1. Project Prepare Blue Program Youth Guidance Presentation
Social Media Presence
Project Prepare Blue Program
Youth Guidance Presentation

2. INTRODUCTION

3. Clarence Hogan
I am a Storyteller, Motivational Speaker and Instructor that uses my skills to develop people and build community.

4. PURPOSE:
The purpose of this workshop is to help young people understand the importance of their social media presence for the purpose of employment.

5. OBJECTIVE: Youth will be able to define what social media presence is
identify what employers are looking for when screening social media profiles
establish a professional/positive social media presence
complete a self-guided social media screening (internet self-search)

6. THEN & NOW

7. Social Media is no longer cutting-edge; it is mainstream.

8. First Response Game

9. WHAT IS SOCIAL MEDIA?
Social Media is online communications in which individuals shift fluidly and flexibly between the role of audience and author.

10. WHAT IS SOCIAL MEDIA PRESENCE?
Social Media Presence refers to how you post and engage on all of your accounts. It refers to how frequently you post, the type of content posted, and the levels of engagement on your social media accounts

11. WHAT EMPLOYERS ARE LOOKING FOR?

12. So if they searched for you what would they find?”
“Most people think that Social Media has nothing to do with searching for a job and that's not the case at all, in fact over 50% of employers tell us that they look up an applicant on social media before hiring them.
So if they searched for you what would they find?”

13. Employers that use social media to screen candidates before hiring
70%
in 2017
60%
in 2016

14. good signs to hire:
Provides information that supports their qualifications for the job
Candidate has a professional online persona

15. good signs to hire: What other people are posting about the candidates
For any reason at all not to hire a candidate

16. SOCIAL MEDIA AND EMPLOYMENT LAW SUMMARY OF KEY CASES AND LEGAL ISSUES
Gaskell v. Univ. of Kentucky, the plaintiff was rejected for employment as a scientist after another employee circulated an detailing the plaintiff’s religious views – which were visible on the plaintiff’s personal website – to members of the hiring committee.
SOCIAL MEDIA AND EMPLOYMENT LAW SUMMARY OF KEY CASES AND LEGAL ISSUES

17. SOCIAL MEDIA AND EMPLOYMENT LAW SUMMARY OF KEY CASES AND LEGAL ISSUES
Several states prohibit employers from requesting social media user name and password information from applicants. As of the end of 2012, California , Illinois, Maryland, and Michigan had laws on the books prohibiting or limiting employers from asking employees for social media account information.
SOCIAL MEDIA AND EMPLOYMENT LAW SUMMARY OF KEY CASES AND LEGAL ISSUES

19. 6 people who were fired for social media posts
A vacation from hell
The unideal pen pal
The beer-tosser
Professor gets a lecture
Good intentions
Watching for grammar

20. ESTABLISHING A PROFESSIONAL/POSITITIVE SOCIAL MEDIA PRESENECE

21. Social Media Presence Risk vs Rewards
Missed employment opportunities
Not Advanced or Fired
Sued or Legal Action taken
Proof of your strengths & credentials
Learn about your Special Interests
Witness your brand

22. HI
The risk levels vary depending on which social media platforms are reviewed. Facebook posts tend to be more private (i.e., access to content is restricted to selected “friends”) than posts on LinkedIn or Twitter.
RISK
LOW

23. Make Your Social Media Presence Employer-Friendly
1. Complete Your Social Profiles
2. Include Links to Your Work Samples
3. Use LinkedIn’s Recommendations
4. Add Social Links to Your Signatures
5. Be Engaging

24. Use it as an opportunity to stand out in a positive way and showcase your personality. In fact, more than 44 percent of employers have found content on a social networking site that caused them to hire the candidate.

25. Among the primary reasons employers hired a candidate based on their social networking site were:
background supported professional qualifications
great communication skills
a professional image
creativity
35%
36%
37%
38%

26. Make Your Social Media Presence Employer-Friendly
Delete Offensive Posts
Add Your Current Workplace
Share Helpful and Relevant Content
Follow Influencers
Turn On Your Timeline Review
Make Your Social Media Presence Employer-Friendly

27. How to complete a self-guided social media screening (internet self-search)

28. Ask yourself 7 questions before posting
Would I want my momma to see this post?
Will I agree with this post 10, 20, 40 years from now?
What will happen if I don’t post this?
Can I take it back?
How do I know it’s TRUE?
Does this promote my online brand/image?
What are others seeing? (Google yourself)

30. But don't avoid the stress all together by deleting or hiding your profiles. Believe it or not, this can be even more detrimental to your brand. 57% of employers are less likely to call someone in if the candidate is a ghost online.

31. My Story…

32. Learn 2 Learn www.living2learnasp.org
MISSION It is the mission of Living 2 Learn to provide educational enriching, culturally conscious and socially stimulating programs to youth and teens by collaborating with schools, educational institutions and community based organizations during after-school and out-of-school times. 
Learn 2 Learn

33. Resources
Do This and Make Your Social Media Presence Employer-Friendly Right Now
5 Easy Ways You Can Boost Your Social Media Presence and Make Yourself Look More Credible
70% of employers are snooping candidates’ social media profiles
The rules of online networking for your job search
What you miss out on when your social media profiles are invisible to employers
SOCIAL MEDIA AND EMPLOYMENT LAW SUMMARY OF KEY CASES AND LEGAL ISSUES