Robert Pearl Starks

Hi Shawn, I'm so glad to hear you will actually be researching before choosing platforms. So many don't do this critical step and find that they either chose tools that are not widely used by their students and/or alumni, or use so many that their strategies become unsustainable because of the work involved. You may also decide that you use different tools for different purposes - for instance, I know many institutions use LinkedIn more for their alumni engagement strategy whereas Facebook may be used more with students to market career services and build affinity. The course talks about a… >>>

Hi Shawn, It's good that you are starting early! Many people dive into using social media accounts without clearly defined goals, strategies, or ideas of how to measure results. Additionally, there are often unrealistic expectations and many things overlooked and not considered. I recommend taking your time in the course and of course, ask questions as you have them. Many career services departments use social media for different things so there are a variety of ways you can use the tools to help you accomplish your goals - you just have to decide what those will be and strategize from… >>>

Hi Kristine, Your right - maintaining/updating marketing collateral becomes more difficult to manage when you are using digital media that is published online. This is why I teach students that they don't have to use every social tool out there but to choose the ones they can/will manage and keep current for career marketing purposes. There are automation tools to help maintain a presence and stay relevant. Tools such as Bufferapp, Hootsuite, and other social media management tools make managing one's social accounts easier. I also point out to students that while it may be more difficult to maintain, the… >>>

Hi Kristine, Have the employers you speak with elaborated on what exactly they are looking for? I find that for the students who are aware that employers are reviewing profiles, they have the perception that employers are looking merely for "knock-out" factors such as offensive comments, distasteful images, or other sings of irresponsible behavior/character. However, beyond the obvious "knock-out" factors, I have found that employers are also looking for signals of fit with organizational culture and a candidate's brand consistency to see that the way they present themselves online is consistent with their face-to-face presentation and interview. Have your employers… >>>