Posts Tagged ‘recruiting’

Job Applicants: Vegas Doesn’t Exist Anymore

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An astonishing 37% of hiring managers are using social networking sites to research applicants, with over 65% of the group using Facebook as their primary source.

The days of doing a routine background check using CRB Direct on your criminal past or even credit history have been widened to include voyeurism into your daily life and lifestyle. People complain that it’s wrong; they say it’s an invasion of their privacy. Right, wrong, invasive not invasive – companies are doing it. I’m not talking about companies who ask you to supply your username and password and so they can look at your profile. I am talking about them going out on the internet and viewing whatever information you have made available to millions of others to see.

Remember the saying “whatever happens in Vegas stays in Vegas”? Well that isn’t the case when you share the ins-and-outs of your life via social media for the world to see.

Knowing that any future employer may be looking at what you have posted on the internet, why not use a little common sense, a little bit of good judgment, in what you share? Why not share things that are near and dear to you and that would be worth not getting a job over?

Example: my faith is important to me. I would gladly miss out on an opportunity to work for a company who didn’t like something I posted about my religious beliefs. That company would probably not be a good fit for me and I would most likely not be happy working there.

That belly button piercing I got on the way to the Bon Jovi concert with friends – not important to me, not near and dear to my heart – maybe I don’t need to share that sordid tale accompanied by an even more sordid picture on Facebook.

People are rethinking what they have posted; almost 90% of internet users admit to changing information in their profiles to become more suitable to outside employers and friends. This is probably smart thinking considering 69% of recruiters said they’d rejected a potential employee because of what they saw on a social networking site. I know lot of you out there will disagree but, to me, once you put your “private” life on the internet, it’s not private anymore.

And the kicker: you are opting-in to all of this. Nobody is extracting information from you.

The smart applicant thinks about how to use social media sites. Like an unfortunate tatoo, social media indiscrimination can have long-ranging consequences.

More links:
MIPRO Consulting main website.
MIPRO on Twitter and LinkedIn.
About this blog. Shows PeopleSoft Rise in Resume Searches

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eWeek’s Nathan Eddy, writing about’s Dice Report and its trend showing a rise in resume searches for PeopleSoft technicians:

The fourth trend concerns PeopleSoft Security. Hill said businesses use Oracle’s PeopleSoft applications to manage complex systems, from finances to human capital and supply chains to CRM databases, and PeopleSoft Security uses a hierarchical approach to limit data and application access to qualified users.

This is pretty interesting.  As a company who scours a lot of channels about PeopleSoft staff and positions, we don’t see too much stuff about security administration for PeopleSoft.  Then again, this might show something else entirely: how the open public resume/job market performs versus a channel like that’s more focused and a go-to depot for HR pros and recruiters.  Also from the Dice Report:

On Dice, job postings get top billing because tech professionals hit their search engine and job postings are their beacon to a new career move, said’s managing director, Alice Hill. “But behind the scenes, another central role is played by HR professionals and recruiters—mining the Dice resume database to find qualified professionals who are a fit for their organizations,” she said. “In fact, the emergence of new trends often occurs first in our resume database, simply because 80 percent of employers search resumes before posting their job.”

Would love to hear your take.  If you are working on projects that involve PeopleSoft security administration, would you please let us know?  No sales pitch, no weirdness.  We’re just genuinely interested in how accurate the Dice Report trend is outside of its own walls.  Reply in the comments or drop us an email.


More links:

MIPRO Consulting main website.

MIPRO on Twitter and Facebook.

About this blog.

PeopleSoft 9.1 Recruiting Management: An Overview

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As any HR pro has learned from the past 18 months, sweeping changes in the economy create changes in recruiting concerns.  Chief among these is theOPSE_logo misperception that talent is easier to find now because of a saturated, supply-side market.  That is correct, but it’s also largely irrelevant when it comes to smart recruiting.

Getting talent is not the issue; the raw applicant pool isn’t the clear answer.  Finding the right talent, for the right position, at the right time is still the key.  The challenge to HR is now to get to the right person  instead of sorting through a hundreds of resumes in brute-force fashion.  Having an solid, systematic way of putting the best candidates on top of the pile is even more important than ever; in other words, smart filtering and screening processes matter.

If an organization is looking within its own walls, sourcing right internal candidate is equally important.  Why?  These days, the candidate’s old job may not be available if placed in the wrong new position.  Productivity is not lost just by a new (and wrong) person in a job but also as a result of lost productivity in the old job.

If you’re a PeopleSoft shop, how nice would it be to be able to tie these requirements directly into your PeopleSoft applications and business processes?  Well, that’s what PeopleSoft Recruiting Management is all about.