As the popularity of social networking sites continues to increase, more and more employers are using those sites to research potential employees.
A recent survey from CareerBuilder found that 45 percent of employers use social networking sites to research job candidates, an increase from 22 percent last year. An additional 11 percent plan to start using social networking sites for screening.
Of the respondents who do conduct online searches and background checks on job seekers, 29 percent use Facebook, 26 percent use LinkedIn and 21 percent use MySpace. About 11 percent said they search blogs, while 7 percent follow candidates on Twitter.
If you’re applying for a job that specializes in technology and sensitive information, you’re most likely to have your social networking sites screened by potential employers, as 63 percent of employers likely to screen are in the information technology industry and 53 percent are in the professional and business services industry.
We’ve all heard that the appearance of your social networking sites can be detrimental to your job search. About 35 percent of respondents said they have found content on social networking sites that results in their decision not to hire a candidate. The most popular reasons for this include:
- Candidate posted provocative or inappropriate photographs or information – 53 percent
- Candidate posted content about them drinking or using drugs – 44 percent
- Candidate bad-mouthed their previous employer, co-workers or clients – 35 percent
- Candidate showed poor communication skills – 29 percent
- Candidate made discriminatory comments – 26 percent
- Candidate lied about qualifications – 24 percent
- Candidate shared confidential information from previous employer – 20 percent
In addition, 14 percent of employers have disregarded a candidate because they sent a message using an emoticon, such as a smiley face, while 16 percent dismissed a candidate for using text language in an e-mail or job application.
On the other hand, as candidates are increasingly being encouraged to use social media to advertise their skills and experience, many employers have said personal Web sites worked in favor of a job seeker. About 18 percent of employers said they have found content on social networking sites that ultimately caused them to hire a candidate. Examples of this include:
- Profile provided a good feel for the candidate’s personality and fit within the organization – 50 percent
- Profile supported candidate’s professional qualifications – 39 percent
- Candidate was creative – 38 percent
- Candidate showed solid communication skills – 35 percent
- Candidate was well-rounded – 33 percent
- Other people posted good references about the candidate – 19 percent
- Candidate received awards and accolades – 15 percent
“Social networking is a great way to make connections with potential job opportunities and promote your personal brand across the Internet,” Rosemary Haefner, vice president of human resources at CareerBuilder, said. “Make sure you are using this resource to your advantage by conveying a professional image and underscoring your qualifications.”
More than 2,600 hiring managers participated in the survey, which was completed in June 2009.
Popularity: 5% [?]
August 19th, 2009 at 11:42 am
Hi Jen
This is great information, I love that everything is quantified. I checked out a candidate just today by putting his name through google and seeing what came up. I’m pleased to say he was entirely above board in the 5 different locations he appeared!
I retweeted your on the Picture More UK recruitment twitter site.
Keep up the good work!
August 19th, 2009 at 12:14 pm
Dear Mrs. Carpenter,
Your latest post made realize that social media can does put an etiquette on a future prospect considered for a position. I’ve recently started blogging and using Twitter as means for self promotion and learning. After graduating from university, I quickly realized that most of what I’ve learnt wasn’t enough to set me apart from the crowd.
I keep an active blog and always make sure my writing is fault-free and impeccable. Though I’ve heard that people should write posts that serves the purpose of knowledge of others, I think that the essence of blogging remains simple: individuality. I write for the love of the art, and if people do appreciate my work, that’s a plus.
One other thing I feel should be mentioned in your post was that even though employers do search/screen candidates online, most of what they see if only half the truth. I’ve read somewhere that people act differently on the Web and in the real World. To me, that is really something to be considered. I’ve heard so many cases of prospects that where literally crossed out during the hiring process because of pictures posted by their “friends” on Facebook.
Social media should, like you mentionned, help a company better understand a candidate and see if there’s a fit with the business. I stress the word “help” as I believe online screening still has flaws and couldn’t replace the formal resume/cover letter form of screening.
August 24th, 2009 at 6:32 am
A large number of Employers are using the social network for sourcing candidates directly. That even increases the necessity to be Present and Branded properly there.
Also for a job hunter – using the Social networking sites is far more interesting than browsing for jobs on (good) old Job Boards. Simply more and more people are spending more and more time on Social Networks. It does result in a drop of traffic on the job boards.
Employers will (are) simply pushed to follow the job hunters… from the Jobs sites to the Social networking sites.
Ivan
September 18th, 2009 at 10:22 pm
What are the key requirements for social software to create social environments and communities that can become self-sustainable?