Slide 1: Hook/attention grabber: With a recovering job market and social media being the new highway for seeking employment we need to ensure we are portraying ourselves online as we do on paper and in person. Staggering statistic about the percentage of employers who use social media to examine a candidate at a distance. (37% of employers use social networks to screen potential job candidates) (Forbes)
Slide 2: Hook/attention grabber: A short story on how and why potential employers are using Social media networks to pre-screen potential employees
Slide 3: The Big Idea: With a recovering job market and social media being the new highway for seeking employment we need to ensure we are portraying ourselves online as we do on paper and in person. Staggering statistic about the percentage of employers who use social media to examine a candidate at a distance. (37% of employers use social networks to screen potential job candidates) (Forbes)Social media has hit our job market by storm. While representing yourself online you are letting the World form impressions of how you want to be portrayed. It is imperative that we parallel ourselves with our online Universe and how we look on paper (resumes) and in person (interviews).
Slide 4: What’s in it for your audience?Explain why your topic is important or worth discussing. While the job market is still rebuilding itself it’s vital that we strive to set ourselves apart from the other candidates. Since social media is so predominant in today’s society, it’s important that my audiences knows truly how many employers are taking into account social media as part of their employment screening process.
Slide 5: Why should your audience listen to you? Explain your ethos (credibility). My audience should listen to me because as a former hiring manager, part of the screening process we had as a company was to take a look at potential employees social media sites to loosely determine if we would want them carrying representing our company.
• Slide 6: Call to Adventure: By knowing this information, people who might not have cared about their online persona may begin to clean up their social media pages and have a better chance in the employment pool.
Slide 7: Preview the three main points that will support your big idea: Raise awareness on how your online persona can hurt you or help you in the job market. 1) Two in five companies browse social media profiles to evaluate your character and personality. 2) Some companies will base their hiring decision solely on their online findings 3) Privacy settings aren’t always your saving grace, your online presence is paramount, and especially during a time you are seeking employment.
Slide 8: Supporting Point One: Taking responsibility for posts, updates and pictures we have of ourselves online. Use support case studies where an individual was hired based on their online presence.
Slide 9: Supporting Point One: Offer tips on how you an improve your online presence
Slide 10: Supporting points Two: Use a case where someone lost a job from what they posted online.
Slide 11: Supporting Point Two: Examine what the person in the case study could have done to remedy the situation.
Slide 12: Supporting Point Three:
Slide 13: Supporting Point Three: Decisions I have made to improve my online presence.
Slide 14: Website tips for the top social media platforms
• Slide 15- Slide 16: Site facts from my sources in APA format and tie them to a person story/ incident I had when I was prescreening resumes as a former hiring manager (emotional evidence)
Site facts from my sources in APA format and tie them to a person story/ incident I had when I was prescreening resumes as a former hiring manager (emotional evidence)
• Slide 17: Call to Action: Encourage the audience to talk to their friends and family, especially those seeking employment on what they can do to improve their online image
Slide 18:Summarize the main points: Raising awareness of online presence can help dictate where you might find a future employer 1) Companies browse social media platforms to evaluate potential employees at a distance2) Companies can make a hiring decision based on your online presence3) Privacy setting isn’t the best safety net
Slide 19: Restate big idea: If we are not careful on how portray ourselves online we risk being our own barricade for potential employers
Slide 20: Clincher/new bliss: I would present facts on the average amount of jobs a person has between certain age brackets, (ex: 16-25, 26-30 etc.) and based on those facts I would ask the audience to imagine how many jobs could have been lost out on given the 3 out of 5 companies looking into social media platforms for prescreening.
