The world is experiencing a significant advancement in the area of technology. Logically, almost everything being carried out in the world requires new technologies. It is no surprise that most people have created a version of themselves other than their real-life. When an opportunity presents itself, different individuals may want to display all their professional accomplishments in a beautiful way. This may be the key reason why digital portfolios and technological advancement may be an essential aspect of career growth. While most people assume that digital portfolio is an effective way to show how experienced and skilled an individual is in their career, it is only effective when individuals have a digital footprint on the internet.
A digital footprint can be defined as a trail of data created through the use of the internet. It includes the websites that people visit, emails sent, and information submitted to the online services. In general terms, digital footprint comprises all online data that is associated with people, from text posts to photos that are shared by online (Carr, 2021). Just like any other conventional platform, this digital footprint can come back to haunt the user. For instance, if the user sends a message or a photo that is not ethically acceptable, it remains online forever, and it will always be used to judge the sender. It is essential to understand that every person who uses the internet has a digital footprint. Therefore, people need to consider what type of data they are leaving behind. This is because once the digital data has been shared online, there is no guarantee that it can be removed from the internet.
The articles The ultimate guides to managing your digital footprint by Carr and Creating an Employer-Friendly Digital Footprint by Yoh have various elements that present essential new information. For example, in the article, The ultimate guide to managing your digital footprint, results of the survey conducted in 2017 that incorporated 2,300 hiring managers and human resource professionals found that social media is highly used as a screening tool for prospective employees. Out of 70 percent of the employees screened, 53 percent were disqualified based on the publicly accessible social media content, including photos and text messages (Carr, 2021). For the article How to Create an Employer-Friendly Digital Footprint, the title presents new information on the digital footprint. This title is particular on the digital footprint issue and sells the whole idea of the importance of having good digital records. The title directs the reader to various mechanisms that employees can employ concerning social media use to win the heart of the employer. Some of the mechanisms emphasized are honesty, consistency, and consciousness (Yoh, 2018). The title is precise and presents information that is relevant to the reader. In other words, it connects the reader to other parts of the article while also examining the key strategies that can be employed to facilitate an employer-friendly digital footprint.
The two articles present helpful information concerning the sharing of digital content. They show how severe the act of sharing information may be especially for those seeking employment opportunities. Various significant action items can be taken away from these articles. One of the items is the need to be sensitive about what one posts on social media. Throughout these articles, it is argued that digital platforms keep memories because once a message or a photo is shared via social media, it cannot be deleted (Carr, 2021). The majority of the employers in modern society use social media to determine their employees’ true character or job applicants. In order to effectively address this issue, there are various strategies that people can incorporate in their day-to-day activities. One of these strategies is measuring one’s digital footprint by reviewing and managing the information collected by specific popular sites. Another strategy that can be employed is the effective management of digital footprints on individual websites and social media platforms. This can be achieved by controlling the information shared through various digital platforms such as Facebook, Twitter, and Instagram.
The other action item that can be taken away from this article is building a positive online reputation. Here, a person can consider creating a website that describes their achievements, skills, and experiences. The website can serve a similar purpose as that of a business card (Carr, 2021). It lets the people, especially the employers, know who their employees are, their abilities and whether they can maintain a high degree of professionalism. A person can also create a LinkedIn account that will enable employers to view their profiles with much ease and access the necessary information about the person.
After reading these articles, there are various sets of questions that the reader can develop. First and foremost, a person might have posted photos or specific social information in the past that may not be ethical. With time, that person sees the need to share good information through social media to build trust among the people and society at large. When it comes to employment, will employers decline to consider the job applicant because of their past media history? How will the employer know that the employee has refrained from the past digital-related unethical practices?
Carr, J. (2021). The ultimate guide to managing your digital footprint. Web.
Yoh, (2018). How to create an employer-friendly digital footprint. Web.