We have covered the topic of using social media in job search before. Today, however, I would like to bring up this “old” topic again by sharing another ABC News video with you; I am going to highlight three “new” suggestions.
First, a LinkedIn profile could be more important than a resume. Many recruiters may feel that a public profile on the Internet can better reflect a candidate’s “real” credentials because people tend to be “honest” when they disclose their experiences, responsibilities, and education online. To me, a LinkedIn profile is definitely more important than a resume because I have found it more efficient and effective to refer a student or a job seeker to my connections on LinkedIn.
Second, keep in mind that few employers want to hire negative persons --- a negative person can be referred to as those who constantly complain about just anything. Job seekers need to be very careful of what they put on the Internet. Here, avoiding negative complaints is different from having professional or even critical opinions. As a matter of fact, a candidate can demonstrate his/her expertise by being critical. I believe the key is whether a candidate knows what he is talking and whether s/he can offer constructive criticism.
Last, a candidate is advised to show his/her personality. Job seeking is very similar to “dating” in a lot of sense. While an employer is looking for candidates who fits in the organizational culture and the jobs, job seekers also want to settle for the jobs they like. If a candidate does not fit in the organization or job but secures a job offer by “pretending” to be somebody else, the candidate will find his/her life miserable in the new position and may soon leave the company. Showing a candidate’s true personality can be good for both employers and job seekers.
What additional suggestions do you want to add in regard to using social media in job search?
Relevant discussions:
Revisit Social Media and Job Search
Social Media Job Search Tactics
First, a LinkedIn profile could be more important than a resume. Many recruiters may feel that a public profile on the Internet can better reflect a candidate’s “real” credentials because people tend to be “honest” when they disclose their experiences, responsibilities, and education online. To me, a LinkedIn profile is definitely more important than a resume because I have found it more efficient and effective to refer a student or a job seeker to my connections on LinkedIn.
Second, keep in mind that few employers want to hire negative persons --- a negative person can be referred to as those who constantly complain about just anything. Job seekers need to be very careful of what they put on the Internet. Here, avoiding negative complaints is different from having professional or even critical opinions. As a matter of fact, a candidate can demonstrate his/her expertise by being critical. I believe the key is whether a candidate knows what he is talking and whether s/he can offer constructive criticism.
Last, a candidate is advised to show his/her personality. Job seeking is very similar to “dating” in a lot of sense. While an employer is looking for candidates who fits in the organizational culture and the jobs, job seekers also want to settle for the jobs they like. If a candidate does not fit in the organization or job but secures a job offer by “pretending” to be somebody else, the candidate will find his/her life miserable in the new position and may soon leave the company. Showing a candidate’s true personality can be good for both employers and job seekers.
What additional suggestions do you want to add in regard to using social media in job search?
Relevant discussions:
Revisit Social Media and Job Search
Social Media Job Search Tactics
The link for embedded video: http://abcnews.go.com/Business/video/job-search-social-media-ditch-resume-hunt-nontraditional-ways-internet-professional-contacts-business-13581468
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