Have you enjoyed your summer? Posted photos of yourself enjoying ten too many tequilas, sporting awful sunburn, before being tagged laying face down in the street in Magaluf?
Well, we don’t want to rain on your parade – we all need to relax – but according to a recent YouGov survey over a third of employers have turned down a candidate based on their Facebook, Instagram, Twitter or LinkedIn profiles.
What’s more while two thirds of jobseekers believe a company might well turn them down based on their online reputation, very few actively manage their social profile!
Eek! We’ve touched on this before, but it’s obviously a message that needs repeating. We want you to find work you love with people who think you’re great. So how do you best represent yourself online? We asked our specialist consultants…
1. What’s the first thing we should be doing, as candidates, when it comes to our online profiles?
Check your privacy settings.
Even if you think you’ve done it social media companies often change their privacy settings, so make sure you’re in the loop.
Remember over-sharing will be visible to everyone if you don’t manage your settings effectively – even future employers! Tweet: Over-sharing will be visible to everyone if you don’t manage your settings effectively! https://goo.gl/bxSXbG #QAngel @Angel_HR_UK
2. But, isn’t Googling yourself for celebrities?
Nope, 65% of which admit to Googling candidates.
Plus any any information you’ve ever put online can be found, no matter how long ago you shared it.
Review your footprint before job hunting – remember to check out old profiles you don’t use anymore too. Tweet: Review your footprint before job hunting, check out old profiles you don’t use anymore too. https://goo.gl/bxSXbG #QAngel @Angel_HR_UK
3. So is there a positive side to social media for candidates?
Yes! Social media is a really powerful way to build a personal brand and make yourself stand out to a potential employer.
4. How do we use it to our best advantage?
Well, increasingly employers are looking for a good cultural fit, so often a Google search will tell a recruiter more than a CV or application form alone.
That means you need to treat the way you manage your social media content more like a brand [get our in-depth branding guide here].
5. How do we create an effective online profile?
For one thing employers will be keen to see if you’re really interested in their sector.
So make sure you follow relevant sector thought leaders and brands.
This will also help you stay up-to-date with industry news and know-how – which you should be doing anyway!
6. Should I ‘brand’ all my media outlets?
Yep, recruiters are likely to look at more than one social media profile, so keep them consistent.
And, monitor what your contacts are saying too.
7. So, I should police other people’s content?
Well, it’s a good idea to ensure you can review ‘tags’ before they go public, for example.
Plus, if you’re connected to anyone with certain controversial views you might want to consider what an employer might think – your connection with them is likely to reflect poorly on you.
8. So, what should we share?
Dr David Brake author of Sharing Our Lives Online: Risks And Exposure In Social Media, speaking to Psychologies, says a good way of thinking about it is:
“Don’t write anything online that you wouldn’t want to see on the front page of the local paper …” Don’t write anything online that you wouldn’t want to see on the front page of the local paper https://goo.gl/bxSXbG #QAngel @Angel_HR_UK
Now over to you:
Have any thoughts on what you’ve read? Are you searching for a new job? Want to ask about making a great impression? Got any burning questions we could put to future Q & Angel guests? As ever, we want to hear what you’ve got to say!
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