This week on Tips2GetaJob internet radio show every Thursday at 6:30 pm Est. the topic was Visible: Job Seekers and Jobs. Take a listen to what my LinkedIn connects had to say or read their comments below.
Edwin Trevino – Recruiter
It really depends on what you’re sourcing for, and exactly what your definition of “presence” is.
Jay Barrett - Human Resources Executive
It depends on the importance you place on non relevant considerations in selecting a candidate. The mere fact that someone has an online presence has zero bearing on ones ability, experience, and aptitude in performing a job–and you can be sure that you can find some sourcing managers ignore the real credentials critical for job performance.
Mitch Furman – Staffing Agency, Director
It does say something about the potential candidate, for instance that they are tech savy and understand how to and importance of utilizing all available resources in their job search. Just how much value I place on it is hard to put in words or percentages BUT I do go and look so I guess I would say there is enough value to count. That said, next thing to consider is the quality of the online presence. That old expression that “A little bit of knowledge can be dangerous” holds true here. I look at a candidate on LinkedIn and see they have a profile – a good thing. Then I see very few connections, no recommendations, etc and so the presence turns to a negative value when it should be a positive one.
Otis Collier – Recruiter/Sourcer
I have not met a hiring manager yet that has asked me about a candidate’s online presence. As a sourcer, obviously if they have an online presence it helps me in the identification of the candidate and maybe even gives me alternative ways to contact the candidate.
I cannot however say that a candidate’s online presence isn’t important. If I am recruiting for a social media manager, they better have more than just SOME online presence. They should have a scope of work that I can view to gauge if they can do the work required.
For the average candidate, I don’t think the depth of their online presence really adds any enormous amount of value when recruiting. However, WHAT (negative) they have in their online presence could potentially take away from their value.
Given that we live in a connected world, one of the first places that a hiring manager would look up a candidate would be on one of the many available social media sites.
Depending on the industry vertical or the role being hired for, there are merits to a candidate having an online presence; since that is the first impression that they leave on the hiring manager. A brief well-written professional profile on a popular business networking site, would likely make a good first impression on the hiring manager; and possibly lead them to connect with the candidate, to know more – essentially, getting the candidate’s foot in the door.
It is then up to the candidate to utilize this advantage, and to demonstrate to the hiring manager why she/he should be chosen.
Marc Rachiele – Marketing and HR Leader/Coach
I believe the true answer to this question depends on exactly what type of online presence the candidate has. If it is professional in nature with a strong LinkedIn profile, active participation in groups and an established network along with possibly a personal website that is used to promote ones skills and job search, it should bode well for that candidate. However, if their online presence is predominately social in nature (Facebook or MySpace) and centers on personal activity with descriptions and pictures or videos of what the candidate does with their friends each weekend that can significantly work against them. Be sure to Google yourself prior to interviewing so you know what comes up in the search. Expect that those interviewing you will do the same and, if something negative or unflattering is covered, be prepared to address it if asked. Follow on Twitter @marcrachi
Oscar Bos, MBA – Staffing Agency, Manager
In this day and age where Social Media tools like Facebook,Twitter etc. are becoming equally important as job boards for the sourcing of candidates in many market segments, for instance we are all currently using one.
The short answer is there is, specifically on a professional level in the IT sector, a lot of value placed on a candidate’s online presence.
Without an online presence a candidate will automatically put themselves at the bottom of the list. Example: LinkedIn is one of the best online sources to find, collaborate and network with true professionals. You don’t have a presence on LinkedIn you might as well pack your bags. Follow on Twitter @OscarBosk2