In the current scenario, although CVs continue to play an integral role in the job market, social networks have the power to reveal personality traits. they are a good mirror of what people feel and thinkso looking at their social profiles is also a way to understand and check if they are compatible with a company’s culture.
When there is no obvious red line between the professional and the personal, social networks evolve from a place of pure entertainment to become a “personal public relations platform”.
Generation Z is a pioneer in this. Grown up in the heat of the digital world and connected 24/7, these young people are identified by a vital characteristic revealed by the McKinsey firm: the need for authenticity and a distrust of the false. They are a generation that considers that what is done on-line is as important or more important than what is described in a resume or a job presentation.
For Claudia Schivo, HR Manager of the agency Esto Es, social networks are trending in the field of human resources and their audiovisual format has also influenced the software recruitment. Currently, many of them allow the candidate record a complementary video along with sending your CV.
The constant technological advance enables increasingly agile means of presentation that prevail over the traditional ones. “One of the reasons that explains the trend of using social networks to showcase their talent among generation Z is that they are the last to enter the labor market,” says Schivo.
For recruiters, the social media format is a snap which may be more or less relevant depending on the position to be covered and the competencies that need to be observed in the candidate, but without a doubt, presentations on social networks allow us to observe the skills of applicants more assertively than in a traditional CV .
“In these formats we can see how a person communicates, their expression, energy and their body attitude. In the meantime, the CV continues to be a presentation instrument with specific data that is relevant in the selection process”, says Schivo. In his opinion, both modalities could be complementary, but he sees little room for interviews to be superseded.
Lucila Tarrico, Talent Discovery Senior Director of the Media.Monks agency, believes that many people choose to showcase their art, skills and talents through platforms that did not exist before. And this gives them the possibility of showing themselves in a more dynamic format, with a production capacity that is difficult to see in a CV. The human resources manager says that, From talent teams, they see networks as very effective tools for recruiting.
“We can go to specific information that helps us to understand if the person can do matches with the needs of the search, and we can also use the keywords to find them. Today the Talent teams are putting a lot of focus on the networking that can be generated on social networks, seeks to enhance data analysis by creating algorithms that track information that brings us the most suitable candidates for each need”, he explains.
Precisely seeking to align with the values and characteristics of Generation Z, was that TikTok He launched resumes, a video resume tool to help young people who want to connect with companies that are looking for talent. The birth of this function had a lot to do with the fact that TikTok naturally became a platform to demonstrate spontaneity and creativity.
For seven in ten Gen Z youth, video resumes should be used to showcase creativity and personality, presenting an opportunity especially for recruiters in the arts and entertainment industries, but also for all those companies that assess soft skills.
According to Ventura, beyond looking at whether the person goes out with a beer or has a party, they pay attention to whether it is extrovert. For a customer service or sales position this is basic. In contrast, if the employer company is more conservative, recruiters focus on the applicant having this characteristic. It all depends on the position and the company.
For positions of marketing digital, it is essential that the person be very active on social networks, but also that they prove to be tenacious on different platforms; for example, this can be seen in the behavior poured into each network, according to the nature of each one. While LinkedIn can be a reflection of the CV, Instagram and Facebook are more visual, although TikTok is the one that stands out for creating short video content.
What the recruiter recommends is be very transparent in each network. Do not lie, or publish forced posts to try to fit in. “In the end, it is in the applicant’s best interest to be searched for who he is, otherwise, he could have a bad work experience by being in a place that is not the right one for him or where he can get the best out of himself,” concludes Ventura.