Having an online identity is no longer optional, especially if you’re actively job hunting, or expect to be in the future. But it’s also required for overall healthy career management.
You’re being tapped or tossed aside based on what recruiters and hiring authorities find (or don’t find) about you online, as they’re sourcing and assessing top talent for jobs they’re trying to fill.
According to many surveys and studies, given two equal candidates, in terms of skill sets, education, work history, and all around good fit for the job, they’re likely to choose the one with the stronger, more vibrant online footprint.
Don’t believe me? See the post I wrote nearly a year ago, Does Your Online Identity Scream “Hire Me”?
The key components in online reputation management:
Relevance…Quality…Diversity…Volume…Consistency
Get the whole story in my Executive Career Brand post, Executive Brand Online Reputation Management: Relevance, Quality, Diversity, Volume, Consistency.
Related posts:
Maximize Your Executive Brand Online with the 6 P’s
C-level Executives Resistant to Online Presence
C-level Job Search: Blogging? What Am I Going To Write About?
