5 Reminders For Social Media Job Candidates
Social media and community jobs are a hot commodity right now, and in demand by both employers and job seekers. And there’s no question that social media has changed the way individuals not only look for jobs, but how employers vet potential candidates and consider their qualifications.
If you’re in the market for a role like this, keep in mind a few key things as you respond to openings and opportunities.
1. Social media is an asset, but it’s not a shortcut.
Adhere to protocols that have been established for submitting your qualifications, application, or interest. Most of us have them not just to be a pain in the butt, but because we have processes and approvals of our own that we need to adhere to internally. A heads up that you’re applying is fine, LinkedIn connections are good too or a Twitter follow. But be mindful of the line between making and introduction and presuming a level of familiarity that’s not yet there.
Like most things, the more established your relationship in advance, the more likely that connection is to work to your advantage during a job search (hint: build your networks before you need them). But if you’re not familiar with the person in the hiring role, the social network connection does not suddenly imply an inside track. Work on establishing that connection in a professional and friendly manner online, but while respecting the processes that have been laid out by the company that’s hiring.
The resume may have a different role than it once did, but it’s not quite dead. It’s still the first glimpse many employers will have at your experience and skill set. Supplement that with online content or recommendations as you like, but make sure you’ve still got stuff on paper or PDF that’s polished and professional.
2. Read the job description carefully.
Be sure you have the requisite skills, and be upfront about the qualifications you might not meet. Be mindful of instructions contained therein about submission of qualifications, or supplemental materials you’ll need to be prepared to provide. And most of all, be honest with yourself about whether you really want a social media job.
Job descriptions, when done well, really are written for a reason and with an emphasis on both skills and personality attributes that are needed to suit not only the role, but the company culture and appropriate level of responsibility and authority. They’re usually written to the ideal, meaning some of them are flexible and open to compromise, but the more you can help hiring managers evaluate the potential fit and where your strengths are, the more smooth the evaluation process can go.
Social media jobs might be all the rage, but many still carry with them a level of professional experience (even if it’s transferrable rather than direct) and qualifications that go beyond having a few active online profiles. Being really honest about whether you’re a good fit for the role at hand is better for you in the long run, and sets you up for a great deal more success.
3. Social media moves fast, but the hiring process doesn’t.
In all but the smallest and most nimble of companies, the hiring process is a considered one with many steps and points of communication both internally and externally. There can be multiple candidates, multiple stages of interviews, and approvals and all sorts of things that have to happen within the walls of a company.
Most companies will only contact qualified candidates for interviews, so if you aren’t contacted within a few weeks, a follow up note is great, but don’t keep hammering the company on every social channel (especially in public) seeking a response. If you’ve sat for an interview or two it’s perfectly fine to ask for a status update on that process, but do so in private channels (email works best) and only with the people who have been involved in your interviews.
It’s hard to be patient when you’re eager, but HR processes can move slowly and too much follow up can actually smack of desperation. If you’re a top candidate for a role, it’s a pretty sure bet that the interested company will make sure that you’re in the loop and be in touch. Like it or not, you’ll have to adapt to their timelines, not the other way around. Don’t feel like you’re being well communicated with? That’s something to consider when deciding whether that company is the right fit for you.
4. If you’re on the market, be on your best behavior.
It’s surprising that this still needs to be said aloud, but if you’re a job seeker in the social media realm, your potential employers are going to look at more than the resume you send them. They’re going to check out your blog, your Twitter page, your LinkedIn profile. If you’re currently representing a company online in some capacity, they’ll likely have a look at that too.
Oh, and if you currently have a job? Take care with posting your interest in new roles online lest your current employers be listening. It’s amazing, but it happens. And it doesn’t make anyone look very good at all.
Have a good look at your avatar, bios, the tone and tenor of your posts and content. There’s no question that personal and professional collide online, but that can be good or bad. How would you feel about what you see there if you were the one deciding whether or not to interview you?
5. Culture fit is everything.
You can learn skills or technologies. You can get an education around processes or best practices. But you can’t really teach personality, work ethic, or values if they aren’t already there.
The job seeking process – and the recruiting process – is as much about finding an alignment of ideals and mindset as anything else (at least it is for us). Sure you’ve got to be qualified, but finding a company that suits your personality and attitude is really key, and companies want to find people that feel like they fit. That doesn’t mean hiring clones, but instead finding people with similar values that can grow and adapt with the organization and the people within it.
You can be the most qualified person on the roster but be a disconnected fit from a culture standpoint, and that’s okay. Social media can help both employers and job seekers in that regard; you can take a peek at the companies you’re looking at to see how you feel about their online representation, interaction, and presence. They in turn can get a feel for whether your personal and professional online personalities mesh well with what they’re all about, enough to want to bring you in the door for a closer look.
On that note, social media is a great door opener, but it’ll never replace the in-person interview entirely. There’s plenty we get through non-verbal communication and interactions that just can’t be diagnosed through a computer screen. Keep that in mind as you’re out there looking.
What Would You Add?
If you’re looking for a social media gig, what’s new about the process from how it used to be? What’s the same? What are you finding the most challenging, interesting, or helpful? What would you tell employers about improving their processes?
And if you’re hiring, what are the challenges and opportunities you’re finding as a result of social media? Is it helping, hindering, or both? What advice would you have for those on the job market?
Look forward to hearing from you in the comments.
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