Cleaning Up Your Social Media Trail

If you’re in the process of finding a job, it’s important to present yourself as being as professional and capable as possible. This involves writing a great résumé, dressing well and being punctual at job interviews, and being confident and likeable while being interviewed. However, Rec2Rec (Recruitment to Recruitment) companies will tell you there is one more area that bears close consideration — keeping a clean social media trail.

After the interview is done, if potential employers are interested in you they will invariably jump online and Google your name to see what shows up. If a social media profile such as Facebook, Twitter or MySpace appears and they don’t like what they see, this could be a major contributing factor to not getting a call back.
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Social Media and Recruitment–Do They Go Hand in Hand?

There’s no denying that Social Media is here to stay, and that it is something that all businesses– whether a multinational company or a local fish and chip shop–can benefit from using. Recruitment jobs in particular have been revolutionised by the technology of social media. The recruitment industry is all about finding potential employees to connect with employers, and Social media in itself is all about connecting and interacting. It makes sense, then, that Social Media and recruitment would become inextricably linked, and that the recruitment industry would see the countless opportunities Social Media provides. Here are just a few…

Wider Net

To get the best possible candidate for a job you need to cast as wide a net as possible–that’s just simple maths. Social Media not only provides the opportunity for email marketing and real-time updates, but it has created an entirely new way of advertising through targeted online ads. Facebook ads work on the information that person provides about themselves on their page. Have you ever noticed that people who are engaged get ads about wedding dress suppliers, whereas people whose relationship status is ‘single’ receive an inundation of dating service advertisements? This is planned. Translate this technology into a recruitment frame of context, and what you have is the ability to reach millions of potential employees who weren’t even looking for a new job–but who will be once they see an ad for their dream job pop up on their wall!
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