Am I in danger of losing my job if I make my social media profile visible to career opportunities?
It may be a new year resolution to find a new job, or it may just be time for you to move on and try something new. Either way, you have decided that it is time to move on to bigger and greater things. This could be as a result of a number of reasons. The top 3 that I have seen over my years of recruiting include; there is no room in the business for career and personal growth, you are bored and need a new challenge and you just don’t fit in with the team culture or senior management.
So where do you start as a new job seeker in today’s market?
There are some great posts written on Firebrand Ideas Ignition supporting job seekers in their journey of securing new employment. This time can be quite tedious and stressful. But what caught my attention was this fascinating infographic about how social media networks are the fastest growing form of talent securing new jobs in the US. As the infographic illustrates quite beautifully, being a super social networker on Facebook, Twitter and LinkedIn demonstrates a higher probability of the job seeker securing a job through these channels.
In my opinion, to be a super social networker, you need to be active, relevant and visible to the public and community you are trying to target. Without this form of super social networking, your chances of finding employment through these channels are significantly less.
So, I asked myself the question as a specialist digital recruiter that spends over half my day headhunting specific skill sets, “How much of the digital talent market am I missing out on if talent are not super social networkers?”
I rely on social profiles to be up-to-date with recent roles, responsibilities, achievements and career objectives when I am talent sourcing for Firebrand’s client requirements.
Social networks are not my main source for recruitment, but they do help me access relevant passive talent. As a job seeker, if you do not have an idea of what you want to do in your next role and your social profiles are not up-to-date, I can pretty much guarantee that I will not be making contact with you to discuss that potential next career opportunity or dream job… unless, there is a previous relationship that has developed over time. I would suggest to all talent — make changes to your social profiles and make those profiles visible for agencies and internal recruiters to see. Being a super social networker works on the theory that being invisible to some, means being invisible to all.
Being visible and active like a super social networker however, comes with its risks. Your boss or work colleagues may see your changes on your social profile, and this puts your job security at risk. Well, it did for this particular HR Manager. But I don’t think this is fair.
What gives any employer the right to fire an employee because they have changed a setting or become more active and visible on a social profile? None is my answer to that question.
If there are employers out there (which I am sure there will be), you should use this an opportunity to look within. Why has this employee suggested that they would be interested in career opportunities? What can I as the employer do to try to retain the employee? Because, talent retention is just as big a process as talent attraction, especially in the digital age.Back