Modern day life is almost impossible without money and only those with serious careers can ensure themselves and their families a truly fulfilling life. As conditions get easier for such people and harder for those without a proper career that yields enough capital, time and resource to lead happy and healthy lives, career as an aspiration and motivation for human lives gains more importance. People seeking to find jobs in banking, virtually every university offers on and off campus courses and for people seeking to find jobs as engineers, companies offer on-site and distant learning programs. Even for people interested in physical jobs such as therapy and massage, it is easy and possible to find educational centers, professional training camps or occupational courses in Australia to master their talents and craft. Choosing the right career for one’s self is the hardest part of this process because following a reasonable and possible decision of such nature, it becomes a lot easier to follow up and succeed for ambitious individuals with the possibilities offered by today’s institutions. The motto for successful and worriless people therefore is simple yet powerful: choose, learn and apply.

In the new age of social media, job hunting has become an entirely different experience, making it virtually impossible for recruiters to not pay any attention to social media profiles of candidates before reaching a decision. Similarly, candidates themselves utilize social media platforms such as LinkedIn, Facebook, Instagram and Twitter to find new opportunities while learning about companies and projects. Elisabeth Garone for BBC News reports on the new age of job hunting through social media to provide four headlines, namely “Competitive edge, Headhunting 2.0, Missed opportunities, Workarounds possible,” to explain the new rules and standards for employers and employees alike. According to Garone, without a proper social media presence, the seeker is left weak in a highly competitive environment, while for the new generation of recruiters, not paying attention to social media presence is a total mistake as well, impeding their chances of learning about the truest qualities of candidates. As candidates looking for new jobs stay out of valuable information circuitry, they miss a lot of opportunities while those paying attention to such information find opportunities to cruise through different jobs to gain experience before finally settling down on one. As social media continues to dominate human lives, the business world will continue to track and follow the developments observed in it which means its users and non-users alike should also be more aware of such a reality.

Zlata Rodionova for the Independent also takes notice of such a collaboration to provide some statistical insights about the issue. According to Rodionova’s research, “one third of all recruiters are planning to increase investment in selecting candidates via social media as the UK is gradually relying on it during the hiring process,” while 40% of recruitment agencies utilize high amounts of social media presence to carry out their functions. 33% of such agencies seeking to increase investment in this field in the upcoming 12 months. As professionalism becomes more important in this dialectic and different types and styles of professionalism emerge along with such a trend, the networks forming online are also changing. This helps such recruiters immensely because such diversification gives the recruitment agencies more focus and efficiency. As of today, Facebook (75%) seems to be the most popular platform for such agencies, followed by Twitter (57%) and LinkedIn (38%). All of these platforms and services offer different and varying input and output options for their users to enable them to communicate with the world their qualities, experiences and strengths.

Jacob Davidson for Time Magazine reports on the 2014 edition of its annual Social Recruiting Survey to state that 93% of all managers who hire new talents review such candidates’ social media profiles to understand the candidate better. 55% of such decisions are reviewed and revised as a result of such an extra procedure and in 61% of such occasions of reviewing and revising, the decision is reversed, meaning that the candidate is refused a job at the institution. Davidson details the process by referring to users making references to illegal drugs as the worst and strongest turn-off for employers with 83% of such employers directly refusing to work with the candidate after noticing such references. Similarly, sexual posts are significantly unacceptable for the recruiters’ eyes and minds with 70% of all such recruiters stating that such posts will more than likely count against the candidate. Posts about weapons, guns and alcohol are also turn-offs for the majority of employers which means that the business world’s comprehension of social media has significant moral attachments to it and many of the rules and laws of everyday office life apply to people’s use of social media as well. Therefore, the new generations of possible employees and talents need to pay attention to being more decent and productive on social media as opposed to outrageous and decadent.