It’s universally understood that a CV and an online job application will tell you where your prospective employee has worked, what they did and for how long. It may, if you’re lucky, tell you if they have a clean driving licence, but that’s about it.
When they’re in front of you on interview day, they will be smart, polite and well-spoken and they will come across for all intents and purposes as the perfect hire. But, and this is a massive BUT – what aren’t you hearing? What are they really like?
More and more, social media is a vital conduit for conversation, engagement, opinion, ideology and for putting voice to thought and it’s these platforms that can often get candidates into trouble.
A recent research study by careerbuilder.co.uk found that 55% of employees have rejected an applicant due to their behaviour on the major social media platforms like Facebook, Twitter and Instagram.
What are employees finding that’s causing them to rethink? It’s the usual stuff that, let’s be honest, a lot of people do post without thinking of the repercussions…
•Inappropriate or provocative photos or information
•References to the use of drink and/or drugs
•Bad-mouthing previous employers
•Poor communication skills/lies about qualifications or work experience
•Discriminatory content referring to race, sexuality or religion
•Links to criminal behaviour
•…even unprofessional screen names!
If your Twitter handle is @drunkbloke, @vodkagirl or some such, perhaps it’s worth changing it if you’re on the lookout for a new job! Also, it’s worth noting that potential employees will look at social media profiles very early in the recruiting process (essentially to separate the proverbial wheat from the chaff) so it’s worth thinking about tidying up your act before you start looking for a job.
Conversely, around a third of employers surveyed said they had found social content that actually made them more likely to hire the candidate.
Rosemary Haefner, VP of Human Resources at CareerBuilder believes that potential candidates should pay slightly closer attention to what they are posting online and how it ‘can affect their chances of getting hired down the road’.
Although this pertains primarily to job seekers, its sound advice and also best practice for all of us to stay vigilant about what we post online. You just never know who’s looking…
Just so you know, here are some ‘actual’ reasons why employers have turned down potential employees:
•One profile included links to an escort service
•A candidate posted a photo of a warrant for his arrest
•One posted an exercise video for grandmothers
•Someone bragged about driving drunk and not getting caught on several occasions
•…and, one candidate was actively involved in a demonic cult
http://assetresourcing.com/
When they’re in front of you on interview day, they will be smart, polite and well-spoken and they will come across for all intents and purposes as the perfect hire. But, and this is a massive BUT – what aren’t you hearing? What are they really like?
More and more, social media is a vital conduit for conversation, engagement, opinion, ideology and for putting voice to thought and it’s these platforms that can often get candidates into trouble.
A recent research study by careerbuilder.co.uk found that 55% of employees have rejected an applicant due to their behaviour on the major social media platforms like Facebook, Twitter and Instagram.
What are employees finding that’s causing them to rethink? It’s the usual stuff that, let’s be honest, a lot of people do post without thinking of the repercussions…
•Inappropriate or provocative photos or information
•References to the use of drink and/or drugs
•Bad-mouthing previous employers
•Poor communication skills/lies about qualifications or work experience
•Discriminatory content referring to race, sexuality or religion
•Links to criminal behaviour
•…even unprofessional screen names!
If your Twitter handle is @drunkbloke, @vodkagirl or some such, perhaps it’s worth changing it if you’re on the lookout for a new job! Also, it’s worth noting that potential employees will look at social media profiles very early in the recruiting process (essentially to separate the proverbial wheat from the chaff) so it’s worth thinking about tidying up your act before you start looking for a job.
Conversely, around a third of employers surveyed said they had found social content that actually made them more likely to hire the candidate.
Rosemary Haefner, VP of Human Resources at CareerBuilder believes that potential candidates should pay slightly closer attention to what they are posting online and how it ‘can affect their chances of getting hired down the road’.
Although this pertains primarily to job seekers, its sound advice and also best practice for all of us to stay vigilant about what we post online. You just never know who’s looking…
Just so you know, here are some ‘actual’ reasons why employers have turned down potential employees:
•One profile included links to an escort service
•A candidate posted a photo of a warrant for his arrest
•One posted an exercise video for grandmothers
•Someone bragged about driving drunk and not getting caught on several occasions
•…and, one candidate was actively involved in a demonic cult
http://assetresourcing.com/