Social media is picking up speed as one of the best ways to search for jobs. One of the newer platforms, increasing in popularity, is Pinterest. Pinterest is a virtual cork board, which allows you to “pin” or upload photos and images from different websites.

Pinterest is great for finding the latest fashions or delicious recipes, but it can also be helpful in a job search. How can this visual tool guide you? Here are some ideas.

1. Find and research potential companies: Many organizations and companies are now creating their own Pinterest boards to showcase different aspects about their company. It’s a very useful human resources tool. From company picnic photos to awards sessions, it’s a nice way to display a work culture.
2. Organize your passion: If you are unsure which field you really want to move in to, Pinterest can help. You can find and “pin” various images of things that interest you, whether it be gardening, economics or home repair. Pinterest is a great tool to organize thoughts and goals.
3. Create a portfolio: If you are in a design field, Pinterest is a great way to show off some of your work. But, because it is not a sales tool, be sure to include inspiring pins from others as well.
4. Find facts on different industries: You can search for any industry on Pinterest. Take a look at different boards from social media employment to medical, and find articles that can teach you more.

Of course, like any other social media platform, there are some pitfalls. A few things to keep an eye out for:

1. Privacy controls: Potential employers could be searching you as well. If you have an entire board of hot CEOs next to “Companies I’d Like To Work For,” well, they may be flattered, but also wary. You can also choose to link your Facebook and Twitter pages. Make sure to check out Pinterest’s help section, to teach you how to privatize your use.
2. Timesuck: Pinterest can be, well, addictive. Make sure to use only 15-20 minutes an hour and take breaks with it, rather than rely on it for your entire job search.

Clark Personnel Service always keeps up with the latest and greatest recruiting and job seeking tools. Call us today for more help on your search!

Have you ever hired someone who seemed like the right person on paper, convinced you in the interview that their skills were a great match for the job, then turned out to be a complete mismatch for your company?

Most positions you’re trying to fill require teamwork, or at least interaction with peers. Since applicants put their best personality forward in a job interview, you may not spot the loner who prefers to work on his own—but they’re the ones that can really be the fly in the ointment on an otherwise successful team.

So how can you weed out the non-team players?

1. First, trust your instincts. You get feelings about someone when you’re talking to them that go beyond what’s spoken. Even if you don’t notice any arrogant body language or poor eye contact, pay close attention to an interviewee’s words. Are you hearing “I, I, I” or “We”? Does she mention working with colleagues, or does she present herself as a superstar soloist? If you sense that this person is a lone wolf and not a team player, pay attention. If you hire the wrong person, your team will be getting the same feeling—and worse—40 hours a week.

2. If you’re still unsure, try personality testing. Personality profile tests can reveal a lot about a candidate that may get glossed over or miscommunicated in an interview.  Reliable tests are available online from many reputable companies and can be given to all applicants you’re seriously considering. By showing you which candidates aren’t likely to work well with others, you can save yourself time and money by crossing them off the hiring list.

3. Another way to protect against hiring the anti-social type is by thoroughly checking references. Go beyond the perfunctory questions. For example, ask a former employer to give you 5 words that describe the applicant and pay close attention to the responses.

• Good communicator, cooperative, flexible? Team player.
• Keeps to himself, gets along well with superiors, independent worker? Dig deeper.

Ask how the candidate gets along with peers. Does independent mean needs little supervision or demands to be left alone?

4. And, of course, you can always ask specific questions during the interview:

• Do you feel decisions are best made on your own or as part of a group process?
• Do you get along with your coworkers?
• Tell me about a time you had to handle conflict with another peer or supervisor.
• Do you prefer to work alone?
• Have you ever been a team leader?

This direct approach may be all you need to cull the lone wolves from the pack.

Anti-social employees can cost your company a great deal in lowered morale, poorly executed projects, wasted training dollars and unhappy customers. You can avoid these expensive mistakes by following these tips, or with some help from Clark Personnel. We pre-screen candidates for you and so much more! Contact us today to see how we can help!