Large and growing segment of employers use them, says study
(Image: geekandpoke.typepad.com)
You most likely know that it is essential to pay close attention to the information you release to the public in your social media profile. Considering how easy it is for anyone to access that data, it behooves you not to publish anything on a public social networking site that is so sensitive in nature that it could get you into trouble. This idea definitely holds true in the professional arena, where employers can view the blogs and social networking profiles of employees without difficulty.
It also holds true for people who are searching for employment. More than ever, social media is playing an important role in the hiring decisions made by human resources personnel, and there is a recent study that backs this up. In fact, nearly half of all companies surveyed are combing Facebook, LinkedIn, Twitter and MySpace in order to determine whether an applicant would fit into their corporate culture. Job hunters should put photos from their wild parties someplace else, because potential employers are looking for the measure of their character.
An influential study
Research firm Harris Interactive, who was commissioned by CareerBuilder.com, performed this study. Considering CareerBuilder’s position in online job searches, this is no closet operation. Harris took a large response sample (from 2,667 corporate HR employees), and the results are telling. A whopping 45 percent (up from 22 percent last year) responded that they visit social networking sites when they research the backgrounds of job candidates. In addition, another 11 percent plan to utilize such research methods in the near future.
What have employers found when combing social media? The Harris study indicates that 35 percent of employers uncovered content that influenced them not to hire the candidate in question. Photos and content that are provocative received the greatest negative response (53 percent wouldn’t hire a person with such postings), while shared content that depicts alcohol and drug consumption came in a close second at 44 percent. Venting about past employers is also a bad idea, as 35 percent of study respondents claimed they wouldn’t hire a person who posted such material.
Being “cute” as well doesn’t help, as the use of emoticons (smiley faces, etc.) on social networking profiles prompted 14 percent of survey respondents to claim they wouldn’t hire a person who communicates in that way.
What SHOULD applicants do with social media?
Employers must be able to answer the question of why they should hire a person. If they can’t come to a clear decision, it’s unlikely the applicant will be hired. Rather than focusing entirely on the negative, the Harris study also delineates what factors in an applicant’s social media profile had a positive impact on their hiring decision. According to a CBS Marketwatch article about the study, the top examples 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
.jpg)
Discussion of Job Hunters: Your Social Media Profiles are Important