According to a recent Career Building survey, more than half of employers decided not to hire someone because of what they found on their social media accounts. This is something that I have been telling my cousin and peers in college for years that what they post could cost them their job or a potential job.

 

The press release goes on to say that seventy percent of employers use social networking sites to research job candidates (on par with last year), while seven percent plan to start. And that review matters: Of those that do social research, 57 percent have found content that caused them not to hire candidates. The national survey was conducted online on behalf of CareerBuilder by The Harris Poll between April 4 and May 1, 2018. It included a representative sample of more than 1,000 hiring managers and human resource professionals across industries and company sizes in the private sector.

 

According to employers who use social networking sites to research potential job candidates, what they’re looking for when researching candidates is:

 

  • Information that supports their qualifications for the job: 58 percent
  • If the candidate has a professional online persona: 50 percent
  • What other people are posting about the candidate: 34 percent
  • A reason not to hire the candidate: 22 percent

 

Employers who found content on a social networking site that caused them not to hire a job candidate said these were the primary reasons:

 

  • Job candidate posted provocative or inappropriate photographs, videos or information: 40 percent
  • Job candidate posted information about them drinking or using drugs: 36 percent
  • Job candidate had discriminatory comments related to race, gender, religion, etc.: 31 percent
  • Job candidate was linked to criminal behavior: 30 percent
  • Job candidate lied about qualifications: 27 percent
  • Job candidate had poor communication skills: 27 percent
  • Job candidate bad-mouthed their previous company or fellow employee: 25 percent
  • Job candidate’s screen name was unprofessional: 22 percent
  • Job candidate shared confidential information from previous employers: 20 percent
  • Job candidate lied about an absence: 16 percent
  • Job candidate posted too frequently: 12 percent

 

On the other hand, those that found content that led them to hire a candidate said it was because they saw:

 

  • Job candidate’s background information supported their professional qualifications for the job: 37 percent
  • Job candidate was creative: 34 percent
  • Job candidate’s site conveyed a professional image: 33 percent
  • Job candidate was well-rounded, showed a wide range of interests: 31 percent
  • Got a good feel for the job candidate’s personality, could see a good fit within the company culture: 31 percent
  • Job candidate had great communications skills: 28 percent
  • Job candidate received awards and accolades: 26 percent
  • Other people posted great references about the job candidate: 23 percent
  • Job candidate had interacted with company’s social media accounts: 22 percent
  • Job candidate posted compelling video or other content: 21 percent
  • Job candidate had a large number of followers or subscribers: 18 percent

 

The moral of the story here is BE SMART at what you post and not post on your social media accounts. Because when it comes down to it, your social media is your personal brand and it should reflect what it looks like both offline and online.

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