The economic situation has improved rapidly in many parts of Europe and the whole world. For the first time in nearly ten years it really feels like the depression is finally over and companies’ and people’s belief in the future is very strong. Also, the common atmosphere and the state of will in companies is very different than what it was even just a couple of years ago. Now companies and their management have the courage to make decisions, investments, recruit new employees and grow.
All of this are very positive news for all of us in our work life. Whenever companies are looking for growth, new interesting opportunities are opening up all the time for the job markets. Moreover, when the views are better and the atmosphere is positive, as employees we can be braver or even take small risks when changing jobs. Now we don’t have to be afraid and play it safe. It is known that getting a new job is not so challenging anymore, especially if your know-how and personal brand are in good shape.
Most of the jobs are rolling between companies and its employees through their own networks. Social media sites like Facebook and LinkedIn have become the next important channels. Personal networks and social media are often used at the same time, which means that sometimes it’s hard to make a difference from which channel the finding of the right person has happened, if it even matters to anyone.
How the new job or employee has been found is not so relevant. Instead, more important is to understand what kind of people usually receive the most interesting job offers and contacts.
There’s one thing in common almost each and every time: They have a very good personal brand. A good personal brand doesn’t necessarily mean that you’re known by everyone. In other (read: small) industries it is also enough to have your own name and skills known inside the industry. However, a good personal brand is in today’s world quite often referred to the fact of how the person is presented in different online channels; in other words, how good their “online presence” is.
You can think about which one the recruiter will contact first when there are two CV’s of quite equal applicants open on the computer. Both of the CV’s are generally fine, but the other applicant has also highlighted several online channels where the recruiter can get more information. In the CV, there are links to the LinkedIn and Twitter profiles in which the person is able to further display their skills, personality, interests, hobbies etc. in a very interesting and visual way. In addition to this, the person has added a link to their Instagram profile in the Hobbies & Leisure part of their CV. This is how the recruiter immediately learns a lot about the candidate and sees the things the applicant appreciates outside the work life and how the leisure time is spent.
Using these links and social media, the candidate doesn’t just stand out better but gives a chance to the recruiter to connect with them in a much better way. At the end of the day, when the competences, skills and experience are all there, it’s all about emotions and how to affect those when someone is making the important decision.
Teemu is a Director of InHunt World and has been working in recruitment and headhunting industry since 2009. Teemu is from Finland and came to Spain in 2014 to set up and open new headhunting offices in Madrid and later in Barcelona. Since 2016 Teemu has been focusing to design, create and run the new InHunt World International Headhunting Network which already covers over 30 countries.