Last evening during the presentation I gave titled “Google is your New Resume” there was some discussion about privacy and your job hunt.
There is a delicate balance between privacy and also being open and available for recruiters to find you on a Google Search.
If you haven’t already Googled your name to see what is already online, you need to do that today. You might be surprised at what is already searchable about you on the Internet.
LinkedIn is NOT Facebook
Now some of the best sites to display you as a solution to an employer’s problem is LinkedIn. What should you share here and what should your make available publically are easily controlled.
First, I never recommend that you put your birthday, martial status or direct contact information on any social site, most of all LinkedIn or Facebook. Plus, LinkedIn is not Facebook. It is a professional networking site where professional conversations take place. Think of the trade show or educational conference level of conversation. You can network virtually with many professionals on LinkedIn creating and reinforcing you as a brand and a solution to an employer’s problem.
Another area I tell members of the OCN to avoid is placing specific days of employment on LinkedIn. Just list the start and end years and only show the past 10-15 years. You can should other relevant skills if you have additional work experience in the Skills section or mention your other dragon slayer stories from past jobs in the Summary if you like.
The OCN is not a strong believer in posting resumes online. especially on nob boards like Monster or Careerbuilder. The local Careeerlink site is not bad as you can restrict privacy settings here and it may help when you HAVE to resort to applying online for an open position to easily include a resume in the application. I say “have to” as anyone that has been a member of the OCN long enough realizes the tactic of applying for jobs online tends to subject yourself to the HR black hole and a computer to basically rule you out as a candidate and not rule you in. You only use this tactic if you cannot find another way to network into the company to by-pass HR and find the hiring manager. Now truthfully some companies will not allow you to bypass HR, but you may be able to find an advocate in the company that will at least talk to HR so your application can get flagged for extra attention. Applying online yield a 5% chance of landing a job, do not invest 80% of your job hunt time on a low yield tactic.
During the presentation on Tuesday (Jan. 27, 2015) I talked about posting your resume to the cloud and then linking it to various social sites. This is a good strategy and one promoted in the book by Nelson Bolles, What Color is your Parachute for 2015. I should add this resume is to be modeled after your LinkedIn profile with no contact information outside of an email address included in the resume. This is a bit different than a resume you would and should customize for applying for a job. That resume needs to have contact information listed. Place only the years of work experience and not specific dates and again only the past 10-15 years of work experience as that is basically what employers are most interested in seeing. The actual application is where you will need to be very specific as to employment timelines.
Balance in Privacy when looking for a job
Bottom line there is a delicate balance you need to employ to have a level of privacy to minimize identify theft. That includes not sharing too much personal information on some social sites, locking down settings so a limited amount of information can be seem, but at the same time being open and searchable for an employer to consider you as a candidate. As I stated from Mr. Bolles’ book, 92% of U.S. employers do a Google search on candidates and 69% will rule someone out based on what they find. There is a balance between being open and also private.
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