Topic 3

Topic 3: Building a professional digital profile

In a job seekers quest to market themselves as salient, competent and perfect for the role it is extremely tempting to combine various online templates to formulate the ideal candidate or to fabricate your work history to erase that time when you were dismissed from your job. But, what happens when you cannot live up to the expectations that your new employer demands? Or when you eventually realise that this job is not well suited to your skills? Taking this into consideration, this week’s post will explore how to create an authentic online professional profile, to prevent such situations from occurring.

Picture1Figure 1. What social media sites do you have a profile on?

Picture2Figure 2. What social media sites does your company have a profile on?

As shown in Figures 1 and 2 research from Walters et al found that LinkedIn leads in popularity amongst job seekers and employers. Similarly, Nigel Wright Recruitment (2011) revealed that more than half of all UK job seekers use social media sites in their search for employment, including 18 per cent who use Facebook and 31 per cent who use LinkedIn. Further to this point, Cheston (2012), a successful careers advisor admits that the first thing she does when assessing candidates is to review their LinkedIn profile. Accordingly, the first step to marketing your professional self is to create a LinkedIn profile. Subsequently, the below infographic seeks to explain how to correctly do this:

Figure 3. Do’s and Don’ts of online profiles

Furthermore, it is important to display attributes on your online profile that are attractive to potential employers; this can be deciphered by looking at the company’s values and competencies then, tailoring them to your own experiences. Consistently, Donath (1998) examined issues arising from sustaining a deceitful character online and highlighted the obvious contradictions which occur when social media users show opposing opinions online. Therefore, to remain authentic, ensure that you can give examples of times when you have demonstrated your various skills.

Additionally, the following video highlights some of the key skills that recruiters look for which can be useful to include on your online profile:

Overall, despite LinkedIn being the leading social recruiter for employers, Facebook and Twitter also have a large influence on recruitment. Therefore, although these platforms maybe used on a personal level, it is also important to acknowledge that they are scrutinized by hiring managers and thus should be managed accordingly.

Word count: 398


Broughton, A., Foley, B., Ledermaier, S. and Cox, A. (2013). The use of social media in the recruitment process. [online] Available at: [Accessed 11 Mar. 2017].

Center for student development. (2011). Social networking Do’s and Don’ts for professionals. [online] Available at: [Accessed 11 Mar. 2017].

Cheston, A. (2012). Recruiters say: Avoid LinkedIn at your peril. [online] Available at: [Accessed 11 Mar. 2017].

Donath, J. (1998). “Identity and deception in the virtual community,” In: Marc A. Smith and Peter Kollack (editors). Communities in cyberspace. London: Routledge, pp. 27–57. (2017). What skills do employers want? | [online] Available at: [Accessed 11 Mar. 2017].

Walters, R. (n.d.). Using social media in the recruitment process. 1st ed. [ebook] London, p.14. Available at: [Accessed 11 Mar. 2017].

Figure references

Figure 1. Self made using Microsoft Excel

Figure 2. Self made using Microsoft Excel

Figure 3. Self Made using Piktochart

Video (Published on YouTube): Self made using PowToon


2 thoughts on “Topic 3: Building a professional digital profile

  1. Hi Raziya,

    Thanks for this great post, it was a really interesting read! I thought you provided some great insights into the creation of an authentic online persona. You mentioned that people should use their private social media accounts with an “all eyes on you” sort of mentality. I agree this is probably the best way to go, but I was wondering what you thought about attempting to “hide” your social media profiles? For example making it so only your friends and followers can see your posts, perhaps using an alternate screen name? Do you feel as if these actions would have an effect on your recruitment?



    1. Hey Ed,

      Thanks for your kind word 😀

      This is a really good question because I am often really tempted to use this approach towards social media. I think that personally it is great because its like being a little fly on the wall, you’re aware of what’s going on without completely put yourself out there. But professionally it is not good, we live in a world where the boldest, most articulate and confident are chosen over those who are more timid and fade into the background. So for recruitment purposes I think that it is best to approach social media, all guns blazing – considering you’re posting appropriate content




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