Did you know that most hiring managers check a candidate’s social media presence at some point during the hiring process? According to a Jobvite survey in 2014, a jaw-dropping 93% of employers check social media accounts before hiring, and it is likely to increase even more.

The numbers:

  • 94% of employers use LinkedIn for some aspect of social recruiting
  • 66% use Facebook
  • 52% use Twitter
  • 55% of employers have reconsidered an applicant because of their social media accounts
  • 61% of those people decided not to hire an applicant they had previously wanted to hire

The factors that gave employers a negative impression:

  • Illegal drug references were the most offensive factor with 83% saying they turned them off a candidate.
  • Sexual references were offensive to 70% of employers.
  • Spelling and grammar mistakes was likely to cost candidates with 66% of employers.
  • Profanity was considered a negative factor with 63%
  • Guns and alcohol made the negative impact list at 51% and 44%References to a candidate’s political affiliation were a neutral factor with 69% of the polled employers, and volunteer work and charitable donations gave 65% of employers a positive view of the candidate. 25% said volunteer and charitable aspects were neutral.

    A Forbes article by Jacquelyn Smith sheds some more light on the matter. She referenced a CareerBuilder survey from 2012 that, “revealed that 29% of surveyed hiring managers found something positive on a profile that drove them to offer the candidate a job.” Employers also stated that when checking an applicant’s social media profiles they were considering things like your experience, skills, length of time at past jobs, mutual connections, and the likelihood that the applicant would be a cultural fit. They were likely to decide not to hire someone because they found evidence of poor communication skills, negative comments about previous employers, discriminatory language related to race, gender, or religion, or a discrepancy in the applicant’s qualifications. A social media profile may increase your likelihood of getting the job because the employer found evidence that the applicant was a good fit for their company, showed creativity, or had received positive comments from past employers. It was stated in the article that an employer still has to abide by fair and equal hiring practices even when they are using social media profiles as a factor.

    Social media is playing an important part in the hiring process these days, and it may be wise to consider this when we are posting and updating our statuses. Employers can determine our level of integrity, personalities, and more when we think we’re just goofing off on the internet. While it seems to be a scary prospect at first, it could help us gain healthier work environments and wind up in jobs for which we are better suited.

    What do you think?

    The information above was taken from the following website(s):
    https://www.jobvite.com/wp-content/uploads/2014/10/Jobvite_SocialRecruiting_Survey2014.pdf
    http://www.forbes.com/sites/jacquelynsmith/2013/04/16/how-social-media-can-help-or-hurt-your-job-search/
    https://www.google.com/search?q=bosses+checking+social+media+before+hiring&oq=bosses+checking+social+media+before+hiring&aqs=chrome..69i57.6805j0j4&sourceid=chrome&es_sm=93&ie=UTF-8

 

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