What turns off hiring managers who browse candidates' social media sites? A Harris Interactive/CareerBuilder study shows employers' pet peeves about applicants' social media presence. The research also reveals recruiters' favorite findings that may improve a candidate's job prospects. Here is an overview of how employers responded:

Conversely, social media behavior that impresses recruiters includes the following positive impressions: creative (48 percent), got a good feel for candidate's personality (43 percent), great communication skills (42 percent), well rounded/wide range of interests (41 percent), and conveyed a professional image (38 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, whether Facebook, Instagram, Google+, Twitter, LinkedIn, etc. In pairs or larger groups, look for positive attributes as well as negative criteria 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—how to remove offensive material.

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Social Media Behavior Hurting Job Seekers Candidates posted information about themselves drinking or using drugs. Candidates posted provocative or inappropriate photos or information. Candidates' screen names were unprofessional. Candidates badmouthed previous employers. Candidates made discriminatory comments related to race, gender, religion, etc. Candidates lied about qualifications. Candidates were linked to criminal behavior. Candidates had poor communication skills. 49 percent 45 percent 29 percent 26 percent 23 percent 21 percent 21 percent 17 percent