Briefing Paper - THE RELEVANCE OF A DIGITAL PROFILE AS AN EMPLOYABILITY TOOL

Introduction
This briefing paper aims to look at the relevance of a digital profile as an employability tool. It will
include a background of digital profiling, current research about a digital profile as an employability
tool as well as current issues related to this aspect, implications for any potential employers and
students, with a conclusion and recommendations to this aspect.
Background
A digital profile is an electronic presentation of oneself online. This allows the individual to engage
with many others who are on that specific network and also allows those who are not on that
specific network to view this profile. As digital profiles are available to the public, anyone is able to
view this profile, therefore it can expand your network which can increase your chances of
employability. On the other hand, it can also decrease chances of employability as employers may
review these digital profiles before inviting the candidate for an interview.
Current Research
Recent reports suggest that many organizations are using the Internet to search for information
about job applicants (e.g., Deschenaux, 2010; Levinson, 2010; Preston, 2011). A major benefit of
using information of applicants from their digital profiles is that the information is already presented
and the employer doesnt have to develop their ways of thinking to form an image of the applicant.
This saves time for the employer and it is also free to view this information as well as it doesnt
require the candidate to be present infront of the employer.
The Chamber of British Commerce (CBI) have identified 7 key capabilities that graduates need to
display to help improve their chances of succeeding. These include: self-management, team working,
business and customer awareness, problem solving, communication and literacy, application of
numeracy and application of IT. Digital profiles as an employability tool may be difficult to judge if
the candidate has some these key skills. For example, team-working may only be examined in an
interview which involves a role play of team work. However other skills such as literacy, numeracy
and application of IT may be easier to examine on digital profiles rather than in a one-to-one
interview.
Current Issues
Prior to a meeting or interview, more than 40 percent of the people with whom you meet will have
either: Searched for you using Google or another search engine, Reviewed your LinkedIn profile,
Looked you up on Facebook, Or possibly all three. (CBS News, 2012). A current issue of having a
digital profile as an employability tool is that everyone has some sort of access to the online profile,
which suggests many employers may visit their online profile before making a decision on whether
they should interview the person.
Furthermore, interviews and surveys with hiring officials suggest that many believe SM information
can be used to help predict applicants future performance. For example, one employer noted that
if a person runs competitive races, that is valuable information about how ambitious and resultsoriented they are (Willis, 2006). The individual is judged by their profile to see how their work
quality may be produced, therefore the applicant may need to consider what they post on their
digital profiles as everyone can see these posts in one way or another. It is relevant in terms of
employability as employers are interested in how candidates spend their spare time and if they are

involved in any activities, they would like to know how hard they work towards it as this can have a
reflection on how their work performance may be.
Digital profiles can result in people losing out on jobs or even losing their jobs. They may lose out on
jobs if employers are given the impression that the individual spends most of their spare time going
out drinking, as this could suggest they may not turn up for work regularly or may turn up and not
work as hard. Others may use foul language on their digital profiles which can give off a negative
impression for employers as they wouldnt want that around their workplace. Likewise, on the other
hand, some people may lose their jobs if they are seen doing such activities on their digital profiles
which is why having a digital profile is relevant as an employability tool, for the employer to see who
they are actually employing for their company. A few years back, there was a case where teacher
sacked for posting picture of herself holding glass of wine and mug of beer on Facebook(Daily Mail,
2011). This was seen by a parent who complained which resulted in the teacher losing her jobs as an
assumption of mixing her drinks could be formed.
Implications for employers
Employers are looking for a candidate who can fill the job role of the available vacancies they have
but the question arises, what is a model candidate for that job? The measurement of an ideal
candidate is subjective and it is different for each employer, therefore some employers may have a
particular judgment on a candidate but another employer within that company may disagree on
what they see on these digital profiles. Some content on digital profiles may be seen as not suitable
to one person but others may think it is acceptable. There is no criteria of how an ideal candidate
should be as one person may agree and another may disagree which can cause conflict within the
work place resulting to an implication for the employer.
Implications for higher education
For the higher education sector such as students, it is difficult to restrict your profiles so that only
certain people can see the content, therefore it is important to be sensible with the content
presented to the public. Although having a digital profile as a employability tool can expand your
network, it can also requires for the profile to be seen by others who you may not want to see your
profile. This is an implication for students as on your network, it is open to other students and
employers which means if the person is connected to a student with better qualities required for
that job role, employers may turn to them instead, resulting to that student losing out on a job.
Another implication for a student may be, that a digital profile requires internet access. Most
students do have access to this facility, however there are some who may not have access to the
internet.
Conclusion
In conclusion, a digital profile is relevant as an employability tool as it opens up the individuals
network to those who may be willing to employ them. However, this may be a negative aspect for
the individual as they may not want particular people to view their digital profiles. Others may have
unsuitable content on their profiles, which employers may spot immediately, resulting to lower
chances of them being called for an interview. Unsuitable content may not suit certain professions,
which is an advantage to the employer being able to view this before calling the candidate for an
interview as it saves time.
If universities offered more support and advice, students would be able to understand and would be
more sensible with the content they upload on their digital profiles, which can result in higher

chances of being employed. It needs emphasising as not many people understand how serious
employers take this aspect when looking to hire someone for a specific job role.
Recommendations
Students should consider the layout and presentation of their information presented on digital
profiles, as the professionalism presented may be a key factor which could depend on their chances
of gaining employability. For example, if there is consistency of the theme and layout with a neutral
colour, it may demonstrate more professionalism rather than a contrast of bright colours with an
unorganised layout. This can be applied to Twitter.
In terms of other digital profiles such as LinkedIn, students should only connect with those who they
want for their profile to be seen by. However by expanding your connections it may benefit the
student by opening more opportunities for being employed. Other types of profiles such as
Facebook, has privacy settings which can be used and the persons profile can be made private so
that if there is something which the student thinks may decrease the chances of them not being able
to be employed by a particular employer, they would have the option to hide it. However on some
occasions with someone comments on this post and their profile isnt private, it may be open to the
public and this may be a possible way of employers getting access to unsuitable content.
Overall, the relevance of digital profile being an employability tool is highly important. It is more
important for the employer as it certainly is an indicator of how the individual is, however they
shouldnt always rely on digital profiles.

References
Daily Mail, 2011- http://www.dailymail.co.uk/news/article-1354515/Teacher-sacked-postingpicture-holding-glass-wine-mug-beer-Facebook.html
Deschenaux, 2010; Levinson, 2010; Preston, 2011, Journal of Management 2013, Social Media for
Selection? Validity and Adverse Impact Potential of a Facebook-Based Assessment http://jom.sagepub.com/content/early/2013/12/13/0149206313515524
Tom Searcy 2012, CBS News -http://www.cbsnews.com/news/3-tips-to-make-your-digital-profilelook-good/
Willis 2006, Journal of Management 2013, Social Media for Selection? Validity and Adverse Impact
Potential of a Facebook-Based Assessment http://jom.sagepub.com/content/early/2013/12/13/0149206313515524