Social Media in International Markets
Are you aware that recruiters in Expat locations are more likely to use social media to vet your profile?
The rules of international job searching have changed. CVs and cover letters are not the be-all and end-all anymore. Social media and possessing a positive online presence are now crucial aspects to consider to stand out in a competitive job market. If you are interested in landing work and succeeding in a foreign destination, then you need to change your international job search strategy.
Why is it important to adapt my Social Media Strategy?
In many ways, it is rational that social media has become such as vital clog in the employment process. Consider this scenario: You are a Human Resources professional who must expunge hundreds of applicants vying for a single position. You also don’t have the luxury of meeting the candidate face to face if they’re not in the country. You would have to use any tools available to narrow the candidate pool down to the ten to fifteen applicants that are worth interviewing. After all, many of these applicants have similar educational and professional backgrounds, considering the position they are contending for. This is quite a daunting task.
One of the best tools at the HR professional’s disposal to do this is through social media; this is because is such an integral part of people’s lives. Human Resources managers can easily turn to Twitter, Facebook, LinkedIn, and Google to find out more about applicants. These managers can gain a better view of an applicant’s personality and mannerisms. The information available on profile pages and in posts made can provide great insight into if applicants can fit well into a company’s corporate culture. “The networks help firms understand candidates in terms of their career graph, areas of interest, educational qualifications and professional network,” says Deepak Jain , a senior vice president for Wipro. Social media networks also quicken the hiring process by helping companies promote relationships with potential candidates.
This is even more important for companies hiring foreign talent. New hires with foreign backgrounds have to not only deal with company culture compatibility; there must be consideration towards cultural compatibility in general. Employers must carefully consider if applicants have any publicly demonstrated signs that an applicant may not function well abroad. For instance, what if an applicant demonstrates strong negative political views about the region on Facebook or Twitter? Does this applicant seem like a strong fit for a position stationed in that area? Would he/she be more of a potential liability than another candidate who does not make such comments? While such concerns are not, and should not be, the driving force between hiring and not hiring particular individuals, it certainly can be a caveat that can make the difference between several similarly qualified applicants.
Social media was constructed to bring people closer together, to make interaction more accessible. It has certainly succeeded on that account. However, this also has resulted in providing greater access for employers to survey potential hires. Now that that bridge has been constructed, it is up to prospective job hunters to make the most of the opportunities it can provide. Use social media tools in an appropriate fashion, and you’ll have one more instrument to help land that dream job overseas.
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