People engaged in a job search should remain aware of what they post on social media channels. A disparaging remark or unpopular opinion could damage a strong candidate's job prospects since anyone can view public posts and profiles on Twitter, Facebook and LinkedIn.
Employers increasingly examine the social media presence of prospective employees in order to vet candidates on a job search, according to a 2015 survey from CareerBuilder.com. In 2013, nearly 39 percent of firms researched candidates online. That percentage grew to 43 percent in 2014 and stands at 52 percent in 2015.
Social media searches have become so commonplace that some employers even send prospective workers "friend" requests on various websites. Approximately 35 percent of company representatives send friendship requests to job candidates, and of those, approximately 20 percent of hiring managers are denied.
Despite what job seekers believe, a majority of companies seek positive information about candidates when scanning social media websites. Nearly 60 percent of employers in the survey said they seek information that supports someone's qualifications for a job, while 56 percent want to find out if a candidate maintains a professional persona online.
More than one-third, or 37 percent, of hiring managers want to know what other people say about a candidate. One-fifth, or 21 percent, of firms surveyed by CareerBuilder.com search social media websites looking for reasons not to hire a candidate. Three times as many companies search for positives rather than negatives, but negative information found during Internet searches may nix any chance of a candidate landing his dream job. Positive details found during social media searches could give applicants an edge.
Up to 48 percent of hiring managers in the survey found disparaging information that led them to distance themselves from candidates. Some of the top discoveries that lead to a firm's decision not to hire someone include inappropriate photographs, drinking, drug use, bashing a previous company and poor communication skills. Bad-mouthing a fellow employee or making discriminatory comments also turned off potential employers.
On the other hand, 32 percent of companies found positive information on prospective workers. Good items range from having a positive personality or displaying professionalism to having great communication skills and creative thinking abilities. The 2015 survey indicates candidates tend to react negatively to companies that peruse social networks to vet potential hires, even when positive things about future employees are discovered.
Not having a Twitter, Facebook or LinkedIn account may also send the wrong impression to potential employers. Managers may think a candidate is hiding something or is unfamiliar with modern technologies if he doesn't have a social media account. Other firms may frown upon a candidate's lack of a LinkedIn page, especially if most of the other candidates took the time to fill out a LinkedIn profile completely.
Hundreds of millions of people use social media accounts to maintain contact with friends and family members. Companies, now more than ever, also turn to social networks in order to efficiently and effectively narrow down a field of potential workers.
Photo courtesy of Stuart Miles at FreeDigitalPhotos.net
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