According to new research from the International Career Institute, Human Resources (HR) professionals still rank the traditional resume as the most valuable recruitment tool. A survey carried out with over two hundred HR representatives showed that regardless of the growing popularity of social media platforms such as LinkedIn, the majority of employers still consider them a secondary resources for assessing candidates’ suitability. Although half of the participants admit to utilising social media during the recruitment process, thirty-nine percent predict it is improbable to replace the conventional resume. Paul Tiogson, Senior Lecturer at the International Career Institute, thinks that this is in part due to the leaning on digital modes of communication which limits the capacity for detail.
“Resumes provide job applicants the chance to incorporate a more relevant and specific outline of why they are best appropriate to a particular position, or tailor their CV for a specific opportunity,” said Tiogson. Though the reliable three-page document maintains its first place position in recruitment, it has also never been more crucial for job seekers to keep abreast of the growing digital landscape. Tiogson added, “The expansion of social media has increased the number of channels at an employer’s disposal, and consequently job seekers need to make sure that they are presenting a professional profile across the board – both online and offline.”
With International Career Institute research’s indicating that close to half of HR professionals are using social media to source talent, it is evident that a polished social media image could very well be the competitive edge in being successful in a job application. A digital resume is an opportunity to increment your paper credentials – to receive employer or colleague endorsements, enlarge your networks and still be informed of new employment prospects. But this enhanced exposure does come at a price. Basically explained, you never know who is looking at your online profile, which makes it extremely essential for job seekers, as well as those currently employed, to pay a lot of attention to their online footprint.
Awareness about this fact is vital as it could make the difference between getting and not getting the job you are after. “Positive or negative impressions can be formed by a potential employer by just simply ‘liking’ a certain group on Facebook or complaining about a company that has provided bad customer service to offering seemingly harmless points of views in online discussion forums. Candidates need to consider how their behaviours online may damage them,” said Tiogson. Ultimately, the International Career Institute emphasizes that job seekers should make an effort to find a balance between their digital profile and traditional job application when searching for new employees. On the other hand, candidates need to search and look at their profiles both online and offline if they want to secure positions for which they are applying for.
Gladys Mae serves as the General Manager and Head of Student Services at the International Career Institute. Gladys holds a degree in Mass Communication - Broadcast Media from the University of San Jose-Recoletos. She joined ICI in 2010 and has over the past 12 years been instrumental in providing leadership and guidance to staff and students alike. Prior to joining ICI Gladys led a multifaceted career with key roles in the banking and business process outsourcing industries.
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