<?xml version="1.0" encoding="UTF-8"?><rss version="2.0"
	xmlns:content="http://purl.org/rss/1.0/modules/content/"
	xmlns:dc="http://purl.org/dc/elements/1.1/"
	xmlns:atom="http://www.w3.org/2005/Atom"
	xmlns:sy="http://purl.org/rss/1.0/modules/syndication/"
		>
<channel>
	<title>Comments on: Tips for getting your social media job application process off to a good start.</title>
	<atom:link href="http://www.practicalconversations.com/2009/07/15/tips-for-getting-your-social-media-job-application-process-off-to-a-good-start/feed/" rel="self" type="application/rss+xml" />
	<link>http://www.practicalconversations.com/2009/07/15/tips-for-getting-your-social-media-job-application-process-off-to-a-good-start/</link>
	<description>Exploring how we sustain web and social media conversations.</description>
	<lastBuildDate>Sat, 04 Sep 2010 17:09:19 +0000</lastBuildDate>
	<sy:updatePeriod>hourly</sy:updatePeriod>
	<sy:updateFrequency>1</sy:updateFrequency>
		<item>
		<title>By: Kevin Micalizzi</title>
		<link>http://www.practicalconversations.com/2009/07/15/tips-for-getting-your-social-media-job-application-process-off-to-a-good-start/#comment-9</link>
		<dc:creator>Kevin Micalizzi</dc:creator>
		<pubDate>Wed, 15 Jul 2009 18:28:07 +0000</pubDate>
		<guid isPermaLink="false">http://www.practicalconversations.com/?p=186#comment-9</guid>
		<description>Thom-

Yes, these tips are a pretty low bar, but you&#039;d be amazed how many people don&#039;t do them.  For me, the biggest factor in whether to look further or not is how much experience the applicant has with social media.  Personally, I&#039;m looking for breadth and depth.  I have one candidate fresh out of college who blogs, tweets, and has several successful Facebook groups (and included stats on them, not just current, but growth over time.)

One of the challenges with this many people applying for the same job, the hiring manager has more flexibility to pursue people with strong experience who can articulate what they&#039;ve done and most importantly, the impact of what they&#039;ve done.

Thanks!
-k</description>
		<content:encoded><![CDATA[<p>Thom-</p>
<p>Yes, these tips are a pretty low bar, but you&#8217;d be amazed how many people don&#8217;t do them.  For me, the biggest factor in whether to look further or not is how much experience the applicant has with social media.  Personally, I&#8217;m looking for breadth and depth.  I have one candidate fresh out of college who blogs, tweets, and has several successful Facebook groups (and included stats on them, not just current, but growth over time.)</p>
<p>One of the challenges with this many people applying for the same job, the hiring manager has more flexibility to pursue people with strong experience who can articulate what they&#8217;ve done and most importantly, the impact of what they&#8217;ve done.</p>
<p>Thanks!<br />
-k</p>
]]></content:encoded>
	</item>
	<item>
		<title>By: Thom Mitchell</title>
		<link>http://www.practicalconversations.com/2009/07/15/tips-for-getting-your-social-media-job-application-process-off-to-a-good-start/#comment-8</link>
		<dc:creator>Thom Mitchell</dc:creator>
		<pubDate>Wed, 15 Jul 2009 18:20:41 +0000</pubDate>
		<guid isPermaLink="false">http://www.practicalconversations.com/?p=186#comment-8</guid>
		<description>Amazing that these tips have to be mentioned at all in such a tough economy. I&#039;d be interested in knowing what separates one from the crowd if once they&#039;ve met this fairly low standard.

Thanks,
@jobhuntin</description>
		<content:encoded><![CDATA[<p>Amazing that these tips have to be mentioned at all in such a tough economy. I&#8217;d be interested in knowing what separates one from the crowd if once they&#8217;ve met this fairly low standard.</p>
<p>Thanks,<br />
@jobhuntin</p>
]]></content:encoded>
	</item>
</channel>
</rss>
