As a Job Seeker, You Should Care About Your Online Presence Employers ARE Looking for Information Online Could your online presence hold you back from a great career opportunity? As job seekers, we put a good deal of effort into putting our best self forward. We carefully craft resumes and supporting documentation. We arrive at the interview in our best professional attire. Following the interview, we are sure to follow-up appropriately with the hiring manager. Surprisingly, while most people go to great lengths to make a good impression during their job search, many still neglect to consider their online image. It’s become standard practice today for employers to look into potential employees online. According to CareerBuilder’s annual social …show more content…
– 33% • Candidates bad-mouthing previous employers or fellow employees – 31% • Poor communication skills – 29% Oddly enough, most hiring managers noted that they were not particularly looking for negatives, but simply researching the candidate to learn more about them or to find information that supported their qualifications for the job. A Positive Online Presence is a Good Thing I often talk with people who believe it’s best to keep their privacy settings completely nailed down. This might not be the best approach. 41 percent of employers say they are less likely to interview candidates that they can’t find online! Certainly, a hiring manager’s perception of your online presence is subjective, but the survey showed that of the employers who screen candidates via social networks, about one-third of them found information that caused them to hire a candidate. (Yes, you read that right. It resulted in them HIRING A CANDIDATE!) Those findings include: • Candidate’s background info supports job qualifications – 44% • Candidate’s site conveyed a professional image –
For example, Rosen states, “According to a recent survey by Microsoft, seventy percent of U.S. recruiters report that they have rejected candidates because of information found online,” (Rosen, Para. 3). Most of the time it is a necessity for companies to do online and background research on candidates because of wanting a safe environment to work in. Social media sites are the fastest way to see who a person truly is. But sometimes it can just be a character they posses because that’s what they’re followers want to see rather than their true self.
Social media’s usage in employment decisions has emerged as a contemporary problem in Employment Law for several reasons. The first reason for this trends development is the excessive usage of social media websites. According to a recent Pew report 65% of adults who use the internet have a social media presence in some form. (Hidy 70) With that in mind employers have begun to use the information found within a social media website to obtain information they do not otherwise get on a resume and in an interview. These web pages can give the employer and insight into the true nature of an applicant. However employers need to approach the information on social media websites with care as these sites are easily manipul...
Next, jobs are denied and people are fired for harmful comments and inappropriate pictures. People don’t realize their boss or coworkers might see their post. The article “How Social Media Can Hurt Your Career” states “If you want to use your social media to get hired...Don’t announce raises, interviews, or new jobs, Don’t badmouth employers and Don’t mention your job search when still employed” (2009). This is important because it shows what not to do on your profile. People get fired all the time for not following these simple rules. All in all, watch your page because you never know who will see
The employment interview has been the key element used for determining a candidates’ worthiness in filling an open position. Organizations rely on employment interviews as a way to predict the future job performance and work-related personality traits of interviewees. Over the years validity of the employment interview has been under scrutiny, so it is no wonder that is has been the topic of many research papers. The definition of the employment interview is “a personally interactive process of one or more people asking questions orally to another person and evaluating the answers for the purpose of determining the qualifications of that person in order to make employment decisions” (Levashina, Hartwell, Morgeson, and Campion 2013, p. 243).
If you are not really into the social media scene and half no other online presence, you must have a strong LinkedIn account. This will most likely be the first impression a potential employer will have of you, even before they meet you in person. Your LinkedIn profile is like an online version of your resume, on top of being similar to an online networking event. LinkedIn gives you a chance to tell the story of your professional experience, a sense of who you are, what you can contribute to a business, what sort of network you have as a professional resource, and how you lead and think about business. Since LinkedIn focuses more on professionalism in the social media world, definitely start there before branching out to other social media outlets.
The internet has opened new avenues for companies in regards to finding new candidates for filling vacant of newly created jobs. Companies now have their own websites where they can list current job opening. In addition, there are multiple job boards such as monster.com and hotjobs.com. There’s even the option of social media sites such like Facebook, Twitter, and LinkedIn where companies can post information about their company and current job offerings. In the past companies would rely on placing a want ad in the local newspaper or in a widely circulated industry magazine or journal, then they would wait for the applications and resumes to arrive via mail or hand delivery. The “old recruiting paradigm, aimed primarily at active candidates, was predominantly a ‘spray and pray’ method. The tools of the trade were want ads, paper applications, resumes, phone calls, face-to-face networking, and so forth. Employers sprayed want ads across pages of print media, and job seekers sprayed large numbers of resumes in the direction of potential employers; both prayed for good results.” (Joos, 2008) While these met...
Internet is an important tool that enhance the “capability” for many workers and companies; it consider to be a universal, as it has the ability for sharing information, communicating with others (Reinard 2007). The usage of technology tools such as internet at wok is essential for any organisation because it helps to complete any task with less amount of time, but some workers use internet for not related work purposes, which can cost their companies their time and money. In this essay, it will look at the cyber loafing, which considered being the factor of reducing workers’ performance. Also the negative and the positive usage of social networking and it will evaluate the impact of instant messenger, email, Facebook and Twitter on workers’ productivity.
Companies dismiss abilities that are easy to replicate, such as making a social media account. In the article, “Quit Social Media. Your Career May Depend on It.”, the author writes, “In a capitalist economy, the market rewards things that are rare and valuable. Social media use is decidedly not rare or valuable. Any 16-year-old with a smartphone can invent a hashtag or repost a viral article” (Newport, 2016). Cal Newport, the author of this article is a millennial computer scientist that has never had a social media account. That alone proves that you can still be successful without social media. The quote demonstrates that anyone that has access to wifi can acquire a social media account, if they really wanted to. Some popular social media platforms, but are not limited to, are Facebook, Instagram, Twitter, and Snapchat. These platforms allow the user to post statuses and photographs so other people can view them. The claim is that social media isn’t rare or unique, since there are billions of accounts made already; it won’t make an individual stand out more than others. Furthermore, companies hiring new people for a job placement will look for one-of-a-kind candidates; something that makes them extraordinary compared to the rest, as an individual that exceeds these
With technology advances steadily in today’s society, individuals steadily advance too. One of these aspects includes dating. Individuals in today’s society hope to find companionship through online dating websites so that someday some online daters might be able to find a companion. With websites like eHarmony, Match, Christian Mingle, OkCupid, Black People Meet, and JDate, finding the one seems to be easier and more convenient than ever. Most of these websites even display statistics showing that one out of five relationships start online. The questions that should be asked, is this a better and safer option than looking for the one in person? Individuals tend to ignore the possible risks involving online dating. They are willing to release personal information from pictures of oneself, to locations of where they work, or live just for the possibility of finding a companion. The online users have to ask themselves: is the risk worth it in the end, or does the benefit outweighs the cost? When searching for a companionship through online dating websites, negative aspects such as profiles, self-presentation, self-disclosure, predators and sexual mishaps, may outweigh the positive aspects and cause more problems and strife then actual good.
Identity is defined as one’s personal characteristics or attributes and their membership of a social category. In today’s society it is important to note how social media impacts upon our individual identities.
As college students and adults prepare for the real world, people are constantly faced with how to prepare for interviews and the hiring process with jobs. One factor of that is the gray area that is the idea of social media and networking helping to assist with the hiring process. Technology has become a privacy and employment issue that future employees face. When it comes to employment companies a have no boundaries and employers need to realize that social media should be used only for non-bias practices and not employment decisions based on someone’s Facebook post. Topic: How Privacy and Employment Laws effect Social Media changing the Hiring Process.
Online identity is a term that is used for all that there is found about a person or company in the online environment. Not only a website or a social media profile creates this environment, it’s a compilation of those things that when combined make the online identity. In our current information society the importance of a good online identity has become bigger then ever. How you look online, has influence on how people perceive you in real life. 86 percent of the recruiters will look online for a profile or other information found in search engines before even inviting you on a job interview .
Online dating has changed the way people look for romantic partners. With websites like match.com, okcupid and even mobile sites like tinder finding a partner is only a few clicks away. These sites make it easy for the users to change small things like height, weight and even make their profession sound better. With the rise of photoshop the the ability to find any photograph on the internet, many online daters are cautious when using the sites. “In a survey of online dating users, over 80% of participants registered concerns that others misrepresent themselves” (Gibbs, Ellison, & Heino, 2006), and, in another large-scale survey, “deception was identified as the biggest perceived disadvantage of online dating” (Brym & Lenton, 2001). This research is extremely important as a way to see why exactly people use online dating and why they attempt to self enhance or take it far enough to just be deceptive.
These sites provide some personality screening test for some position in the organisations. Personality checking via computerized system is getting more popular now a days. Interview and reference checking is just a portion of interview process. There are no right and wrong questions in these types of assessments and all these depend on the validity and reliability.
While some observers see these developments as signs of the impending ‘end of privacy’ and the rise of ‘surveillance society’ (Castells, 2001; Lyon, 2001), others point to the insufficiency and, ultimately, the futility of governmental interference in cyberspace. The Internet has, right from the beginning, challenged conventional notions of policing and sovereignty which are inevitably linked with territoriality; also this challenge is coming from multiple directions, most important from transnational organized crime. The problem of governing a global space is magnified in cyberspace because, here, social interaction is free from the constrictions of physical space. As illustrated by the case of child pornography, the victim and the offender may be located in different countries. Unlike most ‘real world’ crimes, cybercrime does not require physical proximity between the victim and the offender. The lack of ‘physical’ evidence and the lack of spatial connections make these types of crimes especially difficult to investigate (Brenner, 2007). Policing of the Internet marks an important shift from the policing of territory to the ‘policing of suspect populations’ (Sheptycki, 2002a). Information and communication technologies fundamentally transform the very way in which policing is practiced. Policing cyberspace not only demands inter-governmental intervention, but also needs to organize a number of responsibilization policies on the part of the users of Internet and the service providers. The idea of ‘plural policing’ and the diffusion of regulatory tasks is therefore one of the hallmarks of cyber-governance (Jewkes, 2003).