Overview of the Research on Soft Skills and Extracurricular Activities
A study was conducted at Lancaster University to examine the role of extracurricular activities in the development of soft skills and their impact on employment.
The research surveyed 14,215 alumni, with 620 completing the survey and 18 participating in interviews.
The study aimed to answer three main research questions: whether soft skills are learned more from extracurricular activities or degree programs, whether all extracurricular activities develop the same skills, and the role of extracurricular activities in employment.
Findings on the Development of Soft Skills
Soft skills were learned from both academic and extracurricular experiences.
Communication, interpersonal, and self-confidence skills were most critical for landing a first job and were primarily developed through extracurricular activities.
Academic programs were more likely to develop planning, analytical, time management, problem-solving, and creativity skills.
Extracurricular activities contributed more broadly to skill development, including decision-making and leadership.
Differences in Skill Development by Activity Type
All extracurricular activities enhanced interpersonal skills.
Paid employment was the only activity reported to develop business confidence.
Sports were most effective in developing self-confidence.
Social groups or organizations were most effective in developing interpersonal skills.
Impact of Extracurricular Activities on Employment
64% of alumni reported that extracurricular activities helped them land their first job.
57% indicated that skills developed from these activities helped them perform well on the job.
Extracurricular involvement was linked to better job performance and increased employment likelihood.
Importance of Networking and Social Capital
Networking is a critical component of career success, with 70–80% of jobs found through networking rather than advertisements.
Individuals with larger and stronger networks tend to have higher salaries, salary growth potential, and career satisfaction.
Networking involves building and maintaining personal and professional relationships, including who you know, who knows you, and what you know.
Inequities in Networking Opportunities
People from higher socioeconomic backgrounds tend to have stronger networks.
Individuals from marginalized groups may face barriers in accessing networking opportunities.
Women and people of color may have less diverse and less high-status networks.
Connecting with individuals who are different from oneself can help expand and diversify one’s network.
Strategies for Building and Strengthening Networks
College is an ideal time to develop professional relationships with professors and peers.
Engaging with career centers early can increase the likelihood of full-time employment.
Participation in clubs, organizations, and sports helps develop skills and build connections.
Attending job fairs, conferences, and professional events enhances networking opportunities.
Seeking out mentors, both within and outside of academia, can provide valuable support and guidance.
Role of Mentoring and Professional Relationships
Having multiple mentors from different backgrounds can be beneficial.
Mentors who share similar values are often more helpful than those who share only demographic characteristics.
Building and maintaining relationships requires consistent effort and communication.
Small gestures, such as sending thank-you notes or making regular check-ins, help strengthen professional relationships.
The Role of Social Media in Networking
Social media is a significant part of students' lives and can influence both personal and professional interactions.
Monitoring and managing one's online presence is essential for maintaining a positive professional image.
Long-Term Importance of Networking
Networking is a lifelong skill, with professionals continuing to engage in networking behaviors throughout their careers.
Activities such as maintaining contacts, attending conferences, and participating in community events remain important for career development.
Section 2
Overview of Employer Use of Social Media in Hiring
Most students do not believe it is appropriate for employers to use social media in hiring decisions, but it is likely that future employers will review a candidate's online presence.
Employers have the right to access public information about candidates and may choose not to hire individuals with questionable character or moral values.
A survey found that 93% of recruiters review a candidate’s social profiles before making hiring decisions, and 55% reported reconsidering candidates after reviewing their social media content.
The most frequently checked social media sites are Facebook, Twitter, and LinkedIn.
Researchers have found that personality factors can be determined by reviewing social networking sites.
Social media reviews can lead to positive or negative impressions of a candidate.
Content That Influences Employer Impressions
Positive impressions are often made by content that illustrates volunteering, donating to charity, or other prosocial behaviors.
Negative impressions can result from posts that include discriminatory comments, substance use, self-absorption, being overly opinionated, sexual content, profanity, and spelling or grammar mistakes.
Many employers have reported not hiring candidates due to content found on social media sites.
Studies on Social Media and Employment Outcomes
In an experiment by Bonert and Ross, individuals with Facebook pages emphasizing alcohol were less likely to be offered job interviews and received lower salary offers compared to those with professional or family-oriented pages.
Heartwell and Ross found that drug use on social media negatively impacted hiring decisions.
If a candidate has no social media presence, employers may assume the person is asocial or not skilled with technology.
Managing Your Social Media Presence
It is important to know your social media presence by searching for yourself online.
Review your public social media posts and ask yourself what messages your photos and posts send about you.
Consider who your friends or connections are and what these relationships say about you.
Think about how someone viewing your online presence would describe you and how it might influence a hiring decision.
If your social media presence is not communicating a professional image, take steps to improve it:
Check privacy settings to control what is public versus private.
Avoid putting information online that you do not want to be public.
Limit your online friend group to those who can help convey a positive image.
Talk to friends about maintaining a professional image.
Delete photos or comments that may not be viewed positively by employers.
Only post content that you would be comfortable having a future colleague see.
Leveraging Social Media for Professional Growth
Social media can positively impact your career, with platforms like LinkedIn designed to help establish a professional online presence and make professional connections.
Research shows that both younger and older adults use social media to promote themselves professionally.
Creating a LinkedIn account and using it to share a professional photo, profile summary, accomplishments, and professional interests can enhance your visibility.
Research indicates that having a photo with facial prominence and a longer profile summary is associated with more job offers.
Posting updates about awards, honors, completed projects, new skills, or work experiences can help build a professional presence.
Networking and Professional Relationships
Employers often look at social media for evidence of professionalism and additional details on work experiences.
While it is easy to increase your network through technology, quality of relationships matters more than quantity.
It is important to develop meaningful relationships rather than focusing on making as many connections as possible.
The people you choose to connect with can influence how you are perceived.
Social Media and Employment After Hiring
Companies may monitor employees’ social media presence to ensure their actions align with the company image.
Some companies may prohibit employees from making negative comments about the company, which raises privacy concerns.
Legal cases reviewed by Sanchez suggest that US employers may legally access social media sites to gather information on employees and candidates and act based on that information.