مقال | October 28, 2013 Why Your Employer/Manager Should Encourage You to Update your Professional Profile _____________________________________ ليرة بتعمل فرق >>>>>>>>>>>>>>>>> Social media is a powerful tool – it’s independent, fast-moving, diverse and engaging. In regards to professional interests, I’ve come to understand just how powerful these platforms can be in catalyzing a community. In new professional encounters, it’s become a standard practice to search online before a meeting. Viewing someone’s professional social media profile helps to get a sense of who they are, where they’ve worked and how we can relate professionally and personally. It represents a personal and professional brand. This presents a huge opportunity for our Caregivers to build a brand which both demonstrates their individual successes and more importantly, reflects how integral they are in the organization as a whole. Here are a few of the reasons why we at Cleveland Clinic Abu Dhabi see the value in our Caregivers having updated profiles. Our people are vital to our success. Our Caregivers do great work and make a big impact on the progress of Cleveland Clinic Abu Dhabi. When others see their profiles, we want them to understand the collective achievements that come from our Caregivers’ efforts and dedication. We want others to see the impact each person is making and the rewards of working with us. An individual’s profile is ultimately a reflection of themselves and their employer. Even when I’m not necessarily hiring someone, I look at an online profile in the same way I look at a CV, considering whether a person presents themself in a cogent fashion. Seeing that their profile is updated to reflect their current work at Cleveland Clinic Abu Dhabi also conveys a commitment and pride in our mission. There is also opportunity for upward interaction and making impressions on management. Our leadership team welcomes entry-level Caregivers to connect with us via professional online networks. This allows us to understand how they see their role as a part of our mission and helps us to support their career development. Talented individuals surround themselves with talented individuals. Cleveland Clinic Abu Dhabi is supporting Mubadala Healthcare’s efforts to provide patients with direct access to the world’s best specialized healthcare in the UAE. Recruiting the best talent across the board is critical. Studies show that the highest-performing employees are one of the best assets for attracting good talent. In one particular study by Personnel Psychology*, the top 5% of the workforce at the firms studied produced 26% of the firms’ total recruitment. Ensuring you are seen as an employer of highly-talented professionals reflects positively on your organization, which in turn allows the organization to attract similarly-qualified professionals. Your staff helps to shape your corporate identity. ---------------------------------------------------------------- Taking a hands-on approach to profile development ensures that that our Caregiver’s professional profiles also reflect the identity and values of Cleveland Clinic Abu Dhabi. Particularly during a start-up phase, building a brand is an exercise in consistency. I’ve attended many conferences where different employees from the same organization presented using inconsistent branding and messaging. It is easy to forget these individuals work towards the same mission and vision. This is why we offered a workshop for our Caregivers focused on profile development. Profiles should be personal, though consistent messaging about our mission also demonstrates that we are one, unified team. Some employers might be apprehensive about having a workforce with fully-developed professional profiles, as it might lead them to be recruited by competitors. In reality, a well-crafted profile may be one of a company’s best assets to recruit and retain. Executives used to talk about avoiding risk; now we talk about managing risk because this engagement is worth the rewards. Employers should support employees who want to build a robust and comprehensive profile; it’s worth the effort for individuals and their organization. * O’Boyle, E., & Aguinis, H. (Spring 2012). The Best and The Rest: Revisiting the Norm of Normality of Individual Performance. Personnel Psychology, 65(1), 79-119.
Posted on: Tue, 12 Nov 2013 22:49:20 +0000
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