An overwhelming majority (70 percent) of hiring managers rely on social media and Internet search engines to

Question:

An overwhelming majority (70 percent) of hiring managers rely on social media and Internet search engines to research job candidates. A significant 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.”35 Surprisingly, it may not be what they find but what is missing that matters. Almost 50 percent of 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 behaviors turned them off:

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Conversely, social media behavior that impresses recruiters includes the following: candidate’s background information supported job qualifications (37 percent), candidate’s site conveyed a professional image (33 percent), candidate’s personality came across as a good fit with company culture (31 percent), candidate was well-rounded and showed a wide range of interests (31 percent), and candidate had great communication skills (28 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, 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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