Are you having troubles with finding a job? Do you want to create a good first reaction? Or do you want to distinguish yourself from the rest? Take care of your digital footprint!
Our first impression used to be a greeting gesture, but this face-to-face interaction is often substituted by digital communication (Boyd, 2014). 98% of generation Z has its own smartphone device and grow up with online search engines, implying a history of many clicks on the world wide web (WWW). All the data and online information that is recorded from your online actions, is referred to as your digital footprint (Buchanan, 2021).
This digital footprint became your new first impression and reputation for recruitment processes (Batchelor, 2021; Boudlai &, Nargesian, 2019). The Covid-19 pandemic accelerated the importance of a great online first impression to get hired. For instance, 90% of the employers take social media into consideration during the recruitment process and even 79% of professional recruiters do reject potential candidates based on online information (Ringel, 2021).
Although your digital footprint could be negatively used, having a digital footprint is important. Wessel Asserts, the founder and CEO of The Marque, stated the following: “These days it is a red flag if you have no online presence, so it is about controlling your digital footprint – not hiding it.” People find it suspicious when there is any information about you on the WWW.
In general, the digital footprint made recruitment a more complex employment process (Boudlai &, Nargesian, 2019). Next to updating your CV, you also should update online reputation. Mainly your social media and search engine results are important. First, delete all unprofessional online appearances, like party pictures. Next, delete all your old accounts to overcome irrelevant information. In addition, ask friends what they could find about you, often you are not aware of all the information that is available.
Especially with the use of AI during recruitment processes it is extremely important that your digital footprint is up to date (Woods, Ahmed, Nikolaou, Costa & Anderson, 2020). AI will not only be able to define if you are perfect match for the company, considering your experience but it can also predict your future performance and outcomes (Sajjadiani, Sojourner, Kammeyer-Mueller, & Mykerezi, 2019). Some companies hire specialized organizations to examine job applicants.
To conclude, next to your CV, make sure that you also update your digital footprint, before applying for a job!
References:
- Batchelor, M. (2021). How your digital footprint can impact your career. Retrieved from: https://www.theceomagazine.com/business/hr/digital-footprint-impacts-career/ Viewed September 16, 2021.
- Boudlaie, H., Nargesian, A., & KESHAVARZ NIK, B. E. H. R. O. O. Z. (2019). Digital footprint in web 3.0: social media usage in recruitment. AD-minister, (34), 139-156.
- Boyd, D. (2014). It’s complicated: The social lives of networked teens. Yale University Press.
- Buchanan, R. (2021). HOW TO BUILD A POSITIVE DIGITAL FOOTPRINT FOR YOUR SCHOOL AND FOR YOUR STUDENTS. The School Leadership Survival Guide: What to Do When Things Go Wrong, How to Learn from Mistakes, and Why You Should Prepare for the Worst, 169.
- Ringle, G. (2021). Advice to job-hunter: keeping your digital footprint clean and lean. Retrieved from: http://hrnews.co.uk/advice-to-job-hunters-keeping-your-digital-footprint-clean-and-lean/ Viewed September 16.
- Woods, S. A., Ahmed, S., Nikolaou, I., Costa, A. C., & Anderson, N. R. (2020). Personnel selection in the digital age: A review of validity and applicant reactions, and future research challenges. European Journal of Work and Organizational Psychology, 29(1), 64-77.
Great article and very informative! I believe that all these recent techniques regarding the use of our social media profiles in the recruitment process comes in opposition to way modern society and norms somehow “enforce” us to upload our every moment and thought online. The social media marketing techniques and all the industries that use these platforms to collect data or advertise, need our information to continue providing us with relevant and attractive products and services. Because of this subliminal peer pressure to keep an up-to-date digital page, when it is time for a young person to apply for a job, there are already so many online entries regarding his/her life, that it’s difficult to manage and delete everything from every related profile. Firms should take this situation into consideration and start judging their applicants using fair techniques. Their motivation, knowledge and work experience should be relevant, rather than a somehow superficial online presence the applicant has come to built over the years. After all, social media are not able to portray our true and unique parts that make us suitable for our dream job.
Great article and very informative! I believe that all these recent techniques regarding the use of our social media profiles in the recruitment process come in opposition to the way modern society and norms somehow “enforce” us to upload our every moment and thought online. The social media marketing techniques and all the industries that use these platforms to collect data or advertise, need our information to continue providing us with relevant and attractive products and services. Because of this subliminal peer pressure to keep an up-to-date digital page, when it is time for a young person to apply for a job, there are already so many online entries regarding his/her life, that it’s difficult to manage and delete everything from every related profile. Firms should take this situation into consideration and start judging their applicants mainly using fair and objective techniques. Their motivation, knowledge and work experience should be relevant, rather than a somehow superficial online presence the applicant has come to built over the years. After all, social media are not able to portray our true and unique parts that make us suitable for our dream job.