Digital Resume – Silicon Alley: What’s Your Web Presence?

This title comes from a recent NY Post article by Christine Parker (4/8/12) which caught my eye and I think it will be an eye opener for many of you as well.

Christine opens by stating “despite a recent Facebook password row, there are also firms who want to see your social media Web posts to hire you, not to rule you out.” On this point I agree with her 100%.

On her next point, I agree with the premise but I think her numbers are way off. Ms. Parker states “9% of firms are now using Facebook, Twitter, and other social media postings to get a fuller picture of applicants.” Taken from an enterprise-wide corporate policy perspective this figure may be accurate. However I believe when it comes to corporate and 3rd party recruiters and Web savvy interviewers and decision makers, the figure is much higher. I think today anywhere from 35%-60% of them will Google a candidate they like and take a peek at his or her social media image.

This is why I constantly point out how important it is for job seekers to be social media savvy, and if they are not yet up to par with social media I advise them to get professional coaching in this area. There is no denying that social media awareness is a vital tool for job seekers in this digital age, and for some job seekers it is already a necessity.

What I found of particular interest is Ms Parker’s remarks about what I can see eventually being a new wave in job hunting. “Rather than collecting paper piles and arranging lengthy interviews, technology investors like Union Square Ventures…, are asking candidates to submit links illustrating their Web presence then quizzing them over Skype and interview apps about their hopes and professional dreams. Applicants share pages like those on Twitter, Tumblr, Flickr, and LinkedIn to demonstrate their interests while showcasing their social networking.”

“This is in stark contrast to recent news about companies asking applicants to provide passwords to social media sites to find ways to whittle down the application pool.”

And what are these interview apps and why over the past few years have they become so popular with forward thinking companies and job seekers. The article describes the value of one such tool, Jibe.com, a referral based platform that handled hundreds of thousands of job applications and scans a candidate’s Facebook and LinkedIn accounts to reveal their current connections at companies they are applying to. Then candidates have an option to ask first level contacts to click a ‘Thumbs Up’ referral button and the connections approvals are submitted as part of the application process. This is a real boon to people who already know how to network and get recommended.

These new recruiting methodologies are the tip of the iceberg in a rapidly changing landscape of job hunting in the new millennium. The way I see it, at this time these new job search methods will effect and benefit social media savvy companies and candidates where the applicant pool is vast; such as recruiting for and filling entry level jobs for recent college graduates, and jobs for this same candidate pool over the next 2-6 years of their career as they climb upwards in their careers.

What I am finding is that job hunting today is nothing like it was just a mere five years ago, and job seekers who are not up to date on the changes that are taking place around them in social media, resume writing, networking and interviewing will find it increasingly harder to get interviews and job offers for jobs they truly desire.

If you would like a free evaluation of your social media presence and/or your resume send you resume or email me at perry@perrynewman.com.

PS: Save the date May 8th as I will be a special guest of Career Rocketeer on Career Studios, the free career seminar series. The topic is “The evolution of the resume in the 21st century.” Registration details will be forthcoming on Career Rocketeer and in my upcoming posts.

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