Knowing What Every Social Media Job Candidate Should Know

By Brooks Briz, David Rose

If you’re looking for a social media job, you’ve looked for positions, researched the companies, and prepared your résumé. But wait. Every job candidate should know the following before starting a career search.

  • Job boards can be a waste of time. Forget about the potential for identity theft, since you don’t know who’s seeing your information or where it’s going. Forget about the fact that it’s often impossible to follow up with a real human being.

    The minute you post your résumé on a job board, the information begins to age. The longer your details are out there, the harder it is for you to be discovered. The longer your information is out there, the more people will wonder why you’ve been out there so long. Control what people know.

  • No one is perfect. Too often, résumés are submitted with an introduction or cover letter that declares the applicant is the perfect candidate. No one, except the people doing the hiring, know all the job information and about the other candidates’ skills.

    Take a humble approach and make sure your résumé captures specific successes and measureable accomplishments like cost savings or increases in sales.

  • There is no company loyalty. Even the greatest companies are only loyal as long as business conditions allow them to be. Make no mistake: If cuts need to be made, you may be out of a job — regardless of how loyal you’ve been. Be strategic about your career. With each position and each company you work, get as much as you can out of it. Dedicate yourself to furthering your own knowledge and experience every day. Then, take the knowledge with you and apply it in your next role.

  • A good recruiter makes the difference. There are a lot of headhunters. Some are good and some are not. Some value the placement, while others value the relationship. It’s important to find the right recruiter for you.

    • Good recruiters constantly establish, build, and maintain relationships with industry decision makers.

    • Good recruiters have relationships with people you don’t. They can help you better understand a specific opportunity and provide insight into company culture and leadership style.

    • Good recruiters are invested in you. They want you to perform well because you reflect on them during an interview. Your interview performance validates the recruiter’s assessment of you.

    • Good recruiters help you manage the interview process. They can provide competitive and marketplace data. Information like wages for a similar position at a competitor company or cost of living differences are often readily available to good recruiters. They can help you negotiate, accept an offer, and resign from your current role.