There’s no shortage of statistics emphasizing the rise of social media as a recruiting strategy. The benefits of online recruitment and high success rate of social media recruiting strategy, along with Gen X and millennials entering the workforce, social media recruiting is here to stay.
These statistics should get you working on your online professional profile. Well, at least for me.
2 things to keep in mind:
- The ultimate objective of social media recruiting is to recruit qualified people based on credible and valid contents (for free)
- It’s mutual – as much as employers look for credibility and validity, you wouldn’t want to be struggling in your job later because of the talents you lied about; they want you as much as you want the job, so express what you’re looking for and prevent yourself from ending up in a place that doesn’t fit
The key idea is to be yourself. Here are 4 steps I suggest to develop an authentic online professional profile:
1. Ensure you’re searchable and stand out desirably
Especially on LinkedIn and Facebook, and across all platforms – be sure to project a professional and decent image. Search yourself in viewer’s mode, and check the functionality of your profiles across various web browsers and mobile.
2. Personal branding
Include what employers look for: profile picture, details on professional experience, your connections, specific competencies. Do so strategically in a concise and outstanding manner while considering which employer’s attention you want to catch and what stories they’d want to hear. The whole point is to get noticed and be differentiated. Also express what you want – collaboration? growth?
3. Walk the talk
Share work samples, links to blog and all that show-off relevant competencies, and share them on all platforms. Blogging if done well could imply intelligence and creativity. But if employers spend an average of only 6 seconds on a resume that’s right in their hands, I wonder if they’d actually click on a blog and go through it.
4. Engage and build relationships
Share ideas, views, comment, and connect! Last but not least, leave contact details!
Despite what social media recruiting strategy can achieve, is it a fair method to prejudge and recruit? The bottom line is online profiles are (carefully) curated and reviewed by people after all. These profiles might only reflect a partial of a person, and there could never be free of biases or misunderstandings.
As we talk about how employers recruit based on credibility and validity, how can the reliability and fairness of social media strategy be measured and justified?