Like it or not, today’s employers are using social media to pre-screen employees before bringing them on board. While this remains a legally gray area, and is currently debated among human resources professionals as a viable practice, it is impossible to stop individuals from checking out social media before making a hiring decision. The only way to truly combat this issue is to be sure that your online profile is professional and presentable. So, what do recruiters see when they search for you online?
- You are being watched. 37% of employers use social media in this way. Facebook and LinkedIn are the two most common sites for prescreening. LinkedIn is, of course, designed for this so your profile should already be accessible to employers. Facebook is much more complicated as many individuals use it for their personal networking. A good rule of thumb: don’t post anything you wouldn’t want your mother to see. Also, make sure you have your privacy settings at a level that is comfortable.
- Looking for a culture fit. 51% of hiring professionals say the reason they use social media is to determine the fit of the individual for their corporate culture. This is information that digs deeper than the interview. They can see if you might be able to get a long, or not get along, with other members of the team. They also want to see if candidates have presented themselves in a professional manner; so the sloppy drunk photos should come down or made private. They want to see how well rounded individuals are and if they can glean any additional information about their qualifications from their social networking sites.
- HR is aware of the legal implications. We know that social media is ubiquitous with our culture. Everyone, from our teenage nieces and nephews to our elderly parents and grandparents, has access to Facebook and use it with varying success. Human Resources know that there is a slippery slope when it comes to using this kind of personal information to make hiring decisions. Right now there are no specific guidelines to say what information can and cannot be used so hiring managers are aware and are cautious about making the wrong decisions.
- The big negatives as seen by hiring managers. There are certain violations that hiring managers consider employment offer deal breakers. These include provocative and inappropriate photographs, references to drug use or excessive drinking, poor communication skills, negative comments about previous employers, hate fueled statements about race, religion, gender, or sexual orientation, and inconsistencies in experience, skills, or other qualifications.
Not all online discoveries end in negative consequences. Some employers indicate that what they saw on social media encouraged them to make an offer. Talk to a company who knows how to counsel you toward presenting your best self on social media. Contact Harvard Resource Solutions today!