Google Plus and Employment Search: how these organizations work
At present there is a lot of Google+, the new thing of Google’s social networks that, according to some, will not only rivize Facebook and Twitter, but also kill them. As a result, particularly when it has grown to the size / scale of Twitter in less than four months, many announce the second appearance of social networks and try to find uses for Google+ that other social networks already have, such as job search.
Google Plus: Context development
First, some thoughts. Google+ is still very beta and scale development. Therefore, any comments that make here on Google+ comes with two warnings:
With respect to the first problem, it cannot easily integrate all its blog publications or other forms of social networks; You have to publish manually. As an engineer, I understand that, and as a launch marketing post I can accept it; But as a user, it looks like a great hole in the armory.
On the second theme, then, as if it had grown ‘more than Twitter in just four months’ to quote an infamous Internet seller (in reality, if it woke up, it would realize that it is a product development and not a company and a product launch), then access to all is not yet open. You can’t simply appear and register, you still have to be invited. This restricts current users to active types of social networks and techno-chilies, often based in Silicon Valley, more than which later.
Basic Employment and Social Networks Search
Before evaluating Google+ as a job search tool, I would like to cover some basic job search concepts. First, you have two ways to get a job: an employer can get closer or can be contacted through a network or through a direct application against a job advertisement. To progress, you need an easily identifiable social media profile and in line with its SQE requirements, to pass a basic verification of background competition. Therefore, things like a LinkedIn profile and a Google profile are basic in job search and application on social networks, because they have a good SEO.
Finally, the modern key to the job search is that the Internet allows not only to investigate the company, but also the hiring manager. It would come as far these days as a trained work interviewer, to say that it would be to the detriment of you only read the main page of the website of your possible employers and your last five press releases: you have access to much more specific information. information.
Google Plus or Google Profiles?
Google+ is based first on its Google profile, so you need a Google profile to access and use Google Plus. Therefore, personally, at best, Google+ is currently a second level tool for job search on an essential first level, such as a Google profile. Once you are on the platform, you can add people to the circles, the form of Google groups. Now, personally, circles are an interesting fault in the current form of Google+ in terms of personal security. There is an implicit friend’s approval ’of a third party, in case you initially follow one of your friends and then follow you. Then you look at your profile and see the photo of your friends, giving the implicit social approval of that third. However, all they have done is add your friend to your circle. Second, what do you get by adding someone to a circle? You see part of your transmission of social networks and what they commented. But remember, in the current beta development of Google Plus, which currently does not automatically include its own blog and tweets publications, so they only appear if that person chooses to publish them again.
Let’s take a specific job search area, find and investigate the hiring manager. First, the only way to confirm that someone is the hiring manager is investigating several different sources, so that Google+ alone, and remembering that it is based on Google profiles, it will not be able to confirm that this person is The Human Resources Director. Second, let’s propose that you confirm that this person is the hiring manager, unless they add you to one of his circles, then they will not listen to you or your transmission. In addition, unlike Facebook, it is not that you agree with this tactic, you cannot send them by direct mail.
Apply through LinkedIn
On the contrary, if you know that this hiring manager is a member of a series of LinkedIn groups, or you can see that you are connected to you through so many people included in the list, you can connect to them as follows:
- Publish questions in these groups to attract your attention.
- Approach them through common connections
Therefore, it should not surprise us that LinkedIn launched the Apply button through LinkedIn this week, which allows employers and work joints to add a LinkedIn -centered button, which the applicant can press for:
Create an instant CV from your LinkedIn profile data
Find common connections with that employer
I currently do not see the Apply button through LinkedIn as an ideal solution for job requests. The basic problem is that a LinkedIn profile now has three purposes to meet: networks, sales, job search. When a network profile must include all its positions, while a good professional CV should only include appropriate positions and skills for that job application, there is already a shock. I am sure that they will listen to the comments of professionals and job seekers and they will adjust on time. Meanwhile, they are offering human resources managers the potential to detect all passive employment search engines in the market, which is the largest corporate gain that this application intends to take advantage of.
Is an job search on Google essential+?
Let’s go back to Google Plus: Is it the ideal job search tool? I warned this article with the fact that Google+ is still in beta and open development to invite only at this time. Therefore, it would be nonsense to say that it was the instantaneous answer. Second, you must observe the flow of these invitations currently worldwide, which began in Silicon Valley and the elite of social networks, and is still based on those principles and people.
Recently I saw a blog post and a series of resulting items that suggested that companies in the Silicon Valley area were using Klout scores as a way of examining employment applicants. The reasoning was that a score greater than 60 klout showed the person as an active user of social networks, which was essential in the current and developing market. I laughed at that suggestion, as much as I laughed at the spam -based launch of Branchout on Facebook. The difficult thing today with Klout is that it tends to obtain a high score in active social networks, specifically on Twitter, where as it is difficult for him to qualify the depth and amplitude of his network, and therefore the potential leverage.
I do not laugh at the people who suggest that Google+ is a good place for those looking for work, particularly in Silicon Valley and in the social media / marketing sectors, to be and use. Returning to the basics, there are two basic ways to obtain employment: postulate or be found. Does Google+ help with either, accepting that it is still underway? In theory, in application mode allows you to follow the key people: but are they there and will allow you to listen? In search mode, a Google profile should be an essential stage1 +, as high as a LinkedIn profile. But after that it is very similar to any other SM network for a work search engine: a trace of evidence for a possible employer / recruiter. Google+ threads do not do so well as blogs say today, although that will change over time.
In the future, once Google+ overcomes beta development and allows open global access, then it will be a good level one + to be and interact, personally one step behind LinkedIn. That is just because I conclude in the medium term, LinkedIn will still attract and keep online people predominant and influential business, while Google+ will attract a broader global audience. Therefore, I suspect that seeing Google+ Facebook rival first as a place to carry out market research and product launch, before it stays behind and rival LinkedIn as an essential tool for job search.
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