Google your name! Are you there ?

Online profile is about our reputation and visibility in digital world. Using it as our marketing campaign to create awareness of us, promote and sell ourselves to the employer. Before i start this program, i could not find anything when i typed my full name. Reason behind, i use my nickname and different username all over my online platforms. Now, to create consistency i integrate all my online platforms by using my full name. As a results, i start to have my LinkedIn, Twitter, and WordPress displayed. Still have a long way to go to curate it of course.

Online professional profile is our branding that should be managed strategically. How to impress our recruiters in first 10 seconds and make them find out more about us. Online professional profile developed through several platforms. I’ll divide it into professional network and social network.

LinkedIn now is the most widely used recruitment platform. Here’s one example video on how to manage your profile on LinkedIn

Managing your professional profile on social networks could be tricky as there is a blurred lines between private life and professional life. There are 2 spectrum on this. First, where recruiters don’t believe in checking candidates’s social media as they perceive their privacy or didn’t see the link between personal life and performance. Second, recruiters that will check your social media trace and serious about it. Some candidates try to clear their past online traces or use professional service like BeMyBest. Like what i said on my last post, i chose to create “one brand”, one identity. It is okay to share your bits of life. As long as it is not something negative that will affect others. Eg: JustineSacco tweet. What could be done is to scrape through all our social media platform. Namely Twitter, Facebook, Google+, Blog or even Skype. Keep it private, clean all the unnecessary stuff. Integrate all of them to shows your competitive advantages. Define who you are, what you excellent at, your interest, passion, or connection. Make it easy to access and make yourself contactable.

To be authentic, it should define the true value of yourself. One thing to take note, What posted will always be there. We should be selective on what we post, determine the right amount and the right place to put it as our employer searching for different information through different platform. We don’t have to hide our personal life. It is how we manage it.

[412 words]

References :

Hoffman, Allan. “Job applicant, Beware: You’re Being Googled” (5 November 2015)

Matt (2014) “Curating Your Online Profile” (5 November 2015)

Mark M, Anderson. (2007) “Digital Dirt Derails More Job Searches, As Recruiters’ Use Of Search Engines Increases” (5 November 2015)

Michael (2013) “Job Hunting: How to promote yourself online” (5 November 2015)

Trunk, Penelope. (2007) “Google Guy: Those photos don’t matter as much as you think” (5 November 2015)


7 thoughts on “Google your name! Are you there ?

  1. Hi Silviana! 😊 It’s me again…haha. It’s always a pleasure to read your blog!
    You mentioned: “To be authentic, it should define the true value of yourself.” I totally agree! We have to be honest when building our professional identity online, putting only truthful information about ourselves. Only then can we gain trust from others. I would also like to add on that hobby matters too! You should pick your hobby/hobbies right and include it in whichever platform for your professional online identity. (Check out my blog too!)

    Having said all that, I have a quick question too. Being authentic and honest is important for our online profile, what about creativity? Is’t necessary to show it online too?

    Hope you reply soon! 😉


    • Thanks Jierun. It’s also always a pleasant experience to receive your comment 🙂
      Of course creativity is important. Recruiters nowadays not only looking at our knowledge, skills, and abilities. It is more than that. Including our personality and how creative we are.
      Social media platforms give us broader opportunity to show our future employer our value. We can create a distinct resume through video like what William Morvan did [ ] or we also can show our portfolio online through personal website. Social media also gives our future employer a peek of our personality. Hope my answer helps and i’ll drop by to your blog soon 🙂


      • Wow the video is very innovative! and must be hard to make too…Thank you for your reply and showing me example 🙂

        Since we are on the topic of video CV, just a curious thought, will some companies deem it as too informal? Such as maybe government sectors? Even though it shows a great amount of creativity, will such CV applies to all companies…What are your advise on this?


  2. Hello Silviana!

    One word, NICE! I like how your arguments provide the 2 spectrum of recruiters’ point of view. That gives many a sigh of relief knowing that social media does not equals getting a job.

    Relating back to Topic 2, many of us may have made “multiple identities” be it personal or professional in the past which may not accurately represent us currently. Some identities may even be a fake which makes it difficult for recruiters to determine if they are the candidate they are looking for.

    Which brings me to the question: Do you agree that traditional recruiting methods is better than modern recruiting methods? (Eg: Hiring Internally vs Social Media)

    Hope to hear from you soon! 🙂


  3. Thanks Kai, hope you doing great 🙂
    Yup, definitely a relief and would be nice if our future employer didn’t judge us by our online presence. Maybe they can try to understand and nurture us instead.

    In my opinion traditional recruiting method isn’t better than modern recruiting method. Modern recruiting method is more efficient. It reach to a bigger pool of applicants. While old medium like newspaper advertisement have their geographical boundaries.
    Modern recruiting methods which mainly using internet allow applicants to show the true value of themselves. Compared to old recruiting method which mainly focused on education and work experiences.
    Online recruitment brings more value. Besides cost effectiveness, by scraping through applicant’s different platform we can identify applicant’s passion, personality, or connection. Other than that, social media also allow the applicants to reach out to recruiters. By showing their portfolio or resume online in a distinct way.

    However, efficiency doesn’t define effectiveness. There is a generation gap in modern recruiting method. Slang words or online behavior shown might give a misrepresentation. Thus with great working experiences might also excluded from the selection process because they older terms to explain skills and qualifications [1] After all, the best way of recruitment would depends on the organization’s needs.

    That’s my opinion, how’s yours ? do you agree with me ?


    Liked by 1 person

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s