Job Seekers

Do Employers Really Look at Social Media Before Hiring?

Social networking sites like LinkedIn, Facebook and Twitter have become part of our everyday lives. They are a great way to share information, ideas and images, but what you are telling the world about yourself each time you post? If a recruiter were to take a look at your timeline, what might they think?

According to a 2018 survey by US-based online employment website, CareerBuilder, 70% of hiring managers screen candidates’ social media accounts. What are they looking for? First, reasons not to hire you, such as posts about drinking and drug use, discriminatory comments or potential links to criminal behaviour. However, what managers see can also work in your favour and lead to a job offer. Big plus points on social media include evidence of creativity, professionalism and good communication skills. The message is clear: use social media to promote a positive message about yourself.

Obviously, this may be easier said than done, especially if you’ve been tweeting and posting for years without a second thought. Here, however, are a few ideas to polish up your online presence:

Ensure your profile looks professional

Where better to start than with your headshot? On LinkedIn, especially, ensure that you are appropriately dressed for the roles you are applying for. Tidy up your Facebook and Twitter profiles too so that anyone stopping by for a peek comes away with a good first impression.

Clean up your content

Take the time to go over your posts and photos and remove those that could be seen as unprofessional, inappropriate or offensive. If you are especially concerned, consider running a scan through an online reputation management site, such as BrandYourself or Removify. These providers will identify posts, updates and images that may be flagged during an online screening – and will then help you clean them up.

Think about what you are posting before you post

This applies to every social networking site you use. Post photos, information and comments that show you in a positive light. Use your privacy settings, but don’t believe that they will guarantee you 100% privacy. The reality is that your content can still be copied and communicated outside a private group of family and friends. Last year’s rant about your current employer might suddenly rear its ugly head!

Use an alternative channel to share news with family and friends

There are some great apps out there that enable you to share your photos and news selectively with a small group of people. Maybe now is the time to change your social media habits?

Remember, your digital footprint is permanent, so make sure you leave a good one for potential recruiters to find.

At Optimal Recruitment, we are always on the lookout for professional, positive candidates. To discuss current vacancies, please contact one of our team on 02 8416 4181.

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How to Write a Winning Job Description – Tips and Template

When was the last time you sat down and updated job descriptions in your organisation? For many managers, this activity may not be very high on your priority list, but it should be! Well-written, up-to-date job descriptions (JDs) can be incredibly useful documents for setting and managing expectations in many areas, including:

  • Recruitment: Whether you are hiring internally or externally, a job description provides recruiting managers and candidates with a clear idea of what the role entails and what requirements and qualifications are needed. A JD is also an excellent source of information for writing job ads and briefing agencies.
  • Training: A comprehensive job description gives managers and employees an indication of individual training needs based on role requirements. A suitable training plan can then be drawn up to enable employees to perform their job with confidence and skill.
  • Performance Management: When it comes to that year-end appraisal, reach for those job descriptions. You can evaluate your employees against the expectations you have set out, see where they are succeeding, and establish areas for development.
  • Compensation: A JD should provide an indication of the expected salary range for a particular role. This can help prospective candidates to self-select during the recruitment process. It can also be useful for managers when it comes to discussing salary raises, e.g. providing justification for a lower increase if a job holder is not fully carrying out the responsibilities of the role, or not meeting certain requirements.

So, what should you include in a winning job description?

A comprehensive header: State the formal job title, job type, reporting relationship, division/department, work location, salary range.

Job summary: Provide a brief overview of the job’s purpose, expectations and objectives.

Duties and responsibilities: Start with the duties/responsibilities that take up the most time. Use a bulleted list so that content is easily readable; you can also split the list into categories.

Education & qualifications: Provide information on the education level/type and qualifications that are required for the job.

Knowledge, skills & abilities (KSAs): This should be a list of those KSAs that are required for the job. Note that although skills and abilities are often bundled together, there is a difference! Skills are measurable and observable, and may be acquired through training. Abilities are generally innate (and not learned through training). Here are some examples to get you started:

Knowledge: Knowledge of administrative processes, year-end accounting procedures, operational systems

Skills: Proficiency in the Microsoft Office suite, mechanical repair, accurate data entry,

Abilities: Preparing and maintaining records, working in a team, communicating effectively (written and spoken)

Physical/mental demands: Include any information that is specific to the job, such as heavy lifting, climbing stairs, standing for extended periods of time, public speaking, as well as the work environment (e.g. outdoor work, use of hazardous chemicals).

Tools/equipment used: If applicable, include any specific/specialist tools needed to do the job.

Signature: The employee should sign and date the job description to acknowledge they have read and understood it.

We’ve put together a neat job description template that you are welcome to download and complete for jobs within your organisation. Send us an email and we will share it with you. We hope you find it useful!

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