THE RELEVANCE OF A DIGITAL PROFILE AS AN

EMPLOYABILITY TOOL
BACKGROUND
A digital profile and its relevance as an employability tool has recently
become a reiterative subject of discussion and concern in most colleges,
universities and businesses. On the other hand, it can simply be defined
as every single reference to an individual on the web which could include
a face book profile, a blog comment or even a race for life charity amount
(Bhavan Ramanathan 2013). It could be further defined more specifically
as a profile of ones experiences and skills using pictures and words
(Lifepilot 2011). From the above definitions, a digital profile could
therefore be of advantage or disadvantage to an individual depending on
how its managed when job hunting. In other words, incorporating ones
capabilities, knowledge and competence in a digital profile can help
reinforce employability, as Hillage and Pollard (1998) refers to
employability as a persons capabilities of gaining initial employment,
maintaining employment and obtaining new employment if required.
This briefing paper will analyse the relevance of a digital profile as an
employability tool. However, it will also weigh the pros and cons of a
digital profile and how it affects ones chances for employability, showing
the current research, issues and implications, hence, making viable
recommendations as a way forward.

CURRENT RESEARCH
According to Sherrie A. Madia (2011), organizations must consider adding
social media to their overall recruitment strategy to meet the goals of
being costeffective, targeted, and strategic; remaining competitive; and
sourcing top talent. From Sherries point of view, it can be seen how
relevance a digital profile is as a tool for employability. It further reflects
the important of having a digital profile in order to gain an online presence
in the job market. A recent survey in 2014 released by Jobvite, shows the
use of social media by recruiters as a recruitment tool in the search for
desired candidates. The survey revealed that 73% of recruiters hire their
candidates through the use of social media as shown in the figure below.

Figure 1. Source: Jobvite_Social recruiting survey result 2014.

In this same survey by Jobvite, it was seen that professional digital profile
such as LinkedIn dominated the most in the tactics used by recruiters who
capitalise on social media for recruitment, while Facebook coming second.
This can be seen in figure 2 below.

Figure 2. Source: Jobvite_Social recruiting survey result 2014.

The new reality is you need a digital profile (Joanne Tombrakos 2012).
This is true as Lumley and Wilkinson (2013) writes that employers
routinely look for job applicants internet profile, and not having an online
presence may raise question marks in their mind about an individual, and
may see the person as a weakness. On the contrary, some employers say
they do not research candidates on social media, 15% said its because
their company prohibits the practice, and 11% report they do not currently
use social media to screen, but plan to start (Forbes 2012). When career
transition and talent development consulting firm Lee Hecht
Harrison asked hundreds of job seekers via an online poll how active they
are on social networking sites, only 11% of job seekers said they never
use social networking websites (Forbes 2013).
From an ethical point of view, a recent survey by Robert Walters third
Insight Series (The White paper 2014), and based on the responses of 896
job seekers and 280 hiring managers showed that 63% of professionals
say it would be inappropriate for a potential employer to use personal
social media profiles in the recruitment process. Others argue that it is an

unethical and Potentially Illegal Practice (Nhung T. Nguyen 2014). From

this, it can be seen that though it is relevant to have a digital profile, there
are still some cons to it as to if it should be used as bases for recruitment.

CURRENT ISSUES
Since most businesses and employers have adopted a rather subtle
approach in running their businesses in a way that is allied to social
media, as James CAAN(2014) points out that Social media has
revolutionised the way we do business, it is therefore necessary for
prospecting candidates who are job hunting to pay closer attention to
their social media lifestyle. The image you present online is not more
important than the work you can do. But you may not get to show what
you can do if you dont show someone first in your digital profile.(Steve
Buttry 2009). Although much is being said about digital profiles and its
relevance for employability, most people do not give accurate information
about themselves online as (The telegraph 2010) mentioned that Big
Brother employers reported that the biggest online mistake that job
seekers made was lying about their qualifications but having their real
academic record available for all to see online. Inaccurate information
may undermine the criterion-related validity of digital profile assessments
where for example, the desire to be perceived as socially desirable may
lead applicants to embellish or fabricate information they post on their
profile, such as experience, qualifications, and achievement. (Van
Iddekinge et, al. 2013).
When using personal digital profiles for recruiting employees, employers
look out for some key skills and values, and these key skills include
excellent communication skills, professional image portrayed, a good fit
for companys culture, wide range of interests, positive recommendations,
achievements, qualifications, experience, and awards (The University of
Manchester 2014). So for a potential candidate to be seen by recruiters,
his or her digital profile should be updated regularly and skills stated
clearly.
IMPLICATIONS
Employers are nowadays leveraging on the use of individual digital
profiles to search for potential new recruits because through social
media, employers can reach candidates faster and at a lower cost as opposed
to agencies, job boards or referrals, as recruiting with social media is totally
free.(onrec 2013). Resumes are now obsolete as recruiters and HR
Departments use the internet and social media platforms like LinkedIn to
find qualified candidates(TIFFANY SUNDAY 2013). On the other hand, the
implication for job seekers is that the use of social media in recruitment
processes might also be determined by company-specific characteristics.

Company size for example can be an important factor where small and
medium-sized companies (SMEs) only hire on an occasional basis. They
might also find it too expensive and resource-intensive to set up specific
social media processes for recruiting (ACAS 2013). This as a result, limits
job seekers to the opportunity of getting hired in their choice of company
depending on their competence and skill sets respectively.

CONCLUSION
In conclusion, a digital profile is of high relevance when it concerns
employability as it is evidenced from the current findings and research laid
out in this essay. Its degree of concern and discussion in most institutions
and businesses further reinforces its importance as an employability tool
which therefore has to be adopted and utilized when job hunting or
personal branding.

RECOMMENDATIONS
Universities have to develop a culture of encouraging students to build
and develop their digital profile in order to have an ample online presence
given the fact that it would go a long in building their online digital
footprint and make them visible in the job market.
Employers should opt into the habit of using digital profiles in their
recruitment process as this is very cost-effective, quicker and give a wider
audience. For example, advertising a job vacancy on a newspaper will cost
a whole lot, but will cost nothing if placed on a companys website.
Overall, it will ensure good returns on investment for a company.
Graduates increasing their chances for employability is a crucial part of
their career. Therefore it as advisable that graduates who are building or
self-branding themselves should develop a digital profile in order to sell
themselves better. Also, it is highly recommendable that graduates should
join a business oriented social network such as LinkedIn, as it will go a
long way in making them visible to a global audience and subsequently
increase their employability. It will also give graduates an opportunity to
show who they are, what they can do and what they will do.

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