In another article we talked about how nowadays, people with whom we have less contact can attribute a personality, character or way of being to us based on the content we generate in social networks, even if this has a dubious validity.

However, this rating is not only found by people who follow us on Facebook or Instagram. The possibility of getting to know us better through the data contained in social networks has also reached large companies and their corresponding personnel selection departments.

Social networks and selection processes in companies

Social networks are a widely used tool in selection processes , as they provide free information about the person applying for the position. According to the data collected in the fifth edition of the ‘Infoempleo-Adecco Social Networks and Labour Market Report’, 86% of companies consult the social networks of pre-selected candidates before making a hiring decision.

This report includes another piece of information: 47% of candidates with an account or accounts in social networks have been contacted by this means regarding a job offer on at least one occasion. The professional social network par excellence is Linkedin, being the best considered network (67%) in the positive assessment of social networks as a channel for attracting and selecting talent, which rises to 92%.

The location of the profile on the Internet is mostly used in the recruitment phase before starting the selection process, which implies that the information present can be used as a filter to discard or on the contrary to adapt to a certain position.

Mainly we are looking for aspects related to the trajectory and curriculum vitae . However, who knows if in the search of the recruiter to check your trajectory he may find information about your profile that, contradicting your CV, or showing negative comments about former colleagues, confirm membership of extremist groups, political affiliations, high-risk hobbies; or in extreme cases, content that advocates violence, discrimination or promotion of alcohol and/or drug use. In short, content that can go against you if you are actively looking for a job and that everyone can find on the Internet.

Using the Internet for our benefit

However, this presents an easy solution. Even if we think that this information may go against us, we have the capacity to generate content that contributes to achieving those goals that can be achieved by influencing the perception of others.

With a simple review of our name in Google, we can remove all the information that we do not want to be reflected to the public and, at the same time, select and develop the information that we want to be considered in any assessment made by people who look at our profile. Let’s remember the 6 laws of influence of Robert Cialdini that can play in our favor. Since if we do things right sooner or later someone will look for information about us on the networks, we can always transform what is shown into a letter of introduction.

Let’s be honest, social media is here to stay. The power that a person has today when it comes to projecting a first impression , no longer lies solely in the first physical encounter, as was common a few decades ago. Today, the image we give is largely complemented by the walls of our networks and the consequences can be positive or negative.

Everything depends on us becoming aware of the amount of information that can be taken from us today: companies, friends or strangers; and making the decision to review, update and enhance the content that is useful for the objectives we set.

Maybe it’s time to type our name into Google and see what the results are, delete some photos from our past on Facebook or Instagram, or elaborate on content in our LinkedIn profile. The question we should ask ourselves is, how can social networking help me achieve some of my goals?