Repeat after me: All of social media matters. Facebook. Flickr. Instagram. Pinterest. Medium. Linkedin. Snap Chat. Twitter. Vimeo. YouTube. These sites and others are important in a job search. Without the boring, parental or punitive tone, let’s quickly explore why. Over the last few years social media has become more of a factor in candidates being excluded from consideration.
And even if ones’ profile is password protected, I’ve seen that go south rather quickly. Having supported some of the best brands on the planet, it is not foreign to request login credentials. Worst, there are websites that archive social media traffic and portray your digital contributions and pictures oftentimes unknowingly. I know that cruel internet.
All things considered, this is a critical time for you. You, your parents and other family members have invested resources and time in this educational journey. All of such so that you might secure a fantastic new role with a promising organization. The last thing you’d want is to be denied consideration based on your social media footprint. Let’s rethink your next post.
So before you fire off that resume or pop up for the next scheduled interview, let’s assume everything can and/or will be seen by the person you are scheduled to meet. As a Recruiter, I put each candidate through a quick social media forensic exercise. Here’s what we look for:
- Photo should be clean, professional, visible – captured via camera if possible
- Profile should be complete, include details, and paint a picture of who you are
- Contact information of some sort should be visible – a social media handle or other
- Post pictures that are not offensive or frowned upon by the employer
- Be conscious of who you follow and or whose pictures you “like” in the process
- Algorithms are always tweaked too the advantage of the host – not you – be mindful
- Measure your emotion in those 140 characters – don’t always hit send (immediately)
- Use tools to distribute thoughtful updates and filter questionable content
- Respect that social recruiting (follows, hashtags, likes, etc) are methods of finding you
- Record a crisp introduction to be shared via email/social media with employers
- Briefly cover defining characteristics, an impact example(s) and contact information
- Separate yourself from the average job seeker that sits at a keyboard and hits enter
I’m not suggesting you can’t have fun, or post incredible pictures from an office party, or holiday weekend. In fact, I encourage that. I’m asking that you reconsider if the post or tweet will have any potential impact on your mission. I’m suggesting to you that as a recruiter, I’m able to uncover more about you with your email address than you might know.
I’m saying think twice – tweet that. Truth is, a part of your brand will be created through your decision to say no. Progress require a critical injection of confidence and an elevated level of awareness beyond these artificial boundaries of acceptance established by others. Try this slogan: I’m comfortable is the old 20!
Human Capital Strategist // Interview Architect // Diversity Maverick // Engaging and high spirited. Creative, high voltage, ready to pursue results. Author of Rip The Resume available on petersons.com and where books are sold.
All views and opinions of guest authors are theirs alone and are not representative of the views of Petersons.