Analyzing Social Media Profiles' Impact on Job Seeking in 2017

This report examines the critical role of social media profiles in job seeking, particularly in 2017. It highlights how platforms like LinkedIn and Facebook are used by recruiters to assess candidates, emphasizing the importance of a strong online presence. The report discusses the transparency of social media, allowing recruiters to easily access and evaluate applicants' profiles, comments, and critical thoughts. It also references scholarly research on the topic, including the potential for social media to minimize employee attrition. While acknowledging the potential for misinterpretation of online behavior, the report underscores the significance of social media in shaping a candidate's impression and influencing hiring decisions. The report concludes by emphasizing that recruiters consider both the content of the profiles and the candidates' online behavior, making social media a crucial aspect of the job-seeking process.

Running head: SOCIAL MEDIA PROFILES AND JOB SEEKING
Social media profiles are a critical component of job-seeking in 2017
Name of the Student
Student ID
Name of University
Author Note

2SOCIAL MEDIA PROFILE AND JOB SEEKING
Social media has become one of the most important devices to build a strong connection
with the public in every sphere of life. Constructive usage of social media does not only provide
ample opportunity to an individual to get in touch with the greater number of people but also
facilitates them with an expressive platform. The most important factor for the individuals to
utilize broader platform of social media has been proper understanding of the key components
and elements within it (Roth et al.,2016) . In the content marketing sectors, social media has
been playing an important role to ensure future career of the candidates as many of the
companies are found to approach to the write-ups published in different social media. Social
media has not only created a plinth to connect people of similar fields, but has also provided an
opportunity to the employers to easily look in to the profiles of their choice.
According to Iddekinge, Lanivich, Roth & Junco, 2016), the recruiters often find
Facebook an important platform identifying two important aspects in a positive manner. The
usage of social media has become quite transparent and farer as the recruiters can effectively
follow the chronicling details of the applicants with the effective understanding of the process
(Van Iddekinge et al, 2016). The scholars have also agreed to the fact that it minimizes the
attrition level of the employees. However, it can be contradicted that Facebook rating can hardly
provide any firm idea pertaining to the firm working profile of an applicant for the job (DeCamp,
Koenig & Chisolm 2013). Virtual world does not give a proper and succinct idea pertaining to
the capacity of the application of the candidates of their ideologies and philosophies. The
behavioral pattern in this case can be negated since this particular criteria does not imply the act
of real life implementation.
According to Philip, Chad & Iddekinge, social media has been saturating our society in
every single aspect. According to the authors it dilutes the quality of employers’ perception to

3SOCIAL MEDIA PROFILE AND JOB SEEKING
judge a particular candidate. However, it can otherwise be observed that social media eases the
process of observation. Since this has been taken into thorough observation that social media like
Linkedin has been quite impactful in determining the profiles of the candidates, there is a clear
understanding of the fact that this has to be taken into certain consideration pertaining to the fact
of the entire case (Scott, 2015).
Coming to the contemporary trend of 2017, it can be stated that the individual profile
demonstrated through the social media such as Linkedin and Facebook becomes quite critical in
terms of creating a certain impression with critical thinking. Through social media, the recruiters
do not only look into the critical factors of how the candidates behave or how the curriculum
vitae is relevant and contextual to the chronicled history of the social media usage of the
candidates, but they also delve into the detailed action and process of comments and critical
thoughts of the candidates through the posts.

4SOCIAL MEDIA PROFILE AND JOB SEEKING
Reference:
DeCamp, M., Koenig, T. W., & Chisolm, M. S. (2013). Social media and physicians’ online
identity crisis. Jama, 310(6), 581-582.
Roth, P. L., Bobko, P., Van Iddekinge, C. H., & Thatcher, J. B. (2016). Social media in
employee-selection-related decisions: A research agenda for uncharted territory. Journal
of Management, 42(1), 269-298.
Scott, D. M. (2015). The new rules of marketing and PR: How to use social media, online video,
mobile applications, blogs, news releases, and viral marketing to reach buyers directly.
John Wiley & Sons.
Van Iddekinge, C. H., Lanivich, S. E., Roth, P. L., & Junco, E. (2016). Social media for
selection? Validity and adverse impact potential of a Facebook-based
assessment. Journal of Management, 42(7), 1811-1835.