Best social media Profile Forward
Order ID | 53563633773 |
Type | Essay |
Writer Level | Masters |
Style | APA |
Sources/References | 4 |
Perfect Number of Pages to Order | 5-10 Pages |
Assignment 1: Put Your Best Profile Forward
Anyone who views your social media profile will think it’s you. Profiles can be used for a variety of purposes, including keeping in touch with friends and sharing information with relatives. Others, on the other hand, may represent you to a network of professionals, which may help or impair your career path. Human resource professionals today look at more than your résumé to see if you’ll fit into their corporate culture; it’s becoming commonplace to conduct an online search of applicants. The majority of us have an online presence, which may have been developed by others, such as your company’s website or being mentioned in a newspaper or school newsletter. There’s not much you can do about how others portray you. However, you are in charge of how you show yourself. When people look at your online profile, who do they see?
You will learn how to review online social media profiles and how the content of profiles might affect your career future in this assignment. You have the option of evaluating the sample profile or creating your own online professional profile.
To get ready for the assignment, do the following:
In this week’s Notes and Readings, read White’s piece, ‘Will your Facebook profile sabotage your job search?’
Consider the results of your online self-search from this week’s Discussion.
Examine the Professional Profiles media for professional profile examples.
Review the Walden University privacy rules to learn more about the university’s online policies.
Instructions for the assignment:
EITHER Option A or Option B must be completed.
Evaluation of Sample Profiles (Option A)
You’ll look at some sample student profiles, evaluate them, and provide suggestions for how to improve them.
Use the ‘Professional Profile Guidelines and Rubric document-Option A’ in this week’s Learning Resources to review and analyze at least two of the sample online profiles.
Explain your scoring for both profiles in detail.
By the seventh day,
Review and analyze the profiles in a 1- to 2-page essay. Would you hire these two applicants if you were a recruiting manager reviewing these two profiles? Why do you think that is? Make specific ideas regarding how the profiles should be improved, referencing the assessment rubric in the Professional Profile Guidelines and Rubric page.
Is it possible that your Facebook profile is sabotaging your job search?
Text in its entirety
Listen
Accent in the United States
Accent in Australian English
With a British Accent
Section:
Career Guidance
KEYWORDS: CAREER STRATEGIES, CAREERS AND THE WORKPLACE, AND FACEBOOK
Philip Roth is a well-known author.
St. Mary’s College
For recruiting managers, Facebook, Twitter, and their ilk are digital catnip, but this addiction isn’t a harmless buzz: According to new research, what’s in our profiles has little influence on how successfully we do our jobs, despite the fact that many recruiters believe it does.
What is social media? It’s something that everyone in HR is doing. According to a survey conducted by recruiting software business Jobvite, 93 percent of recruiters are inclined to check at a candidate’s profile when filling a position. More than 40% have reassessed a job candidate based on what they saw on social media, and 60% say bad grammar or punctuation, as well as four-letter words, make them think negatively of the applicant.
“For some reason, there’s this desire to think it’s related” when it comes to profiles and performance, says Philip Roth, a management professor at Clemson University. “Companies are scrutinizing social profiles to screen out prospects and determine whether or not a candidate will fit into the company culture. What you write or tweet can influence how recruiters perceive you, both positively and negatively “Last year, Dan Schawbel published an article in TIME.
“The problems that go along with that logic,” Roth continues, “seem very serious to me.”
The appeal of utilizing social media sites like Facebook to monitor what job candidates say and do when they’re not working is the ease with which it can be done and the impression that it provides a real-life window into someone’s unguarded thinking. “It’s simple,” Roth claims. “The data is simply too enticing.”
The trend, as well as the notion that what people express online correlates with what they do in the job, can be attributed to a mistaken faith in technology’s ability to deliver better insights than the low-tech approaches that preceded it, according to Roth.
“People also look at it through a technological lens — technology is great, let’s try it — but if you look at it as an employment test, it should have an established track record of predicting job performance,” he says. “If anything works, it should have a track record of success. There isn’t a track record for social media.”
(READ MORE: Why Can’t New College Grads Get Hired?)
Roth discovered in a new Journal of Management article that while there is a lot of data on how much social media is used in hiring, there isn’t much research on how well it’s used. Employers are moving ahead, assuming that a job candidate with a Facebook profile full of hard-partying photographs and no capital letters or commas, for example, will not be a competent worker.
This assumption is completely incorrect. Roth and main author Chad Van Iddekinge of Florida State University found no link between present job performance and what kind of employees recruiters expected these people would be based on Facebook profile ratings in another Journal of Management research. “We had recruiters make forecasts,” Roth says, “and the empirical correlation was basically negative.”
Part of the issue is that there isn’t really a standard for evaluating a Facebook page in this way, so HR people have to guess or go with their intuition, which isn’t a solid approach to judge jobworthiness. Taking what people say on Facebook at face value is a risk, as anyone who has a Facebook friend who is prone to embellishing the facts (which is probably the majority of us) knows.
Other arguments exist for why using social media as an ad hoc screening tool isn’t a smart hiring technique.
According to Van Iddekinge and Roth, “there was evidence of subgroup differences in Facebook ratings that tended to favor female and White applicants.”
The authors speculate that the abundance of personal information in Facebook profiles “may drive decision makers to rely on biases” as they try to figure out what’s significant and what isn’t. Roth compares the use of profile material to forecast work performance to the use of credit checks by some employers, a practice that has been outlawed in some states.
According to Roth, images and “likes” can reveal information about an applicant’s ethnicity, religion, and other protected classes. He also believes it has the potential to sway the election in favor of or against elder candidates, who are less inclined to use social media.
People can put their personalities on show on sites like Facebook, but hiring managers make a significant error by evaluating the profile rather than the person.
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By [Author]
TIME, LLC, TIME, LLC, TIME, LLC, TIME, LLC, TIME, All intellectual property rights are reserved. Without permission, no part of this work may be reproduced or redistributed.
References
M. C. White, M. C. White, M. C. White, M (2013). Is it possible that your Facebook profile is sabotaging your job search? 1. Time.Com https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=a9h&AN=91976641&site=ehost-live&scope=site retrieved from https://search-ebscohost-com.ezp.waldenulibrary.org/login.aspx?direct=true&db=a9h&AN=91976641&site=ehost
Professional Profile Guidelines and Rubrics (Option A)
When creating a professional profile, there are several rules to follow in order to present yourself in the most flattering and professional light possible. To current and potential employers, your profile should highlight your talents and expertise.
Employers frequently consult profiles in order to gain a better understanding of a candidate. You should add crucial elements, but you should also consider the quality of each item in your profile. Employers may not directly rate profiles, but they do set criteria for evaluating them. We want to be detailed in our lesson and allow you to check for the proper things as well as the extent to which you achieve them. It is beneficial to look at examples of profiles or your own profile and rate them while learning. Following the directions, you’ll discover actual grading rubrics for evaluating the sample profiles. Assume you’re a recruiting manager reviewing these profiles to determine whether or not to hire a candidate.
The following should be included in professional profiles:
Content
Personal stuff that is appropriate (not over sharing personal details or giving too much family info)
Only professional content is allowed (not hobbies, trips unless they support your profession)
Grammar and mechanics that are appropriate (may use Grammarly to help)
Resume
Profession-appropriate length
Dates are correct (No overlap and any gaps explained)
Contains sufficient detail to illustrate employment tasks, responsibilities, and initiatives
Visuals
Visually appealing (i.e., not too busy/noisy)
It appears to be well-organized and simple to read.
A professional-looking profile photo is included.
Include a “action” image from the job or accomplishing appropriate duties that reflect the resume or new position objective, if possible.
Rubric to Evaluate a Candidate using their Professional Profile
Sample profiles can be found under the Media area of the Week 5 Resources page. Use this rubric to evaluate the candidates and then follow the directions on the instructions page to type up your review, including:
Please Note: YOUR assignment will be graded using the standard Assignment rubric for our class. The Rubric below is for your use on the sample profiles and in developing your submission.
Candidate Name: | Points
Scale |
Points Earned |
Overall feel of Profile:
• Shows interest in field • Demonstrates a sense of being a good employee • Is professional • Doesn’t include too much personal stuff or controversial material • This is sort of putting a score on your “gut instinct” from viewing the profile and whether you would hire the candidate (be cautious of unintentional bias here) |
0 – 20 | |
Resume:
• Has work history, education, and other appropriate content. • Is updated, relevant, and persuasive. o Appropriate length o Correct dates- no gaps o Detail for job tasks/responsibilities |
0 – 20 | |
Content:
• Demonstrates an understanding of a portfolio and contains appropriate content. • Contains content that reveals aspirations and professional competencies of the author. • Overall impression is welcoming for a prospective employer. |
0 – 20 | |
Visual Aspects:
• The use of images enhances the content. o Professional + professional “action” shots if possible o Not too busy or visually noisy • The visual material creates an additional layer of information for the reader. |
0 – 15 | |
Professional Presentation:
• Correct spelling, punctuation, and grammar throughout. • Well-organized, easy to read, enjoyable. |
0 – 15 | |
Total:
|
90 |