St. Louis Job News and Opportunities
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St. Louis Jobs News and Opportunities

Number of Employers Passing on Applicants Due to Social Media Posts Continues to Rise
ST. LOUIS, MO, (SLFP.com), July 6, 2014 - More employers are turning to social networking sites to find additional information on potential candidates - and they're not entirely impressed with what they're seeing.

A new survey from CareerBuilder found that 51 percent of employers who research job candidates on social media said they've found content that caused them to not hire the candidate, up from 43 percent last year and 34 percent in 2012.

Forty-three percent of employers use social networking sites to research job candidates, up from 39 percent last year and 36 percent in 2012. Additionally, 12 percent of employers don't currently research candidates on social media, but plan to start, according to the national survey, which was conducted online by Harris Poll on behalf of CareerBuilder from February 10 to March 4, 2014, and included a representative sample of 2,138 hiring managers and human resource professionals, and a representative sample 3,022 full-time, private sector workers across industries and company sizes.

Beyond Social Networking

Employers aren't limiting themselves to social networks when it comes to researching candidates' web presences. Forty-five percent of employers use search engines such as Google to research potential job candidates, with 20 percent saying they do so frequently or always. Additionally, 12 percent of employers say they've reviewed a potential job candidate's posts or comments on Glassdoor.com, Yelp.com or other ratings sites.

Helping or Hurting?

So what are employers finding on social media that's prompting them to eliminate candidates from consideration? The most common reasons to pass on a candidate included:

Job candidate posted provocative or inappropriate photographs or information - 46 percent
Job candidate posted information about them drinking or using drugs - 41 percent
Job candidates bad-mouthed their previous company or fellow employee - 36 percent
Job candidate had poor communication skills - 32 percent
Job candidate had discriminatory comments related to race, gender, religion etc. - 28 percent
Job candidate lied about qualifications - 25 percent
Job candidate shared confidential information from previous employers - 24 percent
Job candidate was linked to criminal behavior - 22 percent
Job candidate's screen name was unprofessional - 21 percent
Job candidate lied about an absence - 13 percent

However, one third (33 percent) of employers who research candidates on social networking sites say they've found content that made them more likely to hire a candidate. What's more, nearly a quarter (23 percent) found content that directly led to them hiring the candidate, up from 19 percent last year.

Some of the most common reasons employers hired a candidate based on their social networking presence included:

Got a good feel for the job candidate's personality, could see a good fit within the company culture - 46 percent
Job candidate's background information supported their professional
qualifications for the job - 45 percent
Job candidate's site conveyed a professional image - 43 percent
Job candidate was well-rounded, showed a wide range of interests- 40 percent
Job candidate had great communication skills - 40 percent
Job candidate was creative - 36 percent
Job candidate received awards and accolades - 31 percent
Other people posted great references about the job candidate - 30 percent
Job candidate had interacted with my company's social media accounts - 24 percent
Job candidate had a large amount of followers or subscribers - 14 percent

"It's important for job seekers to remember that much of what they post to the Internet - and in some cases what others post about them - can be found by potential employers, and that can affect their chances of getting hired down the road," said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. "Job seekers need to stay vigilant, and pay attention to privacy updates from all of their social networking accounts so they know what information is out there for others to see. Take control of your web presence by limiting who can post to your profile and monitoring posts you've been tagged in."

Watch What You Post

Employers shared the strangest things they've discovered on job candidates' or current employees' social media profiles, including:

Candidate's profile included links to an escort service
Candidate posted a photo of a warrant for his arrest
Candidate posted an exercise video for grandmothers
Candidate had sued his wife for shooting him in the head
Candidate featured a pig as his closest friend
Candidate posted his dental exam results
Candidate bragged about driving drunk and not getting caught on several occasions
Candidate was actively involved in a demonic cult
Candidate posted Sasquatch pictures he had taken
Privacy


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continued from previous column

Many workers and job seekers are taking measures to protect their privacy and avoid over-sharing with potential employers. Nearly half (47 percent) of workers only share posts with friends and family, 41 percent have their profile set to private, and 18 percent keep separate professional and personal profiles. Twenty-eight percent of workers say they don't use social media.

Watch What You Post

Employers shared the strangest things they've discovered on job candidates' or current employees' social media profiles, including:

Candidate's profile included links to an escort service
Candidate posted a photo of a warrant for his arrest
Candidate posted an exercise video for grandmothers
Candidate had sued his wife for shooting him in the head
Candidate featured a pig as his closest friend
Candidate posted his dental exam results
Candidate bragged about driving drunk and not getting caught on several occasions
Candidate was actively involved in a demonic cult
Candidate posted Sasquatch pictures he had taken
Privacy

Many workers and job seekers are taking measures to protect their privacy and avoid over-sharing with potential employers. Nearly half (47 percent) of workers only share posts with friends and family, 41 percent have their profile set to private, and 18 percent keep separate professional and personal profiles. Twenty-eight percent of workers say they don't use social media. Edward Jones Financial Advisors Rate the Firm Highest in Overall Employee Satisfaction
ST. LOUIS, MO, (SLFP.com), July 6, 2014 - For the sixth time in as many studies conducted, Edward Jones financial advisors rate the firm "Highest in Employee Advisor Satisfaction among Financial Investment Firms," according to a newly released study by J.D. Power and Associates.

The J.D. Power and Associates 2014 Financial Advisor Satisfaction Study ranked 11 financial services firms.

Edward Jones financial advisors gave the highest satisfaction ratings in all of the study categories, with a score of 904 out of 1,000. This compares to the industry average of 721.

Financial advisors also scored the firm's operational, technical and client-facing support extremely high.

"Although this survey measured quantifiable key drivers of satisfaction, such as compensation, communication and technology, I'm convinced that at Edward Jones, the intangibles are equally important," said Edward Jones Managing Partner Jim Weddle. "Our gratification comes from knowing we make a significant difference to our clients and our communities.


Employees and Employers Benefit by Participating in Shared Work Program
ST. LOUIS, MO, (SLFP.com), June 29, 2014 - A new bill, signed into law by Governor Jay Nixon, benefits both employees and employers participating in a shared work program. A shared work program allows employers to divide available work among a group of employees as an alternative to laying employees off during a slowdown.

By retaining trained staff, employers can avoid the costs of hiring and retraining workers when workloads increase. Currently, there are some 335 employers and more than 21,000 workers participating in the program throughout Missouri.

Senate Bill 844 allows part-time workers to be eligible for unemployment benefits through the shared work program and also expands eligibility for the program to allow more employers to participate.

In addition, employees covered under a shared work program will be able to participate in Workforce Investment Act training. By bringing Missouri into compliance with federal law, Senate Bill 844 will allow the state to continue to receive federal reimbursement for unemployment benefits paid under the shared work program.


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Women's Careers Increasingly Driving Decision to Relocate
GAF Roofing Selects Missouri for $149 Million Plant
AT&T U-verse Adds Jobs As It Grows In Kansas City
One in Five Workers Plan to Change Jobs in 2014
Biomedical Engineer, Dental Hygienist and Occupational Therapist Among Hot Health Jobs
Restaurant Job Growth Continues to Outpace Overall Economy by Two to One
Productivity May Suffer With Over Half of Workers Planning to Shop Online from the Office
IT Workers: Confident and Secure in Their Jobs in Q3
Nine Lessons for Job Seekers and Recruiters That May Surprise You
Pharmaceutical Research Company Plans to Create 320 Jobs at Facility
Enterprise Hiring 8,500 College Grads and 1,500 Interns

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