NEW ZEALAND -
HIRING MANAGERS DON'T CARE ABOUT SOCIAL
MEDIA
Hiring managers in New Zealand do not care about a
candidate's social media profile, according to research from
international recruitment firm Robert Half.
Robert Half's research revealed the key factors which
influence the success of a job search process. None of the hiring
managers surveyed say a candidate's social media profile has any
impact on their hiring decisions for both staff-level and
management-level positions. Meanwhile, fundamental elements of the
job search, such as CVs and interviews, still predominantly
determine if a candidate gets the job (or not).
Almost half, or 45%, of New Zealand HR mangers identify
the candidate's CV as the most important factor when recruiting for
management-level roles. The figure falls to 38% for staff-level
positions. A candidate's performance during the interview is seen
as almost just as important, as almost four in 10 (38%) HR managers
say it has the most impact for management-level roles, and by one
in three (30%) for staff-level positions.
"The employment market for jobseekers is looking promising
in 2017, but at the same time competitive,"Megan Alexander, General
Manager at Robert Half New Zealand said. "Candidates who are faced
with tough competition for job vacancies should know as much as
possible what influences the final decisions of hiring managers.
Doing so can mean the difference between being offered the role and
being passed over."
"While social media have secured a fixed place in the
recruitment world, the research confirms that the traditional
elements in the hiring process, being the CV and the job interview,
are still considered to be the most important elements. For
jobseekers to succeed, they need to have a stellar CV, and excel
during their interview(s)," Alexander said.
The research shows social media profiles as unimportant,
however, Alexander cautioned that jobseekers should still be
careful.
"Hiring managers do generally check LinkedIn, Facebook or
even Twitter profiles before extending an offer. Kiwi jobseekers
should therefore polish their online profiles before commencing
their job search. Jobseekers can still display some personality
online, but they need to make sure to maintain good conduct online
at all times, even for private social media channels and especially
in the digital age where online profiles are increasingly
accessible to almost everyone," Alexander said.
据罗致恒富的研究表明，在新西兰地区，招聘经理并不关心候选人的社交媒体资料。
这项研究显示了影响求职成功的关键因素。招聘经理认为无论是在招聘普通员工还是管理层员工的时候，候选人的社会媒体资料不会对他们的招聘决定有任何影响。而简历和面试这些求职的基本要素，仍然是决定候选人是否得到这份工作的主要因素。
在新西兰，有近一半的（45%）人力资源经理认为在招聘管理层职位时，候选人的简历是一项非常重要的衡量标准，而在招聘普通职位时，只有38%的人力资源经理认为简历是最重要的标准。与此同时，候选人在面试中的表现同样影响到他们是否能够被录用。近四成的人力资源经理在招聘管理层人员非常看重候选人的表现，而招聘普通员工时，只有30%的人力资源经理会看重面试人的表现。
罗致恒富新西兰总经理Megan
Alexander指出，对于求职者来说，2017年前景明朗，但又满着竞争。面对如此之多的空缺职位和激烈的竞争，求职者应事先了解清楚哪些会影响招聘经理做最终决定的因素，这对于他们应聘成功有着很大的帮助。同时，即便社交媒体现如今在招聘领域中也有着一席之地，但通过各项研究表明，传统的招聘模式及元素仍然是最重要的因素。求职者先获得成果，就需要准备一份出色的简历，并面试之前做好充分的准备，以获得良好的效果。
罗致恒富的研究表明候选人的社交媒体资料不重要，但是求职者还是应该谨慎为之。
"招聘经理在发出工作要约之前，通常会查看候选人在LinkedIn、Facebook甚至Twitter上的资料和过往信息。新西兰求职者在开始找工作之前，应该刷新自己的在线简介。求职者还可以在线显示一些个性特征，但他们需要时刻保持良好的在线形象，即使是在私人的社交媒体渠道上。在数字时代，在线信息几乎能够被所有人访问，"
Alexander说。
虽说候选人的社交媒体资料并不是被招聘者看重的最主要原因，但是求职者还是应谨慎为之。Alexander提到，招聘经理通常会去查看候选人的LinkedIn、Facebook以及Twitter
上面的资料和状态。作为应聘者，他们应该时刻更新自己的信息，尤其是简历。在这样一个数字化的时代，每个人的在线信息都很容易被所有人访问，正因如此，他们应切忌保持良好的形象，即便是个人的账号，也应该注意措辞。
（翻译：刘筱晨）
来源：
http://www2.staffingindustry.com/row/Editorial/Daily-News/New-Zealand-Hiring-managers-don-t-care-about-social-media-41497