They’re often looking for reasons to make a job offer, and job hunters can use social media to stand out. The fact that employers’ searches for social media accounts have increased by 500% in the last decade is no accident. There’s a wealth of information at the fingertips of many of these employers and job seekers can use their social profiles to stand out. Posting about passions related to the line of work, times someone has volunteered, or even recent donations to causes one may be passionate about can help job seekers
But posts can also stand out in a negative light. Referencing illegal drugs or sexual posts are some of the worst things job seekers can do. Poor spelling, profanity, discriminatory comments, or bad reviews of previous co-workers or places of employment are also bad ideas. This doesn’t mean to hide everything altogether. 41% of hiring managers are less likely to interview job candidates if they are unable to find information about that person online.
Changes to settings and managing what your friends post on your profiles or about you are helpful ways to avoid social media costing you a dream job. Staying active on social media and posting about things related to a job you’d love can also help. Social media shouldn’t be feared in the job hunt, and, if used appropriately, can help you stand out for your next job opportunity.
Job searching and social media are a perfect pair for success or failure. Prospective employees can utilize social media to come across as a great fit for a company or social media can hurt the chances of a prospective employee, depending on what job recruiters find on social media profiles.
Employers are searching social sites and what they find can impact their perspective of potential and current employees.
Businesses utilize social media channels like Facebook, Twitter, and LinkedIn extensively to recruit talented employees.
LinkedIn’s career-focused interaction makes it the most popular social network for employers keeping tabs on candidates. Facebook and Twitter are also utilized during most aspects of the hiring process, but Facebook is utilized much more than Twitter.
The Information Technology industry is the most likely to check social networks to research applicants. If your teen plans to enter the IT industry, they should consider high privacy settings on their social media accounts. Other industries most likely to use social networks to screen employees include:
The retail industry figures are important to note as 21.7% of teen summer jobs fall in that category. Additionally, 32.2% of teen summer jobs are in accommodation and food services.
When used appropriately, social media can help your teen land a job. There are numerous ways teens can capitalize on a recruiter’s presence on social media. Again, LinkedIn leads the way:
When job recruiters see experiences and qualifications they like on social media, they may offer a position through that same social media platform.
Inform your teens to understand that what they post can both qualify and disqualify them for a position.
What stands out most to job recruiters? Recruiters generally aren’t searching for reasons not to hire someone; conversely, recruiters are looking for reasons to hire employees. Recruiters search for professional experience, length of professional tenure, industry-related posts, mutual connections, examples of previous work, and cultural fit.
Also worth noting:
Be sure your teen’s social profiles are cohesive with resumes and job applications and that profile pictures convey a professional image. If there are conversations that show weak communication skills, delete them or set your privacy so others can’t see.
While employers are looking for positives on social media, certain posts stand out to potential employers. The following often result in a candidate being reconsidered for a position.
83% of job recruiters say any sort of reference to illegal drugs is “the worst thing you can do.”
70% of recruiters say they count sexually inappropriate posts against a candidate.
63% of the time, recruiters reconsider a candidate when they come across social media accounts filled with profanity.
33% of the time candidates are turned down when discriminatory remarks related to race, religion, or gender are found on their social media accounts.
31% of the time talking poorly about a previous company or fellow employees results in dismissal from candidacy.
29% of the time job recruiters turn down applicants who display poor communication skills such as broken language or poor punctuation.
41% of job recruiters are less likely to interview job candidates if they are unable to find any information about that person. This lesson is clear. Tell your teen to have fun with social media respectfully and wisely.
Employers don’t stop watching individuals on social media after hiring them.
Teens should manage their social media image to stand out to employers:
Inspect social profiles for questionable images or posts and delete anything that could negatively influence a recruiter or employer.
Have your teen limit their friend’s ability to tag or post on their profile. If friends don’t respect your teen’s privacy and post negative things, your teen should consider blocking them.
Have your teen make accounts as private as possible. Facebook has a handy tool that allows users to view their profiles as the public would. Tell them to consider: Is my profile representative of who I am?
Have your teen create professional accounts. They could create a professional Twitter, Facebook, and/or Instagram, using them as mediums to talk about, and engage in, the industry they’d like to enter.
Your teen should commit to staying active on professional-style accounts. Inconsistencies such as not posting for an extended time may come off as suspicious.
Successfully managing social media profiles is a valuable tool for teens. It allows them to focus on future opportunities without worrying that something from their past might be used against them when they’re searching for jobs or up for a big promotion. Social media is a powerful tool and growing exponentially. With such an opportunity, it’s a waste not to use it to benefit your future.
Article Written by Paul Malcore | Rawhide
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