Recruiters. Many employers use them, rely on them, depend on them to source the best available candidates for job openings. Of course, those seeking career advancement count on recruiters as well to offer job opportunities that are rarely, if ever, made public via the usual channels (e.g, newspaper/magazine advertisements, Craigslist, job boards, etc.). Recruiters are constantly on the lookout for the ideal candidate for each position and you need to make sure you can be found you are the perfect fit for that position.
Want recruiters to find you? If you’ve got a great reputation and are especially well-known in your field, you stand a slightly better chance of being “discovered”. If, however, you’re a more typical professional who no one outside of your immediate sphere of influence knows about, not so much. Anonymity is doom to professional advancement.
And there’s no better way to maintain your anonymity than to have no online presence. And we don’t just mean a Facebook page where you share your photos with friends or Twitter where you post your pithy daily observations 140 characters at a time, although both can be useful to you. When we say online presence, we’re referring to a professional persona on the Internet that promotes your personal brand and area of expertise, gets you noticed, and effectively sells your skills set.
If you’re not convinced that creating, developing and maintaining a strong online presence is worth the time and aggravation (no one said it was going to be easy), there are some things you might want to know about recruiters and how they look for potential job candidates for their clients:
- 93% of recruiters utilize LinkedIn to search for talent.
- 89% of those have used LinkedIn in making a hire.
- 66% of recruiters use Facebook to search for talent.
- 26% have used Facebook to make a hire (the difference between the search and hire figures may be due, at least in part, to the fact that recruiters and employer H.R. departments alike often rely on Facebook to screen applicants).
- 54% of those engaged in recruiting use Twitter to search for talent.
- 15% have used Twitter to make a successful hire.
Clearly then, having a vibrant presence on the Internet is important if you want employers and those who recruit for them to find you, and as a way to advance your career and move up the professional ladder. The use of social networking sites (SNS) is essential to advancing your career and seems to be even more important depending on what line of work you’re in. For example, social media can be ‘a great equalizer’ when it comes to hiring:
At a time when many companies and organizations are trying to effectively marshal social media resources to promote their brand and attract talent, Washington-based NPR has put these platforms at the center of its recruitment strategy. It’s an approach that by nature targets a job candidate who is digitally savvy and an active user of social media.
This points out something that people often forget about social media: It’s a two-way street. Recruitment occurs through its use, but so does exposure to job opportunities. In other words, a bonus to making yourself seen online by being active is that by being active online you see more job opportunities. Either way, failing to maintain current, well-formulated information online leaves you unknown, unappreciated and, unfortunately, unwanted.
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