Jobseekers: 5 Tips To Stand Out Online

Jobseekers

Online recruitment systems and social media have allowed organisations to target a wider pool of talent than ever before. This has created greater competition for jobs. So how do candidates stand out from the crowd in this online world? I have helped many major companies improve their recruitment processes, and in this article would like to share some tips for helping candidates understand the application process better.

1. Mobile Revolution

With almost half of UK Internet users accessing the Web from mobile, companies are rapidly adapting their recruitment process to be ‘mobile compatible’. It’s easier to search and apply for jobs on the go. But, when using mobile, job seekers must remember that they are applying for a job not texting their friends. Don’t let bad ‘mobile habits’ of sloppy grammar and slang slip onto any application or communication.

2. Social Media

Social media has changed the recruitment process for organisations and applicants. LinkedIn acts as a shop window for potential employers, but companies will also check prospective employees on other social media sites such as Twitter and Facebook. Social media presence is a candidate’s own personal PR machine, providing the opportunity to show what kind of candidate you are before the employer meets you. Having the opportunity to shape someone’s opinion of you is a rare chance and certainly one to capitalise on.

3. Keywords

Think keyword. Analyse job postings for keywords and incorporate them into your résumé. Review at least six job postings in a specific field to find keywords that consistently appear. Keyword analysis also gives job seekers a good idea of the skills high on a hiring manager’s agenda. These are also likely to be the keywords that Applicant Tracking Systems (ATS) search for when going through their database of résumés’. By incorporating these keywords into a CV, candidates increase the chances of you reaching the interview stage.

4. Blog

To stand out online, candidates need to do more than just have a Facebook or LinkedIn account. Some organisations view bloggers as the Internet’s thought leaders. If you can establish yourself as an online authority in your chosen field, you will be one giant leap ahead of other online candidates who are doing the bare minimum. Your blog demonstrates your forward thinking, your passion to the industry and provides an insight into how you tick.

5. Video Interviews

Be prepared for video interviews. Companies are increasingly moving towards video interviews as part of their recruitment process, with a set of automated questions to test the candidate’s verbal skills, character and time keeping. This helps companies narrow down the candidates invited for further screening or face to face interviews. The video interview looks to determine if a candidate has an understanding of the company, the role, and relevant experience. But remember these are interviews with no human interaction. So the time allocated to each question is fixed. Prepare ahead, avoid umming and ahhing and dress for an interview to get in the right frame of mind.

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Charles Hipps

Charles Hipps, a graduate from Oxford University, is founder and CEO of WCN and has worked with many large and small-sized organisations across a wide variety of industry sectors on e-Recruitment. A handful of the organisations Charles has worked with include Marks & Spencer, Barclays, IBM, PWC, HM Revenues & Customs and The Home Office. Charles established WCN in 1995 funding it from his previous business, Analysis & Supplies, until the floatation of WCN on the stock market in 2000. Prior to this Charles worked for 5 years in Europe, Asia and the US as a Management Consultant with Booz Allen & Hamilton supporting leading global organisations in developing their business strategies. Charles also regularly speaks at seminars and conferences about best practice in e-Recruitment. As CEO, Charles is responsible for the day-to-day running of WCN.