Social media have had a strong impact on the world of human resources, leading to a transformation in the processes and methods used by its professionals, who have had to adapt to new ways of working and relating to candidates.

More specifically, in recruitment processes, recruiters can use social networks to obtain information about candidates that can complement the traditional resume. This practice allows for a better understanding of the person behind the professional profile and identifies certain aspects of their lives that may not emerge during the interview but are of great value to the recruiter.

Although this practice is known to everyone, do we consider it when sharing content on social networks? Are we really aware of the ease of access to this data? And its influence on the final decision of a selection process?

Through a simple analysis of a profile, one can see how a candidate presents themselves in the digital environment to determine their fit with the company's culture: values, opinions, motivations, interests shared with the organization... even communication skills when writing messages.

With new technologies, the boundaries between personal and professional life have been crossed. Companies look for employees who do not show inappropriate, vulgar, or violent behaviors. For this reason, and especially on social networks more linked to the labor market, such as LinkedIn, it is important to create a professional digital identity.

However, these virtual communities offer us a very good opportunity to cultivate our personal brand, actively influencing the image we want to project externally, and sharing content responsibly so that you are perceived as an expert and influential professional. When you have a good personal brand, job and collaboration opportunities multiply.

In conclusion, the presence on social networks should not be negative in itself. It can be very beneficial if used correctly and cautiously, being very aware of the dangers and consequences they can entail.