Discuss Identity Management in social media


Managing online profiles is vital for job search.
By Senior News Editor RICK NAUERT, Ph.D.
On July 15, 2013, John M. Grohol, Ph.D., reviewed the material.
As long as users maintain the proper privacy settings, social media platforms are significant for job searchers, according to new research.
It appears that demographics are important for effective media management.
Researchers from Northwestern University found that among young adults, men, Hispanics, and those with less Internet proficiency are the least likely to consider audiences linked to employment when creating their online accounts.
When looking for a job or keeping a job, women, white people, and people with more advanced Internet abilities are more likely to actively monitor their social network privacy settings.
According to researchers, this is the first study to examine how different young adult populations approach online reputation management tactics when doing a job search. It was published online in the journal IEEE Security & Privacy.
“Young people could benefit from understanding the implications of these issues,” stated Eszter Hargittai, Ph.D., the study’s lead author.
Inappropriate photos or comments placed on a social media site could be noticed by an employer and cost you a job opportunity if your privacy settings are insufficient.
It might be difficult to manage the privacy of social media platforms, she noted.
“A site’s settings can change quickly, and if you aren’t keeping track of them and checking in on them frequently, you could accidentally leave parts of your profile open to the public even if you had earlier set them to more restricted access,” says the author.
There may be a need for additional formal training from career service organizations, libraries, and others on best practices for preserving self-presentation online because a sizable number of the young people in our study were at risk in terms of privacy management procedures, according to Hargittai.
Highlights from the study include the following: Whites were much more likely than other races to adjust social media profiles at least once in the past year in anticipation of employers searching for information about them; Hispanics were the least likely to adjust social media profiles with an employment-related audience in regards to the pros; and 34.5 percent of men and 25 percent of women never managed their privacy settings or the content of their social media profiles with respect to an employer audience.
For the study, researchers examined survey responses from 545 diverse young adults who completed a paper-and-pencil survey when they were 21 or 22 years old. One thousand five hundred and seven of them admitted to utilizing social networking sites.
The purpose of the study, which was conducted over the summer of 2012 and disseminated and collected via regular mail, was to determine how closely young adults monitor how they display themselves on social media platforms and how well-versed they are in Internet privacy issues.
For a Northwestern University study on college students and Internet abilities, researchers looked at the same sample of young people who had been interviewed in 2009. They were all first-year University of Illinois at Chicago students at the time.
Several of them were still in college in 2012; the majority had just graduated, and several had stopped attending completely. Ninety percent of respondents stated they were either employed or seeking work right now.
How Your Job Search Can Benefit (Or Suffer) From Social Media
Through Jacquelyn Smith

Today’s job search process heavily relies on social media.
Sites like Facebook, Twitter, LinkedIn, and Google+ enable job seekers to learn more about companies they’re interested in, connect with current and former employees, and instantly learn about job openings, among other things, while enabling employers to get a glimpse of who you are outside the confines of a resume, cover letter, or interview.
Because of this, more than a third of businesses use social networking sites in their hiring process, and half of all job seekers are active there every day.
Hundreds of job searchers were asked via an online survey by career transition and talent development consulting firm Lee Hecht Harrison, “How active are you on social networking sites?” 48 percent of respondents claimed to be very active every day, while 19% stated they log on just occasionally. Another 22% reported using social networking sites just once every two to three weeks or fewer. Only 11% of job applicants claimed never to use social networking sites.
Helene Cavalli, vice president of marketing at Lee Hecht Harrison, says she was “really excited” to learn how many job searchers use social media. We invest a lot of time in teaching job seekers how to create a great social media strategy since we are strong advocates. Although it isn’t the sole method for doing so, it is becoming more crucial.
In a news release, senior vice president at Lee Hecht Harrison, Greg Simpson, said job searchers need to be aware of how recruiters and hiring managers use social media throughout the entire hiring process.
CareerBuilder.com ran a poll last year asking 2,303 hiring managers and human resource professionals if, how, and why they integrate social media into their hiring process in an effort to help job seekers better understand the role that social media plays in their job hunt.
First, they discovered that 37% of businesses evaluate potential employees using social media. This indicates that almost two out of every five employers look at your social media profiles to assess your personality and character, and some even base their hiring decisions on what they discover.
According to Rosemary Haefner, vice president of human resources at CareerBuilder, “Social media is a primary vehicle of communication today, and because much of that communication is public, it’s no surprise some recruiters and hiring managers are tuning in.”
Employers were asked by CareerBuilder why they use social media to study potential employees, and 65% responded that it helps them determine whether the prospect portrays themselves in a professional manner. A little more than half (51%) want to know if the candidate fits well with the company’s culture, and 45% want to know more about the prospect’s credentials. Some stated that they were doing this “to see if the candidate is well-rounded” and “to look for reasons not to hire the candidate.”
You should exercise caution if you’re one of the 89% of job seekers who use social networking sites on a regular basis, occasionally, or infrequently.
Employers that look at social media accounts reported finding information that led them to reject an applicant in a third (34%) of the cases. In addition, 45% of those businesses stated they decided not to hire someone because of signs of drinking and/or drug usage on their social accounts. About half of those employers said they didn’t offer a job prospect the position because of provocative or improper photographs and material posted on his or her site. The candidate’s profile showed poor communication skills; he or she disparaged former employers, made racial, gender, or religiously discriminating remarks, or lied about qualifications, among other factors that led them to decide against offering the position.
(Haefner claims that the hiring process must adhere to fair and equal hiring procedures regardless of the information that is discovered about an applicant and regardless of where it is discovered.)
Make sure the content is beneficial to you if you decide to share it publicly on social media, advises Haefner. “Take down or secure anything that might be perceived by an employer as potentially being unprofessional and share content that positively highlights your accomplishments and qualifications.”
“Make sure any profiles you write are free of typos, the information is coherent and applicable to your industry [or the job you’re trying to land], and your photos present you in a favorable light,” advises Brad Schopp, co-author of How to Find a Job on LinkedIn, Facebook, Twitter, and Google+. By looking at the profiles of other professionals in the same industry, you may confirm the information’s applicability.
According to him, you should also be consistent with the facts you present online regarding your professional past and achievements. ” Never assume that a potential employer will only look you up on LinkedIn. They might also check Google+, Twitter, or Facebook. Although it’s acceptable to modify the content for the site, the tale you tell on each website should essentially be the same. The good news is that hiring managers are searching through your social media pages for material that can give you an advantage as well as for dirt. According to the CareerBuilder poll, 29% of hiring managers noticed anything favorable in a candidate’s profile that prompted them to extend an offer of employment.
In some circumstances, the employer felt they had an excellent sense of the personality of the candidate. Others made the decision to hire because the profile presented a credible image. In some cases, it was because the applicant’s profile demonstrated that they were creative, well-rounded, or had excellent communication skills. In other cases, it was because the applicant’s background information validated their professional qualifications.
This indicates that job searchers shouldn’t merely concentrate on concealing or erasing offensive content; instead, they should work on developing strong social networks and making web profiles that effectively convey their abilities and expertise in the workplace, according to a press release from Simpson. Silent or invisible job seekers online may be at a disadvantage. To boost their visibility and searchability with potential employers, they must participate on social networking sites, he advised.

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Cavalli concurs. “Posting a profile and checking your news feed are insufficient. There are many lurkers—people with internet profiles but no activity or meaningful engagement. You should contribute to social networking networks, take part in group conversations, share your knowledge, and direct people to relevant articles. You must exert effort. Although putting yourself out there can be intimidating, now is not the time to be timid if you’re looking for work.
Here are seven suggestions for using social media to find a job.


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