Topic 3: Reflection

The idea of having an authentic profile online is one that seems to relate to being a real person behind an account and not just a robot. However, maintaining an authentic online professional profile entails making the most of the social media resources available to us for social recruiting.

Aside from what I learnt in my own research, the work of others made me look at the prospect of a professional profile online more personal, in terms of how I can improve my existing accounts and even create now ones.

From reading Rachel’s blog post, I considered the importance of having consistency on all my social media accounts in order to be taken more seriously as a professional. This is something that I first came across in my research on Topic 2, where having the same image on each account was beneficial for being identified easily.

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However, this blog post and the subsequent discussion took this further in terms how important it is for being considered as a serious candidate and to clearly demonstrate what my identity is online.

Through the discussion that followed from Ausaf’s blog post, I saw the benefits of social recruiting, more from the perspective of employers. I hadn’t considered that there were drawbacks of using the CV application process in terms of the number of employers received. By being able to directly contact or scout possible employees online, a company for example, doesn’t have to rely on how many people will see an ad in a newspaper. From a self-reflective point of view, after discussing Ausaf’s personal experiences and what the benefits of LinkedIn are, I have learnt that my research has proven true and it is beneficial as a networking tool, which is something I would definitely find advantageous.

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[jetsetshow] (2010, June 29) 7 Steps to Building Your Online Identity. (Video File) [Date Accessed: 19 March 2017)

Featured Image: Self-produced

My comments

Rachel’s blog

Ausaf’s blog


Topic 3: Authentic Professional Online Profile


In a nutshell, social recruiting is a strategy that’s used to hire candidates by looking through social media networks as a talent agency. On platforms such as LinkedIn, companies can scout eligible candidates for recruitment without having to use the traditional methods of newspaper advertisements or agency placements.

This method can be beneficial for both employers and potential employees. More employers will be able to save money by joining the “33% of recruiters” (Jobvite, 2014:12) who spend nothing on social recruiting. Also, both employers and employees can save the time and stress of rigorous interview processes by handpicking candidates online and doing a ‘social screening’ to determine their suitability for a role.

Screen Shot 2017-03-12 at 18.50.56

Figure 1: Visual representation of two types of recruitment 


Here are some tips I’ve compiled from videos and posts on how to make optimum use of social media to create an authentic professional profile:

Figure 2: Click here for slideshow presentation on how to get a job through social recruitment


The main problem is that in a sense, your social media accounts are constantly being watched before and possibly after you’ve been hired. This was the case for Justine Sacco, who made a post ridiculing her chances of contracting AIDS on a trip to Africa, resulting in her getting fired. However, this is not an isolated case, and social media posts have caused other employees to get dismissed:


Discrimination is another problem. For example, there are only “2 percent Latino members” of the “15.4 percent Latino” (Belicove, 2010) population in the US are registered on LinkedIn. Looking solely at social media excludes a large chunk of people who are not social media users but could be perfect candidates for the job.


With all this in mind, the question is: how can we express ourselves freely on social media? The problem with using social media is that we’re becoming so reliant on it, its purpose is somewhat being lost. Revis (2015) highlighted that “we’ve begun to eliminate the most powerful thing about sharing platforms”. We nolonger use it “for meaningful social debate” so we don’t have to “risk our livelihoods on what we believe in” (Revis, 2015). In my opinion, social media should be a place where people can express themselves freely, contributing to why multiple online identities are necessary, as stated in Topic 2.

However, can we authentically express ourselves if we know that every post could cost us a job offer?

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BBC (2013, December 18). Job hunting: How to promote yourself online. (Video File) [Accessed: 12 March 2017]

Belicove, M.E., (2010, April 10) Pitfalls of Using Social Media as an HR Tool. Entrepreneur. [Accessed: 12 March 2017]

Harris, L., (2014) Using social media in your job search. The University of Southampton Web Science MOOC. [Accessed: 12 March 2017]

Muyanja, L., (2017, March 4) Topic 2: Multiple Online Identities. WordPress. [Accessed: 12 March 2017]

Jobvite (2014). Social Recruiting Survey Results 2014. [Accessed: 12 March 2017]

Revis, L., (2015, July 22) Social Media & Censorship: Freedom of Expression and Risk. Huffington Post. [Accessed: 12 March 2017]

Ronson, J (2015, February 12) How One Stupid Tweet Blew Up Justine Sacco’s Life. NY Times. [Accessed: 12 March 2017]

Tapscott, (2014, October 30). Five Ways Talent Management Must Change. World Economic Forum. [Accessed: 12 March 2017]

The Employable (2014, October 28). How blogging can help you get a job. [Accessed: 12 March 2017]

The University of Southampton (2014, August 8). LinkedIn. (Video File) [Accessed: 12 March 2017]

[Listopedia] (2016, January 23) 5 Tweets That Got People Fired. (Video File) [Accessed: 12 March 2017]

Featured Image: Pixabay

Figures 1 & 2: Self-produced