The distance between our personal and professional lives is closing more and more every day. Now that social media is so integrated into our professional identities, workplace habits, and simply the way we interact with people around us, the line between public and the private has become increasingly blurred. This had lead to a lot of awkward moments as we’ve adjusted to the consequences of living so much online but we’re becoming more and more comfortable living in public every day. Indeed, some social media sites, such as LinkedIn, are entirely devoted to building one’s professional identity online, sans embarrassing photographs. (For the most part.)
Social media has created new jobs and types of positions — such as community managers and social media specialists — at companies all over the world. Since the way we live and work online has changed, it makes sense that the way that we get hired for jobs has evolved as well. I’m not talking about employers who ill-advisedly asked potential job candidates to hand over the social media passwords so their accounts can be examined; I’m talking about various social media platforms that can be used by job-seekers and recruiters to find better jobs and better candidates for those jobs.
For example, recently Workday, an HR and Software-as-a-Service company, acquired the startup Identified. What makes this acquisition interesting is that Identified have build their brand on recruiting not just by looking at someone’s professional web presence, such as their online portfolio or LinkedIn page, but also their personal activity as well. This allows them to seek out talent that doesn’t necessarily spend a lot of time on LinkedIn, one of LinkedIn’s main limitations. This means they can find qualified workers who have experience rather than official certifications, who are active and knowledgeable in their spheres of influence, but don’t necessarily communicate via official channels. Using big data techniques to locate and score potential recruiting candidates, Identified may also be able to give “predictive data” — in other words, to predict career paths.
Does the idea of being recruited by your greater web presence — rather than your carefully curated, professional walled garden — excite you, or are you freaking out a little right now? Let us know.