Hiring managers are increasingly searching social media sites to research job candidates. A recent CareerBuilder survey revealed that most hiring managers aren’t intentionally looking for digital dirt. Six in ten employers say they are merely looking for information about candidates “that supports their qualifications for the job.”32 Surprisingly, it may not be what they find but what is missing that matters. More than four in ten hiring managers say “they are less likely to interview job candidates if they are unable to find information about that person online.” Hiring managers who did find social media information online revealed that the following items turned them off:

Conversely, social media behavior that impresses recruiters includes the following: candidate’s background information supported job qualifications (44 percent), candidate’s site conveyed a professional image (44 percent), candidate’s personality came across as a good fit with company culture (43 percent), candidate was well-rounded and showed a wide range of interests (40 percent), and candidate had great communication skills (36 percent).

Your Task. 

Conduct a social media audit in your course. Armed with the knowledge acquired in this chapter and the information in this activity, critically evaluate fellow students’ social media sites such as Facebook, Instagram, Google1, Twitter, and LinkedIn. In pairs or larger groups, look for positive attributes as well as negative qualities that may repel hiring managers. Report your findings orally or compile them in an e-mail or memo. If you identify negative behavior, discuss remedies such as how to remove offensive material.

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Social Media Behavior Hurting Job Seekers Provocative or inappropriate photographs, videos, or information Information about candidate drinking or using drugs Discriminatory comments related to race, religion, gender, etc. Complaints about previous company or fellow employees Poor communication skills 46 percent 43 percent 33 percent 31 percent 29 percent