Recruiters Are Looking — Time to Ramp Up Your Social Media Game

  • july social elevate social media header

What will they find when they check out your FaceBook, Instagram and other social media pages? And yes, you can bet they will — 92% of companies now routinely search applicants' social media (and not just the ones you tell them about). That's up from 80% just 5 years ago.


Clearly, making social media part of your job seeking strategy is super important, and will be even more so in the future. Here's what else hiring managers say:

  • 91% of recruiters use LinkedIn; 74% use FaceBook; and 66% use Twitter
  • 73% have hired successfully with social media
  • 33% have rejected a candidate based on something found in social profiles


Build Your Brand

In the same way that a company markets its products to customers, you can market yourself to potential employers. Think about what skills and aptitudes you wish to convey, and how they are an asset for your desired job. For example, a salesperson needs to be persuasive, self-confident and enjoy interacting with many people. An accountant would promote their talent for analytical thinking and detail-oriented work. A designer will demonstrate creativity with their Instagram pages and stories.


Of course, you would also include all the good stuff from your resume: work experience, accomplishments, awards, testimonials and so on.


Clean Up Your Image

Presenting your positives is only half the battle. You must also remove the negatives. We don't just mean taking down (or making private) the party selfies. Delete any posts which could be considered controversial or offensive. Generally speaking, this includes references to politics, religion, sex, guns/drugs, and how bad your previous employer was. (You may not like how that affects your First Amendment rights, but it's a jobhunting reality.)


Use your real name, not a cute/clever nickname — it looks more professional and makes you easier to search. We also advise keeping only the professional parts of your profile (employment and educational information) public. After all, you still want recruiters to find your page, which they won't if it's completely invisible.


Be Current and Consistent

Effective social media marketing requires frequent updates. Post every career-related announcement or achievement, such as a goal you helped your company achieve or an industry event you attended. Share interesting articles you've read about happenings in your industry.


Your brand must be presented consistently on every social media account you have. If that seems like too much work, consider making some of them completely private, so you can better manage the ones most used by recruiters (see bullet #1 above).


Identify Your Best Platforms

LinkedIn is a necessity for virtually every jobhunter. You'll also want a presence on recruiters' favorites, FaceBook and Twitter. Beyond that, look for industry-specific sites to show off your credentials and connect with employers. For example, Behance for artists/designers or GitHub for software developers.


Get Connected

The biggest asset of any social media platform is the way it lets you meet people who can advance your career. Work it to your advantage by joining groups, company pages, leaders in your field, people you've lost touch with, and career advisors.


Be aware, though, of job hunting etiquette. Don't bombard hiring managers with messages, or invite them to be friends. And don't use social media for communications with them during the interview/hiring process — use email and/or phone messages.


Make sure your own connection links are current and complete. Each social media account should include links to the others, as well as projects you worked on, your blog and your personal website. And don't forget to put them in your resume and other job search materials.


Take Advantage of Tracking Tools

Another strategy you can borrow from the marketing pros is to track which of your posts received the most views, likes and shares. Then you'll know where to direct your future content efforts. A quick search of the internet will lead you to a variety of free and paid tracking tools.


Now that your social media game is up and running, your job search can go full speed ahead!

You might be interested in...

Do It for MLK: 11 Ways to Celebrate Diversity and Inclusion
National Martin Luther King Day is this week, but this isn't the only time we should be thinking and acting toward honoring everyone's identity. How many ways can you think of to improve inclusion in your life, job and social circle?   Here are some ideas that we came up with to get your ball rolling.   Your own attitudes   Understand how your privilege may be blinding you to other people's reality. Take this test.   Be aware of your unconscious biases. Watch this Google training video.   Really listen to people who are "other" than you —in color, nationality, religion, gender, sexual identity and physical/mental abilities. What are their daily challenges? What behaviors do they find offensive?   Learn about different points of view through different sources of news and media than your usual ones.   Your friends and family   Make learning about different cultures and religions an enjoyable social opportunity, especially with children....
Read More
Your Questions About Workplace Inclusivity Answered
Building an inclusive culture in the workplace begins with a deeper understanding of what the term means. Inclusivity hasn’t always been a well-defined concept, but it’s relatively easy to understand when you think of it as the practice or policy of providing everyone equal access to opportunities and resources.   If you’re interested in learning more about how to build inclusion in the workplace, you’ll want an even richer understanding of inclusivity in action. We’ve made it simple to increase your knowledge by tackling a few of the most common inclusivity-related questions.   1. Is there a difference between diversity and inclusion?   Diversity and inclusion in business go hand in hand, but they are unique philosophies and principles. Diversity brings employees from an array of experiences into the company through an unbiased recruitment strategy.   In essence, inclusion takes diversity a step further by ensuring these diverse employees are embraced by their peers...
Read More
How to Embed Inclusivity into Your Culture
Inclusivity on a corporate level is more than just paying organizational lip service. It’s an opportunity to pursue an initiative that, if successful, stakeholders can tie to long-term corporate viability and profitability. Per a McKinsey study, more diverse and inclusive organizations are 35% more likely to have earnings above their industry averages. Another report suggests that problems solved through aninclusive analysis process led to superior outcomes 87% of the time. In other words, inclusivity on the job makes sense for a wide range of economic and social reasons. But nurturing an environment where diversity can thrive isn’t always a piece of cake. Corporations that want to compete locally, nationally, and globally must recognize and value the practice of fostering inclusiveness. It’s not only a means of providing everyone equal access to opportunities and resources, but it’s also an essential element that ensures diversity doesn’t end with hiring. Diversity vs....
Read More


More Info
You need an account to do that Set up an account Never Mind

Please register for an account first. If you already have one, log in here.