contents for the Digital Edition of Beauty Link - Volume 4, Issue 2
Message from the AACS President and CEA Chair
Workings of Washington
CEA 2012 Convention Preview
A Student’s Perspective NEW!
A Beautiful Return
AACS Listserve Q & A
Building a Powerful To-Do List
Creating Agile and Efficient Meetings
Wearing Many Hats
Beauty Changes Lives
Your Career Center
Never Assume a Pitch Is Dead
Creating Green Value
And Then There’s Compliance
Voices from the Classroom
Behind the Scenes with The Hunger Games
Creating a Dream Career
Accommodating Students with Disabilities
Associate Member Profiles: Insurance and Legal Services
People & Places
New Products & Services
New School Members
Upcoming 2012 Events
Index to Advertisers
Beauty Link - Volume 4, Issue 2