Digital Identity and Job Search: Advice From a Recruiter

As part of our debate of the month on digital identity , we asked a few questions to Véronique Goy. You can follow her on her blog and on her Twitter account . Can you start by introducing yourself? I have a recruitment consulting firm for soon…. 20 years old, first in Paris then in Angers (Maine et Loire) for 9 years. My expertise relates to e-sourcing on the web 2.0, and the direct approach, which make it possible to capture scarce profiles or who no longer respond to advertisements. I am also a graphologist, graduated from the French Society of Graphology and member of the SGPF – Professional Syndicate of Graphologists of France – we are more than 150 members, proof that social networks have not killed graphology! In the context of your recruitments.

Can You Start by Introducing Yourself?


What importance do you attach to the digital identity of the candidate? Digital identity is a controlled presence on the web. With the highlighting Guatemala Phone Number of a professional profile. Having a digital identity allows a candidate to be spotted and approached by recruiters. Conversely, no digital identity, no access to professional opportunities that pass only through social networks! The line is a little forced but it is more and more true for all jobs related to “Online”, where it is really difficult to do without. On more general functions, in accounting, in sectors such as industry, construction, a digital identity is a plus because not all profiles are there, far from it, so it allows candidates to differentiate themselves. For me the three important aspects to build your digital identity are: the quality of the content, the choice of keywords, the updating of the profile.

How Can This Digital Identity Translate?

Guatemala Phone Number List
Guatemala Phone Number List


It is the combination of these elements that makes it possible to go up in the search engines. What I pay attention to in digital identity: a lively, personalized, and… concise presentation. It is clearly necessary to avoid the “big cobblestones” that the recruiter will not necessarily read. A presentation in point form, with small paragraphs, is easier to read, and therefore more attractive. I am sensitive to profiles that “adapt” their writing to the Internet. It’s good when from the very first lines.

I find clear information on what the candidate does and what their areas of research are. Unfortunately this is not always the case. I always admit my astonishment when I speak to a candidate from Viadeo, Linkedin or an online CV and that he has…. vaguely heard of. But it’s an observation: baccalaureate + 5 and juniors are well informed, this is far from being the case for a BTS or a manager who is looking for professional opportunities after 15 years! How can this digital identity translate?

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