A Briefing Report On The Relevance of A Digital Profile As An Employability Tool

A briefing report on the relevance of a digital
profile as an employability tool

Background/Introduction
A digital profile is an easily accessible range of information about a specific
person, relating to LinkedIn, social media, past work experience and other
general information. (Open University, 2015) This report aims to outline the
purpose and effectiveness a digital profile offers as an employability tool for both
the employee and for employers. The report will also highlight the reasons for
and against the development of an online digital profile, by showing the
advantages and disadvantages for both the potential employee and the
employer. In addition to this there will be evidence of current research into what
academics and other corporations views are on digital profiling and their
methods of employing new staff. Concluding this report there will be several
recommendations on the topics that have been discussed throughout.
Current Research
At this present time digital profiles seem to be significantly growing, as it is a
cheaper and easier way of assessing individuals quickly as they do not have to be
called in for a formal interview until a later stage, therefore saving time and
money (Nobscot, 2015). This can be understandable from the employers point
of view as they can therefore rule out a proportion of applicants for a potential
job before they even meet them.
On the other hand it has been suggested that the potential employees should
create themselves as a brand in order to sell themselves to employers. By
developing themselves as a brand, candidates become more attractive, as it can
potentially entice the employer into hiring them. Adding to the idea of branding
digital profiles, it is important to include the correct information, which will act
as bait for the companies to look for rather than generic information, that others
would have in order to stand out from the crowd. (The Guardian, 2011)
Current Benefits for Employees/Students/Employers

Tombrakos (2012) states that there are seven reasons why, as an individual, one
needs a digital profile. These include the importance of first impressions on-line
as it gives you as a student/potential employee the chance to be made virtually
memorable, as they are easily accessible. Secondly Tombrakos (2012) states that
managers and corporation HR departments are searching names of potential
candidates on sites such as LinkedIn, in order to gain a substantial knowledge on
who they are to going to be interviewing. Skeels and Grudin (2009) also
acknowledge the importance of LinkedIn, claiming it is a perfect storm for young
professionals. Such as a site like LinkedIn acts as a stepping-stone as it enables
graduates to get their name out there in order to seek potential employers. In
addition to Tombrakos (2012) first two points, she also lists five more reasons
on the importance of having digital profile. She continues by insisting that if an
employer is unable to find the applicants LinkedIn account that there is a red
flag, or something to hide, casting doubt into the applicants chances of
employment. The remaining four points are; the fact by having a digital profile
increases the professionalism and formality of a digital profile, a digital profile is
a reflection of achievements as well as professional work and qualifications, it
gives the graduate/employee the chance to tell their own story in the manner in
which they want it to come across and how one can use their profile as an asset
to creating themselves as an individual brand. The concept of an individual as a
brand is similarly stated in The Guardian (2011) a personal brand is both more
profound and subtle.
From the employers point of view digital profiles are also extremely beneficial as
it allows them to view applicants before physically meeting them in person. In
addition to this it also makes the recruitment process quicker as they can rule
out applicants by just viewing their online profile before wasting time and
money. This benefits the company as digital spaces allow increased open
communication through anonymity and the eradication of real world
boundaries (Labrecque, Markos, Milne, 2011). This emphases how without
these boundaries, online profiles can blossom under the fact that they are
beneficial to the employer as communication is made easier, consequently
making it less costly for the organisation.
However, from the employers perspective having a digitalised workforce can
also benefit business, as employees are able to share their knowledge and
experience with their other colleagues. (Caan, 2014)
Current Problems from Employees/Students/Employers

With the internet being so widely accessible and open for free information,
graduates and potential employees need to be careful what they put on their
social media and professional websites, as it can effect their employability
chances, as many organisations search the internet in order to find information
about applicants. (Van Idekkinge, Lanivich, Roth and Junco, 2013) This clearly
poses a possible problem for student/graduates and potential employees, as they
have to grow significantly aware of what they are posting and what information
they are releasing in order for them to protect their opportunities of
employment. In addition to this there is nothing that screams more accurately
who you are than a facebook page (Meinert, 2011). This therefore shows how
careful applicants need to construct themselves through digital online profiles
even, personal ones as they are looked into as well. On the other hand this could
potentially also be a risk for the employers themselves, as their employees may
have offensive or incorrect information about themselves on their digital profiles
which could damage the way they the corporation is viewed in the public eye,
consequently harming their corporate reputation.
Furthermore, employers face the damaging consequence that their staff may
have a lack of experience in viewing online profiles (Fishaw, 2014) meaning they
may miss out on information that differentiates applicants from one another,
which in the long run could be potentially damaging if they were to hire the
incorrect person.
In addition to these problems it could be argued that they are reflected by; 56%
of adults surveyed dont actively think about the consequences of their online
activities (Microsoft, 2014). This indicates how just over half of adults could be
making damaging actions online without considering the potential consequences
for future and current employment.
Conclusions and Recommendations

Evaluating both the reasons for and against digital profiles, it is a very large and
diverse way for individuals to make themselves appeal to employers. However
by making the applicant appeal to employers both through written application
and then evidence of a digital profile it enhances the applicants appeal as it
comes as an addition. Although the employer may not directly ask to see a digital
profile, the employer may still look up information about the job applicant. There
is a risk if an applicant doesnt have a digital profile as they are then possibly
missing out on giving added information that potentially would not be suitable to
submit in a job application. This highlights the benefit of an up to date, clear and
relevant LinkedIn account. This can enhance the chance of employability as it
clearly outlines qualifications, achievements and experience. This would hugely
benefit a graduate/applicant as it enables the applicant to put more information
about both their work and personal life which employers would be interested in,
therefore recommending that a LinkedIn profile could significantly aid
employability. On the other hand this may prove to be a disadvantage as, the site
could be misleading, and not truly reflect the work that the applicant has actually
done. Furthermore, another recommendation would be to add significant
information that makes the profile memorable, to stand out from the crowd. By
doing so it enables the applicant to stay in the memory of the potential employer,
and removing rivals from the recruitment process. However by making, the
digital profile memorable, the applicant needs to be aware that too much can
make the profile look week and lacking professionalism which could therefore
damage there employment chances.
This report introduced the relevance of a digital profile and how it could aid
employability. It presented the benefits and problems for employees, graduates,
students and employers, through examples of current research. By doing so it
highlighted the opportunities faced when using digital profiles as well as the
threats and risks an individual can create by creating an online profile of
themselves.
References
Caan, J. (2014). Ask James Caan: How do I use social media effectively?. [online]
The Evening Standard. Available at: http://www.standard.co.uk/business/markets/askjames-caan-how-do-i-use-social-media-effectively-9835296.html [Accessed 6 Jan.
2015].
Fishaw, J. (2014). 3 Reasons Why Your Social Media Profiles are Dead. [online]
Digitalsherpa.com. Available at: http://www.digitalsherpa.com/blog/3-reasons-whyyour-social-media-profiles-are-dead/ [Accessed 6 Jan. 2015].
Guardian Jobs, (2011). Building your personal brand from scratch: a guide for
graduates | Guardian Jobs. [online] Available at:
http://jobs.theguardian.com/article/building-your-personal-brand-from-scratch-aguide-for-graduates/ [Accessed 6 Jan. 2015].
Johnson, E. (n.d.). How To: Brand Yourself. [online] SUCCESS. Available at:
http://www.success.com/mobile/article/how-to-brand-yourself [Accessed 6 Jan.
2015].
Labrecque, L., Markos, E. and Milne, G. (2011). Online Personal Branding:
Processes, Challenges, and Implications. Journal of Interactive Marketing, 25(1),
pp.37-50.
Meinert, D. 2011. Seeing behind the mask. HR Magazine, 56: 31-32, 34, 36-37
Nobscot.com, (n.d.). Online Interviews Save Time, Knowledge, Money.. [online]
Available at: http://www.nobscot.com/about/why_online_interviews.cfm [Accessed 6
Jan. 2015].
Microsoft, (2014). What does your online image project about you?. [image]
Available at:
http://www.microsoft.com/presspass/ImageGallery/ImageDetails.mspx?id=a7d430989d32-4fff-87f4-8ba6ed2fb20e [Accessed 8 Jan. 2015]
Peters, T. (1997). The Brand Called You. [online] Fast Company. Available at:
http://www.fastcompany.com/28905/brand-called-you [Accessed 6 Jan. 2015].
Skeels, M. and Grudin, J. (2009). When Social Networks Cross Boundaries: A Case
Study of Workplace Use of Facebook and LinkedIn.
Thewindowsclub.com, (n.d.). What is online reputation - management and tips.
[online] Available at: http://www.thewindowsclub.com/online-reputationmanagement [Accessed 6 Jan. 2015].
Tombrakos, J. (2012). 7 Reasons You Need A Vibrant Digital Profile. [online] Forbes.
Available at: http://www.forbes.com/sites/85broads/2012/11/30/7-reasons-you-needa-vibrant-digital-profile/ [Accessed 6 Jan. 2015].
Van Iddekinge, C., Lanivich, S., Roth, P. and Junco, E. (2013). Social Media for
Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment.
Journal of Management.
Www2.open.ac.uk, (n.d.). Digital footprint - Careers - Open University. [online]
Available at: http://www2.open.ac.uk/students/careers/job-seeking/digital-footprint
[Accessed 6 Jan. 2015].

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A briefing report on the relevance of a digital

profile as an employability tool

Current Benefits for Employees/Students/Employers

Current Problems from Employees/Students/Employers

for future and current employment.

Conclusions and Recommendations

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