Social media has an extensive influence on the process of searching for work from a potential employer’s perspective: the information that individuals provide on social media sites can be a reflection of who they really are. For that reason, it is beneficial for human resources personnel to monitor the profiles of potential employees. While screening the candidates, recruiters can use social media to create a profile of a potential employee. Therefore, being aware of some social media do’s and dont’s, one can make the job search in the future more effective.
The use of social media by employers when screening potential employees is a good strategy, because it enables the HR to acquire more information about applicants. The screening is necessary because most people tend to be more open on social media as compared to real-life professional and social interactions. Thus, employers are able to learn more about someone’ character by seeing what they post and share on social media as compared to what might be indicated in their CVs. In view of recent technological advancements, one can get access to social media on different devices. It does not matter where a person is located. Hence, social media is a useful and efficient method for employers to use in screening job applicants and employees (Smith, 2013).
The use of social media can either increase or reduce an applicant’s chances of employment depending on the content posted. There are certain do’s and dont’s of using social media that every potential employee should be aware of. For the don’ts, one should not post any obscene or provocative material on their on-line profiles. The rule applies to sites like Facebook or Twitter that allow one to share pictures and statements publicly. Posting inappropriate content would be detrimental and cause the employer to see you negatively, no matter how good your academic qualifications are. The communication skills are required in any workplace, and anyone who uses abusive and foul language in their interactions with other social media users is likely to be ignored by employers. Most social media platforms like LinkedIn, Twitter, and Facebook require one to create a profile that includes one’s names, academic qualifications, contact information, and personal preferences. The displayed information should match that written in the CV and submitted to an employer (Smith, 2013).
As for the do’s, one should ensure that any information on their social media profiles work to their advantage. Any content that can be seen as unprofessional or inappropriate should be taken down. The information on your profile should be well written without grammatical errors and should be in line with the job you are applying for. Proper profile structure is achieved by doing research and checking other profiles of professionals in your desired field (Vanderkam, 2012).
Content made available on social media can directly or indirectly influence the decisions made by the employers, depending on the context of material posted. It is advisable to post information that depicts who you are. This way, one will attract the attention of potential employers.
Smith, J. (2016). How Social Media Can Help (or Hurt) Your Job Search.
Vanderkam, L. (2012, October 9). How Social Media Can Affect Your Job Search. CNN.