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I’ve hired dozens of people and I’ve interviewed hundreds. As a manager (area of business development), my objective is simple: get the interviewee talking. I know their CV and have checked their social media; I know my favorite candidates. I just want to check whether I “like the person”, and whether she/he is as good in real life as on paper. My typical interviews run like this: “first, I will tell you about the position for a few minutes, then you will have time to tell me about yourself, and to ask YOUR questions. And then we talk about possible next steps. This will take about 30 minutes. Is that OK?” I try to get onto an equal footing, and although I will ask simple questions here and there, I skip all the humbug, curve ball, aggressive stuff (they probably have pre-prepared answers to those anyway). By laying out the interview plan first, good candidates have sufficient time to prepare their story and clever questions in their head while I make the company pitch.
What do you do for people with no social media? And I'm not talking its private, or hidden, I'm straight up talking someone does not exist online. I've got no SM for 10+ years, within the last year no reddit, Imgur, not even a LinkedIn or indeed anymore. Honestly, when I had LinkedIn, its full of self-righteous assholes, humble bragging, and corporate brown-nosers. It's toxic work culture IMO.
But say I found a job posting or heard of your company and applied directly on the portal, is that a deal breaker?
Not OP but I run a business and handle the majority of interviews and hiring. I set up the beginning of my interviews just like OP does. If someone doesn't have social media, I honestly think it is a bonus. I barely touch my own LinkedIn... I'd also much rather an application come through our website then an ad. I feel like those who apply directly have a better understanding already of what the job will entail. If a candidate makes it through the first few interviews, we invite them out to observe and then participate in the role (to see what they think and how they like it). I can usually tell by then if they will be a good fit. It's been nice because occasionally a candidate will decide right then it's not for them and save us both a lot of time.
I don't do social media. I do still maintain a LinkedIn. I don't read anyone's bullshit, and I certainly don't write any bullshit. But I would have to say about 95% of my jobs have come through recruiters that found me on LinkedIn. It just has my work history there, basically. And of course I'm connected to people so I guess they can maybe validate I'm a real person with real connections.
Anyway, I'd recommend having an account and updating it any time you update your resume. I 100% understand why you might choose not to, but it's been invaluable to me.
I used to be the same way where I utilized LinkedIn and I've been on the platform for a long time, but the hoarding of data and now their partnership with Amazon to access that data, I'm just sick of being for sale, especially since we don't even profit from it ourselves! It's OUR data from OUR lives, yet we're not allowed to keep it ours. So, I finally ditched it a couple months ago.
I know it has value, but I'm going to utilize a federated version or stand up my own Domain and link it that way.
Absolutely no deal breaker. I am just interested to learn about the person in front of me (hopefully the candidate does the same about my company or me, after all, the candidate shouldn’t start working for a manager that they later find out they don’t like). If you’re not on social media, I won’t judge that, in fact if you do it for conscientious or fact-based reasons I even appreciate it. But if you are on social media and you have a beautiful CV on LinkedIn it can be a little plus, getting into weird political discussions on insta is definitely a minus; I need fact-focused employees that can see both sides of the medal, willing to (unemotionally) find middle ground. The CV and application letter are still the key thing. In the application letter, you need to address the needs that I have put into the job posting, the more fact-based and interesting the better. Adjust the cv so that it fits the actual job description, don’t use some outdated listing that you’ve been using the last two years, try to show that you take me seriously.
I am a hobby photographer, I do post to pixelfed, but I won't link that account on my CV, however I do maintain a personal gallery on my own domain, it is not indexed by google, I don't want it shared all over the place, but I have added a link to in on my CV under hobbies.
I just export galleries from digikam, upload them, and add them to a custom page with pure HTML and CSS so it looks nice.
I have had several interviewers bring up my photos and gallery and be quite interesting.
I love that it has zero ads and every page loads immediately. There is zero SQL lookups, zero analytics and once you try it, and then go back to the normal modern web you realize how slow everything is.