A 4 minute read by Allie Blinder, Social Media Manager
With a higher than average growth rate expected for marketing positions, candidates might get complacent thinking that it won’t take much to land a job with such demand. But while expectations for a more sophisticated online presence have grown, in 2017 employers will expect marketing job candidates to have created digital profiles.
Swarm always seeks to attract top talent, and in such a saturated market, everything counts when making a hiring decision. We not only want an employee to be successful with our clients and produce phenomenal work, but we also want them to jive with our company culture. A lot can be derived about a person’s values and interests based on their social channels and resume. “The Hive” values enthusiasm, creativity, ingenuity and forward thinking. We also want you to be you! Creating the right mix of your personality and professionalism online is key for any job search.
Candidate digital profiles will need to encompass:
A single resume that lacks a significant digital profile just won’t cut it. That’s because modern marketing involves so much digital marketing. To be seen and noticed, companies must market across the Internet, heavy on mobile and deep into social. If marketers wanting significant roles cannot even market themselves digitally, then they will get beaten out by candidates who have a stellar digital portfolio to back up their hype.
Having public social channels can also be a double edged sword. It’s important to have your profile be public because a lot of times, it can help you win a job. At the same time, it can also be a major factor in why you were not chosen for a position. Mis-spellings, a profile that doesn’t reflect your professional persona or questionable content can hurt your chances of being selected. You don’t have to make all of your social channels public, but your online presence should present you as an engaged and digitally savvy candidate.
And more importantly…vice versa! Yes, companies are also on audition as marketing job candidates do their research. When competing for talent, companies must display a strong, vibrant online profile. The most talented job candidates will assess a company’s digital profile—from its blog to its social channels—and reject companies that don’t seem to show a serious brand and cultural presence.
In 2017, companies competing for talent need to consider:
Companies (especially larger companies) will also invest more in recruitment marketing technology to help them handle all of this data and filter through potential employees. Marketing recruitment continues to rapidly evolve, and the bar for both candidates and companies grows ever higher. That means you—as a candidate or company—will need to step up your digital game.