A survey of the recruitment of 2015 conducted by a survey of more than 1,400 recruiters and HR professionals revealed that 92 p. 100 employers were using social networks for more information on potential hires. The survey says that "social media is a goldmine for recruiters."
"Social networks play a vital role in the recruitment process," said Betty McWillie, owner of McWillie's career, a career counseling firm. "Employers will go to these pages to look at and see a person's skills and what they can learn about it."
People looking for a career should make sure their social media clearly reflects their aspirations, McWillie said.
"Your social media must identify your career goals, your skills," said McWillie. "In other words, you should go to the job you want to achieve, but it should be written in clear, concise language."
Networks such as Facebook and Twitter contain a wealth of personal and professional information, but high-level LinkedIn recruiters.
Mike Esposito, a certified LinkedIn trainer, volunteers with the Career Transition Group, and stated that LinkedIn is extremely important.
"Recruiters are looking for people used almost exclusively on LinkedIn as a resource to find the next candidate," said Esposito. "It is very important that you are college or professional to have some kind of presence on LinkedIn."
Social media can be used both as a window into who you are and a tool to help you get a good job. Knowing what employers are looking for and want to see a Facebook page can be transformed into free personal publicity.
The current information available for hiring managers look at the length of the average duration of the applicant's employment, the duration of the candidate for his current job, mutual connections and professional involvement.
The key to making social media meaningful, said Esposito. The use of personal, professional and professional brands, a person can sell, achievements and goals with potential employers.
"Be careful to make sure that you post the good things about the appropriate sites to avoid mixing your brands and cause confusion," said Esposito.
Sharing details of any volunteer work or social commitment shows that employers are involved in the community. Professional work can also be downloaded, and the Nation Recruiter survey said 29% of recruiters want to see examples of written work or design. Following influential personalities, credible news agencies, and educational sources on social networks are another way of reinforcing their online profile.
More than half of the recruiters in the survey saw alcohol negatively, so they probably do not want to see the applicant's videos pulling a beer. Job seekers should avoid posting photos of the last party they attended and rather try to maintain their own online presence, Esposito said.
"By the way, he does not want to end up as a drinker, an animal part (or) scarecrow," said Esposito. "It's also a personal brand, but you do not want to be known by it."
