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Guest Blog: Old Is Not Out
by Peter Weddle

CoP Manager’s Note: Peter Weddle recently joined a Partnerships CoP Bi-weekly Conference Call and shared the below information. Click here to view Peter’s Powerpoint. And check the calendar link for information about future calls.

 

With all of the chatter about the importance of social media sites of late, it’s important to check in with both job seekers and recruiters to see which techniques are actually being used and which are working best in the job market.

 

My company has been conducting a Source of Employment Survey among both jobseekers and employers for over a dozen years.  The 2012 survey reports responses received from over 2,500 unique respondents between January and December, 2011.

 

While the online survey instrument may skew the data a bit, the population of job seekers was similar to that of other more traditional polls.  Among the respondents, 43.1 percent were unemployed and actively looking for work, while 45.6 percent were employed and either actively seeking a move to another organization or considering one in the next six months.  The rest described themselves in a range of different circumstances.

 

When job seekers were asked how they found their most recent job, 31.4 percent said they went through a job board, 20.5 percent said through networking -- they received a tip from a friend or were referred by an employee of the firm, 7.0 percent responded to a newspaper ad, and 6.5 percent sent their resume into the employer by postal mail.

 

When job seekers were asked how they expect to find their next job, the top five responses were as follows: 53.7 percent said either by responding to an ad or posting their resume on a job board; 8.9 percent said sending their resume to a company the old fashioned way (through the mail); 5.9 percent said by getting a call from a headhunter; 4.4 percent said by getting a referral from an employee of the company; and 3.7 percent said by networking at a business event or replying to an ad posted on the employer’s Web-site (tie).

 

Over half of the job seekers (55.2 percent) did report using one or more social media sites in their job search.  When asked to describe how useful they were, more than a third (35.3 percent) said “No more helpful than other job search techniques;” almost a third (31.9 percent) said “Somewhat helpful;” 17.2 percent said they were “Not at all helpful;” and 15.6 percent said they were “Very helpful.”

 

When we asked recruiters to identify the sourcing strategy that yields the best quality applicants, the top five responses were as follows: 43.0 percent said posting jobs on a commercial job board; 17.4 percent said posting jobs on their own Web-site; 8.1 percent pointed to their employee referral program; and 5.2 percent said networking at a business/professional event or networking on a social media site (tie).

 

The recruiter respondents also reported that they were filling a substantial number of their open positions online.  In fact, the median range of vacancies filled online was 51-75 percent, with almost a quarter reporting that they fill 76-90 percent of all their openings on the Web.  When we asked them to describe the quality of those new hires, 59.0 percent described them as either “Above average” or “Among our best employees.”  Only 1.1 percent said the online candidates were “A hiring mistake.”

 

What does it all mean?  Social media is clearly a powerful new tool for both job seekers and recruiters, but the rate of adoption is not nearly as fast as the news coverage would suggest.  For job club administrators and program directors, therefore, it’s still very important to educate job seekers on such “old fashioned” best practices as applying for a job on a job board and face-to-face networking at a business event.

 

For more information on the WEDDLE’s Source of Employment Survey, visit the Polling Station at www.weddles.com. 

 

Peter Weddle is a former columnist for The Wall Street Journal and the author or editor of over two dozen books.  His latest, A Multitude of Hope: A Novel About Rediscovering the American Dream, is just arriving at Amazon.com and bookstores nationwide.

 

 

 

Are you hiring this summer?

by Labor Secretary Hilda L. Solis

I think we can all remember our first job, and the sense of dignity and pride that came with that first paycheck.

Summer jobs help teach us about what’s possible, both in terms of careers to explore (and those we’d rather avoid) and also in terms of what we are truly capable of. Summer jobs also provide young people with the skills they need to be successful in the workplace, and inspire them to reach for more… I know mine did.

That’s why in January, President Obama announced the Summer Jobs initiative and called on businesses, non-profits and governments to come together to provide 250,000 employment opportunities for low-income and disconnected youth in the summer of 2012.

Across the country, employers big and small -- from Gap Inc., to Southwire, to the Boys & Girls Club of Green Bay -- are working with their communities to provide jobs, internships, mentoring opportunities or other life and work skills development for our young people.

As part of this effort, later this month the Department of Labor will launch the Summer Jobs Bank - a brand new online resource for young people to find jobs, internships, mentorship or training opportunities this summer.

Is your company or organization looking to hire young people? Does your organization have mentorship or training opportunities for youth?  If so, we want YOU to be a part of the Summer Jobs Bank. Adding your opportunities to the Summer Jobs Bank is easy and will help you connect with youth in your area looking for opportunities this summer.

Whether you already post jobs on your company website, use a job board like Internships.com or Aftercollege.Com, or are looking to post summer opportunities online for the first time, there’s an easy way to get involved.

1.)   “Tag” your jobs.
By adding just a few lines of code to existing online postings, or using one of our partners to do it for you, you can get involved… and we hope you will. How you add those few lines of code depends on how and where your opportunities are posted online. If all of that seems too hard, you can always use one of our partners to do the work for you.

  • Post your opportunities via AfterCollege.Com
    • If you have fewer than 30 opportunities available, visit the special AfterCollege.com Summer Jobs Page and click on "Get Started" to add your summer opportunities.
    • If you have 30 or more opportunities contact cs@aftercollege.com with your organization name, number of jobs being committed and contact information for the relevant point of contact in your organization. Please include "SummerJobs " in the subject line. Please Also indicate the career website/URL where AfterCollege can find and scrape your summer jobs and internships
  • Post your opportunities via Internships.com
    • If you have fewer than 30 opportunities available, visit Internships.com  to sign up and post your opportunities. They will automatically be tagged and incorporated.
    • If you have 30 or more opportunities available, email slander@internships.com to get started.

 

  • Post your opportunities via LinkedIn.com
    • If you have fewer than 30 opportunities, you can post them for free to LinkedIn.com by visiting their special student jobs page.  Once you’ve posted your opportunities, they will be automatically tagged and included in the Summer Jobs Bank.

 

2.)   Let us know you're done!

 

This last step is important! Once you've posted your opportunity online and tagged it appropriately, let us know so we can be sure to add your job posting to the Summer Jobs Bank. Email us to let us know when you've posted your opportunities.

     3.) Questions?

If you have any questions about adding your opportunities to the Summer Jobs Bank, don't hesitate to ask.  Shoot an email to summerjobs@dol.gov.  

Still not sure what to do?  Check out this video for step by step instructions on how to add your job, internship or other opportunities to the Summer Jobs Bank.

 

This blog has been cross-posted on the White House blog:  http://www.whitehouse.gov/blog/2012/03/13/are-you-hiring-summer

 

Guest Blog: STARTING a JOB CLUB

 

By Paula Brand

STARTING a JOB CLUB

 

Job clubs offer support, information, access to resources and networking opportunities.  If you are looking to create a job club, below is some advice based on the success of other local job clubs:

 

1) Visit existing job clubs to get an idea of how others operate and to get ideas to emulate.

 

2) Secure a location.  Try to find a place that is accessible to your target audience.  Being near a bus stop is useful and having adequate (ideally free) parking is critical.

 

3) Set a regular time and place to create continuity.  If this is not possible or desired, there has been some success with changing locations, as long as it is well advertised.   Once a week is great, if the facilitator can devote that much time.  Every other week can be often enough.   Some groups meet once a month.  Longer than 30 days between meetings is probably too infrequent to make significant strides.

 

4) Gather resources to share.  A local One Stop Career Center is a great place to find these resources. Find your nearest One Stop here: www.servicelocator.org.  Also, call upon your own network to seek people who can help others in job search (human resource department employees, resume writers, community members, etc.).

 

5) Let people know about it.  Publicize the event far and wide.  Announce the meeting in any publications within the organization (such as a Church bulletin) or community agencies related to employment.

 

6) Decide on a format.  Most groups have a mixture of formats (guest speakers, hands on activities like a resume critique or a support group style).   Once you have some participants, ask for their input on what will be most beneficial to them.   I would suggest building up a “critical mass” before asking outside speakers to attend.  For the first meeting, you can try to start with a big kick off event or just start slowly and watch it develop.  

 

7) Have a sign in sheet so you can contact past attendees if needed or to send reminders to people about future meetings.

 

BEST PRACTICES FOR JOB CLUBS

 

1) Share success stories to keep others inspired and motivated.  Having a past job club member attend a meeting after they have been hired is a great way to do this.  At the very least, announce when someone gets a job (after getting the person’s permission).

 

2) At the end of each meeting, share the list of attendees with other attendees to encourage networking beyond the job club meeting (with permission from the group).

 

3) Create an e-mail Distribution List of past job club attendees and use it to share job leads and resources. 

 

 4) Recruit Job Club Leaders.  Ask for interest and seek out those who could help run the club.  Job Club Leaders can learn valuable skills while assisting the job club.   Plus it’s always good to have a back up person to help run the meeting.  

 

 

Paula Brand serves as a Career Advisor for Anne Arundel Workforce Development Corporation at the Career Center at Arnold Station.

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