« Minnesota Recruiter Jobs | Main | Breaking Through The Job Search Barrier »

February 17, 2011


TrackBack URL for this entry:

Listed below are links to weblogs that reference Who Owns Your LinkedIn And Social Media Profiles?:



Great post Paul. Very interesting that the very thing that makes us attractive to employers during the hiring process makes them nervous when we leave. Having been on both sides of the issue, I "get it" but the reality is the value of connected employees sharing information FAR out weighs the risk in my estimation.


Social media does raise an interesting question of personal branding / ownership and corporate branding / ownership. One great example, that I'm looking to see how it shakes out is what's happened over the last six months or so over at Comcast. Frank Eliason started the twitter account @ComcastCares and it became a mix of both him personally and the Comcast brand. When he left Comcast to join Citi, he started a new Twitter account under his name and handed ComcastCares to the customer support team -- with all of its followers, tweet history, DMs, "link juice", etc. Fast forward several months and you have another "high profile on Twitter" employee of Comcast leaving the company - Bonnie. Formerly known as @comcastbonnie, she has now left Comcast and taken her Twitter account with her. That's 4,500+ followers, 86,000+ tweets, etc. A significant portion of that she built using Comcast time, but it's now her personal account under @bonniezilla.

I think just those two examples at one company and using one platform (Twitter) open up a lot of areas for discussion.

Josh Braaten

It's only the beginning for these types of legal instances. And they're only going to happen more and more as social media becomes ubiquitous.

Smart employers will opt for the carrot instead of the stick when they hire employees with strong personal brands. Keep these folks happy and watch them use their influence for the good of the company.

The approach comes with its risks but sure beats ridiculous non-compete tactics such as forbidding LinkedIn or Facebook updates. The days of this mentality are few.

Stephen O'Donnell

My take on this, is that employers do indeed need to be more relaxed and mature about this, and only impose restrictions where absolutely necessary.

I explain more in my blog here. http://wp.me/pPAVC-gM

The comments to this entry are closed.

About & Connect

  • Paul DeBettignies, Minnesota Recruiter, Minnesota Headhunter, Minnesota IT Jobs

    Welcome to the Minnesota Headhunter Blog. My name is Paul DeBettignies (pronounced De-Bett-ingz).

    I started writing in 2005 to share thoughts and ideas I had as an IT recruiter.

    Since then I expanded this site to include MN IT and recruiter jobs, links to Minnesota business news and promote the local tech community.

    I am the Principal of Minnesota Headhunter, LLC a Minneapolis IT search firm and a frequent local and national speaker and article contributor on recruiter, HR, career, networking and social media topics.

    Have a question, comment, inquiry?

    Send me an email paul@mnheadhunter.com

    Thank you for reading.

    Stay in touch with me by clicking:

    Minnesota Headhunter Minnesota Headhunter  Minnesota Headhunter

     Blog Posts by RSS

    Blog Posts by Email

    Newsletter Sign Up


Blog powered by Typepad
Member since 05/2005