How Social Media Can Affect Your Job Search – Infographic IT and telecoms
Social media websites are playing an ever-increasing role in the modern job search process. Almost 90% of jobseekers use them on a regular basis, nearly half being active daily, and over a third of employers use them to help evaluate job candidates.
Research conducted by CareerBuilder shows the value that employers place on the social media presence of job candidates. Based on the responses of just over 2,300 hiring managers and human resources professionals surveyed last year, CareerBuilder established that 37% of all employers screen job candidates using their social media profiles. Statistics showed that of these:
- 65% checked to see if the candidate presents himself or herself in a professional light.
- 51% wanted to find out if the candidate would suit the company culture.
- 45% wanted to find more information about the candidate’s qualifications.
- 29% were influenced to hire a candidate by a positive Internet profile. They said that profiles giving a good feel for the candidate’s personality, conveying a professional image, supporting claimed qualifications, demonstrating creative and communication skills and containing good references all contributed to persuading them to hire a job candidate.
- An unstated percentage used social media to see if a candidate was ‘well rounded’ and to find reasons not to hire a particular candidate.
- 34% found content online that influenced them not to hire the candidate. Around half said that inappropriate or provocative photographs and other information in the candidate’s online profile deterred them from hiring. Around half also noted that evidence of alcohol or drug abuse also influenced them to reject a candidate. Other employers cited poor communication skills, adverse comments about previous employers, discriminatory remarks about race, religion and gender and lies concerning qualifications as further reasons for rejection.
The number of recruiters tuning in to social media websites does not surprise Rosemary Haefner, vice president of human resources at CareerBuilder, as she describes them as ‘a primary vehicle of communication today’. She warns that the figures show that jobseekers with an Internet presence should be careful about what they share publicly. They should remove anything that might be viewed negatively and instead try to use social media to their advantage.
Echoing these sentiments Brad Schepp, co-author of ‘How to find a job on LinkedIn, Facebook, Twitter and Google+’, advises that jobseekers should ensure that their online profiles are free of mistakes (spelling, grammatical and factual) and are relevant to the position applied for; and that photographs should present candidates in a positive light. The information should also be consistent across the various websites.
Experts from career and talent consulting firm Lee Hecht Harrison agree. Senior vice president Greg Simpson says that it is essential that jobseekers understand how potential employers use the Internet in the recruitment process. Those who have minimal or zero online presence could well be prejudicing their chances of finding employment. Also, those who have a strong Internet presence should focus not only on removing or hiding potentially harmful content but also on building strong social networks and profiles that represent them well.
Lee Hecht Harrison marketing vice president Helene Cavalli adds that simply posting a profile and checking news feeds is not enough. Jobseekers must actively participate in online social networking by taking part in group discussions, sharing expertise and so on. She is encouraged by the number of job seekers using the Internet, as her company encourages them to develop solid social media strategies as part of the job-hunting process. Although it is not the only strategy, it is becoming increasingly important.
Please feel free to check out the below Infographic, for more information on the how to improve your chances of getting that new job you want.