What are Employers Discovering about Candidates through Social Media?

EMPLOYERS ARE SCOPING OUT JOB CANDIDATES ON SOCIAL MEDIA – BUT WHAT ARE THEY FINDING? "Hide those questionable vacation pictures, job seekers, and instead highlight your volunteer work and keen communication skills," may just be the advice some social media-unsavvy job seekers need to hear, as it turns out 37 percent of employers – nearly two in five companies – are using social networking sites to research job seekers' every online move. How can candidates go from beer-chugging profile pictures to "Best New Employee?" L ALWAYS FEEL LIKE SOMEBODY'S WATCHING ME. 37% OF EMPLOYERS ARE USING SOCIAL NETWORKING SITES TO RESEARCH JOB CANDIDATES Which sites are employers frequenting most? Facebook 65% in LinkedIn 63% 16% Twitter Other 17% The industry using social media for Using it the least? HEALTH CARE - 28% 11% OF EMPLOYERS don't use recruiting the most? social media to research IT - 52% candidates, but plan to start THE NEW CULTURE FIT Though 12% OF HIRING MANAGERS: most say they're trying to dig deeper than the traditional interview to find out: say they're using social media to uncover reasons not to hire a candidate, 65% 51% 45% 35% Whether the candidate presents himself/herself professionally Whether the candidate Whether the candidate More about the candidate's is a good fit for the company culture is well-rounded qualifications DIGGING UP DIRT-OR MAKING A MESS? Because social media is a dominant form of communication today, you can certainly learn a lot about a person by viewing their public, online personas. However, hiring managers and human resources departments have to make a careful, determined decision as to whether information found online is relevant to the candidates' qualifications for the job." ROSEMARY HAEFNER, VICE PRESIDENT OF HUMAN RESOURCES, CAREERBUILDER O THEIR OWN WORST ENEMY While candidates may be aware that their social profiles are public to employers' watchful eyes, they may not realize their online personas are costing them a job. 34% OF HIRING MANAGERS said the following social media discoveries led to a candidate not getting the gig: 49% 45% 22% Candidate posted provocative/ inappropriate photos or information Candidate had poor Candidate Candidate lied There was evidence of candidate drinking communication skills or using drugs Candidate made bad-mouthed discriminatory comments related to race, gender, religion, or other topic about his or her previous employer qualifications GETTING EMPLOYERS TO "LIKE" THEM 29% OF HIRING MANAGERS said some Not all employers use social media to screen candidates out; discoveries have led to them extending an offer: 58% 55% 54% They got a good feel for a candidate's personality Candidate conveyed a professional image Background information supported candidate's professional qualifications Candidate was well-rounded and showed a wide range of interests 51% Candidate had great communication skills 49% Candidate was creative 44% Other people posted great references about the candidate 34% PUTTING THE "PRO" IN PROFILE Haefner's tips to help candidates tailor public social media content to their advantage: Filter out anything that can tarnish your professional reputation. Post communications, links and photos that portray you in the best possible light. careerbuilder This survey was conducted online within the U.S. by Harris Interactivee on behalf of CareerBuilder among among 2,303 hiring managers and human resource professionals (employed full-time, not self-employed, non-government) between February 9 and March 2, 2012.