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2B Wednesday, November 23, 2011 // The Statement

statement
Magazine Editor:
Carolyn Klarecki
Editor in Chief-
Stephanie Steinberg
Managing Editor:
Nick Spar
Deputy Editors:
Stephen Ostrowski
Devon Thorsby
Elyana Twiggs
Designers:
Sara Boboltz
Maya Friedman
Hermes Risien
Photos:
Marissa McClain
Copy Editor:
Hannah Poindexter
Cover by Marissa McClain
The Statement is The Michigan
Daily's news magazine,
distributed every Wednesday
during the academic year.
To contact The Statement
e-mail klarecki@
michigandaily.com.

THEJUNKDRAWER
random student interview by kaitlin williams

W elcome to the random All
student interview, rig
where sex strikes are for
shockingly ineffective. Hey I'm
there youngman, I notice you're tha
quite clean-shaven. Why aren't Do
you participating in the famed be
No-Shave November? haj
I like to stay casual during the sha
school year. No
Would you like it more if every- str
one called it Novembeard? WI
No. I wouldn't say that. be,
Are you against it for politi- Yea
cal reasons? It's obviously a sti
misogynistic holiday that only WI
males can participate in effec- str
tively. Th
It better be. ofs
It betterbe? So
It better be. I don't want to see for
ladies with facial hair. Do
Well, do you think ladies should of
be shaving their facial hair? th(
Waxing. I'm all for waxing. Str
Have you ever waxed anything? We
No. I wouldn't do it. but
What about those eyebrows? WI
I'd consider plucking them, but Fla
there's a line to be drawn. Sol
CRaOSSWORD
by Nate Gallant

I right. What about shaving
ht down the middle of your
,ehead there?
not coordinated enough to do
at.
Dyou think No-Shave Novem-
r would be over with if women
nded together and stopped
aving their legs?
. No, that'd be kind of like a sex
ike, but I don't think they work.
'y do you find sex strikes to
so ineffective?
ah, I don't think anyone can
ck to them.
hat's a more effective kind of
ike?
ere really isn't an effective kind
strike, in my opinion.
i'mguessingyou're not much
the power of the masses.
you advocate organizations
any sort? What are your
oughts on the Occupy Wall
reet movement?
ll, I advocate organizations,
t they're not really organized.
hat about flash mobs?
sh mobs? That'd catch my eye.
back to occupying. What per-

cent are you?
I'd say I'm in the 69th percent of
the 99 percent.
OK. Where does that put you?
I guess that'd just put me at mid-
dle class but almost upper middle
class.
So if you were to organize your
peers, what would you protest
right now?
Ohio State. They're a horrible uni-
versity.
Wow. So here's something you
feel strongly about. Let's take
this opportunity to make some
predictions about the game
this Saturday. What do you
think is going to happen? Let's
put some Monopoly money
down on this.
All right. Well, I'll put $100 down
on us winning. We'll win by 21.
Ohio State is just coming off a
loss. They're not doing good this
year. Fickell is obviously a bad
coach. They're looking for a new
one. So, they're looking to wrap
up their season, while we're look-
ing to go even farther in our sea-
son.

a a a
1! 141Sr
i-s -- 1 1
7
' RAs

Across:
1. Tons
5. Former Brazilian soccer
star
9. Generational name for
Ginsberg and Burroughs
13. Milne protagonist
14. Moses brother
15. Carve into
16. "Pani ___" of anime
17. Winner
19. Athenian, and Wolver-
ine rival
21. Be ill (from)
22. ___ Spiegle, German
news outlet
23. Indonesia neighbor
28. When doubled, ESPN
radio show in the AM
30. Took illicitly
31. A pick, briefly
32. Longtime Afghan UN
rep
33. Toys for---
34. In tough times, abbr.
35. Songs of praise
36. Sartre, "The Transcen-
dence of the ---"
37. Western African nation
38. Like many a male sit-
com figure
39. Inheritance recipient
40. Point to as a source
41. ___ Turner

42. Like spy Nathana
author Shannon
43. Really bad grades
44. Like ugly drapery
wallpaper
46. Financial benefit an
ysis fig.
47. Mexican political pa
48. Beat thoroughly
52. Common theft targ
57. Not often seen
58. Star Wars creatures
59. Sanskrit self
60. "_.,Uqbar, Orbis T
tius"
61. French mushroom
62. "Happy New ___"
63. A burg
Down:
1. Electronic iPhone ac
sories
2. A circle is a kind of on
3. A Chaplan
4. "Close Encounters
the --"
5. More than discomfort
6. "To ___ is human..."
7. ___ Lonely Boys
8. Involves
9. Twilight protagonist
10. Pilots guess, for shor
11. Duke and Wake For
conf.

Yeah. Find me after the game
Saturday, and we'll see if you're
right. Do you have any plans for
the short Thanksgiving break?
Yeah, I'm going home for a couple
days.
What kind of ride do you have at
home?
It's a'96 F-150.
Nice. What do you think about
pedestrians having the right-
of-way?
Well, as a student here, I believe
pedestrians should be allowed
to cross whenever and wherever.
They can walk out, run out, casu-
ally moonwalk ...
OK. What are you going to do
over break?
Probably go see my girlfriend,
who I love very much. I don't get
to see her that often.
Well have fun with your little
lady in your pick-up. I hope she
hasn't been participating in
No-Shave November. Or worse,
gone on a sex strike.
- Patrick is an
Engineering freshman
and 12. Common article
14. Long off in the distance
18. Messy stack
or 20. Like most high school-
ers
nal- 23. Cigars, slangly
24. Spinning mechanical
arty device
25. Rod ___
et? 26. Bil or Robbie
27. Offering location
28. Distress phrase
29. Jailbird
Ter- 30. Recent GOP chair
32. Like Macbeth
34. Henry--
37. Famed artist El -
39. "___ at work?"
42. Cape of-_-
45. Wheel part
ces- 46. Train in Tijuana
48. Former Russian
ne authority
49. The Lion King daugh-
of ter
50. Harvest yield
t 51. The Bard's nights
52. Madoff's bane, per-
haps
53. Female on farm
54. Officer of the law
rt 55. Baytex Energy Corp, in
rest the NYSE
56. Doc group

n the search for an entry-level job or summer internship,
it's hard to ignore the amount of positions in managing
social media. Just a few years ago, these jobs didn't exist,
but with the launch of Facebook in 2004, social networks not
only redefined the way people interact, but profoundly influ-
ence one of the most important aspects of an individual's life:
their job.
Social media has created a new set of career possibilities
for college graduates and has changed the character of exist-
ing fields like marketing and advertising. It has even changed
the way people who would otherwise prefer to have nothing
to do with social media network and apply for jobs.
Tweeting for a job
Social media is the defining characteristic of "Web 2.0."
While the Internet began as a way to deliver content to users,
the growth of social media networks has built the Internet into
a platform for users to interact with one another.
Scott Campbell, an assistant professor of communication
studies at the University, sees social media networks as portals
for connections among people.
"Social media is a movement toward being sensitive to the
fact that what people really want are opportunities to connect
with other people, access content on their own, create content
on their own (and) exchange content, as opposed to having
stuff fed to them," Campbell said.
The evolution of the Internet has brought about an evolution
in the job market as well. Today, job seekers use social media
sites such as LinkedIn, Facebook and Twitter to network with
other professionals and find job postings.
But job hunters aren't the only people using social media for
career purposes. Employers today have the ability to go online
and analyze job applicants' social media presence before con-
ducting interviews or before making a job offer.
Scott Tsuchiyama, community manager for the University's
Career Center, says social media is influential in the job hiring
process.
"It's definitely a double-edged sword," Tsuchiyama said.
According to a Nov. 9 posting on the Career Center's blog,
91 percent of the group of 300 hiring managers surveyed visit
social media sites to view candidates' online profile. Of those

Wednesday, November 23, 2011// The Statement 7B
G gPaidtoFace book
With more businesses hopping on the social media bandwagon, managing a company's
Facebook and Twitter has become a career
By Rayza Goldsmith

surveyed, 69 percent said the information they found caused
them to reject a job applicant, and 68 percent said the informa-
tion influenced them to hire the candidate.
An individual's social media presence can make or break his
or her job prospects.
Social media is a force to be reckoned with in the job market,
but Tsuchiyama notes the benefits of a social media presence
can outweigh the potential harm.
He advises students to build a strong LinkedIn account and
put together a professional Twitter, which will likely be the
first sites employers will see when conducting a quick Google
search.
Selling the product
In addition to the impact social media has had on the job
application process, it has provided a whole new world of job
opportunities for those particularly enamored with social net-
working.
Lindsay Blackwell graduated from the University in 2010
with a degree in English and linguistics. But for her, social
media marketing was always her main focus.
Blackwell gained notoriety in October when she launched
a campaign to become the University's social media director,
a new position offered by Lisa Rudgers, the University's vice
president for global communications and strategic initiatives.
Blackwell's campaign, titled "Dear Lisa Rudgers," is embod-
ied by the website she created, www.dearlisarudgers.com,
which features avideo resume and tabs with information about
why she wants the job and why the University should hire her.
The site has had more than 14,000 individual visitors in 62
different countries since it launched on Oct. 10, and Blackwell
has been consistently updating the site since then.
Blackwell sees the position at the University social media
director as her ideal job because if she received the position, it
would allow her to get paid to do what she loves.
"I can't stop being excited about social media because it's
always changing and that, to me, makes it such an enticing
career path," Blackwell said.
Though social media is always evolving, Blackwell insists it
will continue tobe relevant.
"We're going to start seeing social media as less of a fun thing

that is fun to mess around with or waste time with," Blackwell
said. "It's going to be more of an extension of ourselves and
really a primary resource for how people are getting their news
and finding out things about people."
This is why Blackwell feels making social media use into a
job is crucial to any institution, like the University, that wants
to effectively promote itself.
"I think it's important for any company or institution who's
considering focusing on social media to recognize that it is a
full-time job, first of all, that's the first distinction to make,"
Blackwellsaid. "It's not somethingyou can pass off on an intern
to do on their lunch break."
Yet it is impossible to measure the impact of an institution's
social media presence without the technology for data tracking
and programs used to track how many people actually make a
purchase or attend an event after visiting a social media page.
This information provides valuable insight into the scope of a
group's social media influence, and represents another way to
participate in the social media job trend.
Blackwell'sdreamjobrepresentsone forkinthesocialmedia
career path: marketing. The University social media direc-.
tor will be responsible for promoting the University through
existing social media platforms and an existing Public Affairs
department, which resembles many other social media jobs
available today.
The future of social media
Network developers represent another side to the social
media job phenomenon that doesn't include marketing or
branding experience. LSA senior Jake Steinerman recently
accepted a job with the international corporation Dow Chemi-
cal.
At Dow, Steinerman will be working to implement a social
network for approximately 50,000 employees at the company.
Internal social networks are the new fad for Fortune 500
companies. These networks, which are operated on existing
platforms created by companies like IBM and Yammer, are
the future of communication among employees - particularly
within big corporations - where there is a greater degree of
separation between employees.
See SOCIAL MEDIA, Page 8B