In this article from QZ.com which details the way social media has changed the world.

The article rightly states

"When social media first came into our lives, the common practice was don’t post anything you wouldn’t want your future employer to see. However, as social media has become more ubiquitous, our personal and professional lives have blurred. Social sites like Facebook, WhatsApp, and LinkedIn have offered ways for individuals to find new jobs using their platform of choice.

Even TikTok announced its own feature to help job seekers find opportunities. More individuals are using social media with the goal of getting employed, showcasing their interests, and creating a digital, resume-like portfolio."

While the CV is king, the way job seekers use social has changed.  Job seekers want to understand what the leadership team is all about, the job seeker is also wanting to understand what culture the business has.  For example, what is the diversity of the Board? What is the companies ESG policy?

Yes, I know that is all on your website, but we all know your website is just a brochure, nobody believes what you say and all your competitors say the same thing.

That's why the modern job hunter uses social for "discovery", which is different from "search".

Quick, easily digestible information is critical

"Social media doesn’t show every waking minute of individuals’ lives (depending on who you follow), but instead can highlight meaningful moments, enticing viewers to learn more. In the same way, resumes don’t represent the totality of a candidate’s capabilities and potential for success. Resumes exist to garner the attention needed to advance a candidate through the hiring process. Unfortunately, traditionally formatted resumes struggle to effectively articulate skills, limiting a recruiter’s ability to evaluate whether a potential candidate has the skills to be successful.

Digital credentials can bring greater reliability and trust to the hiring process. By providing a unified language of understanding to individuals’ hard and soft skills, digital credentials signify verified, data-backed qualifications and provide greater insight into the whole picture of an applicant’s abilities rather than saddling hiring teams with the task of filling in the blanks.

Studies show us that a hiring manager spends on average 6-7 seconds reviewing a resume. In that time, hiring managers need quick, easily digestible insights to help determine if the candidate is qualified to move forward in the process."

Which is why the modern job seeker has a "buyer-centric" profile, they are connected to the relivant people in the company that they want to work for.  This includes the hiring team and people who may influence them.

As the hiring manager and the applicant are connected, you will be able to see the job seekers content and you will see if they have the skills and the digital credibility needed for business today. 

Want to know more about social recruitment, check out my new book

"social selling techniques to influence buyers and changemakers - 2nd edition".

In this brand new edition, I have updated all the text, I have also got 15 practitioners, so people who are doing this already to explain how they are get (practical) business benefit. From the CEO that has been running a digital business for over 18 months to sales leaders who use social selling every day.  

Articles on how these business have and are implementing digital, from Mercer, Telstra Purple, Ring Central, Cyberhawk, Namos, Ericsson, Crux Consulting, DLA Ignite and more.

It's available on Amazon worldwide.  Link to Amazon.com here and Amazon.co.uk here.