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.
Figure 1. What social media sites do you have a profile on?
Figure 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:
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: http://www.acas.org.uk/media/pdf/0/b/The-use-of-social-media-in-the-recruitment-process.pdf [Accessed 11 Mar. 2017].
Center for student development. (2011). Social networking Do’s and Don’ts for professionals. [online] Available at: https://grad.uni.edu/sites/default/files/file_basic/dos_and_donts_handout.pdf [Accessed 11 Mar. 2017].
Cheston, A. (2012). Recruiters say: Avoid LinkedIn at your peril. [online] Forbes.com. Available at: https://www.forbes.com/forbes/welcome/?toURL=https://www.forbes.com/sites/work-in-progress/2012/05/11/recruiters-say-avoid-linkedin-at-your-peril/&refURL=&referrer= [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.
Prospects.ac.uk. (2017). What skills do employers want? | Prospects.ac.uk. [online] Available at: https://www.prospects.ac.uk/careers-advice/applying-for-jobs/what-skills-do-employers-want [Accessed 11 Mar. 2017].
Walters, R. (n.d.). Using social media in the recruitment process. 1st ed. [ebook] London, p.14. Available at: https://www.robertwalters.co.uk/content/dam/robert-walters/country/united-kingdom/files/whitepapers/rw-social-media-whitepaper.pdf [Accessed 11 Mar. 2017].
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