{"id":143956,"date":"2018-12-14T06:15:53","date_gmt":"2018-12-14T11:15:53","guid":{"rendered":"https:\/\/www.ict-pulse.com\/?p=143956"},"modified":"2018-12-13T19:43:40","modified_gmt":"2018-12-14T00:43:40","slug":"social-media-activity-impact-hired","status":"publish","type":"post","link":"https:\/\/ict-pulse.com\/2018\/12\/social-media-activity-impact-hired\/","title":{"rendered":"Does your social media activity have an impact on whether you get hired?"},"content":{"rendered":"

We all know that in developed countries, employers tend to research job candidates\u2019 social media activity when trying to fill a position. In the Caribbean, and based on recent articles published in Jamaica, the practice may not be as clear-cut. Here, we highlight a few considerations that may point to the impact of social media activity on recruitment.<\/em><\/p>\n

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In The Gleaner newspaper in Jamaica last week, there were two separate articles discussing whether an individual\u2019s social media postings can affect their employment prospects. Based on the views expressed, it appears that the jury is still out.<\/p>\n

In one article<\/a>, the President of the Jamaica Employers’ Federation, David Wan, was of the view that an individual’s qualifications and experience were still the core deciding factors, and Jamaican companies were less inclined to consider the individual\u2019s social media presence (and content) in their hiring decisions. Mr Wan noted that since Jamaica\u2019s labour pool was relatively small, particularly for senior or specialist positions, employers may not be in a position to be too choosy, and thus tend to focus on the basics, which are qualifications and experience.<\/p>\n

On the other hand, and for some Jamaican employers, job candidates\u2019 social media presence is an important consideration in the recruitment process. For example, at Digicel, and according to Elon Parkinson, the firm\u2019s public relations and communications manager, it is interested in a job prospect\u2019s social-media usage.<\/p>\n

As part of our overall vetting process, we may check a prospective employee’s social-media presence. Oftentimes it’s the LinkedIn profile that could give us additional information about the person’s professional background…<\/p><\/blockquote>\n

(Source:\u00a0 The Gleaner<\/a>)<\/p>\n

Although not achieving consensus. the two articles provide some useful insight into the role social media might be playing in the recruitment process among Jamaican organisations. \u00a0Having reviewed the articles, we offer our own thoughts on the impact an individual\u2019s social media activity might have on his\/her job prospects.<\/p>\n

Qualifications and experience are still key<\/h3>\n

Off the bat, it is important to emphasise that possessing the requested qualifications and experience for a particular job vacancy, tend to be crucial in order to be shortlisted for an interview, or for further consideration. If you do not satisfy the basic job requirements, but somehow you have a very active and positive social media image, the odds are your application will not go much further.<\/p>\n

Essentially, the requested qualifications and experience can be thought of as gating criteria in the recruitment process. Once those have been satisfied, all of other skills, experience, hobbies, etc., you possess, and similar to your social media presence, would be secondary, and consequently, can enhance (or undermine) the professional image you are trying to present.<\/p>\n

One\u2019s social media presence may be more important in positions or companies that have some visibility<\/h3>\n

Second, it is likely that the extent to which companies might research a job prospect\u2019s social media activity may be related to the position for which s\/he is being considered, and the nature and overall visibility of the firm. Factors that could trigger a closer examination of a job candidate\u2019s social media presence might include:<\/p>\n