Jobvite 2017 Recruiter Nation Report.

Photo courtesy of Pixabay.com

Recruiters like to see candidates sharing their work on social media.

The top three items recruiters like to see on LinkedIn, Facebook, Instagram and other social media platforms when they’re researching candidates are:

  • Written or design work (preferred by 65% of recruiters)
  • Engagement in volunteering, mentoring and nonprofits (63%)
  • Mutual connections (35%)

“We love to look at what candidates are sharing,” says Rachel Bitte, chief people officer at Jobvite. “The overarching theme is this: Are candidates sharing information to brag, or are they sharing information to educate, teach and share things they are proud of and that someone can learn from? If it’s the latter, that is going to reflect well on the candidate.” If you select the right items to share and the appropriate forum, you will present yourself positively, she says.

For instance, when Bitte is researching candidates on social media she will look at what they share about their workplace and their achievements, what topics they have a passion for, and what they are retweeting. Linkedin is a great way to share documents, reports and presentation you’ve created as well as awards you’ve received. Candidates sharing those items get extra points, she says. “Instagram is a fun place to share photos of yourself doing fundraising work,” she adds. “It shows us what you have a passion for.”

And while candidates may be concerned about showing passion for events and organizations that might be considered political, Jobvite CEO Dan Finnigan says the key is to be authentic. You don’t want to pretend you’re not who you are. “Job seekers should put their best foot forward in as many opportunities as they can but, at the same time, we don’t want them to be afraid of being authentically who they are,” he says.

The key, Finnigan says, is to be sure you really believe in what you are saying and doing before you share it on social media. He even admits that there are things he posts on social media that might turn off future employers and collaborators but he recognizes that, if he really believes in something and if that view offends a potential employer, then maybe that company or partnership isn’t the best fit.

His recommendation? “Be honest, and show a half-full, optimistic approach.”

For those who still need a review of what not to post on social media, here are the top eight social media no-no’s, according to the Jobvite study:

  • Marijuana use, 61% of recruiters say this would make them think twice before extending an offer to a candidate.
  • Political rants, 51%
  • Spelling and grammar errors, 48%
  • Alcohol consumption, 35%
  • Showing off wealth or big purchases, 19%
  • Showing too much skin, 16%
  • Limited social presences, 12%
  • Selfies, 7%, down from 18% last year, and 25% in 2015

While selfies were once seen by recruiters as a sign of a candidate being too self-centered, they’re not viewed that way anymore, Finnigan says.

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We’ve all been told not to over share on social media when we’re actively looking for a new job but it turns out there ways to use social media that will impress recruiters, according to the Jobvite 2017 Recruiter Nation Report.

Photo courtesy of Pixabay.com

Recruiters like to see candidates sharing their work on social media.

The top three items recruiters like to see on LinkedIn, Facebook, Instagram and other social media platforms when they’re researching candidates are:

  • Written or design work (preferred by 65% of recruiters)
  • Engagement in volunteering, mentoring and nonprofits (63%)
  • Mutual connections (35%)

“We love to look at what candidates are sharing,” says Rachel Bitte, chief people officer at Jobvite. “The overarching theme is this: Are candidates sharing information to brag, or are they sharing information to educate, teach and share things they are proud of and that someone can learn from? If it’s the latter, that is going to reflect well on the candidate.” If you select the right items to share and the appropriate forum, you will present yourself positively, she says.

For instance, when Bitte is researching candidates on social media she will look at what they share about their workplace and their achievements, what topics they have a passion for, and what they are retweeting. Linkedin is a great way to share documents, reports and presentation you’ve created as well as awards you’ve received. Candidates sharing those items get extra points, she says. “Instagram is a fun place to share photos of yourself doing fundraising work,” she adds. “It shows us what you have a passion for.”

And while candidates may be concerned about showing passion for events and organizations that might be considered political, Jobvite CEO Dan Finnigan says the key is to be authentic. You don’t want to pretend you’re not who you are. “Job seekers should put their best foot forward in as many opportunities as they can but, at the same time, we don’t want them to be afraid of being authentically who they are,” he says.

The key, Finnigan says, is to be sure you really believe in what you are saying and doing before you share it on social media. He even admits that there are things he posts on social media that might turn off future employers and collaborators but he recognizes that, if he really believes in something and if that view offends a potential employer, then maybe that company or partnership isn’t the best fit.

His recommendation? “Be honest, and show a half-full, optimistic approach.”

For those who still need a review of what not to post on social media, here are the top eight social media no-no’s, according to the Jobvite study:

  • Marijuana use, 61% of recruiters say this would make them think twice before extending an offer to a candidate.
  • Political rants, 51%
  • Spelling and grammar errors, 48%
  • Alcohol consumption, 35%
  • Showing off wealth or big purchases, 19%
  • Showing too much skin, 16%
  • Limited social presences, 12%
  • Selfies, 7%, down from 18% last year, and 25% in 2015

While selfies were once seen by recruiters as a sign of a candidate being too self-centered, they’re not viewed that way anymore, Finnigan says.

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