Career Options (CO): As social media and digital recruitment continue to evolve, do you believe that we will begin to see a scenario where our reputations and personal brands portrayed online will eventually outweigh our skill sets and experience? Andy Headworth (AH): This is an interesting question because this is already happening. With many companies choosing to first check potential candidates out online, the first thing they see is this “personal brand” displayed across social media platforms. With social media networks being highly ranked within search engines like Google, it will likely be these profiles that will show up first in the search results. First impressions count, everything from the profile images you use to the descriptive phrases you’re using to position yourself. If these don’t look good (from the viewers perspective), then it is unlikely they will look further at your skills and experiences. Recruiters and HR professionals have little time and make decisions based on what they see. Having a strong set of social media profiles that constitute your personal brand is now very important. (CO): Traditionally professional recruitment meant physically sending someone out to “wine and dine” potential recruits. Do you believe the social media revolution has opened the door for people entering the workforce who would have otherwise been overlooked using traditional recruiting techniques? (AH): Social media allows recruiters to reach and engage people in different environments. I think that they (the recruiters) are better able to get an insight into people setting out for work for the first time. They may have already been tracking them through their studies, sharing stories, content, and relevant information with them. It is easy for employers to find students on specific courses via some basic research on LinkedIn and Facebook. The recruiters are then tasked with building relationships with them early on, so that when it comes to decision-making time, their companies are right there for them. Round the other way, students can also start their future employer homework early, by identifying target employers and their recruiters. They can follow them and connect to them and start to demonstrate interest, skills, knowledge and intent during their educational years. (CO): You are widely considered an expert in the field of recruitment through social media. What do you consider is the single most important rule concerning social media use and professional aspirations? (AH): I will answer that with the opposite of what to start with: the biggest mistake that people make when aligning social media with their personal life is a complete lack of objectives. In other words, they have no idea why they’re doing it, other than they thought—or were told—they should. My advice is simple; know why you are using social media in the first place. Then when you have worked that out, focus on the audience you’re trying to reach out to and then post content relevant to their needs and areas of interests.
(AH): If someone had controversial material or remarks posted on social media accounts, it would make me explore further. Everyone knows social media sites are public and easy to find, so if someone is knowingly publishing that type of content then it would raise a red flag for me personally. I would question their integrity or reasons for doing it, and ask myself, “would I want this person representing my company?” I look for people with well-rounded social media understanding, how they use different content across different platforms and engage people in conversation. I also look for people that actively engage and chat to people, share their content but at the same time have a personality all their own.
Learn more from Andy
Follow him on Twitter @andyheadworth The world has become a much smaller place over the course of the last 10 years. Virtually every move we make collectively, or individually, can and most likely will be broadcast for mass consumption, often with complete strangers. Mass or open sharing can be our greatest strength or our Achilles heel. It’s a lever that can lift candidates or sink their hopes. Slip-ups can be tragic, but strategically “stacking the deck” in your favor as Andy Headworth suggests can pry open doors to future success. CO
For best results, keep your social media brand
CLEAN AND CONSISTENT. • Did you know that 93 per cent of recruiters will review your social media profiles before making their decision on whether or not to hire you? And 55 per cent of those same recruiters have reconsidered their decision after looking through your social media accounts. • The sobering fact is that 61 per cent of those reconsiderations are negative. Some of the biggest red flags that turn recruiters away from hiring you are the use of profanity or other inappropriate language, referencing illegal drugs, and posts featuring sexual content. • If you already keep your posts clean and professional, you aren’t totally off the hook either: spelling and grammar have the greatest negative effect on your chances for employment. Remember, once it’s out there, it’s out there so give yourself the best chance for success.
(CO): As a digital recruitment expert, what are some of the things that you would personally look for if you were scouring the social media world for someone capable of working for your firm? Would you be willing to take a chance on someone who had some controversial material or remarks posted on social media?
ALEX SCANTLEBURY is the founder of EBM Professional Writing Services and a graduate of Algonquin College. Follow him on Twitter @ebmprowriting.
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