HispanicBusiness

When it comes to searching for and securing jobs, recent college grads give a thumbs down to social networking sites, but a thumbs up to job boards. This is according to results of a recent survey conducted by AfterCollege Inc., a career network site whose aim is to connect job-seeking students and alumni with the right employers.

Roberto Angulo, CEO and founder of AfterCollege, said the survey of 670 graduating seniors, graduate students and recent graduates showed that although social networks are used by the majority of Generation Y, few of them found them to be effective in finding work.

The study showed that the No. 1 most effective job search method was online job boards, such as Monster.com, HireDiversity.com, CareerBuilder and AfterCollege. The rest of the top five methods are, in order: applying directly to the company/organization; speaking with someone who already works at the company of interest; attending a school career fair; and speaking with friends and/or family members.

Of the 15 options presented in the survey, the respondents, mostly in their 20s, ranked social networking sites (such as Facebook and Twitter) dead last in effectiveness.

Angulo, 34, a native of Sonora, Mexico, who founded what is now AfterCollege while he was a junior at Stanford University, said the ineffectiveness of social networking sites is likely because the users primarily utilize them for socializing, not for business reasons.

"Facebook, for example, is a social utility, and it's open," Angulo told HispanicBusiness.com. "People who are on there are not thinking about work."

Privacy while searching for a job is also an issue, Angulo said. "What if I work at Google, and become a fan of Microsoft's Facebook page?" he said. "My co-workers at Google would find out, and this may not be good."

He added: "If you join a group (on Facebook, for example), you do it publicly, and it's not necessarily conducive to allowing someone to look for a job privately."

In ranking those job search methods found to be effective by those who had "an easy time finding work," 76 percent of the respondents said they spoke to someone who already works at the company of interest. The remaining top five methods were: applying directly to the company (72 percent); searching an online job board (68 percent); speaking to a professor, teacher, instructor or dean (64 percent); and speaking with friends and/or family members (60 percent).

Of those who found jobs with ease, college graduates with allied health-related majors had the easiest time finding employment, the survey found.

Beyond speaking with friends and family members, Angulo said college professors are a valuable resource that should be tapped. "Professors in one's field are usually in tune with their industry and probably have industry contacts who can help," he said. "Do research on companies of interest and apply to relevant internships, even if unpaid. These are good opportunities to get in the door."

Based on the results of its survey of job seekers, AfterCollege issued a list of recommendations for employers. They are:

Diversify your strategy by using various methods to target your audience. If resources and budget are a concern, prioritize your methods based on what users find effective.

Network through the personal touch, and don't rely on social networking. Don't let technology replace personal networking. Put a good employee referral program in place. Make it easy for your employees to talk to students, sending them to career fairs, for example.

Don't rely on hype. Do your research. Experiment and utilize branding with social networks, but don't rely on them as your sole strategy.

Find ways to work with faculty and educators. Collaborate with them so students can easily learn about opportunities within your company.

Utilize branding to get students and alumni to go to your site. Promote your company's name and Web site by using various media, and tell employees to refer their friends to your Web site.

Ensure you have a good careers Web page and a simple application process. Set aside a dedicated section of your site for college and entry-level candidates that includes entry-level jobs and internships. Don't discourage applicants with a lengthy application form.