Digital presence is a growing social and business trend with significant implications for prospective teachers. In fact, to market one’s talents to prospective employers, having and constantly updating this presence is an important part of the application process.
Online communication history and visual artifacts constitute a candidate’s brand. When an employer seeks information about a candidate, one of the first things the hiring agent does is to conduct an online search. This includes looking at Facebook, LinkedIn, Twitter and other social networking outlets. So how a candidate establishes and markets her or his personal brand is critically important.
There’s no shortage of cautionary tales about social media failures, and to be quite honest, that is what many employers look for. If the candidate pool is strong, then discovering online missteps or lapses in judgment can narrow the field. Do not make it simple for the HR department to tank your candidacy due to past mistakes.
Remember, once on the internet, always on the internet. If you are actively searching for a job, look back at your posted pictures, text, tweets, etc. and, with an objective lens, ask yourself if they portray the “best you.” If they don’t, change, hide or delete them and begin adding content that shows you in the best light.