A panel of leading London recruitment specialists have said that
a candidate's online presence is becoming increasingly hard to ignore, as
online recruitment steadily becomes the primary means of employing new
staff.
The Financial Times sought the opinions of a number of recruiters on the subject
of candidate profiles, and they said that carefully constructed and monitored
profiles are essential, as they are often the first port of call in the vetting
process.
IT recruitment specialist, Sid Barnes, said, You should view this as an
opportunity to show yourself in the best possible light. An online profile can
say so much more than a two-page CV and include connections and
recommendations.
According to the specialists, LinkedIn is just about the most efficient and
effective online presence to have when it comes to a professional profile.
Social media strategist, Krishna De, said, When people search, results
from LinkedIn come up high in results. When you’re writing your profile think
about the terms people search for.
Potential employers and recruiters do like to see how people come across
in the world and what their convictions and passions are, he explained.
But no one needs to know you can down 20 Sambuca shots or see
compromising photos of you.
Geoff Newman, chief executive from online recruitment agency Recruitment
Genius, warned about what you want contact you want to be public.
“Most candidates would be unemployable if recruiters saw candidates
social and personal Facebook profiles with all the potentially defamatory
material. Whilst it may be illegal for prospective recruiters to view these
profiles, it is almost impossible to prove so always restrict your privacy
settings.”
