Wednesday Jul 01, 2015

The Candidate Guide: How to Fix Your Social Media Persona

This blog was originally posted on LinkedIn 

You know it: social hiring is very hot right now. Recruiters are 24/7 present on social media networks, constantly on the lookout for potential new talents. Your offline presence is strong, but it does not reflect your online appearance. So, if you’re analyzed based on your online persona appearance, why leave it unpolished? Here’s 5 tips to upgrade and fix your online social image for a better recruiting exposure and higher chances to land your dream job.

 1. Google yourself to know yourself

 Photo Credit: powerofthought.org

Did you know that 48% of recruiters use Google or other search engines to check out candidates’ profiles and background? A simple search can reveal a lot. If you have more than one or two social media accounts on different platforms, now’s the best time to create consistency. This means updating old personal info, adding experience and education references, removing embarrassing photos from your high-school days or even deleting inactive and long-forgotten profiles on Hi5 or MySpace. Align your profiles to a professional standard and “sell” your image as a well-rounded brand.

 2. Private vs. Public – what is good for you?

Your social media presence is conditioned by one major factor: the privacy setting. Keeping your profiles permanently closed to the public eye can sometimes be damaging to your personal brand. On the other hand, having some sense of privacy – even on a social media profile – is comfortable. When it comes to being visible to the recruiting market, it is best to know your social platform privacy settings. For example, keeping your Instagram profile on private is okay, while doing the same on LinkedIn is not good for you. If you’re going to polish up your image at least make it visible.

3. Who you connect to is who you are

  Photo Credit: www.careergirlnetwork.com

We tend to connect with a certain type of people, mostly the ones that resemble us. Apart from your childhood friends or high-school colleagues, you should connect to quality industry players too. This goes for all social media platforms and it represents a powerful and free means of networking. Take a look at what other people are posting in your area of expertise and expand your horizons. Hit Like on the career pages of the companies you would like to work for, join LinkedIn groups of professionals or follow your industry peers on Twitter. Networking is everything!

4. Sharing is caring for your image

We all love memes and funny cat videos -- and what’s watching them without the joy of sharing them to our friends, all 500 of them, more or less. Now, there’s nothing wrong with doing so, but it might get over the top the moment when you get tagged in 10 pictures in a row while dancing crazy on a bar table at 3 am, on a working day. Unfortunately, recruiters will judge you based on what they see and what you post. So, do yourself a favor and untag yourself from embarrassing photos. Also, if you want to shape up a professional looking image, create, post and share insightful information in your field of expertise. By doing us you will increase your credibility and showcase your know-how. Sharing is caring, after all, so do it wisely.

5. Stay active and vibrant

    Photo Credit: www.adweek.com

Having a ton of social media accounts means absolutely nothing if you visit them once in a blue moon. Building a strong social media presence implies being constantly active. This translates by posting regularly and also contributing to relevant topics where your industry expertise is relevant. A strong dose of engagement will make a big difference and recruiters will see it first. Be creative, active and always stay on top of conversations.

Social media matters and first impressions are everything. Watch what you post on your social accounts because recruiters are also looking. Learn to manage your accounts and give them that professional touch. Put yourself in the shoes of a recruiter and examine your online presence. If you like what you see, you’re on the right track. If not, start shaping it up based on the above tips.

About the Author:

Passionate about turning simple ideas into creative stories. Truly in love with storytelling, Ramona Costea has been active in the media writing and publishing business for over 8 years. With a strong background in journalism writing, she is now a Copywriter for Oracle’s Global Recruiting department, where she continues to experiment with social media and improve content strategy. Her specialties include content writing, online marketing, employer branding and social media. Connect with her on LinkedIn and Twitter.

Saturday Jun 13, 2015

Learn from the Best: Game of Thrones’ Tips for Every Salesperson

You know what they say: in sales and war, everything is allowed. While at Oracle Direct things are not as heated as in Game of Thrones, we are safe to say that the world of sales is just as exciting. So, what’s there to learn from the main characters’ act when it comes to rocking the sales biz? Find out and let the games begin!

[Read More]

Friday Jun 12, 2015

Oracle Direct Dublin or how to recruit like a Social Media God

What happens when the best Sales Team in the industry sets a challenge to the next generation of tech-savvy sales people? Sum up modern tools, a smart approach and amazing career opportunities and do the math. The result: an effective top talent recruitment campaign seasoned with energy, excitement and boldness.

[Read More]

Friday Apr 24, 2015

Life at Oracle: Don Mauck—Legally Blind Theatrical Performer

When you ask Oracle employees what they like most about working at Oracle, they often say it’s the people. Oracle is filled with smart, passionate, caring people doing challenging work and leading interesting lives. We set out to capture employee stories in a series of videos to recognize and celebrate the amazing people working at Oracle.[Read More]

Thursday Apr 23, 2015

How I know Oracle Direct is the place to be

Last September, I made one of the biggest (and best) life changing decisions: I packed up and left Atlanta, USA and moved to Dublin, Ireland. I joined the Oracle Direct team in January and it’s been a whirlwind of excitement and learning every day. As the Recruitment Branding Specialist for Oracle Direct, I am passionate about telling Oracle Direct’s story. I wanted a chance to talk about my personal experience in my own words, so here’s the first chapter of my #LifeatOracle.[Read More]

Friday Apr 17, 2015

How to get hired at Oracle Direct

Oracle is dominating the tech industry with more than 400,000 customers – including 100 of the Fortune 100 – and deployments across a wide variety of industries in 145 plus countries around the globe. It should come as no surprise that so many people are looking to join our workforce of 120,000 employees globally and wondering “where do I start?”[Read More]

Thursday Apr 16, 2015

Life at Oracle: Jane Glasgow—Loves to Rock

When you ask Oracle employees what they like most about working at Oracle, they often say it’s the people. Oracle is filled with smart, passionate, caring people doing challenging work and leading interesting lives. We set out to capture employee stories in a series of videos to recognize and celebrate the amazing people working at Oracle.[Read More]

Friday Apr 10, 2015

Life at Oracle: a sneak peek at working in Oracle Direct's Dublin office

How does it feel to work for one of the most iconic IT companies in the world? Take a look at Oracle Direct’s newest office space in Dublin and explore for yourself!

Standing desks are great for keeping the high-level energy here!

One of the first things you’ll notice when you step into the Oracle Direct Dublin office is the bursting of activity. The bright and airy environment perfectly matches our company’s exciting culture. Despite the employee hustle and bustle, the office manages to stay reasonably quiet.

The Dublin office boasts several CollabPods for impromptu 2-6 person meetings, as well as an informal Training/Presentation/VideoCon space to simplify collaboration. Oracle Direct has opted for bold and modern design elements with colorful splashes to help inspire employee creativity and innovation.

Customization and flexibility remains the cornerstone for the Oracle Direct Dublin office. Each work space is equipped with 100% automatic height adjustable seating as well as double monitor arms for specific roles. So whether our employees prefer to work while standing or sitting, the choice is theirs, all thanks to the touch of a button which raises/lowers the desk.

Need to step outside to get some fresh air? The Dublin office offers a great walking trail for its employees. We currently have a Walking Meeting Challenge to help make meetings healthier and more productive.

Like what you see? Come join the Oracle Direct team! Apply to current opportunities here.    

Wednesday Apr 08, 2015

Life at Oracle: Michelle Allbon—Uniquely Individual

When you ask Oracle employees what they like most about working at Oracle, they often say it’s the people. Oracle is filled with smart, passionate, caring people doing challenging work and leading interesting lives. We set out to capture employee stories in a series of videos to recognize and celebrate the amazing people working at Oracle.[Read More]

Wednesday Apr 01, 2015

Life at Oracle: Gaurav Narasimhan—Art and Technology

When you ask Oracle employees what they like most about working at Oracle, they often say it’s the people. Oracle is filled with smart, passionate, caring people doing challenging work and leading interesting lives. We set out to capture employee stories in a series of videos to recognize and celebrate the amazing people working at Oracle.[Read More]

Wednesday Mar 25, 2015

Life at Oracle: Win Chang—Committed, Passionate, and Proud

When you ask Oracle employees what they like most about working at Oracle, they often say it’s the people. Oracle is filled with smart, passionate, caring people doing challenging work and leading interesting lives. We set out to capture employee stories in a series of videos to recognize and celebrate the amazing people working at Oracle.[Read More]

Friday Mar 20, 2015

Life at Oracle: Ryan Pitts—Part of a Winning Team

When you ask Oracle employees what they like most about working at Oracle, they often say it’s the people. Oracle is filled with smart, passionate, caring people doing challenging work and leading interesting lives. We set out to capture employee stories in a series of videos to recognize and celebrate the amazing people working at Oracle.[Read More]

Tuesday Feb 10, 2015

Join us at your local Oracle event! - The EMEA Oracle Careers Team

Are you curious about what it’s really like to be a part of Oracle? Join us and get a firsthand look at the inner operations at one of our local open office events, where you can get an exclusive glimpse into the life of our Oracle sales employees. You’ll get a guided tour of our office space, Q&A session with current employees, enlightening discussions from our guest speakers, and snacks and drinks will be provided! [Read More]

Wednesday Feb 04, 2015

Do You Really Need to Hire a Rock Star or Do You Just Think You Do by David Talamelli

I have worked with Hiring Managers at all levels and it is human nature to want to find the ‘best’ candidate when you are hiring – but Hiring Managers next time you are hiring for your team, quantify what the ‘best candidate’ means for your role. Ask yourself do you really want to hire a bona fide Rock Star or do you potentially really only need an X-Factor (or substitute The Voice, American Idol, or other) contestant for your role.

Many Hiring Managers when they are hiring for their team will loosely throw around the term ‘Rock Star’ and follow it up with comments like ‘I want the best in the business, I need a game-changer, I need someone who can take us in a new direction, etc……

There are 2 main things that I question when I hear someone say these statements. The first is, when I hear a Hiring Manager say statements like this, I think wait a second all I am hearing is what the Hiring Manager wants or needs. A good Recruiter will challenge the Hiring Manager and work out what is the value proposition for the candidate? It is great to hear what a Hiring Manager wants but any work relationship is a two way street. While a Manager may address what his/her needs are when they work with their Recruiter, what would this potential role give to this all star candidate that they want to hire. If your Recruiter does not ask you this or qualify this with you, I recommend looking at the service you are getting from your Recruiter.

The second thing that causes alarm bells for me is really a follow on from the first statement and that is : is the Hiring Manager trying to put a rock star candidate into a regular role or a regular company. If you are hiring and you look at your role on offer and your company – does your role or company really necessitate a rock star candidate?

A few examples of this could be you want a person to change the ‘game’ (what ever that means to you), but you look at their productivity based on how many hours they sit at a desk not by results achieved. Or for example you want the best sales person there is in your industry, but your commission structure is not competitive or your company’s management style is outdated, tired and unproductive.

In these examples why would a ‘rock star’ want to take on one of these roles? What is the value proposition or attraction for them to consider this role. If they are the best in the market, odds are that they are already in a good role and do not need to go anywhere. So what is it that you offer that would make that person you want to stand up and take notice.

Rock stars need to be able to make success happen – Eddie Van Halen didn’t create his great licks and solos following a script. If you want to hire someone who will take direction as you need and be a corporate clone of what you want, you probably want to hire an X-factor candidate that will do as they are told and follow the script to create their 15 minutes of fame. If you really want to hire the best candidates in your market make sure that you have the business need that necessitates you finding and hiring that person otherwise you will end up putting a high achieving individual into a regular role which may create a situation where you have hired the wrong person for the role you needed to hire for.

The flow on effect of hiring the wrong person has multiple implications. Not only will the relationship with your new star hire likely sour, but you will have invested a lot of time and energy to get this person on board only to have to go through this exercise again. Not every role in every company requires a rock star – before you start sourcing candidates for your next requirement, take the time to really understand what you need out of the role. It is more important to find the person who is the right fit for the role you have then necesarily just looking at the brightest student, the best sales person by $$$ booking, etc…..

This post was originally published on David Talamelli's Blog Page.

Tuesday Jan 20, 2015

Good Recruiters Know How To Close Candidates (It’s the ABC’s of Recruitment) By David Talamelli

Luck, good old fashioned luck. How many times as a Hiring Manager have you identified a great candidate, went out and got your approvals, sent out your Letter of Offer to the aforementioned great candidate thinking the job was done, only to have your great candidate let you know ‘thanks for the job offer, but I can’t accept the offer because……… (insert reason here: counteroffer, partner not happy, can’t relocate, other offer, etc…..). If you are a Hiring Manager and this happens to you regularly you need to sit down with your Recruiter now! 

Bad Recruiters, will say it was an unforeseen circumstance and just bad luck, where as good Recruiters would have seen this coming a hundred miles away and either probed the candidate further before making an offer and closed any loose ends or realised that the job you had to hire for was never a top priority for the candidate.

abcs

Yes Recruitment has many similar traits to a good sales model. One of the classic sales lines is to know your ABC’s and Always Be Closing and this holds true in recruitment as well. I have seen both good and bad Recruiters in my 16 years in Recruitment – good Recruiters know the job they are hiring for, know the Hiring Managers needs and know the candidates needs. They always find a way to balance all these needs into a smooth recruitment process for everyone involved. To create a smooth process the Recruiter needs to always be keeping their finger on the pulse of the candidates and Hiring Manager.

‘Always Be Closing’ is not a bad thing, and I think many Recruiters are afraid to ask closing questions to candidates for fear of being seen as unfriendly maybe or fear of what the candidate may actually say. In some Recruiters minds I suppose they take the approach of ‘don’t ask, don’t tell’ and hope and pray that the candidate they have found takes the role they have, because deep down they know the candidate is probably not happy with some part of the role/salary/responsibilities. To me this makes no sense. It does not make sense to invest the Hiring Managers time, the Candidates time and your time as a Recruiter putting everyone through a process that will not have outcome everyone wants to achieve. If you don’t have the ‘what are your salary expectations’ conversation at the beginning of the process why put a candidate through multiple interviews and get to the end of the process when it turns out they want $20,000 more than what the role you are filling pays.

Good Recruiters, will take the time to understand the candidates they are working with, they will know what they think of the role, what their salary expectations are, if it is the next natural step in their career, if they need to relocate if they are open to that and if their family is supportive of a move. They will understand and be able to address any questions or concerns a candidate may have and the candidate may have new questions come up at different stage of the interview process. If you are not talking to your candidate to help them through the process and keep them educated about the role/company so they can make an informed choice you are doing your company and the candidate a disservice.

If the role is not right for the candidate – don’t try to fit a square into a circle, it means you must go find and screen candidates who not only fit the requirements of the role but also find people where the role fits their requirements for the candidates next career opportunity.

This blog originally appeared on David Talamelli's Blog.

About

Oracle has a dedicated Global Team of Recruiters who are responsible for identifying and bringing talented individuals into Oracle. This Blog gives people an insight into what it is like to work at Oracle and provide an avenue to explore opportunities with us. Initial enquiries can be made to david.talamelli@oracle.com

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