Tinitingnan ba ng mga hiring manager ang social media ng aplikante?

Published by rudy Date posted on May 18, 2018

Published May 18, 2018

Sa panahon ngayon, nakikilala na rin ang isang tao sa pamamagitan ng social media dahil makikita sa mga posts ang kaniyang ugali, paano ang kaniyang reaksyon sa mga bagay-bagay at kung paano siya makitungo sa kapuwa tao. Kaya naman ginagamit na rin ng mga HR manager ang social media para suriin ang isang aplikante.

Isa ito sa mga nabanggit ni Leah Yvette Alay-ay, hiring manager sa Ayala Land, na nagbigay din ng tips sa mga jobseekers at mga bagong graduate kung paano sila matatanggap sa mga kompanya gaya ng Ayala Land.

1. Mahalaga ang extra-curricular activities bukod sa grado, paaralan

Ayon kay Alay-ay, hindi gaanong pinagbabasehan ang university o college ng isang jobseeker sa pag-shortlist ng mga aplikante.

“I think the more important factor would be what you did or what happened when you were in school … what extra-curricular activities you did? What organizations were you part of? Did you hold leadership positions? It’s more important than the school where you graduated from,” sabi ni Alay-ay.

Ipinaliwanag ni Alay-ay na kailangan ding bigyang-diin ng mga fresh graduate ang kanilang extra-curricular activities maaaring itong itinuturing bilang “work experience.”

“A fresh graduate won’t have any work experience yet to sell themselves to the interviewer as compared to those more experienced ones. Through these organizations they’re part of, the leadership positions that they held – it shows us that they’re capable of time management, of leading eventually a group of people because they held such positions already through these organizations that’s where they gain competencies and relevant experiences,” sabi niya.

2. Sa interview, huwag magbanggit ng mga nakalagay na sa resume

Kadalasang bumabagsak ang mga aplikante sa tuwing sasagutin nila ang tanong na “Tell me something about yourself?” ng mga bagay na isinulat na nila sa kanilang mga CV.

“We don’t want candidates telling us or answering that question with all the things that we can already read from their CV. We are looking for things that make a candidate interesting. What makes you interesting? Or what is your story? So we can start a conversation,” sabi ni Alay-ay.

“Don’t answer it with, ‘I graduated from this or this course’ because we already know that,” dagdag niya.

3. Huwag maging ma-drama sa interview

Bumabagsak din ang ilang aplikante dahil kinukuwento nila ang buong buhay nila.

“It’s more on managing your emotions. It’s quite a turn off,” sabi ni Alay-ay.

4. Maging confident, linawin ang mga sagot

Mahalaga para sa mga aplikanteng nag-aasam ng posisyon sa kompanya na magkaroon ng kumpiyansa sa sarili o “confidence.”

“When they come in the office, I should feel that they are already confident without being arrogant,” sabi ni Alay-ay.

Ito’y dahil makikita sa kung paano sumagot ang aplikante ang kaniyang kumpiyansa sa sarili. Kaya importante na kaya ng aplikante na magpaliwanag pa at hindi magbigay lamang ng mga “one-liners.”

5. Mag-research tungkol sa kompanya at trabaho

Pinapayuhan din ang mga aplikante na mag-research tungkol sa naturang business ng kompanya, pati na rin ang kasaysayan nito bago pumunta sa interview.

“Question that I like to hear from the candidate is ‘What’s the culture like?’ because it shows the interest of the candidate to work for us … At the same, I want the candidate to ask questions about the company, the job role, kasi again you don’t see everything online so if a candidate asks about more details of the company, about the position then I can say that he or she is really interested to work for the company,” sabi ni Alay-ay.

6. ‘Linisin’ ang mga social media accounts

Sinusuri na rin ng mga hiring manager ang social media para malaman ang background ng isang aplikante, kaya pinapayuhan ang mga jobseeker na “linisin” ang kanilang mga profiles o i-turn on ang privacy settings.

“Your social media page says a lot also about your character, your interests … So if we see something na offensive or unacceptable … siguro the way they craft their posts, captions, the words that they choose then it will be a turn off,” sabi ni Alay-ay.

7. Gumawa ng mga account sa mga job portals

Dahil mas gusto na ngayong gamitin ng mga employer ang mga online job portals para tignan ang mga nag-a-apply, pinayuhan ni Alay-ay ang mga aplikante na gumawa ng mga account tulad ng LinkedIn.

“With companies using LinkedIn now to look for possible candidates … I would like to recommend to fresh graduates to create their LinkedIn profile because they will see in LinkedIn information about the company, different positions that the companies are hiring for,” sabi niya.

Mas gusto na ngayon ng mga HR ang “soft copies” ng resume o profile ng kandidato sa isang online job portal kaysa “hard copy.”

“It would be easier to sort, we’ll be able to help the environment as well, rather than having printed papers and then I’ll just dispose them eventually. My preference is through online because it’s easier to sort, it’s easier to monitor as well,” sabi ni Alay-ay.

8. Mahalaga ang ugali

“Beyond the technical skills, beyond the communication skills we are looking for someone who has leadership potential, who has the learning ability or agility, who is resilient, who’s really biased to results, and attitude matters over these technical skills,” sabi ni Alay-ay. —Jamil Santos/JST, GMA News

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