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Many companies now search candidates' social-media accounts to get a better feel for their personalities, to see if they have creative flair, and to find out how well they communicate. Done right, your profile can work in your favor. Of 2,184 hiring managers recently surveyed by CareerBuilder, one-fifth said a candidate's online profile helped them land a position. More often, though, it backfires: 43 percent said they found information that led them not to hire a candidate, up 9 percentage points from last year. That trend means either that more job applicants are behaving badly online or that human resources is getting stricter in sniffing out problems.

I think this article raises a point that we should absolutely acknowledge. Although I don't believe I am "behaving badly" online, what if some of my viewpoints do not entirely mesh with a future employer. Are they less likely to hire me because I have critical opinions about certain policies, etc.? I think it is this issue in particular that makes people reticent to fully participate. However, this is our new reality. How to balance it?

If you haven't grown up with web navigation as the younger crew you're often competing with for jobs has, you need to pay attention. Naiveté can trip you up. A CareerBuilder survey says more than two in five hiring managers who currently research candidates via social media said they have found information that has caused them not to hire a candidate. Arrgh.

"GPAs don't predict anything about who is going to be a successful employee. "One of the things we've seen from all our data crunching is that G.P.A.'s are worthless as a criteria for hiring, and test scores are worthless - no correlation at all except for brand-new college grads, where there's a slight correlation,"" "After two or three years, your ability to perform at Google is completely unrelated to how you performed when you were in school, because the skills you required in college are very different," he said. "You're also fundamentally a different person. You learn and grow, you think about things differently. Another reason is that I think academic environments are artificial environments. People who succeed there are sort of finely trained, they're conditioned to succeed in that environment. 

While many children's home lives are abuzz with the same platforms and devices as the 21st century workplace, school just hasn't kept pace, and in many classrooms pedagogies are barely more inclusive of new technology than they were in the 1980s. We desperately need to improve on this record, which is why schools need to make hiring educational technology professionals -- whether specially trained classroom teachers or dedicated staffers -- a top priority.

"Despite statistics showing that more college admissions officers, as well as hiring managers, check applicants' Facebook pages, many teenagers are still lax about social media security, continuing to post content that is detrimental to their online reputation. Michael P. Grace, president and CEO of Virallock, spoke with AllFacebook about the mistakes that high school and college students are making on Facebook and how they can clean up their acts for a better future."

"Instead of using Facebook primarily as a communication device with friends (there's Facebook messages for that purpose), Grace said students should use their profiles as secondary resumés. If a student is applying to a college and their application shows that they were involved in, say, Model U.N. or the choir, they should have some kind of evidence of their activities. Likewise, if volunteer work is mentioned, teens should make sure they have photos of that on their Facebook page. When a college admissions officer or a hiring manager sees a prospect's Facebook page, they want to see evidence of positivity and accomplishments. Grace says taking this kind of approach can help young people stand out from their peers."

"the reports really show that the shift to a contingent academic work force was motivated by economic (and, I would argue, political) concerns -- disempowering the faculty by making them economically precarious of course reduces their influence and weakens shared governance, giving administrators more power."

"In the business world, this is called outsourcing. Perhaps the colleges that utilize this model never would have hired anyone to teach those courses in the first place. Perhaps not. What we can be certain of though is that as long as this option is available, these small colleges will never be fully funded again."

"I asked the lead tech  developers of several Cedar Rapids companies what they look for when hiring, and they all responded with, "The applicant's Github [open source] portfolio." Not their GPA. Not their test scores or transcripts. Their what-have-you-done files. The only way a student can have a Github portfolio is if they have a project worth working on, and the only way they can have that is if they've had generative interactions with the greater community; a community who has a plethora of problems worth working on."

"It is best summed up by the mantra from the Harvard education expert Tony Wagner that the world doesn't care anymore what you know; all it cares "is what you can do with what you know." And since jobs are evolving so quickly, with so many new tools, a bachelor's degree is no longer considered an adequate proxy by employers for your ability to do a particular job - and, therefore, be hired."

The search to find a new job must include networking and social networking. The idea is to get yourself in front of a decision maker, the person who can hire you. Rich Kenny, Senior Operations Manager with Kelly Services comes into the Fox 2 Job Shop to share his thoughts on how to use social media to your advantage in hunt for a new job. Do you have a Facebook, Twitter and Linked-In account? If the answer is no to any one of three, your limiting your resources and the potential network to finding a new job.

"Third, remember that all first year employees out of college (or two year school) have more potential than productivity. Today's US education system is not developing job skills, but it is attracting ambitious, hard-working people. Hire for "potential" not only for "achievement" and remember that over the first few years young people will dramatically improve their contributions to your business if you build the right environment."

"Thirty-five" was the answer to the following question posed to a marketing agency's hiring manager: "What is the minimum Klout score a college student can have and still be considered for an internship at your firm?" I immediately went into a state of shock - Shock that Klout has gone mainstream so quickly, and shock because my digital marketing student's Klout scores typically range from 15 to 25. As an instructor, I had to ask myself: "Am I doing everything I could to prepare my students for the real world workplace?"

"This is very much a real job, though. Wikipedia lists several dozen institutions-including the Smithsonian, the British Library, and the Palace of Versailles-that have employed a Wikipedian-in-Residence. Many of them, however, were only for a limited time, and such is the case with Harvard. The job listing stipulates that the gig will only last 13 weeks. Pay is $16 an hour."

"Let's face it, a resume doesn't really tell you much more than the prospective candidate's background and credentials. Though this information is important, is it really the most important information you are looking for when hiring an educator you are going to charge with helping to shape the minds of children who will ultimately dictate the future of our world?"

Coursera just raised $43m of funding - what potential do investors see in MOOCs? Based on recent Forbes article - do you see MOOCs as replacing parts of traditional higher ed? Will growing numbers of online students reduce hesitation of employers to hire online students? How does this affect institutions being proxies for quality? What applications are there for MOOCs beyond academic programs? (with interesting answer from Michael based on DS106)

How updating the communication device known as a "diploma" will help students acquire the right skills and help companies hire the right talent.

"We want graduates who can generate content, of course, but they also need some technical skills. And most of the time we can only hire one person. Do you have anyone like that?" "We want liberal-arts graduates who are not digitally challenged," one museum director said."

"With so many people on LinkedIn, having a complete profile these days won't raise any suspicions, Teach says. "Perhaps the first place a hiring manager will look when they have a job candidate is at the job candidate's LinkedIn profile. It's best to keep it updated all the time so that you don't have to rush to complete it when you start looking for a new job." However, don't indicate that you're looking for new job opportunities on your profile, in case your current employer monitors your page."

"The GNU Manifesto is characteristic of its author-deceptively simple, lucid, explicitly left-leaning, and entirely uncompromising. He explains the point of the project in short, declarative sentences: "[A] user who needs changes in the system will always be free to make them himself, or hire any available programmer or company to make them for him. Users will no longer be at the mercy of one programmer or company which owns the sources and is in [the] sole position to make changes."

" Course providers like Udemy and Lynda.com, along with coding boot camps and massive open online courses (MOOCs) such as edX and Coursera, promise to refresh workers' skills or help them acquire expertise they didn't get in college. But those new credentials don't carry much weight in hiring yet, recruiters say, because managers don't trust or recognize many of the companies and organizations behind the badges and courses."