Traditionally viewed as a marketing tactic for companies and products, brands have moved into career planning and job searches. Many jobseekers now consciously develop and enhance their “personal brand,” or the unique combination of skills, experience and personality that defines an individual.
As branding takes on increased importance for job seekers and prospective employers alike, a better understanding of the concept may help. Personal brands encompass but go beyond accomplishments and skill sets, in an effort to give prospective employers a glimpse into what makes a job candidate tick and what motivates them.
As the world’s largest job site, Indeed has a unique view into the world of personal branding. We also see many candidates for jobs at our firm using creative and thoughtful ways to exhibit their professional expertise.
Here are a few ways I have seen job candidates enhance their individual “brand”:
Online presence - Many people use social networking sites to disclose details about themselves that give the reader insight into their persona. Amplification of key skill-sets and industry knowledge through videos, blog posts or sharing related content goes a long way to show a candidate’s passion for their field of expertise.
Industry reputation -- Personal branding also happens offline. People participate in interviews with local or trade publications and podcasts on industry topics to build credibility as an expert in their field. When looking at candidates for jobs at Indeed, we find that these types of reputational inputs are valuable in evaluating a person’s level of experience and industry knowledge.
Collaboration -- Not everything needs to be done alone. In fact, collaborations between a job seeker and other thought leaders in their space - in podcasts, articles, or other content - shows the person works well with others and provides evidence of creativity.
Traditional means of evaluating job candidates, such as resumes and in-person interviews, provide only a snapshot of what a candidate brings to the table. With personal branding coming to the forefront and prospects enhancing their “brand” in many creative ways, employers can gain a better understanding of a candidate and how they may fit in your company.
Paul Wolfe is SVP of Human Resources at Indeed. He oversees all global human resource functions, including talent acquisition, employee retention, compensation, benefits, and employee development.
Mr. Wolfe has over 15 years of experience as a human resources executive having served as a VP and SVP at number of well-known companies, including Match.com, Orbitz, Conde Nast and Ticketmaster. His specialties include talent acquisition and management, succession planning, performance management, and leadership development.
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