By NyRee Ausler

here is a meme that reads, “I don’t want to go outside. It’s too peopley out there.” As funny as that sounds, there are people in our society that prefer to be alone.

We might call them introverts, loners, antisocial or shy, but the common theme is that they prefer their own company over that of others. They are people who hate people, essentially.

Being a person who dislikes being around people can limit your career options, but despite what you may think, there are a ton of paying jobs for people who prefer to work alone. Your personality doesn’t have to limit your job opportunities.

Below are jobs that you can do without changing your social behaviour. You just might find the perfect job for yourself.

1. Video Editor

Video editors spend hours at a time going through footage and combining clips into a masterpiece. This job requires a lot of quiet, alone time and is perfect for people who hate people.

2. Graphic Designer

Like a video editor, a graphic designer does editing, too. They edit existing images for public consumption and create them based on business needs. This job is a solo venture.

3. Accountant

If you have a love for working with numbers and organizing finances, a job as an accountant might be ideal for you. You get to spend all day with numbers instead of people!

4. Auditor

An auditor is someone who follows paper trails to resolve issues and ensure compliance. This position is ideal for someone who wants to be left to their own devices.

5. Veterinarian

If animals are your thing, although people are not, a career as a veterinarian may be just right for you. Also consider a dog walker, an animal trainer, groomer, or breeder.

6. Computer Programmer

A computer programmer codes and creates websites. In addition, they make computer applications that save users time and money. This is a lucrative career to get into.

7. Content Manager

If you enjoy strategically creating content that amplifies a company’s brand, a job as a content manager may suit you well. Editorial calendars, publishing, and writing are among the duties.

8. Drafter

Is drawing your thing? Do you love to put the puzzle pieces together to create beautiful structures? Look into a job as a drafter where you can design buildings or machinery.

9. Writer

Writing requires a lot of alone time and downtime. But it also means you have to be imaginative, creative, be attentive to detail, and self-motivated. If this is you, look into a career as a writer.

10. Editor

Every writer needs a good editor to make sure their words make sense. There are several different editing jobs, including proofreading, copy, line content, or structural and developmental editing.

11. Engineer

If you are interested in being an engineer, the first step is to get your bachelor’s degree in computer science. It’s a secure career and a good way to keep an introvert busy and engaged.

12. IT Manager

Computer security is a field that will always be in demand. If you like learning every aspect of the software programs people use, an IT manager is a great field for you.

13. Librarian

By nature, libraries are quiet, so an introvert would find a job as a librarian a perfect fit. You get the opportunity to learn all about books and be around people who do the same.

14. Social Media Manager

If you are more comfortable interacting with people virtually, you could make an awesome social media manager. You can communicate with others without having to be in their presence.

15. Researcher

If the thought of finding answers to complex questions excites you, a job as a researcher might be what you are looking for. History or science lovers would do well in this field.

16. Tradesperson

There are many skilled trades that require specialized expertise but limited human interaction. This includes laborers, plumbers, and electricians. These jobs can be pursued through the local union.

17. Voice Actor

If you like reading out loud and have a compelling voice, you should consider becoming a voice actor. You can do this as a part of a publishing company or as a freelancer.

18. Blogger

Blogging is the same as writing except that it’s on your own platform and you control the narrative. As a blogger, you can join other platforms or simply get started on your own.

19. Archivist

If you happen to have a master’s degree in archival science, a career as an archivist could be just what you’re looking for. You get to dive deep into history and organize the details.

20. Mortician

Maybe you don’t like being around people but are okay with the dead. As a mortician, you can make decent money and spend most of your time alone, except for meeting grieving family members.

As you can see, not being a people person does not have to stunt your career growth. You just need to find the right path for your unique personality.

Feature Image Credit: Jacob Lund via Canva

By NyRee Ausler

NyRee Ausler is a writer from Seattle, Washington, and author of seven books. She covers lifestyle and entertainment and news, as well as navigating the workplace and social issues.

Sourced from Your Tango

By Lida Citroën

I get it. Social media can feel like a waste of time. It seems to be all about self-promotion and reads like a popularity contest. If you’re in a job search or looking to grow your career after the military, how necessary is it to be active online?

Here, we’ll look at the pros and cons of being on social media while in a job search.

Cons of Social Media During a Job Search

It seems every day we hear about another influencer, celebrity or peer who’s made an online gaffe and landed themselves in career hot water. The negatives of being online include:

1. Mistakes can happen and, when they happen online, they’re public. An ill-placed post, comment or photo shared online can go viral quickly. Trolls may respond and use your comment out of context. This is terrifying. To ensure you don’t fall prey to online mistakes, it’s important to monitor your behaviour, relationships and conversations. This all takes time.

2.  It takes a lot of time to establish your online presence, build a following and become known for the values and contribution you can offer. How much time? That’s up to you. But if you simply build a LinkedIn profile and wait for job offers to roll in, you’re being naïve. Instead, the more you engage with others, form meaningful connections, post content that’s valuable and show your expertise and passion, the more your social media efforts pay off. 3. You must share to get found. During your time in the military, it likely served you best to keep a low profile. Now, it’s tempting to want to keep things close to the vest and protect your reputation, goals and career aspirations. But if you’re hidden from recruiters and others who might want to know or refer you to others, this could prove challenging to your career.

While not having an online presence doesn’t mean you won’t find a job, you will need to consciously put more effort into other self-marketing efforts. Your in-person networking, visibility and executive presence will need to be amplified to get the attention of potential employers.

Pros of Social Media During a Job Search

Why should you embark on an online strategy and routine practice during a job search (or when growing your civilian career)? Here are some reasons:

1. You become findable. Today more than ever before, recruiters and hiring managers scour online profiles to find potential candidates, evaluate them and appraise their value, skills and talents. Your online profiles can show you in a professional, polished and appropriate way to the companies you want to attract. Being found online makes it easier for recruiters to see what you focus on, what you’re passionate about and how you interact with others. These insights help them decide whether you could do the job and whether you’d fit in with the company’s culture.

2.  You can focus on specific jobs and employers. Using targeted keywords, filters and networking makes it easier for the right employers to find your profile for the right job. Discover the right keywords by reading job descriptions, talking to colleagues and doing online research. When your online profiles match up with keywords employers are searching, they find you! 3. You can control the social media platforms you engage on and how you show up. After you exit the military, your online strategy should be refined to build and grow your civilian career. Consider each social networking platform for the value it offers you to connect with your target audience, position yourself authentically and in line with your personal brand goals, and provide you the opportunity to share, contribute, serve and receive benefits. Not all social media platforms are the same.

Then, you can position yourself with intention and strategy, marketing yourself and your skills. When you approach social media armed with a plan, you’ll be intentional about where you show up online, how you interact, the content you share and with whom you connect.

While you’ll give up some privacy by being found online, you likely will find that you have a lot of control over how you appear, what you say and what others can learn about you. This can prove valuable for employers, customers and networking contacts to get to know you before having a conversation. Over time, these powerful online connections can provide you with insight for your career, mentor and counsel you around your transition, and help you build the civilian job skills you’ll need to succeed.

Before you decide you don’t need to be on social media to find a job or grow your career, check your assumptions and have a clear reason why. You will likely be asked about your decision as you move through your civilian career.

— The author of “Success After Service: How to Take Control of Your Job Search and Career After Military Duty” (2020) and “Your Next Mission: A personal branding guide for the military-to-civilian transition” (2014), Lida Citroën is a keynote speaker and presenter, executive coach, popular TEDx speaker and instructor of multiple courses on LinkedIn Learning. She regularly presents workshops on personal branding, executive presence, leadership communication, and reputation risk management.

A contributing writer for Military.com, Lida is a passionate supporter of the military, volunteering her time to help veterans transition to civilian careers and assist employers who seek to hire military talent. She regularly speaks at conferences, corporate meetings and events focused on military transition.

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By Lida Citroën

Sourced from Military.com

By Alex Christian

Private online communities for like-minded professionals are growing in popularity – and they’re being used by employees to land their next role.

In 2015, David Feinman joined a new community of digital marketers on Skype. “It was 200 people bouncing ideas off one another,” explains the Pennsylvania-based video-advertising agency owner. “The founder had originally wanted to figure out an SEO [search] problem, so he brought a bunch of SEO workers into one group and had them work on it. After they solved the issue, people brought up other problems to fix; before you knew it, it was a superpower group.”

The community switched to messaging platform Slack. Membership soon swelled: thousands of workers began joining. Today, Online Geniuses has 40,000 digital marketers from all over the world. “We have different Slack channels for any type of digital marketing topic,” says Feinman, now a partner and moderator of the group. “Every day, people will share their questions, ideas and projects they’re working on; if you have a problem, you can be unstuck in minutes.”

Online Geniuses also acts as a job board, with a dedicated hiring channel. “Yesterday, we had six vacancies posted,” says Feinman. He estimates up to 40 roles are shared on the network every week, with members giving one another a “heads-up” on the latest opportunities at their companies. Contract work is also available. “It can be task-based, where someone is looking for a specific expert to run analytics, and the person who’s done it 200 times before replies and gets the work.”

Being part of the group can give candidates an edge when it comes to hiring: job-seekers can effectively receive an employee recommendation from within their network or have a head start in the hiring process based on their post history. “Members can make a name for themselves in front of thousands of people, just by helping others out,” says Feinman. “We have digital marketers from some of the biggest companies in the world as the peer group.”

Personal referrals resulting from networking are often more likely to be hired – Lauren Thomas

Today, there is a growing number of private channels like this that enable professionals to network, problem solve and enhance their careers. Many of these are on Slack, with tech workers particularly utilising the collaboration tool they use every day at work to form online communities. Employees in these networks may increase their chances of landing their next role by forming connections that could potentially fast-track their application, rather than applying via a more traditional recruitment process or platform.

The benefits for these workers seem obvious. But access to closed groups, and their job-seeking opportunities, is ultimately decided by those who control them. As technology’s role in recruitment thrives, and demand for employees in certain sectors continues to flourish, these private networks are set to become a more ingrained component of the labour market going forward – with wider implications for the workforce writ large.

‘The hidden job market’

Networking and fostering professional relationships have long been key components of a career. So, in some ways, private job networks are nothing new.

Lauren Thomas, European economist at company-reviews website Glassdoor, based in London, says these types of communities have existed in previous guises. “These groups for people with similar professional backgrounds and interests are the online equivalent of inviting your acquaintances to the pub to discuss job opportunities: they’re like virtual networking sessions.”

Employers have also long taken advantage of these evolving communities, continues Thomas, as it allows them to widen the search for their ideal candidate. “From the classified section in newspapers, to websites and now social media to promote opportunities: every time a technological advance in communication has happened, employers have made use of it.”

However, these efforts may have ramped up following the hiring crisis, leading to a spike in vacancies being shared on private networks by employees and hiring managers. “Personal referrals resulting from networking are often more likely to be hired,” adds Thomas. “And with current labour shortages, employers are desperate to hire and are looking for any edge they can.”

Recruiters move with the times - and will tap into whatever technological or communications advances occur (Credit: Getty)

Recruiters move with the times – and will tap into whatever technological or communications advances occur (Credit: Getty)

Kathy Gardner, of remote job-site FlexJobs, based in New York City, describes these closed groups as part of a new “hidden job market”: a career opportunity not always posted across job boards, social media or company websites. “While this market once heavily relied on employee connections at a given company or word of mouth,” she adds, “advancements in tech and virtual tools have helped create new ways of carrying on the same concept.”

The rise of remote working has also boosted the growth of membership-based online groups. Feinman says with fewer opportunities to network in person, employees are looking to do so online instead. “Those that work remotely have lost that ability to have co-workers in their workspace. So, these communities are a super-powerful way of seamlessly connecting over a workday.”

For workers granted access to these communities, they not only have a network they can leverage to chat with peers and share knowledge – they also have a job-seeking tool they can utilise at will. “People will look for different specialties within our channel, freelance out work or offer a full-time job,” says Feinman. “Tons and tons of jobs have been exchanged within our community.”

The wider implications

Thomas believes these private online communities will continue to flourish and become a more ingrained part of job seeking. She says it speaks to a wider trend in how technology is being used in hiring. “It allows both sides of the market to evaluate more potential matches.”

While employee referrals have always been a way for candidates to fast-track their job applications, closed groups may have unintended consequences. “Although these online communities are being utilised by some workers, many others don’t know these groups exist,” says Carly Mednick, chief operating officer at New York-based recruiting company Monday Talent. “There can be a general lack of awareness.”

Tons and tons of jobs have been exchanged within our community – David Feinman

Increasingly, recruiters may tap into these networks as a hiring resource. “It’s something we’d absolutely consider,” says Mednick. “That said, there can be questions around diversity with invite-only channels. There can be a barrier for people who aren’t able to get into these communities because although they may be qualified, they may lack the connections to get into the group if it’s ‘exclusive’.”

A closed group means membership ultimately falls under the control of its moderators: the gatekeepers who decide whether an employee can be in a network. Online Geniuses has a 15-person team that runs its community. Feinman says while there is a mix of junior- and senior-level employees, around 25% of applications to the group end up rejected on the basis they don’t work within digital marketing. “We have a three-week manual vetting process with a waitlist of a thousand people at any given time. We constantly review profiles to ensure the group has a high quality. If anyone spams or doesn’t provide value, they’re removed.”

However, Feinman adds that access to the community is relatively straightforward and not exclusive. “If you’re in digital marketing, it’s not that hard to get in. It’s important to have people within that discipline and career so you end up with a group of people doing work that you can learn from. We want it to be the future of education for digital marketers: having a strong job network is simply a bonus.”

Bonus or not, the hiring crisis has shown workers will always be looking for better ways to find jobs – and that employers will always be looking for better ways to find good candidates. With the labour market still tight, these ‘whisper networks’ are likely to prove advantageous to both sides going forward.

“The use of these types of platforms for job postings speaks to how the market is shifting from more formal to more casual modes of communication,” says Thomas. “It’s no surprise both employers and employees see this as a complement to their current job search portfolio.”

Feature Image Credit: Getty

By Alex Christian

Sourced from BBC Worklife

By Jessica Yun

Customer service specialists, digital marketing experts, data scientists and cyber security specialists are among some of the jobs that will see pay increases over the next five years, according to recruitment experts.

Despite chronic wage stagnation in Australia, certain job sectors – like healthcare, trades and government – are currently experiencing salary growth, and tech skills, soft skills and business know-how will be prized.

COVID-19 has also accelerated the growth of some industries; for example, those in aged care, the disability sector, and mining and infrastructure are seeing notable pay increases.

Tech skills are still #1

Thanks to COVID-19’s acceleration of remote work and the digitisation of the workplace, those with digital and technological skills will be in greater demand over the coming years.

“When it comes to salary growth, technology jobs are in a stronger position compared to many other positions in the market,” Robert Half director Nicole Gorton told Yahoo Finance.

Businesses across all industries are investing more heavily into artificial intelligence and robotics, she said.

With the international travel ban still in place, hiring managers are struggling to fill specialised IT roles.

“Both these forces are placing upward pressure on tech salaries as companies compete for the right talent to help them prepare for the future of work.”

Nearly 7 in 10 chief information officers surveyed by Robert Half said they were willing to pay more to secure top talent in IT.

“With the trend likely to continue for the next few years, we expect roles such as cyber-security specialists, DevOps and cloud engineers, as well as front end software developers to show the strongest salary growth, even though they’re not necessarily projected to be the highest salaries in the market,” Gorton said.

Data scientists will also be rewarded for their expertise and specialisation, she added.

Hands holding australian dollars 50 banknotes. Finance and payment concept.
Hands holding Australian dollars 50 banknotes. Finance and payment concept.

Soft skills, business acumen in high demand

But soft skills such as communication and emotional intelligence – will be well-remunerated in the coming years, too, according to Adecco Australia managing director Kelly Van Nelson.

“The ability for employees to deal with uncertainty, pressure, and to continue working at their best during tough times is what will set them apart from the rest,” she said, highlighting resilience as a particularly important quality.

But the rare workers who combine both tech skills, business acumen and soft skills will be the true winners. For example, financial planners and business analysts that can help businesses navigate a post-pandemic world will be in a stronger position to negotiate salaries, said Gorton.

“By 2025, it’s expected that the highest earning roles will be those which have evolved to leverage new technology to enhance a company’s capabilities and competitiveness in the market.

“In other words, jobs that break down the barriers between IT and other business functions, combining technology skills with commercial mindedness, a high degree of business acumen, and niche expertise.”

Traditional departments such as finance, marketing, and HR will prize new hires that also have tech skills, she added.

“Candidates who can enhance the value of their expertise and experience in these fields by developing knowledge of different systems, proficiency with data analytics tools, and their ability to implement and manage systems upgrades are likely to be on a path to the most highly rewarded careers in 2025.”

According to Robert Half and Adecco Australia, these are the jobs that are seeing the highest salary growth:

  • Software Developer
  • Sales Representative
  • Project Manager
  • IT Administrator
  • Customer Service Specialist
  • Digital Marketer
  • IT Support
  • Data Analyst
  • Financial Analyst
  • Graphic Designer
  • Cyber-security Specialist
  • DevOps and Cloud Engineer
  • Front End Developers
  • Data Scientist
  • Financial Planning & Analysis

Feature Image Credit: Getty

By Jessica Yun

Sourced from yahoo!finance

By .

The Chartered Institute of Marketing (CIM) has interviewed 344 of its members to discover their priorities as lockdown eases. Brands treaded carefully during the pandemic and, it appears will continue to do so, with brand reputation being the priority for most.

The survey ran between July and August. With brand equity the focus over recent months, sales figures are a side-concern for the majority of marketers.

The Drum explores the research here.


  • Brand reputation remained the number one priority for six in 10 respondents, while sales-based activities were sidelined.
  • The communication of employee and public safety messages came in at number two.
  • Online sales were the highest-ranked of sales promotional strategies, emerging as a top priority for 15% of marketers.
  • Discounts and promotions to increase product sales and footfall was a “very low priority“ for the vast majority of marketers (73%). Only 2% said it was their top priority. Generating in store footfall was only a top priority for 3% of marketers.
  • Things have been tough. One in 10 (9%) of the respondents said that they had been made redundant; a fifth took a pay cut (20%) and that they had (17.5%) taken an enforced holiday. One in six (17%) said they had been placed on furlough during the period of the pandemic.


  • Chris Daly, chief executive of the Chartered Institute of Marketing, said it is reassuring to see reputation ranked first despite the very clear commercial difficulties right now.
  • “It is clear that the UK marketing community is not prepared to sacrifice short-term gain for long-term pain,“ he added.
  • He was concerned at a lack of confidence in promotional activity however: “Marketers have worked hard to maintain customer engagement during lockdown. As restrictions now ease it is key they make the most of this opportunity to help drive the recovery we are all hoping for.”
  • What state will the industry be in once the furlough period ends? The survey included estimates of the size of the UK marketing industry. It is estimated to employ 415,000 staff, 37,000 redundancies are expected and 83,000 are taking pay cuts.
  • However, good news may be around the corner. 87% of marketers felt confident or very confident that the marketing sector would bounce back after Covid-19.


Sourced from The Drum


This post is part of TED’s “Build Back Better” series, featuring thought leaders and change agents evaluating our systems and practices to create a more sustainable, efficient and just world. To see more ideas from the series, go here.

What will the world — and specifically, the world of work — look like over the next decade?

While most of us are content to guess, there are other people who are actively figuring it out and their findings and educated assumptions could help us all prepare for the future. Among them is Ben Pring, IT futurist and cofounder of Cognizant’s Center for the Future of Work, which tracks trends across technology, business and society.

Practically every industry in the world has been forced to adapt due to the COVID-19 pandemic and ensuing lockdown and economic fallout. It’s an understandably disorienting time — but it’s also one in which new careers and jobs are emerging.

“If you can position yourself and acquire the right skills, there’s a lot of opportunity, certainly if you’re a tech-centric person,” says Pring. “There’s a huge explosion of education and training material available to every one of us. Why not take advantage of that? There’s so much you can learn.”

So, which new jobs will be created in the coming years? Which jobs have already been invented in the last three months?

Here are 10 potential career paths that could become highly relevant, according to Pring.

WFH (Work From Home) Coordinator

During lockdown, millions of people had to quickly learn how to set up their home office, manage their schedules, and interact with their children and family members without getting distracted. These challenges could be made easier with a guide or assistant. “For big businesses who are suddenly scrambling to manage a huge explosion of people from home, this is becoming a dedicated role,” says Pring. This coordinator needs good managerial skills in order to support a company’s collaborative culture and morale, while also helping employees maintain their productivity.

Virtual Sound Mixer

If a baseball player hits a home run but there’s no one in the stands to see it, does it still make a sound? Thanks to the work of virtual sound mixers, the answer will probably be yes. Pring noted that European soccer leagues have been the first sports teams to come back, but their stadiums are empty due to social-distancing concerns. But while watching a recent match, he noticed that the empty stadium was far from quiet. To give it a sense of atmosphere, the producers added sounds that were sophisticated and relevant to what was happening. “I could imagine the sound engineers doing that real-time mixing,” says Pring. “Five weeks ago, no one ever thought of that job.”

Voice UX Designer

Where do you think Alexa gets all her answers? Someone has to write dialogue for voice-activated devices, and demand for this already-existing job could be accelerated by our current reality, says Pring. As people want to touch fewer items around their house and in public, they’ll be turning more and more to voice-activated gadgets. This job is good for playwrights, creative writers and journalists who can script human-like conversations.

Telehealth Facilitator

“While there’s a lot of technology in health care, the consumer experience of it has been really unchanged for a long time,” says Pring. Until now. Since doctors’ offices were largely closed — except for emergencies — in recent months, many people turned to telehealth consultations which was a radical change for most practitioners and their patients. “For millions of people, telehealth has completely changed the healthcare experience, and I can imagine the genie doesn’t go back into the bottle,” he adds.

Chief Purpose Planner

“Today there’s a need for businesses to articulate their purpose much more clearly,” says Pring. This person would set the high-level strategy and direction of a company. A creative role that’s similar to marketing and public relations, this job could help banks, airlines or other large, international corporations craft top-line goals and ideals.

Clean Hygiene Consultant

Who among us walks outside without carrying hand sanitizer now? With the public’s greater focus on health and cleanliness and the expectation that pandemics will keep occurring, there’s a growing need for people who can turn making the world a cleaner place into an actual career. “Wellness consultants” have been around for a while, and this would be its newest iteration — one that fuses well-being with public health. For this group of people, their mandate would be to make the world a cleaner, healthier and more livable place.

Virtual Events Planner

Video conferencing platforms like Zoom and BlueJeans have exploded in popularity since the pandemic began. However, as anyone who’s been to a glitchy Zoom party can tell you, there’s a lot of room for improvement. “People are thinking about how to create a virtual event that’s more sophisticated” with better socializing and networking, says Pring.

Subscription Management Specialist

Many people have reevaluated their budgets and tightened their belts during the last few months. What if there was someone who could do it for you? Pring imagines this idea as an online service or app that people would use to look at all of their subscriptions and see where they could cut their expenses. It would also simplify the subscription process and facilitate relationships between brands and customers. The skills for this job would align with those of social media managers, business analysts, or product managers, according to Cognizant.

Socially Distanced Office Designer

“Companies and hotels are having to think about redesigning their offices very seriously and in a very strategic way,” says Pring. If many workers continue to work from home, that will lead many big businesses to have excess capacity in their real estate portfolio, he says. As offices condense their holdings, they’ll need interior designers who can recalibrate and redesign interiors for a safer and more efficient and more flexible future.

Uni-for-life Coordinator

This job doesn’t really exist yet, and it depends on a major shift in college education. Traditionally, young people go to college for four years, where they study a particular field and then try to monetize their knowledge for the rest of their working lives. But Pring points out this model has been eroded by many factors, including the gig economy, rapidly changing technology and the high costs of higher ed. He wonders: What if instead of going to university for a single concentrated period, you’d go through alternate periods of learning and working after graduating from high school? Coordinators could offer “lifetime learning for all alumni,” according to Cognizant’s prediction, and they’d help manage a person’s learning over the course of their life. “This might be a completely new job that would help reconceptualize higher education to align it with change and volatility,” says Pring.

Go here to learn more about Cognizant’s Future of Work and Ben Pring’s work.

Feature Image Credit: Jenice Kim


Kara Cutruzzula is a journalist and playwright and writes Brass Ring Daily, a daily motivational newsletter about work, life and creativity.

Sourced from IDEAS.TED.COM

Before posting pictures of your late-night revelry or complaints about your job on social media, think again.

By MediaStreet Staff Writers

70 percent of employers use social media to screen candidates before hiring, up significantly from 60 percent last year and 11 percent in 2006.

Here’s some other creepy stats.

– 57 percent are less likely to interview a candidate they can’t find online

– 54 percent have decided not to hire a candidate based on their social media profiles

– Half of employers check current employees’ social media profiles

– 70 percent of employers use social media to screen candidates, up from 11 percent in 2006

The national survey was conducted online on behalf of CareerBuilder by Harris Poll between February 16 and March 9, 2017. It included a representative sample of more than 2,300 hiring managers and human resource professionals across industries and company sizes in the private sector.

“Most workers have some sort of online presence today– and more than half of employers won’t hire those without one,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “This shows the importance of cultivating a positive online persona. Job seekers should make their professional profiles visible online and ensure any information that could negatively impact their job search is made private or removed.”

What Are Employers Looking for?
Social recruiting is becoming a key part of HR departments – 3 in 10 employers (30 percent) have someone dedicated to the task. When researching candidates for a job, employers who use social networking sites are looking for information that supports their qualifications for the job (61 percent), if the candidate has a professional online persona (50 percent), what other people are posting about the candidates (37 percent) and for a reason not to hire a candidate (24 percent).

Employers aren’t just looking at social media – 69 percent are using online search engines such as Google, Yahoo and Bing to research candidates as well, compared to 59 percent last year.

Get that photo of you “resting” on a bar set to private right now!

Ponder Before You Post
Learn from those before you – more than half of employers (54 percent) have found content on social media that caused them not to hire a candidate for an open role. Of those who decided not to hire a candidate based on their social media profiles, the reasons included:

  • Candidate posted provocative or inappropriate photographs, videos or information: 39 percent
  • Candidate posted information about them drinking or using drugs: 38 percent
  • Candidate had discriminatory comments related to race, gender, religion: 32 percent
  • Candidate bad-mouthed their previous company or fellow employee: 30 percent
  • Candidate lied about qualifications: 27 percent
  • Candidate had poor communication skills: 27 percent
  • Candidate was linked to criminal behaviour: 26 percent
  • Candidate shared confidential information from previous employers: 23 percent
  • Candidate’s screen name was unprofessional: 22 percent
  • Candidate lied about an absence: 17 percent
  • Candidate posted too frequently: 17 percent

Your online persona doesn’t just have the potential to get you in trouble. Cultivating your presence online can also lead to reward. More than 4 in 10 employers (44 percent) have found content on a social networking site that caused them to hire the candidate. Among the primary reasons employers hired a candidate based on their social media profiles were candidate’s background information supported their professional qualifications (38 percent), great communication skills (37 percent), a professional image (36 percent), and creativity (35 percent).

Don’t Delete, Instead Police
Debating removing your social media profiles while job searching? Think twice before you hit delete. Fifty-seven percent of employers are less likely to call someone in for an interview if they can’t find a job candidate online. Of that group, 36 percent like to gather more information before calling in a candidate for an interview, and 25 percent expect candidates to have an online presence.

Got the Job? Stay Vigilant
Just because you got the job doesn’t mean you can disregard what you post online. More than half of employers (51 percent) use social media sites to research current employees. Thirty-four percent of employers have found content online that caused them to reprimand or fire an employee.

This survey was conducted online within the U.S. by Harris Poll on behalf of CareerBuilder among 2,380 hiring and human resource managers (employed full-time, not self-employed, non-government) between February 16 and March 9, 2017.




By Clare Lane.

To succeed as a content marketer in today’s demanding communications climate, pros must have a hybrid skillset.

According to research from Fractl, nearly half of the content marketing jobs on Indeed.com call for both technical and creative skills. To find success, an ideal marketer should be both a technician and an artist.

Here’s how those traits can set you apart from your competitors:

Creativity and ingenuity

More and more, employers want employees with creative flair.

From Fractl:

Creative skills differ from practical, technical skills because they’re less tangible and more conceptual. Our study ranks the top five creative skills as writing, marketing strategy, content strategy, thought leadership, and brand development. Such skills are best learned through hands-on training, often acquired through experience; however, marketers can also learn from authoritative industry resources.

Technological knowhow

Although many emerging marketers regularly use technology, Fractl data say they lack relevant technical skills.

FREE GUIDE:10 ways to improve your writing today. Download now.

Even if you have minimal experience with Google Analytics, recruiters advise mentioning that in an interview or presenting it prominently on your résumé.

Here are a few other in-demand tech skills:

Our study ranks SEO, HTML, Google Analytics, CSS, and programming as the most common technical skills that today’s content marketers need to master.

Consider yourself a tech guru or creative leader? Santa Clara, California-based Apple is seeking acontent marketing manager to write and produce various types of downloadable content. Applicants should understand how to build and manage a rich content calendar that can attract a qualified audience to Apple blog posts, white papers, reports, webinars, videos and infographics.

Not the job for you? See what else we have in our weekly professional pickings:

Content marketing specialist— Plated (New York)

Website coordinator/digital engagement— Feeding America (Illinois)

Advertising copywriter— Coral Gables Advertising Agency (Florida)

Corporate media manager— Lynn Hazan and Associates (New York)

Communications associate— Google (California)

Freelance online editor— The Education and Training Foundation (United Kingdom)

Content producer— Northwestern University (Illinois)

Senior marketing specialist— Milestone Systems (Oregon)

SEO writer—On Target Media (Nevada)

Marketing manager— Greencheck Group (Wisconsin)

Public relations coordinator— Viacom (New York)

Content writer—Brafton (Illinois)

Marketing manager— Uber (Washington, D.C.)

Digital marketing analyst— Stony Brook University (New York)

Enterprise marketing content strategist— Adobe (Utah)

Digital content coordinator—Cox Media (Georgia)

Social media and digital marketing manager— Motel One (Germany)

Sales and events coordinator— Colorado Springs Event Center (Colorado)

Director of communications— City of South Bend (Indiana)

Publications and media coordinator— Beebe Healthcare (Delaware)

Content coordinator— Alliance of the Great Lakes (Illinois)

Social media manager— Blaze Pizza (California)

Public relations manager— Long Center for the Performing Arts (Texas)

Editorial assistant— Penguin Random House (United Kingdom)

Social media coordinator— Red Light Public Relations (California)

Assistant director of public relations—St. Louis College of Pharmacy (Missouri)

Communications officer— W. M. Keck Observatory (Hawaii)

Public relations and advertising manager— JC Resorts (California)

Brand experience associate— Mike’s Hard Lemonade Co. (Illinois)

Social media manager—Travel Pirates (Oregon)

By Clare Lane

Sourced from Ragan’s PR Daily