Advertisement

How to Prepare Your Personal Brand for a Job Search

How to Prepare Your Personal Brand for a Job Search
From Recruiter - September 14, 2016

Youve likely seen the term personal branding in blogs and articles as youve been preparing for your job search, but you may not be entirely certain what it means. Personal branding is how a candidate packages their skills, background, experience, and public persona in order to market themselves to potential employers.

A strong personal brand image could mean landing the job of your dreams, while a poorly maintained onecould hurt your chancesor even worse, get you disqualified from consideration entirely.

Because finding and keeping a job is all about marketing yourself properly, its a good idea totake a minute to read up on a fewkey points regarding how toboost your personal brand:

Clean Out Your ClosetYour Social Media Closet

The first place employers look after theyve seen your resume isyour social media presence.In fact, a recent survey from CareerBuilder found that 60 percent of employers research candidates on social networking sites. Thats an 8 percent increase from last years survey.

Companies want to know that theyre hiring people with character and integrity, so you want to make sure that everything you post on the Internet casts a positive light on yourself.

Employers also pay attention to the ways in which your social media activity reflects poorly on you. Your conduct on the Internet can have some serious negative consequences on your job search: In CareerBuilders survey, 49 percent of the hiring managers who said they screen candidates on social media also said theyve found information in their research that has led them to decide not to hire a candidate.

Some of the content that most commonly causes hiring managers to shy away from a candidate includes:

- Provocative or inappropriate photographs, videos, or information46 percent of hiring managers said theyve not hired a candidate after finding these things on their social media accounts

-Information about a candidate drinking or using drugs43 percent

-Discriminatory comments related to race, religion, gender, etc.33 percent

- Candidate bad-mouthed previous company or fellow employee31 percent

Advertisement

Continue reading at Recruiter »