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Topic 3 2017, Page 3

A qualitative approach to authentic online professional profiles: create an authentic fairy-tale through usage

Employers and employees increasingly use online profiles for professional purposes, like recruitment, sackings and verification (JobVite, 2014), raising many strategies through which to develop authentic online professional profile, as the following PowToon discusses: Each strategy is unified around usage, definable as any user-driven interaction, which unlocks many authenticity strategies. Continue reading →

Topic 3: Authentic Professional Online Profile

WHAT IS SOCIAL RECRUITING? In a nutshell, social recruiting is a strategy that’s used to hire candidates by looking through social media networks as a talent agency. On platforms such as LinkedIn, companies can scout eligible candidates for recruitment without having to use the traditional methods of newspaper advertisements or agency placements. This method can be beneficial for both employers and potential employees. Continue reading →

Discuss the ways in which an authentic online professional profile can be developed…

“Your social media profile has now become your new CV.” “Is Your Social Media Damaging Your Chances Of Finding A Job? – NHB Recruitment” Social media is a huge an unavoidable part of todays society that plays a role in many aspects of our lives. Therefore it is unsurprising that your online profiles can now have a massive impact on your professional life and potentially even cause problems when it comes to applying for new jobs. Continue reading →

Working offline is no longer an option

Last week I mentioned how recruiters are much more likely to engage in the practice of online profile screening [1], [2]. However, the utility of an online professional identity beyond the hiring process can be easily overlooked. Maintaining an active professional profile can yield many benefits. In a self-conducted interview, Barney Green of Higher Safety discusses what an online professional profile means to him and the effect it has on his business. Continue reading →

How can you create an authentic online professional profile?

In last week’s discussion I mentioned how some people choose to portray different identities online, often to separate social and professional life. A lot can go wrong without a professional profile, as seen with the infamous Justine Sacco (Ronson, 2015). A recent Jobvite survey suggested that 73% of employers had uses social media to hire employees (Jobvite, 2014). So how can you create an authentic, professional profile? Use LinkedIn! The most obvious starting point has to be LinkedIn. Continue reading →

Topic 3: Keep It Professional

Traditionally, CVs and recommendations were the primary methods in how individuals applied for jobs. However, due to the increasingly digital age, changes in technology have influenced the process in how employers hire candidates. One of these methods is social media, described by Hunter (2015) as a ‘social CV’. I have produced an infographic which highlights key statistics from Jobvite (2014) on how employers recruit employees. Figure 1. Professional online profile. Continue reading →

Developing an Online Employability Profile

This week’s blog will focus on the opportunities and challenges of establishing a professional online identity and how to deal with online criticism. As discussed in my previous blog post, it is best to accept that almost everyone has an online identity. This means that people can and will find information about you on the web. You can however, use this knowledge to your advantage! How? You can start by creating an airtight reputation when promoting yourself online. Continue reading →

Topic 3: Building an Authentic Professional Digital Profile

The digital age has not only had an effect on our private lives, but also our professional ones, including the ways in which we are being recruited, meaning that more of us are being recruited online. Figure 1: What do recruiters look for in a profile? LinkedIn remains the recruiters top social networking site of choice, however this doesn’t necessarily mean that this is only digital tool that we should be using to create an authentic profile. Continue reading →

Topic 3 – Authentic Professional Profile

(Video made by me, images used in video linked below) In the video above I consider the key elements of a professional and authentic online profile. In this post, I will be considering the ways to set up such a profile. Firstly, based on my work on Online Identity, I would advise keeping this profile separate from personal use profiles due to the added security of mistakes being more private and difficult to track for professional contacts. Continue reading →

Topic 3: Professional online identities

One of the ways in which people can utilise multiple online identities (discussed in Topic 2), is through a professional personal divide, and last week I asked an important question: does the ability to edit yourself and create partial identities allow for authenticity?  (Infographic 1 created by me) I find this week’s topic on ‘authentic’ professional identities somewhat problematic as the nature of a professional identity involves editing and ‘selling’... Continue reading →

Having an online professional profile

Being authentic online is largely debated as can be seen in Topic 2. However, when it comes to being a professional it is important to provide a good representation of yourself that is true to who you are. Having an online professional profile is an important way of getting ‘your foot in the door’ and finding new jobs in today’s modern society, many employers post on different platforms of social media about new jobs. Continue reading →

LinkedWin: Developing your online profile

It has been the status quo that CVs and cover letters have been at the forefront of establishing your professional profile. However, significant changes in technology has influenced employers to change the ways in which they screen and hire candidates, primarily by using social media sites. The following infographic that I’ve produced, highlights key statistics taken from JobVite (2014), which stresses on how employers are recruiting. Continue reading →

What do Snapchat and applying to jobs have in common?

On the surface these two seem completely disconnected, but think of it this way – you have around 10 seconds to impress a recruiter, no longer than the max snapchat (Nyman, 2014). This appears to be a problem with professional profiles in the internet age, the ease of finding applicants and as such, the difficulty of standing out. So how do we as the “net generation” (Tapscott, 2014), get noticed? The answer lies in how we build our professional profile. Continue reading →

Topic 3 – CV versus Digital Profile

According to Don Tapscott CEO, The Tapscott Group (2014) the current model of recruitment needs adaptation. Currently, “talent management is recruit, train, manage, retain and evaluate the performance of employees”. He discusses that the new “net generation” as a workforce are “bringing a new business environment” and therefore methods need to be adapted as represented displayed below. Continue reading →

Topic 3: Professional Online Profiles

Why should I have a ‘professional online profile’? Nowadays, the recruitment landscape has changed massively (Tapscott, 2014) and a generic CV is simply not enough in the job market (White, 2016). As Nik Nyman (2014) contends, more and more companies are now using social media to recruit talent, in particular, the platform of LinkedIn (White, 2016). This was supported by the 2014 Jobvite survey (p. Continue reading →

Topic 3: Discuss the ways in which an authentic online professional profile can be developed

In this generation it’s imperative to be online, especially professionally. It opens up opportunities and experiences that can’t be replicated, for example networking internationally at extreme ease. In addition, in the current times as the shift turns from just recruiting to developing and initiating relationships (Anon,2014) if you aren’t online these relationships really are limited. Continue reading →