Some employers have not yet entered the digital age. However, some are far ahead, and that has consequences for job applicants.
If application documents have to be submitted in writing and by post, five-year high school leaving certificates are scrutinized with a magnifying glass, and the interviewee has no idea what followers are supposed to be – then you’ve probably come across a company that was still in the last century lingers. However, the chances of that are dwindling, because a number of employers are already paying attention to your social media activities.
Cancellation due to online presence: one in five companies manage to make it
Of the Bitkom digital association commissioned a study in which 854 German companies (3 or more employees) took part. It turned out that 19 percent of companies already candidates for their online presence rejected have. Conversely, this means that other points may have adapted (certificate, skills), but perhaps the Instagram or TikTok profile simply did not. “Companies try to get as complete a picture as possible of their future employees. This is also the case for many today a look at publicly available online profiles. Appearance in social networks often reveals more about a person than an application letter or reference,” explains Bitkom CEO Dr. Bernhard Rohleder.
Online appearances will not be alone versus the appellants have used, but can – on the contrary – also the reason for the commitment to be. Bitkom notes that every sixth company (16%) has already hired candidates due to their social media profile.
Instagram and YouTube targeting
Some companies actively seek out potential employees instead of passively waiting for incoming applications. Employers call these methods of recruiting HR “Active Procurement” – is already used by 21 percent of the companies interviewed (a year ago it was only 12 percent). A building block of this is what is called Profile extraction via social media channels (Those: Cutting-edge experts), where in particular company networks such as Xing or LinkedIn are meant here.
According to Bitkom, half of companies (52%) with active sourcing processes also screen potential candidates on other websites such as Facebook, Twitter, Instagram or YouTube. Unsurprisingly, professional qualifications (98 percent) are the top target. But also Statements about your company or competitors can decide on job opportunities (94%). the number of contacts on social media platforms play for most companies nobody important role, only 14 percent are affected. In the end, it is important that the relevant qualifications and the right attitude for the desired job are visible.
