In an age where online job applications lord over paper application, it is essential to have an online professional profile capable of meeting employers expectations. This is not socialized into the normal individual straight from the creation of their social media accounts and therefore each must undergo a learning curve in order to demonstrate authenticity and professionalism.

(Jobvite, 2014) suggests that 94% of employers use LinkedIn as a method for finding candidates, these statistics are similar to those of the author of LinkedIn Marketing: An Hour a Day, Viveka von Rosen, who places the figure around 98% (Shin, 2013). References to the popular sites of Facebook and Twitter are made in regards to their popularity by employers in searching for candidates. A reason why LinkedIn is statistically greater is because it is seen as, ‘a work tool, not a social tool’ with clear boundaries between itself and other social media sites (Carruthers, 2012).

It is clear that individuals undergo a self-professionalization which includes that of their online identities. Because this usually doesn’t happen until employment is in the immediate future, individuals’ (including myself), need to professionalize their social media sites well after creation. Here is a link to Forbes (2014), who provide ‘6 ways to leverage social media’ in order to land a job.

http://www.forbes.com/sites/laurashin/2014/06/26/how-to-use-linkedin-5-smart-steps-to-career-success/#29c0d1a06292

The points raised Shin on the Forbes source are supported Ryerson Career Center below:

Another way of building an online professional profile is through blogging. (The Employable, 2014) suggest that blogging demonstrates an array of skills which employers are looking. Examples of which are ‘passion’ and ‘creativity’. One which isn’t stressed enough is the demonstration of an affinity with more advanced online activity. However from multiple sources it is evident that employers look at other social media sites primarily, meaning that blogging could be the ‘cherry on your cake’ as opposed to a go to starter option.

From my previous blog post, we see that sites like ‘About Me’ ties all online identities together. From the information gained from (Jobvite, 2014) it shows that employers’ have a social media preference. ‘About me’ bypasses this issue as candidates online information is all in one place whilst keeping the ‘boundaries’ suggested by Carruthers clear.  This addresses the issues that Bowes draws upon in the BBC video (Bowes, 2013). These being that an individual needs their own ‘personal brand’. Moreover a ‘summary’ of your academic prowess coupled with ‘relevant links to personal portfolio’ are readily available. Sites which combine an individual’s online identities are therefore arguably the best way to achieve an authentic online professional profile.

References:

Bowes, P (2013) Job Hunting: How to Promote Yourself Online. Available at http://www.bbc.co.uk/news/business-25217962

Carruthers, R (2012) Available at http://coursecast.soton.ac.uk/Panopto/Pages/Viewer.aspx?id=2caea677-5fec-4c1a-9ad3-70320d724655

Jobvite Social Recruiting Survey (2014) Available at https://www.jobvite.com/wp-content/uploads/2014/10/Jobvite_SocialRecruiting_Survey2014.pdf

The Employable (2014) How Blogging Can Help You Get a Job. Available at http://www.theemployable.com/index.php/2014/10/28/blogging-can-help-get-job/

Shin, L (2013) How to Use LinkedIn: 5 Smart Steps to Career Success. Available at http://www.forbes.com/sites/laurashin/2014/06/26/how-to-use-linkedin-5-smart-steps-to-career-success/#29c0d1a06292

Video Source: Ryerson Career Centre Available at https://www.youtube.com/watch?v=MOBSPj9wfFw

Image Source: Made by Alexander Welch Available at https://www.facebook.com/photo.php?fbid=10207969051129452&set=a.10201834296884430.1073741826.1392848231&type=3&theater

 

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